Management cannot approach writ court for restraining workmen from causing wrongful loss during agitation without any evidence. Continuous service exceeding 240 days entitles workman to regularisation under Tamil Nadu Permanent Status Act and settlement under ID Act cannot override statutory benefit. Employer has a right to withhold the gratuity during the pendency of the disciplinary proceedings. Writ challenging recovery of PF dues post resolution plan approval not maintainable when statutory remedy lies under the Insolvency and Bankruptcy Code, 2016. It is the duty of the vehicle owner to pay accident compensation as soon as personal injury was caused to the workman. A settlement entered into between the management and the individual workman shall be termed as illegal and shall be ignored, if the industrial dispute relating to nonemployment was collectively raised. The employer does not have the final say in forfeiture of gratuity as it is subject to adjudication by the competent authority. Employee cannot appoint a lawyer as his defence representative merely because the Enquiry Officer is a lawyer. Proviso to section 11A of the I.D. Act does not take away the right of the workman to adduce evidence on the grounds of bias or victimization. Management would be liable to reinstate worker when it was not able to prove that the worker was employed through a contract and later rehired him as a daily wage worker. Plantations are not required to provide special medical treatment to their workers. Reliefs under the Industrial Disputes Act cannot be claimed from a civil court by filing suit. A person joining a private institution cannot claim his tenure as a matter of right.