Lawyers engaged for a specific period are not entitled to maternity benefits.
For reinstatement, the period not spent on duty must be construed for the purposes of back wages only and not for the purposes of seniority, promotion etc.
Appeal against ICC's report cannot be made directly to the High Court.
Retrenchment cannot ordinarily amount to alteration in the conditions of service.
Waiver of 50% of damages levied under ESI Act is justified when the establishment was suffering from financial stringency.
Labour Court does not become functus officio on the publication of the Award.
Compensation in lieu of reinstatement and back wages is proper when no domestic enquiry was conducted but the employee admitted the misconduct.
Termination of services without providing opportunity to show cause or holding disciplinary enquiry is unjustified.
Interest on belated deposit of PF dues cannot be waived off.
Order issued for terminating the services of an employee should be specific in nature.
The Act is applicable both on working journalists and non-journalist newspaper employees.
Burden of proving terminated employee's gainful employment lies on the management.
Employer can dismiss the employee even after his attaining the age of superannuation when the disciplinary proceeding was initiated against him while he was in service.
Complaint against factory manager will be unsustainable where reply given after show cause notice was not considered.
Appropriate Government should refer the dispute when it was claimed that the settlement had been terminated.
Proceedings under Section 33(2)(b) of the ID Act, are not to be decided by the Court like a complete reference before it.
Appropriate Government must form an opinion as to the factual existence of an industrial dispute before making the reference.
Mere procedural defect in complying with provisions of section 25F would not lead to reinstatement.
The workman can only call upon the employer to produce before the Court the nominal muster roll for the given period, the letter of appointment etc.
The employer is bound to maintain records specifying the work performed and receipts given to the persons employed by him.