The applicant was engaged as an engineer on board the vessel M/Y Wheels, registered in Valletta, Malta. On the 30th of October, 2013 the applicant resigned from his position and proceeded to submit an application with the Industrial Tribunal alleging that this resignation was the result of a ‘constructive dismissal’ and that he should consequently be compensated.
Raycine Cassar claims that the termination of her employment was unfair and not based on a valid reason. On the 23rd July 2012 Cassar was handed a written warning because of her negative approach especially with respect to her line manager and also due to the fact that when she was asked to follow the appropriate dress code she showed that she did not care to do so.
In Veronique Amato Gauci Vs EMD Advisory Services Limited, dated the 20th February 2014, Amato Gauci claimed that the termination of her employment was unfair and not based on a valid reason.
Decision number 2257 of the Industrial Tribunal, in the names of Dr Victor Zammit vs Euris Consult Limited, highlighted how important it is to follow disciplinary procedures when such procedures have been established.
As employees’ rights are becoming increasingly well known and as employees are becoming more and more aware of their rights in the workplace, employers cannot afford to ignore or completely mishandle employment problems.
Human resources are the only natural resource our country has and thus needed to be protected. And since Malta depended a great deal on its workforce, its economic progress could only be achieved if this is tied up with social development – this is what, at the end of the day, will improve the quality of life of the Maltese citizens.