It is not mandatory to go into the detailed merits of the case before issuing summons to the Occupier. Business manager, having the power of recruiting and guiding agents, is not a workman. Award passed without ascertaining whether a person is authorised to represent ex-employees or not is perverse. Notice for change in conditions of service is not to be individually sent to each workman. Delay for claiming gratuity should be condoned when the workman was deserving and not well read. Wages should generally be fixed by the Tribunal on the basis of the comparable industries. The burden of proving status as a workman is on a person who claims the same. Past behaviour becomes relevant only when the present charge is proven. Indian labour law strongly disfavors perpetual daily-wage or contractual engagements in circumstances where the work is permanent in nature. The provisions of the Maternity Benefit Act will prevail over contractual conditions denying or offering less favourable maternity benefits. Initial onus is always upon the workmen concerned to prove that they were in the employment of the Management at the relevant time. Possessing license under the CLRA Act cannot be a qualification criteria for evaluation of bids and is to be looked at after the settlement of the contract. Reduction of retirement age constitutes change in service conditions requiring strict compliance with Section 9A of the ID, and failure to adhere to procedural mandates renders such a change invalid.