Espousal would be valid when a significant of workman were representing a cause for each other even in the absence of a union. The plea that the employee was not a 'workman' under the ID Act cannot be taken before the High Court for the first time. Employer has to take consent before reducing the salary of employees, especially for the purposes of payment of gratuity. Mere separate registration under the different statutes cannot be a basis to claim that the units are separate under the EPF Act. Senior executive, drawing monthly salary of Rs.51,703/-, is not a 'workman' under section 2(s) of the ID Act. When the workman fails to establish continuous service of 12 consecutive months preceding the date of retrenchment, he cannot claim reinstatement with the employer. Punishment of dismissal for watching cricket match on mobile while on duty, especially after apology was tendered, is shockingly disproportionate. Making sexual innuendoes/advances by way of WhatsApp chats is "sexual harassment" under the PoSH Act. Minimum Wages Act does not prohibit the employees from approaching the Labour Court under Section 33(C)(2) of the I.D. Act. Employee is not entitled to back wages and consequential benefits for the period when he was receiving sickness benefit under the ESI Act. In the absence of any order of winding up of the Company, the workers cannot claim any priority whatsoever over the dues of the Bank. No reinstatement but only damages for wrongful termination of a non-workman employee. Certifying authority cannot sign an order after his transfer.