Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act

This article examines two main issues. The first issue concerns the legal effect arising from the absence from work of an employee without prior leave. Does the employee’s conduct amount to an automatic repudiation so as to entitle the employer to terminate the employment contract? The second issue...

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Main Author:	CHAN, Gary Kok Yew
Format:	text
Language:	English
Published:	Institutional Knowledge at Singapore Management University 2004
Subjects:	Dispute Resolution and Arbitration Labor and Employment Law
Online Access:	https://ink.library.smu.edu.sg/sol_research/723
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Institution:	Singapore Management University
Language:	English

id	sg-smu-ink.sol_research-1722
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spelling	sg-smu-ink.sol_research-17222010-09-21T08:36:04Z Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act CHAN, Gary Kok Yew This article examines two main issues. The first issue concerns the legal effect arising from the absence from work of an employee without prior leave. Does the employee’s conduct amount to an automatic repudiation so as to entitle the employer to terminate the employment contract? The second issue relates to the principles of natural justice. Is the employer legally obliged to grant the employee the opportunity to be heard prior to such dismissal? In relation to the second issue, this article also seeks to proffer some arguments for the limited application of natural justice principles to termination of employment. 2004-01-01T08:00:00Z text https://ink.library.smu.edu.sg/sol_research/723 Research Collection Yong Pung How School Of Law eng Institutional Knowledge at Singapore Management University Dispute Resolution and Arbitration Labor and Employment Law
institution	Singapore Management University
building	SMU Libraries
continent	Asia
country	Singapore Singapore
content_provider	SMU Libraries
collection	InK@SMU
language	English
topic	Dispute Resolution and Arbitration Labor and Employment Law
spellingShingle	Dispute Resolution and Arbitration Labor and Employment Law CHAN, Gary Kok Yew Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
description	This article examines two main issues. The first issue concerns the legal effect arising from the absence from work of an employee without prior leave. Does the employee’s conduct amount to an automatic repudiation so as to entitle the employer to terminate the employment contract? The second issue relates to the principles of natural justice. Is the employer legally obliged to grant the employee the opportunity to be heard prior to such dismissal? In relation to the second issue, this article also seeks to proffer some arguments for the limited application of natural justice principles to termination of employment.
format	text
author	CHAN, Gary Kok Yew
author_facet	CHAN, Gary Kok Yew
author_sort	CHAN, Gary Kok Yew
title	Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
title_short	Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
title_full	Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
title_fullStr	Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
title_full_unstemmed	Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act
title_sort	statutory repudiation, natural justice and section 13(2) of the employment act
publisher	Institutional Knowledge at Singapore Management University
publishDate	2004
url	https://ink.library.smu.edu.sg/sol_research/723
_version_	1772829306484948992

Statutory Repudiation, Natural Justice and Section 13(2) of the Employment Act

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