Clubbing of establishments, merely because of inter se supply of products, is improper. A principal employer's general supervision over work performed on its premises does not, by itself, establish a master-servant relationship. Excessive control/check on the activities of contract labour would prove that the contract is sham and camouflage. Denial of permanency solely on basis of HIV positive status would be discriminatory. Heart attack, while returning back from work after feeling unwell, would be said to have arisen out of and during the course of employment. Admission of guilt by employee is to be proven by the employer before the Court. Worker would be entitled to last drawn wages during pendency of matter before the High Court even if he was earning agricultural income. A ground not taken before the ESI Court cannot be taken before the High Court for the first time. No back wages can be granted on the assumption that a worker remained unemployed for 16 years. Provisions pertaining to compensation in case of transfer of undertakings will not be applicable for benami or fictitious transactions. It cannot be assumed that a workman was terminated when there was no termination letter and the management asked him to report back to duties during conciliation. Determination of 'workman' status depends upon the actual nature of duties performed, the degree of supervisory or managerial control, and the extent of discretion exercised. ID Card and salary slip, not bearing the stamp and signature of the management, cannot be used to prove employer-employee relationship.