Post by Nikkita Koh Si Qi

Bachelor of Laws (Hons) Graduate @ University of London | CLP Candidate | Independent Literary Blogger

๐ƒ๐จ๐ž๐ฌ ๐š ๐ฏ๐š๐œ๐œ๐ข๐ง๐š๐ญ๐ข๐จ๐ง ๐š๐ฆ๐จ๐ฎ๐ง๐ญ ๐ญ๐จ ๐ž๐ง๐œ๐ซ๐จ๐š๐œ๐ก๐ฆ๐ž๐ง๐ญ ๐จ๐ฏ๐ž๐ซ ๐จ๐ง๐žโ€™๐ฌ ๐ซ๐ข๐ ๐ก๐ญ ๐ญ๐จ ๐›๐จ๐๐ข๐ฅ๐ฒ ๐ข๐ง๐ญ๐ž๐ ๐ซ๐ข๐ญ๐ฒ? ๐Ÿ’‰ As part of my internship at Thomas Philip, Advocates & Solicitors, I attended a court proceeding today at the Federal Court concerning ๐€๐ก๐ฆ๐š๐ ๐…๐ข๐ซ๐๐š๐ฎ๐ฌ ๐›๐ข๐ง ๐Ž๐ฆ๐š๐ซ ๐ฏ ๐”๐ง๐ข๐ฏ๐ž๐ซ๐ฌ๐ข๐ญ๐ข ๐Œ๐š๐ฅ๐š๐ฒ๐š wherein employees of Universiti Malaya (the Applicants) contested the mandatory COVID-19 vaccination policies implemented by the university (the Respondent). The case centers on the 2021 JPA circular requiring vaccinations for civil servants and a Universiti Malaya directive for unvaccinated staff to take unpaid leave and undergo counseling. Ultimately, the court dismissed the Applicants' motion for appeal. The following suggestions made by both parties particularly intrigued me: 1๏ธโƒฃ Whether vaccinations amount to violation of oneโ€™s right to bodily integrity The Applicants expounded that threats of disciplinary action or termination for refusing vaccination constituted coercion, and violated oneโ€™s right to bodily integrity. This was further embellished by the proposition that the Applicants were being treated differently than the general public for whom vaccination was voluntary, and were segregated from their vaccinated colleagues. The Respondent creatively counter-argued by emphasizing on global health crisis and contractual obligations of public servants. What I find particularly fascinating was how the counsel was able to draw a dichotomy between choice and coercion and propounded that the directives did not constitute โ€œforced vaccinationโ€ since individuals still had a real choice. While there were repercussions for refusal to vaccinate (e.g. suspension, unpaid leave), these were categorized as standard disciplinary responses to non-compliance of a lawful, reasonable employerโ€™s direction. This was beautifully packaged with the argument that Article 9 of the Federal Constitution subjects freedom of movement to laws pertinent to public health. 2๏ธโƒฃ Whether ratio decidendi of a commonwealth court decision based on a constitution similar to Malaysiaโ€™s precedes over other countries that made no reference to a similar constitution The crux of the Applicantsโ€™ argument was premised on the Indian Supreme Court decision in ๐‰๐š๐œ๐จ๐› ๐๐ฎ๐ฅ๐ข๐ฒ๐ž๐ฅ ๐ฏ ๐”๐ง๐ข๐จ๐ง ๐จ๐Ÿ ๐ˆ๐ง๐๐ข๐š & ๐Ž๐ซ๐ฌ. In particular, since ๐‰๐š๐œ๐จ๐› ๐๐ฎ๐ฅ๐ข๐ฒ๐ž๐ฅ was decided based on a constitution similar to Malaysiaโ€™s, it is a persuasive precedent, particularly since the legal questions raised are considered for the first time in Malaysia and are not explicitly delineated in local statutes. One interesting proposition by the Respondent was that ๐‰๐š๐œ๐จ๐› ๐๐ฎ๐ฅ๐ข๐ฒ๐ž๐ฅ should not be taken into account as the risk of infection in the case is the same when one is vaccinated. Conversely, in the present context, one could not suggest that the risk of infection before and after getting vaccinated is the same.