Complaint filed against the Occupier and Manager of a factory cannot be mere reiteration of the show cause notice issued to them.
Termination on ground of unbecoming conduct would not lead to forfeiture of gratuity
Absence of registration of contract and non-procurement of license by the Contractors are relevant factors for presuming employer-employee relationship.
Appellate body cannot assume the role of disciplinary authority and supplement his reasons for upholding the punishment order.
The issue of imposing a penalty would only arise after the main claim for compensation is determined by the competent Authority.
Mere apprehension of layoff or termination cannot be a sufficient cause to invoke action under section 33 of ID Act.
In the absence of a challenge to the 45-A order, the ESI Court has no jurisdiction to hold that the said order was vitiated by delay and laches.
Payment of compensation would not amount to admission of criminal liability when the victim met with the accident due to his own negligence.
Punishment of termination on mere negligence in performing duties is disproportionate and merits reinstatement with back wages.
Workmen of a statutory canteen would be the workmen of the principal establishment for the purpose of the Act only and not for all other purposes.
Trainees, employed on permanent jobs, are 'workmen' under the ID Act.
Representation under section 36 of ID Act is valid only if Trade Union was registered at the time of filing the same.
Setting aside of ex parte award and accepting application for condonation of delay would not be possible when the petitioner did not again appear before the Labour Court.
Claims under the Maternity Benefits Act cannot be granted by the High Court in exercise of its Writ Jurisdiction.
Absence without leave is a misconduct in industrial employment warranting disciplinary punishment.
Transfer to far distance from present distance without consent of employee as provided under Model Standing Orders is mala fide.
In an application under Section 2-A, issues framed by the Labour Court on consideration of the pleadings is akin to a civil proceeding.
Mere settlement of the wages accrued towards the workman does not lead to the presumption that the same is a full and final settlement
Grant of exemption cannot be refused without affording proper hearing
Labour Court cannot deal with issues pertaining to payment of salaries and increments.