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“The policy basis of the rule of condonation is to allow the employer to give the employee an opportunity to reform his conduct, without depriving the employer of the right to terminate the relationship if the second chance proves unsuccessful. It is for this reason that condonation impliedly carries the condition that if the condoned misconduct is repeated, the condonation is withdrawn and the past misconduct is revived.” [See: Aezrine Shah Abdullah v. Fat Boys Records Sdn Bhd [2017] MELRU 443]