Years of continuous service put in by a daily wage worker before regularisation will be taken into consideration for calculating gratuity. Bank attachment order passed by ESIC can be relaxed so as to allow the establishment to pay salaries to its employees. Rejection of application for compassionate appointment by the management on the ground of delay is unjustified when the delay was attributable to the management itself. Substance of engagement and actual manner of working and not the formal contract must determine the existence of a master-servant relationship. Converting statutory monthly ceilings into daily wage equivalents does not alter the substantive statutory obligation. Workman would not be entitled to reinstatement when he remained absent from the alternate job provided to him desperately repeated reminders. Complainant cannot be punished for filing false PoSH complaint when an admission was made that she wants a disciplinary enquiry for misbehaviour and not for sexual harassment. Being a member/office bearer of a Trade Union does not entitle a workman to abuse and threaten his Manager on three separate occasions. Contract would be sham when the attendance of contract workers was marked along with regular workers and no valid contract labour registrations/licences were obtained. Change in criteria of selection or promotion cannot be considered as change in conditions of service. Employees are entitled to interest on gratuity if it was not paid immediately after superannuation. Unless an applicant is considered to be a dependant under Section 2(1)(d) of the Employee's Compensation Act, merely because he is a legal heir of the deceased employee, the employers not expected to disburse the amount. A compromise entered into between the parties during the pendency of a dispute is a "settlement" under section 33C(2) of the ID Act.