POWERS OF LABOUR COURTS AND TRIBUNALS IN CASE OF DISCHARGE OR DISMISSAL OF WORKMEN |

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In this video Adv. Vanita has discussed about POWERS OF LABOUR COURTS, TRIBUNALS AND NATIONAL TRIBUNALS TO GIVE APPROPRIATE RELIEF IN CASE OF DISCHARGE OR DISMISSAL OF WORKMEN that is as follows :
POWERS OF LABOUR COURTS, TRIBUNALS AND NATIONAL
TRIBUNALS TO GIVE APPROPRIATE RELIEF IN CASE OF
DISCHARGE OR DISMISSAL OF WORKMEN
(SECTION 11A)
Where an industrial dispute relating to the discharge or dismissal of
a workman has been referred to a Labour Court, Tribunal or National
Tribunal for adjudication and, in the course of the adjudication
proceedings, the Labour Court, Tribunal or National Tribunal, as the
case may be, is satisfied that the order of discharge or dismissal was
not justified, it may, by its award, set aside the order of discharge or
dismissal and direct reinstatement of the workman on such terms
and conditions, if any, as it thinks fit, or give such other relief to the
workman including the award of any lesser punishment in lieu of
discharge or dismissal as the circumstances of the case may require:
Provided that in any proceeding under this section the Labour Court,
Tribunal or National Tribunal, as the case may be, shall rely only on
the materials on record and shall not take any fresh evidence in
relation to the matter.
Object and Reasons for the insertion of Section 11AThe objects and reasons of the for the insertion of the section 11A
states that the power of the tribunals should not be limited and that
the tribunal should have the power, in case wherever necessary to
set aside the order of the discharge or dismissal and direct
reinstatement of the workmen on such terms and conditions or give
such other relief to the workmen including the award of any lesser
punishment in lieu of discharge or dismissal as the circumstances of
the case may require.
The objects and reasons refer to the decision of the Supreme court in
INDIAN IRON AND STEEL COMPANY LIMITED AND ANR.
V.
THEIR WORKMEN
(1958 SC )
which held that the Labour courts and Tribunals can only interfere
in the decision of the management to dismiss, discharge or terminate
the services of a workman when there is a want of good faith,
victimization, unfair labour practice, etc., on the part of the
management and tribunal dose not act as a court of appeal and
substitute its own judgment for that of the management.
Interfere only in Discharge and Dismissal
The court or Tribunal under section 11A can only interfere in a case
of Dismissal or Discharge by way of punishment. Dismissal is a
termination of service of the employee as a punishment for
misconduct. Discharge is also a termination of the service of the
workmen but includes discharge simpliciter under the contract and
also penal discharge as a punishment. Section 11A applies only to the penal Discharge. In case of discharge, section 11A will not be
attracted. In case of any punishment lesser than the dismissal or
discharge section 11A will not be attracted.
Rely on materials on record
The proviso lays down that for any proceedings under section 11A
the Labour court or the tribunal shall rely on materials on record and
shall not take any fresh evidence in relation to the matter. But the
courts had recognized the right of the employer to sustain his action
by adducing further evidence if he had not held an inquiry or the
inquiry held is invalid.
WORKMEN
V.
FIRE STONE TYRE AND RUBBER CO.
(1973 SC)
The Court held that the proviso requiring the Tribunal to take in to
account the materials on record cannot be confined to matters which
were available at the domestic enquiry and clarified that the Material
on Record includes :
1. the evidence taken by the management at the enquiry and the
proceedings of the enquiry
2. or the above evidence and in addition any other further evidence
led before the Tribunal
3. the evidence placed before the Tribunal for the first time in support
of the action taken by the employer as well as the evidence adduced
by the workmen.
NEETHAKAPILASHV.
PRESIDING OFFICER
(1999 SC)
the supreme court held that domestic enquiry which is declared by
the labour court to be vitiated neither was a fresh evidence nor did it
constitute evidence on record and therefore proceedings of such
enquiry have to be ignored.
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[@nilufarnazbin6974]

Thank you so much 🙏

[@legalgyan5]

You're welcome 😊

[@rajatmehta7]

Very helpful video... Explained in very lucid manner 😇

[@jyojk6348]

I'm trying to join but unable to do that ..my case is in court and and my company is saying that I'm not workman which is incorrect

[@PrikshaBishnoi-dl6de]

Thank you 🙂🙂

[@JitenderKumar-fy1kq]

Thanks a lot.

[@poojarathore2783]

Mem new labur code ke bare me bataye sachai kiya he

[@evadhiman3477]

Thankyou

[@deepakhedulkar1021]

डिअर मॅडम
मै हाफकीन जीव औषध निर्माण महामंडळ parel मुंबई का एक चतुर्थ श्रेणी का कर्मचारी हू!
2012 के एक डायरेक्ट भर्ती मे वरिष्ठ कार्यालय सहाय्यक एक पोस्ट मे जाहिरात की गई थी! इस पोस्ट मे मुझे प्रतीक्षा मे पाहिले स्थान पर नियुक्त किया गया! पर अंतिम पोस्ट नही मिला!पर जिस उमेदवार को नियुक्त किया गया वो गलत तारिकेसे नियुक्त किया गया! उनकी जादा उम्र का झूठा प्रस्ताव managing डायरेक्टर (ias)को सदर किया गया यह बाद मैने साबिद बी की!आखिर मे प्रशासन ने अपनी गलती लिखी स्वरूप मे मान ली!परंतु अभि tak मुझे न्याय नही मिला है!प्लीज advise me madam

[@legalgyan5]

सबसे पहले आप RTI से अपने documents निकलवायें

[@jyojk6348]

I need to talk with u

[@rahul_agrawal1]

Ye to sirf translation he

[@inaren04]

मेम हम 10 लोग गुजरात के एक स्पेशियल इकोनॉमिक ज़ोन में कार्यरत थे और 2006 में गुजरात sez act के तहत चेप्टर V D लागू करके हमें निकाला गया था और हमारा केस इंडस्ट्रियल ट्रिब्यूनल में सन 2013 से चालू है। कंपनी ने कोर्ट को बताया कि world economic slowdown होने के कारण हमने इन कामदारों को निकाला है। कंपनी का नाम हिंदुस्तान यूनिलीवर लिमिटेड है यह 100% एक्सपोर्ट करती है पर यह बात सच नही है कि कंपनी के पास काम नही था। कोर्ट में कंपनी ने ऐसा कोई सबूत पेश नही किया है जिससे ये साबित हो सके कि कंपनी में काम वाकई नही था क्योंकि हम कामदारों को निकाल ने के बाद कई सारे फिक्स टर्म वर्कर्स भर्ती किये गए और हमने यह बात जज के सामने भी रखी ओर पुख्ता सबूत भी दिए। कंपनी में दो युनियन थे जिसमें हमारे यूनियन की मेजोरिटी ज्यादा थी फिरभी दूसरे यूनियन ने धोखाधड़ी कर सख्ती से सेटलमेंट पर हस्ताक्षर करवा कर कोर्ट में पेश किया है क्योंकि सेटलमेंट से पहले हमने लेबर कमिश्नर को इस मामले में दखलंदाजी करने को पत्र भेजा था और साथ में यूनियन की मेजोरिटी लिस्ट ओर ऑथोराइज़्ड पत्र भी शामिल थे। यह केस लेबर कमिश्नर से होता हुआ ट्रिब्यूनल तक पहुचा ओर 2019-20 में कोर्ट ने फैसला कंपनी के फेवर में दे दिया। जो कि यह केस 2009 में किया गया था इसके चलते कंपनी ने unfair labour practice की ओर हमे 2013 में terminate किया है। अब हमारा केस award की स्थिति में है 11 जुलाई को आखिरी सुनवाई थी जजमेंट कभी भी आ सकता है। तो में ये जानना चाहता हु की आपके सोच विचार में जजमेंट क्या होना चाहिए ? अगर जजमेंट हमारे खिलाफ आता है तो हमे आगे क्या करना चाहिए? Please must reply

[@legalgyan5]

The judgment will depend on judge.