3449 GI/2024

(2535)

रजिस्ट्री सं. डी.एल. (एन) 04/0007/2003—05

REGD. NO. D. L. (N) 04/0007/2003—05

xxxGIDHxxx

xxxGIDExxx

प्राजिकार से प्रकाजित

PUBLISHED BY AUTHORITY

साप् ताजिक

WEEKLY

सं. 24]

नई दिल् ली, िून 16—िून 22, 2024, िजनवार/ ज् येष् ठ 26 —आषाढ़ 1, 1946

No. 24]

NEW DELHI, JUNE 16—JUNE 22, 2024, SATURDAY/JYAISHTHA 26– ASHADHA 1, 1946

इस भाग में जभन् न ृष् ठ सं्‍ या िी िाती िज जिससे दक यि ृष क संकलन के प ृ में र ा िा सके

Separate Paging is given to this Part in order that it may be filed as a separate compilation

भागII— ण् ड 3—उृ- ण् ड(ii)

PART II—Section 3—Sub-section (ii)

भारत सरकार के मंत्रालयों (रक्षा मंत्रालय को छोड़कर) द्वारा िारी दकए गए सांजवजिक आिेि और अजिसूचनाएं

Statutory Orders and Notifications Issued by the Ministries of the Government of India

(Other than the Ministry of Defence)

जविेि मन्त्रालय

(सी.ृी.वी. प्रभाग)

नई दिल्ली, 14 िून, 2024

का.आ. 1152.—रािनजयक और कोंसुलीय अजिकारी (िृ एवं फीस) के अजिजनयम, 1948 की िारा 2 के ंड

(क) के अनुसरण में वजिाजनक आिेि ।

एति् द्वारा,सरकार भारत के िूतावास, जवल्नुस मेेँ श्री अजभषेक यािव, सिायक अनुभाग अजिकारी को िून 14,

2024 से सिायक कांसुलर अजिकारी के प ृ में कांसुलर सेवाओं का जनवविन करने के जलए अजिकषत करती िज।

[फा. सं. टी. 4330/1/2024(20)]

एस.आर.एच. फिमी, जनिेिक (सीृीवी-I)

सी.जी.-डी.एल.-सा.-12072024-255322

CG-DL-W-12072024-255322

सी.जी.-डी.एल.-सा.-12072024-255322

CG-DL-W-12072024-255322

2536

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

MINISTRY OF EXTERNAL AFFAIRS

(CPV Division)

New Delhi, the 14th June, 2024

S.O. 1152.—Statutory Order in pursuance of the clause (a) of the Section 2 of the Diplomatic and Consular

Officers (Oaths and fees) Act, 1948 (41 of 1048), the Central Government hereby appoints Shri Abhishek Yadav,

Assistant Section Officer as Assistant Consular Officer in the Embassy of India, Vilnius, to perform the consular

services as Assistant Consular Officer with effect from June 14, 2024.

[F. No. T. 4330/01/2024(20)]

S.R.H FAHMI, Director (CPV-I)

कार्मवक, लोक जिकायत और ृेंिन मंत्रालय

)

कार्मवक और प्रजिक्षण जवभाग

(

नई दिल्ली, 17 िनवरी, 2024

का.आ. 1153.—केन्रीय सरकार, िंड प्रदिया संजिता, 1973 (1974 का 2) की िारा 24 की उृिारा (8) द्वारा

प्रित् त िजत तयों का प्रयोग करते एए, श्री एस वी रािू, भारत के अृर मिा-साजलजसटर को, माननीय कनावटक उच्च

न्यायालय के समक्ष दिल् ली जविेष ृुजलस स्ट् ाृना (केंरीय अन्वेषण ययूरो) की ओर से डी. के. जिवाकुमार बनाम कनावटक

राज्य और अन्य के मामले में ररट अृील सं. 646/2023 और आरसी 10(ए)/2020/सीबीआई/एसीबी/बीएलआर से

संबंजित अन्य कायवाजियों के संचालन के जलए तारी 29 नवंबर, 2023 से मामले का जनृटान िोने तक, जविेष लोक

अजभयोिक के प ृ में जनयुत त करती िज ।

[फा. सं. 225/32/2023-एवीडी- II]

कुंिन ना , अवर सजचव

MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS

(Department of Personnel and Training)

New Delhi, the 17th January, 2024

S.O. 1153.—In exercise of the powers conferred by sub-section (8) of section 24 of the Code of Criminal

Procedure, 1973 (2 of 1974), the Central Government hereby appoints Shri S.V. Raju, Additional Solicitor General of

India, as Special Public Prosecutor for conducting the Writ Appeal number 646/2023 and other proceedings

pertaining to RC10(A)/2020-CBI/ACB/BLR in the matter of D.K. Shivakumar vs. State of Karnataka and others on

behalf of the Delhi Special Police Establishment (Central Bureau of Investigation) before the Hon’ble High Court of

Karnataka with effect from 29th November, 2023 till the disposal of the Case.

[F. No. 225/32/2023-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 12 अप्रजल, 2024

का.आ. 1154.—केन् र सरकार, एति् द्वारा दिल् ली जविेष ृुजलस स्ट् ाृना अजिजनयम, 1946 (1946 का 25) की

िारा 5 की उृ-िारा (1) सृरठत िारा 6 द्वारा प्रित्त िजियों का प्रयोग करते एए झार ंड राज् य सरकार, गषि, कारागार

एवं आृिा प्रबंिन जवभाग, झार ंड, रांची, की अजिसूचना सं. 10/सी.बी.आई.-415/2023-5456/रांची, दिनांक

22.11.2023 के माध्यम से िारी सम्मजत से श्री राम भज्जु, ओवरजसयर, मगि कोजलयरी, सीसीएल, चतरा, झार ंड के

जवरुद्ध भ्रष्टाचार जनवारण अजिजनयम, 1988 (वषव 2018 में य ासंिोजित) की िारा 7 के तित काररत अृरािों के जलए

श्री नागेश्वर राम, ृुत्र श्री लाटन राम द्वारा दिनांक 08.11.2023 को ििव करायी गई जिकायत, जिसके आिार ृर दिनांक

18.03.2024 को एक सीबीआई मामला सं. आरसी03ए/2024-आर ििव दकया गया िज, से उत्ृन्न अृराि (िों) का

अन्वेषण करने के जलए त ा ऐसे अृराि(िों) से िुड़े या उससे संबद्ध दकसी िुष्प्रयास, िुष्प्रेरणा और/अ वा षड्यंत्र

एवं/अ वा उसी संव्यविार में दकए गए या उन्िीं तथ्यों से उत्ृन्न दकसी अन्य अृराि का अन्वेषण करने के जलए दिल्ली

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2537

जविेष ृुजलस स्ट् ाृना के सिस्ट्यों की िजियों और क्षेत्राजिकार का जवस्ट्तार (कायोत्तर प्रभाव से, दिनांक 18.03.2024 से)

समस्ट्त झार ंड राज्य में करती िज।

[फा. सं. 228/18/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 12th April, 2024

S.O. 1154.—In exercise of the powers conferred by sub-section (1) of section 5 read with section 6 of the

Delhi Special Police Establishment Act, 1946 (25 of 1946), the Central Government with the consent of the State

Government of Jharkhand, issued vide Notification No.10/C.B.I-415/2023-5456/Ranchi dated 22.11.2023, Home,

Prisons and Disaster Management Department, Jharkhand, Ranchi, hereby extends the powers and jurisdiction of the

members of the Delhi Special Police Establishment (ex post facto w.e.f. 18.03.2024) to the whole State of Jharkhand

for investigation into the offence(s) arising out of the complaint dated 08.11.2023 lodged by Shri Nageshwar Ram

S/o Late Latan Ram, against Shri Ram Bhajju, Overseer, Magadh Colliery, CCL, Chatra, Jharkhand u/s 7 of

Prevention of Corruption Act, 1988 (as amended in 2018), based on which a CBI case RC03(A)/2024-R has been

registered on 18.03.2024 and any attempt, abetment and/or conspiracy, in relation to or in connection with such

offence(s) and/or for any other offence committed in the course of the same transaction or arising out of the same

facts.

[F. No. 228/18/2024-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 25 अप्रजल, 2024

का.आ. 1155.—केन् र सरकार, एति् द्वारा दिल् ली जविेष ृुजलस स्ट् ाृना अजिजनयम, 1946 (1946 का 25) की

िारा 5 की उृ-िारा (1) सृरठत िारा 6 द्वारा प्रित्त िजियों का प्रयोग करते एए छत्तीसगढ़ राज् य सरकार की

अजिसूचना सं. एफ-4-4/गषि-सी/2024, दिनांक 16.02.2024 और संिोजित अजिसूचना सं. एफ-4-4/गषि-सी/2024,

दिनांक 10.04.2024, गषि जवभाग (सी-सेतिन), मंत्रालय, मिानिी भवन, नवा रायृुर, अटल नगर, छत्तीसगढ़ िासन के

माध्यम से िारी सम्मजत से, राज्य सेवा ृरीक्षा, 2021 की भती प्रदिया में अजनयजमतताओं की जिकायतों के संबंि में

भारतीय िंड संजिता की िारा 420, 120-बी एवं भ्रष्टाचार जनवारण अजिजनयम, 1988 (2018 में य ा-संिोजित) की

िारा 7/7-ए और िारा 12 के तित ाना-अिुवण्डा, जिला-बालोि में ृंिीकषत अृराि सं. 28/2024 त ा भारतीय िंड

संजिता की िारा 120-बी, 420 एवं भ्रष्टाचार जनवारण अजिजनयम, 1988 (2018 में य ा-संिोजित) की िारा 7/7-ए

और िारा 12 के तित जिला-रायृुर के एसीबी/ईओडबल्यू ाने में ृंिीकषत अृराि सं. 05/2024 से िुड़े मामलों मे

तलािी एवं अन्वेषण करने त ा ऐसे अृराि(िों) से िुड़े या उससे संबद्ध दकसी िुष्प्रयास, िुष्प्रेरणा और/अ वा षड्यंत्र

एवं/अ वा उसी संव्यविार में दकए गए या उन्िीं तथ्यों से उत्ृन्न दकसी अन्य अृराि का अन्वेषण करने के जलए दिल्ली

जविेष ृुजलस स्ट् ाृना के सिस्ट्यों की िजियों और क्षेत्राजिकार का जवस्ट्तार समस्ट्त छत्तीसगढ़ राज्य में करती िज।

[फा. सं. 228/19/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 25th April, 2024

S.O. 1155.—In exercise of the powers conferred by sub-section (1) of section 5 read with section 6 of the

Delhi Special Police Establishment Act, 1946 (25 of 1946), the Central Government with the consent of the State

Government of Chhattisgarh, issued vide Notification No.F-4-4/Home-C/2024 dated 16.02.2024 and Amended

Notification No.F-4-4/Home-C/2024 dated 10.04.2024, Home Department (C-Section), Mantralaya, Mahanadi

Bhawan, Nava Raipur, Atal Nagar, Government of Chhattisgarh, hereby extends the powers and jurisdiction of the

members of the Delhi Special Police Establishment in the entire State of Chhattisgarh to search and investigate into

the matters pertaining to the Crime No. 28/2024 concerning the complaints of irregularities in the recruitment process

of State Service Examination, 2021, registered at Police Station-Arjunda, District-Balod under Section 420, 120-B of

IPC & sections 7/7-A and 12 of the Prevention of Corruption Act, 1988 (as amended in 2018) and Crime No. 05/2024

registered with ACB/EOW Police Station of District-Raipur under Sections 120B, 420 of IPC and Sections 7/7-A and

12 of the Prevention of Corruption Act, 1988 (as amended in 2018) and any attempt, abetment and/or conspiracy, in

2538

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

relation to or in connection with such offence(s) and/or for any other offence committed in the course of the same

transaction or arising out of the same facts.

[F. No. 228/19/2024-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 3 मई, 2024

का.आ. 1156.—केन् र सरकार, एति् द्वारा दिल् ली जविेष ृुजलस स्ट् ाृना अजिजनयम, 1946 (1946 का

अजिजनयम सं. 25) की िारा 5 की उृ-िारा (1) सृरठत िारा 6 द्वारा प्रित्त िजियों का प्रयोग करते एए, असम राज् य

सरकार की अजिसूचना ज्ञाृन सं. एचएमए-19015/19/2022-ृोल(ए)-एच&ृी/231(ईसीएफ-250762)-ए, दिनांक

14.03.2024, रािनीजतक (ए) जवभाग :: दिसृुर, असम सरकार के माध्यम से िारी सम्मजत से, असम के ृजिमी काबी

आंगलोंग जिला के जिरीककंडडंग ाना अंतगवत मुकरोि में दिनांक 22/11/2022 को एई गोलीवारी की घटना, जिसके

ृररणामस्ट्वप ृ 5 (ृाेँच) नागररकों और 1 (एक) िोमगाडव की मषत्यु िो गई ी, के संबंि में (1) जिरीककंडडंग ाना में

भारतीय िंड संजिता (आईृीसी) की िाराएेँ 379/353/34 सृरठत असम वन जवजनयमन (एएफआर) अजिजनयम की िारा

40/41 के अंतगवत ििव मामला सं. 09/2022 (2) जिरीककंडडंग ाना में भारतीय िंड संजिता (आईृीसी) की िाराएेँ

147/148/149/326/333/353/385/427/302/307 सृरठत आयुि (आम्सव) अजिजनयम की िारा 27 और लोक संृजत्त

नुकसान जनवारण अजिजनयम की िारा 3 के अंतगवत ििव मामला सं. 10/2022 और (3) जिरीककंडडंग ाना में भारतीय िंड

संजिता (आईृीसी) की िाराएेँ 447/448/436/427 सृरठत लोक संृजत्त नुकसान जनवारण अजिजनयम की िारा 04 के

अंतगवत ििव मामला सं. 11/2022 से िुड़े अृरािों का अन्वेषण करने त ा ऐसे अृराि(िों) से िुड़े या उससे संबद्ध दकसी

िुष्प्रयास, िुष्प्रेरणा और/अ वा षड्यंत्र एवं/अ वा उसी संव्यविार में दकए गए या उन्िीं तथ्यों से उत्ृन्न दकसी अन्य

अृराि का अन्वेषण करने के जलए, दिल्ली जविेष ृुजलस स्ट् ाृना के सिस्ट्यों की िजियों और क्षेत्राजिकार का जवस्ट्तार

समस्ट्त असम राज्य में करती िज।

[फा. सं. 228/07/2023-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 3rd May, 2024

S.O. 1156.—In exercise of the powers conferred by sub-section (1) of section 5 read with section 6 of the

Delhi Special Police Establishment Act, 1946 (Act 25 of 1946), the Central Government with the consent of the State

Government of Assam, issued vide Notification Memo No. HMA-19015/19/2022-POL(A)-H&P/231(ECF-250762)-

A dated 14.03.2024, Political (A) Department :: Dispur, Government of Assam, hereby extends the powers and

jurisdiction of the members of the Delhi Special Police Establishment in the whole State of Assam for carrying out

investigation of the offences relating to (1) Zirikindeng PS Case No. 09/2022 u/s 379/353/34 IPC r/w Sec 40/41 AFR

Act, (2) Zirikindeng PS Case No. 10/2022 u/s 147/148/149/326/333/353/385/427/302/307 IPC r/w Sec 27 Arms Act

and Sec 3 PDPP Act and (3) Zirikindeng PS Case No. 11/2022 u/s 447/448/436/427 IPC r/w Sec 04 of PDPP Act

registered in connection with the incident of firing on 22/11/2022 at Mukrow under Zirikindeng PS, West Karbi

Anglong District, Assam resulting into the death of 5 (five) civilians and 1 (one) Home Guard and any attempt,

abetment and/or conspiracy, in relation to or in connection with such offence(s) and/or for any other offence

committed in the course of the same transaction or arising out of the same facts.

[F. No. 228/07/2023-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 3 मई, 2024

का.आ. 1157.—केन् र सरकार एति् द्वारा दिल् ली जविेष ृुजलस स्ट् ाृना अजिजनयम, 1946 (1946 का

अजिजनयम सं. 25) की िारा 5 की उृ-िारा (1) सृरठत िारा 6 द्वारा प्रित्त िजियों का प्रयोग करते एए, मेघालय राज् य

सरकार की अजिसूचना ज्ञाृन सं. ृोल.130/2023/12-ए जिलांग दिनांक 16.02.2024, गषि (रािनीजतक) जवभाग,

मेघालय राज् य सरकार के माध्यम से िारी सम्मजत से ना्टवयांग ाना, ृजिम िैंजतया जिल्स जिला में भा.िं.सं. की िारा

302/326/120बी/34 के अंतगवत िंडनीय अृरािों के संबंि में ििव मामला सं. 39(11)2022 से उत्ृन्न अृराि(िों) त ा

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2539

ऐसे अृराि(िों) से िुड़े या उससे संबद्ध दकसी िुष्प्रयास, िुष्प्रेरणा और/अ वा षड्यंत्र एवं/अ वा उसी संव्यविार में दकए

गए या उन्िीं तथ्यों से उत्ृन्न दकसी अन्य अृराि का अन्वेषण करने के जलए, दिल्ली जविेष ृुजलस स्ट् ाृना के सिस्ट्यों की

िजियों और क्षेत्राजिकार का जवस्ट्तार समस्ट्त मेघालय राज्य में करती िज।

[फा. सं. 228/09/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 3rd May, 2024

S.O. 1157.—In exercise of the powers conferred by sub-section (1) of section 5 read with section 6 of the

Delhi Special Police Establishment Act, 1946 (Act No. 25 of 1946), the Central Government with the consent of the

State Government of Meghalaya, issued vide Notification Memo No. POL.130/2023/12-A Shillong dated 16.02.2024,

Home(Political) Department, Government of Meghalaya, hereby extends the powers and jurisdiction of the members

of the Delhi Special Police Establishment in the whole State of Meghalaya for the investigation of offences

punishable under Section 302/326/120B/34 IPC arising out of Case No. 39(11)2022 registered at Nartiang Police

Station, West Jaintia Hills District and any attempt, abetment and/or conspiracy, in relation to or in connection with

such offence(s) and/or for any other offence committed in the course of the same transaction or arising out of the

same facts.

[F. No. 228/09/2024-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 13 मई, 2024

का.आ. 1158.—केंरीय सरकार, िंड प्रदिया संजिता, 1973 (1974 का 2) की िारा 24 की उृिारा (8) द्वारा

प्रित्त िजियों का प्रयोग करते एए, श्री रमाकांत रघुराि यािव, अजिविा को, दिल्ली जविेष ृुजलस स्ट् ाृन (केंरीय

अन्वेषण ययूरो) द्वारा संजस्ट् त मामलों, जिन्िें नीचे िी गई सारणी के स्ट्तंभ (2) और स्ट्तंभ (3) में वर्णवत दकया गया िज, का

उि सारणी के स्ट्तंभ (4) में वर्णवत न्यायालयों में और दकसी अृील या ृुनरीक्षण न्यायालय, जिसे जवजि द्वारा स्ट् ाजृत

दकया गया िज, में उि मामलों से उद्भूत िोने वाली कोई अृील, ृुनरीक्षण या अन्य मामलों के अजभयोिन के संचालन के

जलए प्रभार ग्रिण करने की तारी से, मामलों के जनृटान तक, या अगले आिेि तक, इनमें से िो भी ृूववतर िो, जविेष

लोक अजभयोिक के प ृ में जनयुि करती िज।

ि.सं.

आरसी.सं.

न्यायालय मामला सं.

न्यायालय का नाम

(1)

(2)

(3)

(4)

1.

आरसी. 10/ई/96-ईओयू-VII/नई दिल्ली

661/ृुजलस

वारंट

जवचारणीय

मामला/2009

अृर मु्‍य मेरोृोजलटन

मजिस्ट्रेट

तीसरा

न्यायालय, मुंबई

2.

आरसी. 7/ई/96/सीबीआई/ईओबी/मुंबई

774/ृुजलस

वारंट

जवचारणीय

मामला/2009

3.

आरसी. 6/ई/96-ईओयू.IX/नई दिल्ली

696/ृुजलस

वारंट

जवचारणीय

मामला/2009

4.

आरसी. 12/ई/99/सीबीआई/ईओबी/मुंबई

699/ृुजलस

वारंट

जवचारणीय

मामला/2009

5.

आरसी. 7/ई/98/सीबीआई/ईओबी/मुंबई

और

आरसी. 8/ई/98/सीबीआई/ईओबी/मुंबई

1888/सीबीआई

ृुजलस

मामला/2000

(933/ृुजलस

वारंट

जवचारणीय

मामला/09)

6. आरसी. 2/ई/2001/सीबीआई/ईओबी/मुंबई

117/सीबीआई

ृुजलस

2540

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

मामला/2001

(728/ृुजलस

वारंट

जवचारणीय

मामला/2009)

7.

आरसी. 8/ई/99/सीबीआई/ईओबी/मुंबई

और

आरसी. 9/ई/99/सीबीआई/ईओबी/मुंबई

118/सीबीआई

ृुजलस

मामला/2001

(930/ृुजलस

वारंट

जवचारणीय

मामला/2009)

8.

आरसी. 7/ई/2000/सीबीआई/ईओबी/मुंबई

775/ृुजलस

वारंट

जवचारणीय

मामला/2009

9.

आरसी. 10/ई/99/सीबीआई/ईओबी/मुंबई

108/सबीआई

ृुजलस

मामला/2002

(932/ृुजलस

वारंट

जवचारणीय

मामला/2009)

10.

आरसी. 5/ई/99/सीबीआई/ईओबी/मुंबई

184/सीबीआई

ृुजलस

मामला/2002

(884/ृुजलस

वारंट

जवचारणीय

मामला/2009)

11.

आरसी. 3/ई/2003/सीबीआई/ईओबी/मुंबई

3/सीबीआई

ृुजलस

वारंट

जवचारणीय मामला/2004

(672/ृुजलस

वारंट

जवचारणीय

मामला/2009) और

672/ृुजलस

वारंट

जवचारणीय

मामला/2014 अनुृूरक सीएस

12.

आरसी. 2/ई/2002/सीबीआई/ईओबी/मुंबई

211/सीबीआई

ृुजलस

वारंट

जवचारणीय मामला/2004

(725/ृुजलस

वारंट

जवचारणीय

मामला/2009)

13.

आरसी. 6/ई/2003/सीबीआई/ईओबी/मुंबई

886/ृुजलस

वारंट

जवचारणीय

मामला/2009

14.

आरसी. 4/ई/2003/सीबीआई/ईओबी/मुंबई

801/ृुजलस

वारंट

जवचारणीय

मामला/2009

15.

आरसी. 7/ई/2003/सीबीआई/ईओबी/मुंबई

676/ृुजलस

वारंट

जवचारणीय

मामला/2009

[फा. सं. 225/15/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 13th May, 2024

S.O. 1158.—In exercise of the powers conferred by sub-section (8) of section 24 of the Code of Criminal

Procedure, 1973 (2 of 1974), the Central Government hereby appoints Shri Ramakant Raghuraj Yadav, Advocate as

Special Public Prosecutor for conducting prosecution of cases instituted by the Delhi Special Police Establishment

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2541

(Central Bureau of Investigation) mentioned in column (2) and (3) of the table below, in the Court mentioned in

column (4) of the said Table and any appeal, revision or other matters arising out of said cases in any appellate or

revisional Court established by law from the date of assumption of charge, till disposal of the cases, or till further

order, whichever is earlier.

TABLE

SI.

No.

RC. No.

Court Case No.

Name of the Court

(1)

(2)

(3)

(4)

1

RC.10/E/96-EOU-VII/New Delhi

661/Police Warrant Triable Case/2009

Additional

Chief

Metropolitan

Magistrate 3rd Court,

Mumbai

2

RC. 7/E/96/CBI/EOB/ Mumbai

774/Police Warrant Triable Case/2009

3

RC. 6/E/96-EOU.IX/New Delhi

696/Police Warrant Triable Case/2009

4

RC.12/E/99/CBI/EOB/Mumbai

699/Police Warrant Triable Case/2009

5

RC. 7/E/98/CBI/EOB/Mumbai & RC.

8/E/98/CBI/EOB/Mumbai

1888/CBI Police Case/2000 (933/Police

Warrant Triable Case/09)

6

RC.2/E/2001/CBI/EOB/ Mumbai

117/CBI Police Case/2001 (728/Police

Warrant Triable Case/2009)

7

RC. 8/E/99/CBI/EOB/Mumbai & RC.

9/E/99/CBI/EOB/Mumbai

118/CBI Police Case/2001 (930/Police

Warrant Triable Case/2009)

8

RC. 7/E/2000/CBI/EOB/ Mumbai

775/Police Warrant Triable Case/2009

9

RC.10/E/99/CBI/EOB/Mumbai

108/CBI Police Case/2002 (932/Police

Warrant Triable Case/2009)

10

RC. 5/E/99/CBI/EOB/Mumbai

184/CBI Police Case/2002 (884/Police

Warrant Triable Case/2009)

11

RC.3/E/2003/CBI/EOB/ Mumbai

3/CBI Police Warrant Triable Case/2004

(672/Police Warrant Triable Case/2009)

&

672/Police

Warrant

Triable

Case/2014 Suppl. CS

Additional

Chief

Metropolitan

Magistrate 19th Court,

Mumbai

12

RC. 2/E/2002/CBI/EOB/ Mumbai

211/CBI

Police

Warrant

Triable

Case/2004 (725/Police Warrant Triable

Case/09)

13

RC. 6/E/2003/CBI/EOB/ Mumbai

886/Police Warrant Triable Case/2009

14

RC. 4/E/2003/CBI/EOB/ Mumbai

801/Police Warrant Triable Case/2009

15

RC. 7/E/2003/CBI/EOB/ Mumbai

676/Police Warrant Triable Case/2009

[F. No. 225/15/2024-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 14 मई, 2024

का.आ. 1159.—केंरीय सरकार, िंड प्रदिया संजिता, 1973 (1974 का 2) की िारा 24 की उृ-िारा (8) द्वारा

प्रित्त िजत तयों का प्रयोग करते एए, श्री रजबन् रना िाि, अजिवत ता को उत त सारणी के स्ट् तंभ (5) में उजल् लज त

न् यायालयों में, नीचे िी गई सारणी के स्ट् तंभ (2) और (4) में उजल् लज त दिल् ली जविेष ृुजलस स्ट् ाृन (केंरीय अन्वेषण

ययूरो) द्वारा स्ट् ाजृत मामलों के अजभयोिन और जवजि द्वारा स्ट् ाजृत दकसी अृीलीय अ वा ृुनरीक्षण न् यायालय में इन

मामलों से उत् ृन् न अृील, ृुनरीक्षण या अन् य मामलों का संचालन करने के जलए जविेष लोक अजभयोिक के प ृ में उनके

ृिभार ग्रिण करने की तारी से तीन वषों के जलए या मामलों के जनृटान िोने तक, िो भी ृिले िो, जविेष लोक

अजभयोिक जनयुत त करती िज, अ ावत्:-

2542

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

सारणी

ि.

सं.

आरसी सं.

िा ा का नाम

जविेष ृुजलस

स्ट् ाृन/जवचारण सं.

न् यायालय का नाम

(1)

(2)

(3)

(4)

(5)

1

आरसी0562014एस0010

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

05/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

2

आरसी0562014एस0011

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

06/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

3

आरसी0562014एस0018

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

13/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

4

आरसी0562014एस0023

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

18/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

5

आरसी0562014एस0024

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

19/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

6

आरसी0562014एस0032

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

27/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

7

आरसी0562014एस0033

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

28/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

8

आरसी0562014एस0037

एसीबी, भुवनेश् वर

जविेष ृुजलस स्ट् ाृन

32/2014

जविेष ृुजलस स्ट् ाृन

32/2014 ( )

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

9

आरसी0562014एस0038

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 33/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

10

आरसी0562014एस0040

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 35/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

11

आरसी0562014एस0042

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 37/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

12

आरसी0562014एस0046

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 41/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

13

आरसी0562014एस0047

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 42/2014

जवचारण 02/2017

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर जविेष

न् यायािीि

सीबीआई,

भुवनेश् वर

14

आरसी0562014एस0049

एसीबी, भुवनेश् वर

जवचारण 05/2018

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

15

आरसी0562014एस0050

एसीबी, भुवनेश् वर

जवचारण 01/2018

जविेष न् यायािीि सीबीआई,

भुवनेश् वर

16

आरसी0151994एस0052

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 32/1994

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

17

आरसी0151998एस0013

एसीबी, भुवनेश् वर

जविेष

ृुजलस

जविेष

मु्‍ य

न् याजयक

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2543

स्ट् ाृन 04/1998

िंडाजिकारी, भुवनेश् वर

18

आरसी0152001एस0017

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 10/2003

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

19

आरसी0562014एस0013

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 08/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

20

आरसी0562014एस0028

एसीबी, भुवनेश् वर

जविेष

ृुजलस

स्ट् ाृन 23/2014

जविेष

मु्‍ य

न् याजयक

िंडाजिकारी, भुवनेश् वर

[फा. सं. 225/06/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 14th May, 2024

S.O. 1159.—In exercise of the powers conferred by sub-section (8) of section 24 of the Code of Criminal

Procedure, 1973 (2 of 1974), the Central Government hereby appoints Shri Rabindranath Dash, Advocate as Special

Public Prosecutor for conducting prosecution of cases instituted by the Delhi Special Police Establishment (Central

Bureau of Investigation) as mentioned in column (2) and (4) of the table below, in the Courts mentioned in column

(5) of the said Table and any appeal, revision or other matter arising out of these cases in any appellate or revisional

Court established by law, for a period of three years from the date of assumption of charge or till disposal of the cases,

whichever is earlier, namely

TABLE

Sl. No.

RC. No.

Branch Name

Special Police

Establishment/ Trial No.

Name of the Court

(1)

(2)

(3)

(4)

(5)

1

RC0562014S0010

ACB, Bhubaneswar

Special Police Establishment

05/2014

Special

CJM,

Bhubaneswar

2

RC0562014S0011

ACB, Bhubaneswar

Special Police Establishment

06/2014

Special

CJM,

Bhubaneswar

3

RC0562014S0018

ACB, Bhubaneswar

Special Police Establishment

13/2014

Special

CJM,

Bhubaneswar

4

RC0562014S0023

ACB, Bhubaneswar

Special Police Establishment

18/2014

Special

CJM,

Bhubaneswar

5

RC0562014S0024

ACB, Bhubaneswar

Special Police Establishment

19/2014

Special

CJM,

Bhubaneswar

6

RC0562014S0032

ACB, Bhubaneswar

Special Police Establishment

27/2014

Special

CJM,

Bhubaneswar

7

RC0562014S0033

ACB, Bhubaneswar

Special Police Establishment

28/2014

Special

CJM,

Bhubaneswar

8

RC0562014S0037

ACB, Bhubaneswar

Special Police Establishment

32/2014

Special Police Establishment

32/2014 (B)

Special

CJM,

Bhubaneswar

9

RC0562014S0038

ACB, Bhubaneswar

Special Police Establishment

33/2014

Special

CJM,

Bhubaneswar

10

RC0562014S0040

ACB, Bhubaneswar

Special Police Establishment

35/2014

Special

CJM,

Bhubaneswar

11

RC0562014S0042

ACB, Bhubaneswar

Special Police Establishment

37/2014

Special

CJM,

Bhubaneswar

12

RC0562014S0046

ACB, Bhubaneswar

Special Police Establishment

41/2014

Special

CJM,

Bhubaneswar

13

RC0562014S0047

ACB, Bhubaneswar

Special Police Establishment

42/2014

Trial 02/2017

Special

CJM,

Bhubaneswar

Special

Judge,

CBI,

Bhubaneswar

2544

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

14

RC0562014S0049

ACB, Bhubaneswar

Trial 05/2018

Special

Judge,

CBI,

Bhubaneswar

15

RC0562014S0050

ACB, Bhubaneswar

Trial 01/2018

Special

Judge,

CBI,

Bhubaneswar

16

RC0151994S0052

ACB, Bhubaneswar

Special Police Establish-

ment 32/1994

Special

CJM,

Bhubaneswar

17

RC0151998S0013

ACB, Bhubaneswar

Special Police Establish-

ment 04/1998

Special

CJM,

Bhubaneswar

18

RC0152001S0017

ACB, Bhubaneswar

Special

Police

Establishment 10/2003

Special

CJM,

Bhubaneswar

19

RC0562014S0013

ACB, Bhubaneswar

Special Police Establish-

ment 08/2014

Special

CJM,

Bhubaneswar

20

RC0562014S0028

ACB, Bhubaneswar

Special Police Establish-

ment 23/2014

Special

CJM,

Bhubaneswar

[F. No. 225/06/2024-AVD-II]

KUNDAN NATH, Under Secy.

िुजद्धृत्र

नई दिल्ली, 14 मई, 2024

का.आ. 1160.—केंरीय सरकार, िंड प्रदिया संजिता, 1973 (1974 का 2) की िारा 24 की उृिारा (8) द्वारा

प्रित् त िजत तयों का प्रयोग करते एए, भारत के रािृत्र (साप्ताजिक) भाग II, ंड 3, उृ ंड (ii), तारी 1 िुलाई, 2023

में प्रकाजित भारत सरकार की अजिसूचना सं्‍याक का.आ. 1050, तारी 13 िनवरी, 2023 में जनम्नजलज त संिोिन

करती िज, अ ावत्:-

उि अजिसूचना की ताजलका में, ि.सं. 9 से 14 और उससे संबंजित प्रजवजष्टयों के स्ट् ान ृर जनम्नजलज त ि.सं.

और प्रजवजष्टयां र ी िाएंगी, अ ावत्:-

सारणी

ि. सं.

सीबीआई मामला आरसी सं्‍या

(1)

(2)

9.

आरसी.5(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

10.

आरसी.6(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

11.

आरसी.7(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

12.

आरसी.8(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

13.

आरसी.9(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

14.

आरसी.10(ए)/2018-एसीयू-V,एसी-II, नई दिल्ली

[फा. सं. 225/13/2022-एवीडी-II]

कुंिन ना , अवर सजचव

CORRIGENDUM

New Delhi, the 14th May, 2024

S.O. 1160.—In exercise of the powers conferred by sub-section (8) of section 24 of the Code of Criminal

Procedure, 1973 (2 of 1974), the Central Government hereby makes the following amendment in the notification of

the Government of India number S.O. 1050, dated the 13th January, 2023 published in the Gazette of India (Weekly),

Part II, Section 3, Sub-section (ii), dated 1st July, 2023, namely:-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2545

In the said Notification in the Table, for serial numbers 9 to 14 and the entries relating thereto, the following

serial numbers and entries shall be substituted, namely:-

TABLE

Sl. No.

CBI Case RC No.

(1)

(2)

9

RC.5(A)/2018-ACU-V, AC-II, New Delhi.

10

RC.6(A)/2018-ACU-V, AC-II, New Delhi.

11

RC.7(A)/2018-ACU-V, AC-II, New Delhi.

12

RC.8(A)/2018-ACU-V, AC-II, New Delhi.

13

RC.9(A)/2018-ACU-V, AC-II, New Delhi.

14

RC.10(A)/2018-ACU-V, AC-II, New Delhi.

[F. No. 225/13/2022-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 17 मई, 2024

का.आ. 1161.—केन्रीय सरकार, िंड प्रदिया संजिता, 1973 (1974 का 2) की िारा 24 की उृिारा (8) द्वारा

प्रित् त िजत तयों का प्रयोग करते एए, श्री िेवेन्र ृाल डसंि, अजिविा को जविेष न्यायािीि, न्यायालय सीबीआई (भ्रष्टाचार

जनवारण अजिजनयम) (संसि सिस्ट्य/जविान सभा सिस्ट्य मामले) आरएडीसी नई दिल्ली, माननीय दिल्ली उच्च न्यायालय

और भारत के माननीय सवोच्च न्यायालय में, दिल्ली जविेष ृुजलस स्ट् ाृन (केन्रीय अन्वेषण ययूरो) द्वारा संजस्ट् त,

सीबीआई मामला आरसी 53(ए)/2022/एसीबी/दिल्ली का अजभयोिन और जवजि द्वारा स्ट् ाजृत दकसी अृील या

ृुनरीक्षण न्यायालय में इस मामले से उद्भूत िोने वाली अृीलें, ृुनरीक्षण और/या अन्य मामलों को संचाजलत करने के

जलए तारी 09.03.2023 से तीन वषव की अवजि के जलए या मामले का जनृटान िोने तक, इनमें से िो भी ृिले िो,

जविेष लोक अजभयोिक के प ृ में जनयुत त करती िज।

[फा. सं. 225/10/2023-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 17th May, 2024

S.O. 1161.—In exercise of the powers conferred by sub-section (8) of Section 24 of the Code of Criminal

Procedure, 1973 (2 of 1974), the Central Government hereby appoints Shri Davinder Pal Singh, Advocate as Special

Public Prosecutor for conducting the prosecution, appeal or other matters arising out of CBI Case No.

RC53(A)/2022/ACB/Delhi, instituted by the Delhi Special Police Establishment (Central Bureau of Investigation), in

the Court of Special Judge (PC Act) (CBI) (MPs/MLAs Cases), Rouse Avenue District Court, New Delhi, the

Hon’ble High Court of Delhi and the Hon’ble Supreme Court of India, for a period of three years with effect from

9th March, 2023 or till disposal of the case, whichever is earlier.

[F. No. 225/10/2023-AVD-II]

KUNDAN NATH, Under Secy.

नई दिल्ली, 27 मई, 2024

का.आ. 1162.—केन् र सरकार, एति् द्वारा दिल् ली जविेष ृुजलस स्ट् ाृना अजिजनयम, 1946 (1946 का 25) की

िारा 5 की उृ-िारा (1) सृरठत िारा 6 द्वारा प्रित्त िजियों का प्रयोग करते एए रािस्ट् ान राज् य सरकार की

अजिसूचना सं. एफ. 2/8(110)गषि-5/81, दिनांक 04.01.2024, गषि (गष.-v) जवभाग, ियृुर, रािस्ट् ान सरकार के

माध् यम से िारी सािारण सम्मजत से, श्री चंृा लाल सोनी सुृुत्र श्री बरी नारायण सोनी द्वारा दिनांक 17.01.2024 को

ििव कराई गई जिकायत के आिार ृर श्री अंदकत आस्ट्वाल, जनरीक्षक, सीिीएसटी, ियृुर, श्री संिीृ ृायल,

2546

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

आईआरएस, सीिीएसटी, ियृुर और प ृ लक्ष्मी ज्वेलसव ियृुर के जवरुद्ध भारतीय िण्ड संजिता की िारा 120बी सृरठत

भ्रष् टाचार जनवारण अजिजनयम, 1988 (वषव 2018 में य ा संिोजित) की िारा 7 के तित ृंिीकषत सीबीआई मामला

आरसीिेडीएच 2024ए0001, दिनांक 17.01.2024 से संबद्ध अृराि(िों) का अन्वेषण त ा ऐसे अृराि(िों) से िुड़े या

उससे संबद्ध दकसी िुष्प्रयास, िुष्प्रेरणा एवं/अ वा षड्यंत्र एवं/अ वा उसी संव्यविार में दकए गए या उन्िीं तथ्यों से उत्ृन्न

दकसी अन्य अृराि का अन्वेषण करने के जलए दिल्ली जविेष ृुजलस स्ट् ाृना के सिस्ट्यों की िजियों और क्षेत्राजिकार का

जवस्ट्तार (कायोत्तर प्रभाव से दिनांक 17.01.2024 से) समस्ट् त रािस्ट् ान राज् य में करती िज।

[फा. सं. 228/12/2024-एवीडी-II]

कुंिन ना , अवर सजचव

New Delhi, the 27th May, 2024

S.O. 1162.—In exercise of the powers conferred by sub-section (1) of section 5 read with section 6 of the

Delhi Special Police Establishment Act, 1946 (25 of 1946), the Central Government with the general consent of the

State Government of Rajasthan, issued vide Notification No. F.2/8(110)Home-5/81 dated 04.01.2024, Home (Group-

V) Department, Jaipur, Rajasthan Government, hereby extends the powers and jurisdiction of the members of the

Delhi Special Police Establishment (ex post facto w.e.f. 17.01.2024) to the whole State of Rajasthan for investigation

into the offence(s) of CBI case RCJDH2024A0001 dated 17.01.2024 u/s 120B of IPC r/w Section 7 of PC Act, 1988

(as amended in 2018) against Shri Ankit Aswal, Inspector, CGST, Jaipur, Shri Sandeep Payal, IRS, CGST, Jaipur and

Rup Laxmi Jewellers Jaipur registered on the basis of the complaint dated 17.01.2024 lodged by Shri Champa Lal

Soni S/o Shri Badri Narayan Soni and any attempt, abetment and/or conspiracy, in relation to or in connection with

such offence(s) and/or for any other offence committed in the course of the same transaction or arising out of the

same facts.

[F. No. 228/12/2024-AVD-II]

KUNDAN NATH, Under Secy.

श्रम और रोिगार मंत्रालय

नई दिल्ली, 11 िून, 2024

का.आ. 1163.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सि

-

] ल नऊ ds iapkV (ृिचान

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[ सं. एल-22013/01/2024-आई.आर.(सी.एम-II)]

मजणकंिन. एन, उृ जनिेिक

MINISTRY OF LABOUR AND EMPLOYMENT

New Delhi, the 11th June, 2024

S.O. 1163.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 62/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 03/06/2024.

[No. L-22013/01/2024 – IR (CM-II)

MANIKANDAN. N , Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL-CUM-LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2547

PRESIDING OFFICER

I.D. No. 62/2020

Ref. No.-D-850/AB/2020/39/IR/DDN

Rajiv Kumar Yadav V/s FCI

BETWEEN

Sri Rajiv Kumar Yadav

S/o Sri Badam Singh

Village- Mohalla- Chaukhanda, PS and PO- Shamsabad, District- Farrukhabad (UP)

…….Workman

AND

1. The General Manager (Principal Employer)

Food Corporation of India, ‘

Regional office, T.C. 3, V- Vibhuti Khand, Gomti Nagar, Lucknow (U.P.)

2. The Regional Manager (Appointing Authority),

Food Corporation of India (FCI)

District Office, Shahjahanpur (U.P.)

3. Sri Rajendra Saxena (Representative

M/s Keshav Singh Ors. T.P. No. 315, Katia Tolla,

Shahajanpur (U.P.).

……. Respondent

AWARD

By order/letter dated 9th September 2020 appropriate government referred in following dispute to this Tribunal.

“Whether the termination of the services of Sri Rajiv Kumar Yadav S/o Sri Badam Singh, who was engaged in Roja

depot of FCI, Shahajanpur, (U.P.) by M/s Keshav Singh, contractor of FCI, for the period 03.08.2008 to 23.04.2010

is proper and justified.

If not, to what relief, the workman is entitled to?”

Accordingly I.D. case registered before this Tribunal.

Claimant filed statement of claim supported by an affidavit dated 21.12.2020 and the relevant facts stated by the

clamant in its claim petition are as under:-

That in District Shahajanpur U.P. there is institution of the name of Bhartiya Khadya Nigam (hereinafter referred as

employees)

On 23.04.2010 claimant was appointed in institution and since then he was working and discharging his duties

regularly however on 24.04.2020 his services were retrenched without the provisions as provided under section 25(F)

of the Act.

Aggrieved by the said facts claimant approach appropriate authority for redressal of his grievances when no heed was

paid then for redressal of grievances application for conciliation under Industrial Dispute Act, 1946(hereinafter

referred to as “Act”) thereafter the reference dated 09.09.2020 was made to this Tribunal.

In the claim statement filed by claimant against order of termination/ retrenchment, claimant prayed that said order of

termination/retrenchment may be set aside and he may be reinstated in services with all consequential benefits.

On behalf of respondent a written statement filed on 10.02.2023 in which a preliminary objection taken relevant

portion quoted as under:-

“The relevant provisions governing the payment of contract labours engaged by the contractor under Contract

Labour (Regulation and Abolition) Act, 1970. is being reproduced below:

Section 21-Responsibility for payment of wages

2548

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

(1) A contractor shall be responsible for payment of wages to each worker employed by him as contract Labour and

such wages shall be paid before the expiry of such period as may be prescribed.

(2) Every principal employer shall nominate a representative duly authorized by him to be present at the time of

disbursement of wages by the contractor and it shall be the duty of such representative to certify the amounts paid as

wages in such manner as may be prescribed.

(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the authorized

representative of the principal employer.

(4) In case the contractor fails to make payment of wages within the prescribed period or makes short payment, then

the principal employer shall be liable to make payment of wages in full or the unpaid balance due, as the case may

be, to the contract labour employed by the contractor and recover the amount so paid from the contractor either by

deduction from any amount payable to the contractor under any contract or as a debt payable by the contractor”.

The claimant has nowhere alleged the failure of contractor. The principal employer will come in picture only when

the contractor fails to make the payment to the labour engaged by him.

6. It is submitted that the Hon’ble High Court of Allahabad vide its judgment and order dated 21.12.21 in writ

petition C No. 23288 of 2021 titled Food Corporation of India and another Versus Deputy Chief Labour

Commissioner and 2 others has set aside the order dated 09.07.21 passed by Deputy Chief Labour Commissioner

under Rule 25 (2)(v)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971 with the following

observation.

"The Court is of the view that the order dated 9.7.2021 cannot be sustained in the eyes of law and, therefore, deserves

to be quashed. A bare reading of Rule 25(2)(v)(a) & (b) of the Contract Labour (Regulation and Abolition) Rules,

1971, definitely makes it clear that if any demand had to be made then it had to be made to the effect that the

contractor had to pay the salary to its workers which ought to have been at par with the salary of the workers of the

principal employer.

The contractor was such a person whose service was taken by the principal employer so that the contractor could

make available the labour which was required by the principal employer. If the contractor despite any order being

made under Rule 25(2)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971, did not pay wages as

per the order passed under Rule 25(2)(v)(a)(b) of the Contract Labour (Regulation and Abolition) Rules, 1971, then

the principal employer could be made liable to pay the wages and the expenses which would have been incurred by

the principal employer in providing amenities could have been taken by the principal employer from the contractor

either by the deduction from any amount which was payable to the contractor or the amount paid by the principal

employer would have become a debt payable by the contractor. Definitely, no order could have been passed directly

asking the principal employer i.e. the petitioner for making the payment to the workmen who were employed by the

contractor. Since the contractor himself had not been made a party in the proceedings before the Deputy Chief

Labour Commissioner (Central), definitely no direction could be used to the contractor and, therefore, the direction

which has been issued to the principal employer could not have also been issued at all.”

Further, the Court finds that there were various issues which had to be thrashed out before any order could be passed

and a vague order could not have been passed directing the petitioner to ascertain as to who was working and who

was not working.

The Court also holds that some the Appellate Authority was the Deputy Chief Labour Commissioner (Central) and the

order was also passed by the Deputy Chief Labour Commissioner, no Appeal would lie

With these observations, the writ petition stands allowed. The order ,dated: 9.7.2021 passed by the Deputy Chief

Labour Commissioner (Central) is quashed. The recovery etc. which might have been issued in pursuance of the

order dated 9.7.2021 also stands quashed"

A copy of the judgment and order dated 21.12.21 in writ petition C No. 23288 of 2021 titled Food Corporation of

India & another versus Deputy Chief Labour Commissioner and 2 others pronounced by the Hon'ble Court of

Allahabad vide is hereby filed as annexure 'E'. 7. That it is submitted that after the issue of notification dated

21.04.2010 by the Government of India, Ministry of labour New Delhi regarding prohibition of employment of

Contractor Labour so many unions are claiming that contract Labour employed by the ex-contractor are their

members and may be regularized in the employment of Food Corporation of India. There are various cases pending

before different judicial forums and before the conciliating authorities such as RLC, Kanpur, Dy. CLC, Kanpur,

CGIT, New Delhi / Lucknow/ Kanpur, Hon'ble High Court of Allahabad Lucknow and Hon'ble Supreme Court of

India.

Details of which are as under :-

➤ID Case No. 157 of 2012 and 112 of 2020 pending before CGIT Delhi. ➤ID Case No. 19 to 77 of 2020 pending

before CGIT Lucknow 59 cases.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2549

Three cases 36 of 2016, 66 of 2015 & 03 of 2021 are pending before CGIT Kanpur.

Total 98 Writ petitions have been filed before Hon'ble Allahabad High Court. Out of which 75 Writ petitions had been

disposed off dismissed for approaching appropriate authority for seeking regularization at FSD Roza.

Total 14 Writ petitions were filed before Hon'ble Allahabad High Court Lucknow Bench.

Special appeal number 126 of 2020 was filed by FCI before High Court Lucknow & still pending.

8. That Shri Sawan Kumar Nishad and 34 others have filed a Writ Petition No. 4337 of 2021 before the Hon'ble High

Court, Allahabad claiming the issuance of the prerogative writ for their absorption in the Food Corporation of India

as per Notification no. 23.04.2010. But the Hon'ble High Court dismissed the Writ Petition vide order dated

25.08.2021 on basis of judgment of the Constitutional Bench of the Hon'ble Supreme Court of India passed in Steel

Authority of India Limited and others vs. National Union water front workers & others (2001) 7 SSC1, holding that

the relief as claimed cannot be countenanced. Following which series of writ petitions were dismissed on this line by

Hon'ble High Court of Allahabad.

Accordingly it has been prayed that preliminary objection taken on behalf of respondent may kindly be decided

thereafter time was granted to the claimant to file rejoinder affidavit on 26.04.2023, quoted herein below:-

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

WS filed, taken on record.

Copy be sent to worker along with notice.

List on 24.08.2023 for rejoinder.

On 24.08.2023 an order was passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

Last opportunity is granted for rejoinder.

List on 01.12.2023.

On 01.12.2023 an order passed quoted herein below:

Taken up in revised list.

Sri Dhirendra Singh for FCI.

None for claimant.

Further last opportunity is granted for rejoinder, failing which case shall proceed ex-parte against claimant.

List on 21.02.2024. Notice to claimant.

On 21.01.2024 an order passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for OP. None for claimant.

File reserved for orders.

Accordingly after hearing learned counsel for respondent and going through record as till date no rejoinder affidavit

has been filed by claimant, so taking into consideration the said facts and the law as laid by the Hon'ble High Court in

the case of V. K. Raj Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove illegality of the

order and if no evidence is produced the party invoking jurisdiction of the Court must fail. Whenever a workman

raises a dispute challenging the validity of the termination of service if is imperative for him to file written statement

before the Industrial Court setting out grounds on which the order is challenged and he must also produce evidence

to prove his case. If the workman fails to appear or to file written statement or produce evidence, the dispute referred

by the State Government cannot be answered in favour of the workman and he would not be entitled to any relief."

2550

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd., V.K. Raj

Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49) FLR 38 and

Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led by or on behalf of the

workman the reference is bound to be answered by the court against the workman. In such a situation it is not

necessary for the employers to lead any evidence at all. The obligation to lead evidence to establish an allegation

made by a party is on the party making the allegation. The test would be, who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed. A perusal

of the impugned award also does not show that any evidence either oral or documentary was led by the respondent.

In the case of no evidence, the reference has to be dismissed."

As the workman/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; and the workman is not entitled for any relief.

Award as above.

Lucknow.

Date 11.3.2024

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 11 िून, 2024

का.आ. 1164.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-सि-

]

ल नऊ ds iapkV (ृिचान

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[ सं. एल-22013/01/2024-आई.आर.(सी.एम-II)]

मजणकंिन. एन, उृ जनिेिक

New Delhi, the 11th June, 2024

S.O. 1164.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 63/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 03/06/2024.

[No. L-22013/01/2024 – IR (CM-II)

MANIKANDAN. N , Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL-CUM-LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 63/2020

Ref. No.-D-851/AB/2020/40/IR/DDN

Mansharam V/s FCI

BETWEEN

Sri Mansharam,

S/o Sri Devi Prasad

Village- Shekharpur, PS and PO- Bharkhera, Tehsil- Bisalpur, District Piliphit

Workman

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2551

AND

1. The General Manager (Principal Employer)

Food Corporation of India, ‘

Regional office, T.C. 3, V- Vibhuti Khand, Gomti Nagar, Lucknow (U.P.)

2. The Regional Manager (Appointing Authority),

Food Corporation of India (FCI)

District Office, Shahjahanpur (U.P.)

3. Sri Rajendra Saxena (Representative

M/s Keshav Singh Ors. T.P. No. 315, Katia Tolla,

Shahajanpur (U.P.).

……. Respondent

AWARD

By order/letter dated 9th September 2020 appropriate government referred in following dispute to this

Tribunal.

“Whether the termination of the services of Sri Mansharam S/o Sri Devi Prasad, who was engaged in Roja

depot of FCI, Shahajanpur, (U.P.) by M/s Keshav Singh, contractor of FCI, for the period 08.07.2008 to

23.04.2010 is proper and justified.

If not, to what relief, the workman is entitled to?”

Accordingly I.D. case registered before this Tribunal.

Claimant filed statement of claim supported by an affidavit dated 21.12.2020 and the relevant facts stated by the

clamant in its claim petition are as under:-

That in District Shahajanpur U.P. there is institution of the name of Bhartiya Khadya Nigam (hereinafter referred as

employees)

On 23.04.2010 claimant was appointed in institution and since then he was working and discharging his duties

regularly however on 24.04.2020 his services were retrenched without the provisions as provided under section 25(F)

of the Act.

Aggrieved by the said facts claimant approach appropriate authority for redressal of his grievances when no heed was

paid then for redressal of grievances application for conciliation under Industrial Dispute Act, 1946(hereinafter

referred to as “Act”) thereafter the reference dated 09.09.2020 was made to this Tribunal.

In the claim statement filed by claimant against order of termination/ retrenchment, claimant prayed that said order of

termination/retrenchment may be set aside and he may be reinstated in services with all consequential benefits.

On behalf of respondent a written statement filed on 10.02.2023 in which a preliminary objection taken relevant

portion quoted as under:-

“The relevant provisions governing the payment of contract labours engaged by the contractor under

Contract Labour (Regulation and Abolition) Act, 1970. is being reproduced below:

Section 21-Responsibility for payment of wages

(1) A contractor shall be responsible for payment of wages to each worker employed by him as contract

Labour and such wages shall be paid before the expiry of such period as may be prescribed.

(2) Every principal employer shall nominate a representative duly authorized by him to be present at the

time of disbursement of wages by the contractor and it shall be the duty of such representative to certify the

amounts paid as wages in such manner as may be prescribed.

(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the

authorized representative of the principal employer.

(4) In case the contractor fails to make payment of wages within the prescribed period or makes short

payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance

due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid

from the contractor either by deduction from any amount payable to the contractor under any contract or as

a debt payable by the contractor”.

2552

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

The claimant has nowhere alleged the failure of contractor. The principal employer will come in picture only

when the contractor fails to make the payment to the labour engaged by him.

6.

It is submitted that the Hon’ble High Court of Allahabad vide its judgment and order dated

21.12.21 in writ petition C No. 23288 of 2021 titled Food Corporation of India and another Versus Deputy

Chief Labour Commissioner and 2 others has set aside the order dated 09.07.21 passed by Deputy Chief

Labour Commissioner under Rule 25 (2)(v)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules,

1971 with the following observation.

"The Court is of the view that the order dated 9.7.2021 cannot be sustained in the eyes of law and, therefore,

deserves to be quashed. A bare reading of Rule 25(2)(v)(a) & (b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, definitely makes it clear that if any demand had to be made then it had to be made to

the effect that the contractor had to pay the salary to its workers which ought to have been at par with the

salary of the workers of the principal employer.

The contractor was such a person whose service was taken by the principal employer so that the contractor

could make available the labour which was required by the principal employer. If the contractor despite any

order being made under Rule 25(2)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971,

did not pay wages as per the order passed under Rule 25(2)(v)(a)(b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, then the principal employer could be made liable to pay the wages and the expenses

which would have been incurred by the principal employer in providing amenities could have been taken by

the principal employer from the contractor either by the deduction from any amount which was payable to

the contractor or the amount paid by the principal employer would have become a debt payable by the

contractor. Definitely, no order could have been passed directly asking the principal employer i.e. the

petitioner for making the payment to the workmen who were employed by the contractor. Since the

contractor himself had not been made a party in the proceedings before the Deputy Chief Labour

Commissioner (Central), definitely no direction could be used to the contractor and, therefore, the direction

which has been issued to the principal employer could not have also been issued at all.”

Further, the Court finds that there were various issues which had to be thrashed out before any order could

be passed and a vague order could not have been passed directing the petitioner to ascertain as to who was

working and who was not working.

The Court also holds that some the Appellate Authority was the Deputy Chief Labour Commissioner

(Central) and the order was also passed by the Deputy Chief Labour Commissioner, no Appeal would lie

With these observations, the writ petition stands allowed. The order ,dated: 9.7.2021 passed by the Deputy

Chief Labour Commissioner (Central) is quashed. The recovery etc. which might have been issued in

pursuance of the order dated 9.7.2021 also stands quashed"

A copy of the judgment and order dated 21.12.21 in writ petition C No. 23288 of 2021 titled Food

Corporation of India & another versus Deputy Chief Labour Commissioner and 2 others pronounced by the

Hon'ble Court of Allahabad vide is hereby filed as annexure 'E'. 7. That it is submitted that after the issue of

notification dated 21.04.2010 by the Government of India, Ministry of labour New Delhi regarding

prohibition of employment of Contractor Labour so many unions are claiming that contract Labour

employed by the ex-contractor are their members and may be regularized in the employment of Food

Corporation of India. There are various cases pending before different judicial forums and before the

conciliating authorities such as RLC, Kanpur, Dy. CLC, Kanpur, CGIT, New Delhi / Lucknow/ Kanpur,

Hon'ble High Court of Allahabad Lucknow and Hon'ble Supreme Court of India.

Details of which are as under :-

➤ID Case No. 157 of 2012 and 112 of 2020 pending before CGIT Delhi. ➤ID Case No. 19 to 77 of 2020

pending before CGIT Lucknow 59 cases.

Three cases 36 of 2016, 66 of 2015 & 03 of 2021 are pending before CGIT Kanpur.

Total 98 Writ petitions have been filed before Hon'ble Allahabad High Court. Out of which 75 Writ petitions

had been disposed off dismissed for approaching appropriate authority for seeking regularization at FSD

Roza.

Total 14 Writ petitions were filed before Hon'ble Allahabad High Court Lucknow Bench.

Special appeal number 126 of 2020 was filed by FCI before High Court Lucknow & still pending.

8. That Shri Sawan Kumar Nishad and 34 others have filed a Writ Petition No. 4337 of 2021 before the

Hon'ble High Court, Allahabad claiming the issuance of the prerogative writ for their absorption in the

Food Corporation of India as per Notification no. 23.04.2010. But the Hon'ble High Court dismissed the

Writ Petition vide order dated 25.08.2021 on basis of judgment of the Constitutional Bench of the Hon'ble

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2553

Supreme Court of India passed in Steel Authority of India Limited and others vs. National Union water front

workers & others (2001) 7 SSC1, holding that the relief as claimed cannot be countenanced. Following

which series of writ petitions were dismissed on this line by Hon'ble High Court of Allahabad.

Accordingly it has been prayed that preliminary objection taken on behalf of respondent may kindly be decided

thereafter time was granted to the claimant to file rejoinder affidavit on 26.04.2023, quoted herein below:-

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

WS filed, taken on record.

Copy be sent to worker along with notice.

List on 24.08.2023 for rejoinder.

On 24.08.2023 an order was passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

Last opportunity is granted for rejoinder.

List on 01.12.2023.

On 01.12.2023 an order passed quoted herein below:

Taken up in revised list.

Sri Dhirendra Singh for FCI.

None for claimant.

Further last opportunity is granted for rejoinder, failing which case shall proceed ex-parte against claimant.

List on 21.02.2024. Notice to claimant.

On 21.01.2024 an order passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for OP. None for claimant.

File reserved for orders.

Accordingly after hearing learned counsel for respondent and going through record as till date no rejoinder affidavit

has been filed by claimant, so taking into consideration the said facts and the law as laid by the Hon'ble High Court in

the case of V. K. Raj Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

2554

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workman/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; and the workman is not entitled for any relief.

Award as above.

Lucknow.

Date 11.3.2024

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 11 िून, 2024

का.आ. 1165.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सि

-

] ल नऊ ds iapkV (ृिचान

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. एल-22013/01/2024-आई.आर.(सी.एम-II)]

मजणकंिन. एन, उृ जनिेिक

New Delhi, the 11th June, 2024

S.O. 1165.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 66/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 03/06/2024.

[No. L-22013/01/2024 – IR (CM-II)

MANIKANDAN. N , Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL-CUM-LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 66/2020

Ref. No.-D-854/AB/2020/43/IRDDN

Tejpal V/s FCI

BETWEEN

Sri Tejpal,

S/o Sri Kaliyan Roy

Village- Karnapur, Post and PS- Bharkheda, District Piliphit

……… Workman

AND

1. The General Manager (Principal Employer)

Food Corporation of India, ‘

Regional office, T.C. 3, V- Vibhuti Khand, Gomti Nagar, Lucknow (U.P.)

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2555

2. The Regional Manager (Appointing Authority),

Food Corporation of India (FCI)

District Office, Shahjahanpur (U.P.)

3. Sri Rajendra Saxena (Representative

M/s Keshav Singh Ors. T.P. No. 315, Katia Tolla,

Shahajanpur (U.P.).

……. Respondent

Award

By order/letter dated 9th September 2020 appropriate government referred in following dispute to this Tribunal.

“Whether the termination of the services of Sri Tejpal S/o Sri Kaliyan Roy, who was engaged in Roja depot

of FCI, Shahajanpur, (U.P.) by M/s Keshav Singh, contractor of FCI, for the period 07.08.2008 to

23.04.2010 is proper and justified.

If not, to what relief, the workman is entitled to?”

Accordingly I.D. case registered before this Tribunal.

Claimant filed statement of claim supported by an affidavit dated 21.12.2020 and the relevant facts stated by the

clamant in its claim petition are as under:-

That in District Shahajanpur U.P. there is institution of the name of Bhartiya Khadya Nigam (hereinafter referred as

employees)

On 23.04.2010 claimant was appointed in institution and since then he was working and discharging his duties

regularly however on 24.04.2020 his services were retrenched without the provisions as provided under section 25(F)

of the Act.

Aggrieved by the said facts claimant approach appropriate authority for redressal of his grievances when no heed was

paid then for redressal of grievances application for conciliation under Industrial Dispute Act, 1946(hereinafter

referred to as “Act”) thereafter the reference dated 09.09.2020 was made to this Tribunal.

In the claim statement filed by claimant against order of termination/ retrenchment, claimant prayed that said order of

termination/retrenchment may be set aside and he may be reinstated in services with all consequential benefits.

On behalf of respondent a written statement filed on 10.02.2023 in which a preliminary objection taken relevant

portion quoted as under:-

“The relevant provisions governing the payment of contract labours engaged by the contractor under

Contract Labour (Regulation and Abolition) Act, 1970. is being reproduced below:

Section 21-Responsibility for payment of wages

(1) A contractor shall be responsible for payment of wages to each worker employed by him as contract

Labour and such wages shall be paid before the expiry of such period as may be prescribed.

(2) Every principal employer shall nominate a representative duly authorized by him to be present at the

time of disbursement of wages by the contractor and it shall be the duty of such representative to certify the

amounts paid as wages in such manner as may be prescribed.

(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the

authorized representative of the principal employer.

(4) In case the contractor fails to make payment of wages within the prescribed period or makes short

payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance

due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid

from the contractor either by deduction from any amount payable to the contractor under any contract or as

a debt payable by the contractor”.

The claimant has nowhere alleged the failure of contractor. The principal employer will come in picture only

when the contractor fails to make the payment to the labour engaged by him.

6. It is submitted that the Hon’ble High Court of Allahabad vide its judgment and order dated 21.12.21 in

writ petition C No. 23288 of 2021 titled Food Corporation of India and another Versus Deputy Chief Labour

Commissioner and 2 others has set aside the order dated 09.07.21 passed by Deputy Chief Labour

2556

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Commissioner under Rule 25 (2)(v)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971

with the following observation.

"The Court is of the view that the order dated 9.7.2021 cannot be sustained in the eyes of law and, therefore,

deserves to be quashed. A bare reading of Rule 25(2)(v)(a) & (b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, definitely makes it clear that if any demand had to be made then it had to be made to

the effect that the contractor had to pay the salary to its workers which ought to have been at par with the

salary of the workers of the principal employer.

The contractor was such a person whose service was taken by the principal employer so that the contractor

could make available the labour which was required by the principal employer. If the contractor despite any

order being made under Rule 25(2)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971,

did not pay wages as per the order passed under Rule 25(2)(v)(a)(b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, then the principal employer could be made liable to pay the wages and the expenses

which would have been incurred by the principal employer in providing amenities could have been taken by

the principal employer from the contractor either by the deduction from any amount which was payable to

the contractor or the amount paid by the principal employer would have become a debt payable by the

contractor. Definitely, no order could have been passed directly asking the principal employer i.e. the

petitioner for making the payment to the workmen who were employed by the contractor. Since the

contractor himself had not been made a party in the proceedings before the Deputy Chief Labour

Commissioner (Central), definitely no direction could be used to the contractor and, therefore, the direction

which has been issued to the principal employer could not have also been issued at all.”

Further, the Court finds that there were various issues which had to be thrashed out before any order could

be passed and a vague order could not have been passed directing the petitioner to ascertain as to who was

working and who was not working.

The Court also holds that some the Appellate Authority was the Deputy Chief Labour Commissioner

(Central) and the order was also passed by the Deputy Chief Labour Commissioner, no Appeal would lie

With these observations, the writ petition stands allowed. The order ,dated: 9.7.2021 passed by the Deputy

Chief Labour Commissioner (Central) is quashed. The recovery etc. which might have been issued in

pursuance of the order dated 9.7.2021 also stands quashed"

A copy of the judgment and order dated 21.12.21 in writ petition C No. 23288 of 2021 titled Food

Corporation of India & another versus Deputy Chief Labour Commissioner and 2 others pronounced by the

Hon'ble Court of Allahabad vide is hereby filed as annexure 'E'. 7. That it is submitted that after the issue of

notification dated 21.04.2010 by the Government of India, Ministry of labour New Delhi regarding

prohibition of employment of Contractor Labour so many unions are claiming that contract Labour

employed by the ex-contractor are their members and may be regularized in the employment of Food

Corporation of India. There are various cases pending before different judicial forums and before the

conciliating authorities such as RLC, Kanpur, Dy. CLC, Kanpur, CGIT, New Delhi / Lucknow/ Kanpur,

Hon'ble High Court of Allahabad Lucknow and Hon'ble Supreme Court of India.

Details of which are as under :-

➤ID Case No. 157 of 2012 and 112 of 2020 pending before CGIT Delhi. ➤ID Case No. 19 to 77 of 2020

pending before CGIT Lucknow 59 cases.

Three cases 36 of 2016, 66 of 2015 & 03 of 2021 are pending before CGIT Kanpur.

Total 98 Writ petitions have been filed before Hon'ble Allahabad High Court. Out of which 75 Writ petitions

had been disposed off dismissed for approaching appropriate authority for seeking regularization at FSD

Roza.

Total 14 Writ petitions were filed before Hon'ble Allahabad High Court Lucknow Bench.

Special appeal number 126 of 2020 was filed by FCI before High Court Lucknow & still pending.

8. That Shri Sawan Kumar Nishad and 34 others have filed a Writ Petition No. 4337 of 2021 before the

Hon'ble High Court, Allahabad claiming the issuance of the prerogative writ for their absorption in the

Food Corporation of India as per Notification no. 23.04.2010. But the Hon'ble High Court dismissed the

Writ Petition vide order dated 25.08.2021 on basis of judgment of the Constitutional Bench of the Hon'ble

Supreme Court of India passed in Steel Authority of India Limited and others vs. National Union water front

workers & others (2001) 7 SSC1, holding that the relief as claimed cannot be countenanced. Following

which series of writ petitions were dismissed on this line by Hon'ble High Court of Allahabad.

Accordingly it has been prayed that preliminary objection taken on behalf of respondent may kindly be decided

thereafter time was granted to the claimant to file rejoinder affidavit on 26.04.2023, quoted herein below:-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2557

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

WS filed, taken on record.

Copy be sent to worker along with notice.

List on 24.08.2023 for rejoinder.

On 24.08.2023 an order was passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

Last opportunity is granted for rejoinder.

List on 01.12.2023.

On 01.12.2023 an order passed quoted herein below:

Taken up in revised list.

Sri Dhirendra Singh for FCI.

None for claimant.

Further last opportunity is granted for rejoinder, failing which case shall proceed ex-parte against claimant.

List on 21.02.2024. Notice to claimant.

On 21.01.2024 an order passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for OP. None for claimant.

File reserved for orders.

Accordingly after hearing learned counsel for respondent and going through record as till date no rejoinder affidavit

has been filed by claimant, so taking into consideration the said facts and the law as laid by the Hon'ble High Court in

the case of V. K. Raj Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

2558

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workman/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; and the workman is not entitled for any relief.

Award as above.

Lucknow.

Date 11.3.2024

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 11 िून, 2024

का.आ. 1166.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सि

-

] ल नऊ ds iapkV (ृिचान

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. एल-22013/01/2024-आई.आर.(सी.एम-II)]

मजणकंिन. एन, उृ जनिेिक

New Delhi, the 11th May, 2024

S.O. 1166.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 67/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 03/06/2024.

[No. L-22013/01/2024 – IR (CM-II)

MANIKANDAN. N , Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL-CUM-LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 67/2020

Ref. No.-D-855/AB/2020/44/IRDDN

Shyam Lal V/s FCI

BETWEEN

Sri Shyam Lal

S/o Sri Meva Ram,

Village- Naugava Bhagwantpur, Post- Rukampur, PS- Kyoladya, Tehsil- Nawabganj, District Bareilly (U.P.)

……… Workman

AND

1. The General Manager (Principal Employer)

Food Corporation of India, ‘

Regional office, T.C. 3, V- Vibhuti Khand, Gomti Nagar, Lucknow (U.P.)

2. The Regional Manager (Appointing Authority),

Food Corporation of India (FCI)

District Office, Shahjahanpur (U.P.)

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2559

3. Sri Rajendra Saxena (Representative

M/s Keshav Singh Ors. T.P. No. 315, Katia Tolla,

Shahajanpur (U.P.).

……. Respondent

AWARD

By order/letter dated 9th September 2020 appropriate government referred in following dispute to this

Tribunal.

“Whether the termination of the services of Sri Shyam Lal S/o Sri Mewa Ram, who was engaged in Roja

depot of FCI, Shahajanpur, (U.P.) by M/s Keshav Singh, contractor of FCI, for the period 07.08.2008 to

23.04.2010 is proper and justified.

If not, to what relief, the workman is entitled to?”

Accordingly I.D. case registered before this Tribunal.

Claimant filed statement of claim supported by an affidavit dated 21.12.2020 and the relevant facts stated by the

clamant in its claim petition are as under:-

That in District Shahajanpur U.P. there is institution of the name of Bhartiya Khadya Nigam (hereinafter referred as

employees)

On 23.04.2010 claimant was appointed in institution and since then he was working and discharging his duties

regularly however on 24.04.2020 his services were retrenched without the provisions as provided under section 25(F)

of the Act.

Aggrieved by the said facts claimant approach appropriate authority for redressal of his grievances when no heed was

paid then for redressal of grievances application for conciliation under Industrial Dispute Act, 1946(hereinafter

referred to as “Act”) thereafter the reference dated 09.09.2020 was made to this Tribunal.

In the claim statement filed by claimant against order of termination/ retrenchment, claimant prayed that said order of

termination/retrenchment may be set aside and he may be reinstated in services with all consequential benefits.

On behalf of respondent a written statement filed on 10.02.2023 in which a preliminary objection taken relevant

portion quoted as under:-

“The relevant provisions governing the payment of contract labours engaged by the contractor under

Contract Labour (Regulation and Abolition) Act, 1970. is being reproduced below:

Section 21-Responsibility for payment of wages

(1) A contractor shall be responsible for payment of wages to each worker employed by him as contract

Labour and such wages shall be paid before the expiry of such period as may be prescribed.

(2) Every principal employer shall nominate a representative duly authorized by him to be present at the

time of disbursement of wages by the contractor and it shall be the duty of such representative to certify the

amounts paid as wages in such manner as may be prescribed.

(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the

authorized representative of the principal employer.

(4) In case the contractor fails to make payment of wages within the prescribed period or makes short

payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance

due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid

from the contractor either by deduction from any amount payable to the contractor under any contract or as

a debt payable by the contractor”.

The claimant has nowhere alleged the failure of contractor. The principal employer will come in picture only

when the contractor fails to make the payment to the labour engaged by him.

6. It is submitted that the Hon’ble High Court of Allahabad vide its judgment and order dated 21.12.21 in

writ petition C No. 23288 of 2021 titled Food Corporation of India and another Versus Deputy Chief Labour

Commissioner and 2 others has set aside the order dated 09.07.21 passed by Deputy Chief Labour

Commissioner under Rule 25 (2)(v)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971

with the following observation.

2560

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

"The Court is of the view that the order dated 9.7.2021 cannot be sustained in the eyes of law and, therefore,

deserves to be quashed. A bare reading of Rule 25(2)(v)(a) & (b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, definitely makes it clear that if any demand had to be made then it had to be made to

the effect that the contractor had to pay the salary to its workers which ought to have been at par with the

salary of the workers of the principal employer.

The contractor was such a person whose service was taken by the principal employer so that the contractor

could make available the labour which was required by the principal employer. If the contractor despite any

order being made under Rule 25(2)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971,

did not pay wages as per the order passed under Rule 25(2)(v)(a)(b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, then the principal employer could be made liable to pay the wages and the expenses

which would have been incurred by the principal employer in providing amenities could have been taken by

the principal employer from the contractor either by the deduction from any amount which was payable to

the contractor or the amount paid by the principal employer would have become a debt payable by the

contractor. Definitely, no order could have been passed directly asking the principal employer i.e. the

petitioner for making the payment to the workmen who were employed by the contractor. Since the

contractor himself had not been made a party in the proceedings before the Deputy Chief Labour

Commissioner (Central), definitely no direction could be used to the contractor and, therefore, the direction

which has been issued to the principal employer could not have also been issued at all.”

Further, the Court finds that there were various issues which had to be thrashed out before any order could

be passed and a vague order could not have been passed directing the petitioner to ascertain as to who was

working and who was not working.

The Court also holds that some the Appellate Authority was the Deputy Chief Labour Commissioner

(Central) and the order was also passed by the Deputy Chief Labour Commissioner, no Appeal would lie

With these observations, the writ petition stands allowed. The order ,dated: 9.7.2021 passed by the Deputy

Chief Labour Commissioner (Central) is quashed. The recovery etc. which might have been issued in

pursuance of the order dated 9.7.2021 also stands quashed"

A copy of the judgment and order dated 21.12.21 in writ petition C No. 23288 of 2021 titled Food

Corporation of India & another versus Deputy Chief Labour Commissioner and 2 others pronounced by the

Hon'ble Court of Allahabad vide is hereby filed as annexure 'E'. 7. That it is submitted that after the issue of

notification dated 21.04.2010 by the Government of India, Ministry of labour New Delhi regarding

prohibition of employment of Contractor Labour so many unions are claiming that contract Labour

employed by the ex-contractor are their members and may be regularized in the employment of Food

Corporation of India. There are various cases pending before different judicial forums and before the

conciliating authorities such as RLC, Kanpur, Dy. CLC, Kanpur, CGIT, New Delhi / Lucknow/ Kanpur,

Hon'ble High Court of Allahabad Lucknow and Hon'ble Supreme Court of India.

Details of which are as under :-

➤ID Case No. 157 of 2012 and 112 of 2020 pending before CGIT Delhi. ➤ID Case No. 19 to 77 of 2020

pending before CGIT Lucknow 59 cases.

Three cases 36 of 2016, 66 of 2015 & 03 of 2021 are pending before CGIT Kanpur.

Total 98 Writ petitions have been filed before Hon'ble Allahabad High Court. Out of which 75 Writ petitions

had been disposed off dismissed for approaching appropriate authority for seeking regularization at FSD

Roza.

Total 14 Writ petitions were filed before Hon'ble Allahabad High Court Lucknow Bench.

Special appeal number 126 of 2020 was filed by FCI before High Court Lucknow & still pending.

8. That Shri Sawan Kumar Nishad and 34 others have filed a Writ Petition No. 4337 of 2021 before the

Hon'ble High Court, Allahabad claiming the issuance of the prerogative writ for their absorption in the

Food Corporation of India as per Notification no. 23.04.2010. But the Hon'ble High Court dismissed the

Writ Petition vide order dated 25.08.2021 on basis of judgment of the Constitutional Bench of the Hon'ble

Supreme Court of India passed in Steel Authority of India Limited and others vs. National Union water front

workers & others (2001) 7 SSC1, holding that the relief as claimed cannot be countenanced. Following

which series of writ petitions were dismissed on this line by Hon'ble High Court of Allahabad.

Accordingly it has been prayed that preliminary objection taken on behalf of respondent may kindly be decided

thereafter time was granted to the claimant to file rejoinder affidavit on 26.04.2023, quoted herein below:-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2561

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

WS filed, taken on record.

Copy be sent to worker along with notice.

List on 24.08.2023 for rejoinder.

On 24.08.2023 an order was passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

Last opportunity is granted for rejoinder.

List on 01.12.2023.

On 01.12.2023 an order passed quoted herein below:

Taken up in revised list.

Sri Dhirendra Singh for FCI.

None for claimant.

Further last opportunity is granted for rejoinder, failing which case shall proceed ex-parte against claimant.

List on 21.02.2024. Notice to claimant.

On 21.01.2024 an order passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for OP. None for claimant.

File reserved for orders.

Accordingly after hearing learned counsel for respondent and going through record as till date no rejoinder affidavit

has been filed by claimant, so taking into consideration the said facts and the law as laid by the Hon'ble High Court in

the case of V. K. Raj Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

2562

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workman/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; and the workman is not entitled for any relief.

Award as above.

Lucknow.

Date 11.3.2024

Justice ANIL KUMAR, Presiding Officer

ubZ fnYyh] 11 twu] 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa

-

सि

] ल नऊ ds iapkV (ृिचान

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk

FkkA

[सं. एल- 22013/01/2024–vkbZ-vkj- (lh.एम -II)]

मजणकंिन. एन] उृ जनिेिक

New Delhi, the 11th June, 2024

S.O. 1167.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 61/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 03/06/2024.

[No. L-22013/01/2024 – IR (CM-II]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL-CUM-LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 61/2020

Ref. No.-D-846/AB/2020/38/IRDDN

Suresh Chandra V/s FCI

BETWEEN

Sri Suresh Chandra,

S/o Sri Devi Deen

Village- Bhavda, PO- Virampur, Tehsil- Mitauli, PS- Maigalganj- District Lakhimpur-Kheri (UP)

……… Workman

AND

1.

The General Manager (Principal Employer)

Food Corporation of India, ‘

Regional office, T.C. 3, V- Vibhuti Khand, Gomti Nagar, Lucknow (U.P.)

2.

The Regional Manager (Appointing Authority),

Food Corporation of India (FCI)

District Office, Shahjahanpur (U.P.)

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2563

3.

Sri Rajendra Saxena (Representative

M/s Keshav Singh Ors. T.P. No. 315, Katia Tolla,

Shahajanpur (U.P.).

……. Respondent

AWARD

By order/letter dated 9th September 2020 appropriate government referred in following dispute to this Tribunal.

“Whether the termination of the services of Suresh Chandra,

S/o Sri Devi Deen, who was engaged in Roja depot of FCI, Shahajanpur, (U.P.) by M/s Keshav Singh,

contractor of FCI, for the period 07.08.2008 to 23.04.2010 is proper and justified.

If not, to what relief, the workman is entitled to?”

Accordingly I.D. case registered before this Tribunal.

Claimant filed statement of claim supported by an affidavit dated 21.12.2020 and the relevant facts stated by the

clamant in its claim petition are as under:-

That in District Shahajanpur U.P. there is institution of the name of Bhartiya Khadya Nigam (hereinafter referred as

employees)

On 23.04.2010 claimant was appointed in institution and since then he was working and discharging his duties

regularly however on 24.04.2020 his services were retrenched without the provisions as provided under section 25(F)

of the Act.

Aggrieved by the said facts claimant approach appropriate authority for redressal of his grievances when no heed was

paid then for redressal of grievances application for conciliation under Industrial Dispute Act, 1946(hereinafter

referred to as “Act”) thereafter the reference dated 09.09.2020 was made to this Tribunal.

In the claim statement filed by claimant against order of termination/ retrenchment, claimant prayed that said order of

termination/retrenchment may be set aside and he may be reinstated in services with all consequential benefits.

On behalf of respondent a written statement filed on 10.02.2023 in which a preliminary objection taken relevant

portion quoted as under:-

“The relevant provisions governing the payment of contract labours engaged by the contractor under

Contract Labour (Regulation and Abolition) Act, 1970. is being reproduced below:

Section 21-Responsibility for payment of wages

(1) A contractor shall be responsible for payment of wages to each worker employed by him as contract

Labour and such wages shall be paid before the expiry of such period as may be prescribed.

(2) Every principal employer shall nominate a representative duly authorized by him to be present at the

time of disbursement of wages by the contractor and it shall be the duty of such representative to certify the

amounts paid as wages in such manner as may be prescribed.

(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the

authorized representative of the principal employer.

(4) In case the contractor fails to make payment of wages within the prescribed period or makes short

payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance

due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid

from the contractor either by deduction from any amount payable to the contractor under any contract or as

a debt payable by the contractor”.

The claimant has nowhere alleged the failure of contractor. The principal employer will come in picture only

when the contractor fails to make the payment to the labour engaged by him.

6. It is submitted that the Hon’ble High Court of Allahabad vide its judgment and order dated 21.12.21 in

writ petition C No. 23288 of 2021 titled Food Corporation of India and another Versus Deputy Chief Labour

Commissioner and 2 others has set aside the order dated 09.07.21 passed by Deputy Chief Labour

Commissioner under Rule 25 (2)(v)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971

with the following observation.

"The Court is of the view that the order dated 9.7.2021 cannot be sustained in the eyes of law and, therefore,

deserves to be quashed. A bare reading of Rule 25(2)(v)(a) & (b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, definitely makes it clear that if any demand had to be made then it had to be made to

2564

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

the effect that the contractor had to pay the salary to its workers which ought to have been at par with the

salary of the workers of the principal employer.

The contractor was such a person whose service was taken by the principal employer so that the contractor

could make available the labour which was required by the principal employer. If the contractor despite any

order being made under Rule 25(2)(a)&(b) of the Contract Labour (Regulation and Abolition) Rules, 1971,

did not pay wages as per the order passed under Rule 25(2)(v)(a)(b) of the Contract Labour (Regulation and

Abolition) Rules, 1971, then the principal employer could be made liable to pay the wages and the expenses

which would have been incurred by the principal employer in providing amenities could have been taken by

the principal employer from the contractor either by the deduction from any amount which was payable to

the contractor or the amount paid by the principal employer would have become a debt payable by the

contractor. Definitely, no order could have been passed directly asking the principal employer i.e. the

petitioner for making the payment to the workmen who were employed by the contractor. Since the

contractor himself had not been made a party in the proceedings before the Deputy Chief Labour

Commissioner (Central), definitely no direction could be used to the contractor and, therefore, the direction

which has been issued to the principal employer could not have also been issued at all.”

Further, the Court finds that there were various issues which had to be thrashed out before any order could

be passed and a vague order could not have been passed directing the petitioner to ascertain as to who was

working and who was not working.

The Court also holds that some the Appellate Authority was the Deputy Chief Labour Commissioner

(Central) and the order was also passed by the Deputy Chief Labour Commissioner, no Appeal would lie

With these observations, the writ petition stands allowed. The order ,dated: 9.7.2021 passed by the Deputy

Chief Labour Commissioner (Central) is quashed. The recovery etc. which might have been issued in

pursuance of the order dated 9.7.2021 also stands quashed"

A copy of the judgment and order dated 21.12.21 in writ petition C No. 23288 of 2021 titled Food

Corporation of India & another versus Deputy Chief Labour Commissioner and 2 others pronounced by the

Hon'ble Court of Allahabad vide is hereby filed as annexure 'E'. 7. That it is submitted that after the issue of

notification dated 21.04.2010 by the Government of India, Ministry of labour New Delhi regarding

prohibition of employment of Contractor Labour so many unions are claiming that contract Labour

employed by the ex-contractor are their members and may be regularized in the employment of Food

Corporation of India. There are various cases pending before different judicial forums and before the

conciliating authorities such as RLC, Kanpur, Dy. CLC, Kanpur, CGIT, New Delhi / Lucknow/ Kanpur,

Hon'ble High Court of Allahabad Lucknow and Hon'ble Supreme Court of India.

Details of which are as under :-

➤ID Case No. 157 of 2012 and 112 of 2020 pending before CGIT Delhi. ➤ID Case No. 19 to 77 of 2020

pending before CGIT Lucknow 59 cases.

Three cases 36 of 2016, 66 of 2015 & 03 of 2021 are pending before CGIT Kanpur.

Total 98 Writ petitions have been filed before Hon'ble Allahabad High Court. Out of which 75 Writ petitions

had been disposed off dismissed for approaching appropriate authority for seeking regularization at FSD

Roza.

Total 14 Writ petitions were filed before Hon'ble Allahabad High Court Lucknow Bench.

Special appeal number 126 of 2020 was filed by FCI before High Court Lucknow & still pending.

8. That Shri Sawan Kumar Nishad and 34 others have filed a Writ Petition No. 4337 of 2021 before the

Hon'ble High Court, Allahabad claiming the issuance of the prerogative writ for their absorption in the

Food Corporation of India as per Notification no. 23.04.2010. But the Hon'ble High Court dismissed the

Writ Petition vide order dated 25.08.2021 on basis of judgment of the Constitutional Bench of the Hon'ble

Supreme Court of India passed in Steel Authority of India Limited and others vs. National Union water front

workers & others (2001) 7 SSC1, holding that the relief as claimed cannot be countenanced. Following

which series of writ petitions were dismissed on this line by Hon'ble High Court of Allahabad.

Accordingly it has been prayed that preliminary objection taken on behalf of respondent may kindly be decided

thereafter time was granted to the claimant to file rejoinder affidavit on 26.04.2023, quoted herein below:-

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

WS filed, taken on record.

Copy be sent to worker along with notice.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2565

List on 24.08.2023 for rejoinder.

On 24.08.2023 an order was passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for FCI.

None for worker.

Last opportunity is granted for rejoinder.

List on 01.12.2023.

On 01.12.2023 an order passed quoted herein below:

Taken up in revised list.

Sri Dhirendra Singh for FCI.

None for claimant.

Further last opportunity is granted for rejoinder, failing which case shall proceed ex-parte against claimant.

List on 21.02.2024. Notice to claimant.

On 21.01.2024 an order passed quoted herein below:

Matter taken up in revised list.

Sri Dhirendra Singh for OP. None for claimant.

File reserved for orders.

Accordingly after hearing learned counsel for respondent and going through record as till date no rejoinder affidavit

has been filed by claimant, so taking into consideration the said facts and the law as laid by the Hon'ble High Court in

the case of V. K. Raj Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workman/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; and the workman is not entitled for any relief.

Award as above.

Lucknow.

Justice ANIL KUMAR, Presiding Officer

Date 11.3.2024

2566

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ubZ fnYyh] 12 twu] 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj एस.ई.सी.एल. ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

–

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–

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dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. एल-22012/51/2009-

- (

.एम -II)]

मजणकंिन. एन] उृ जनिेिक

New Delhi, the 12th June, 2024

S.O. 1168—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 19/2010) of the Central Government Industrial Tribunal-cum-

Labour Court, HYDERABAD as shown in the Annexure, in the industrial dispute between the Management of

S.E.C.L. and their workmen, received by the Central Government on 11/06/2024.

[No. L-22012/51/2009 – IR (CM-II]

MANIKANDAN. N, Dy. Director

ANNEXURE

IN THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT AT

HYDERABAD

Present:

Sri IRFAN QAMAR

Presiding Officer

Dated the 22nd day of February, 2024

INDUSTRIAL DISPUTE No. 19/2010

Between:

The General Secretary, (Sri Riaz Ahmed)

Singareni Miners & Engineering Workers’

Union (HMS), Qtr.No.C-34, Sector-I,

Godavarikhani, Karimnagar Distt.,

A.P.-505209.

….. Petitioner union

AND

The General Manager,

M/s. Singareni Collieries Company Ltd.,

Ramagundam-III, Centenary Colony,

Godavarikhani, Khammam Dist.,

A.P. – 505214.

…. Respondent

Appearances:

For the Petitioner Union : Sri Y. Ranjeeth Reddy, Advocate

For the Respondent:

M/s. A. Sarojana & K. Vasudeva Reddy, Advocates

A W A R D

The Government of India, Ministry of Labour by its order No. L - 22012/51/2009-IR(CM-II) dated

31.5.2010 referred the following dispute under section 10(1)(d) of the I.D. Act, 1947 for adjudication to this Tribunal

between the management of M/s. Singareni Collieries Company Ltd., and their Workman. The reference is,

SCHEDULE

“Whether the action of the management of M/s. SCCL for getting reviewed the age of Shri Gaddam Rajaiah

voluntarily by the Apex Medical Board on 15.6.2006 is legal and justified? To what relief is the claimant

entitled for ?”

The reference is numbered in this Tribunal as I.D. No. 19/2010 and notices were issued to the parties concerned.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2567

2. The averments made is the claim statement are as follows:-

It is submitted that Workman is a member of Singareni Miners and Engineering Workers Union. The Workman was

appointed on 12.4.1976. It is submitted that at the time of his appointment, his date of birth was decided as

12.4.1955. The said date of birth was entered in all the statutory service records of the Workman such as, Form-B

Register, Service record form '0', CMPF records etc. It is submitted that the age of superannuation of the workmen

working in the Singareni Collieries Company Limited is 60 years. As the date of birth of the Workman is 12.4.1955,

he is entitled to be continued in service till 30.4.2015. It is submitted that for more than 30 years, all the records of

the company clearly established the date of birth of the concerned Workman as 12.4.1955. However, during the year

2005, for the reasons best known to the authorities of the respondent, the Workman was asked to be present before the

committee of officers in the respondent's office. Having left with no other alternative, the Workman appeared before

the committee, who in turn asked him to go the Area Hospital, Kothagudem. Accordingly, the Workman attended at

the Area Hospital of Singareni Collieries Company Ltd., Kothagudem on 15.6.2006, whereat, some signatures were

obtained from him and later vide proceedings dated 4/10.8.2006, the Workman was informed that the Apex Medical

Board in its meeting dated 15.6.2006, held the age of the Workman as 55 years as on 15.6.2006. As a result of the

decision taken by the Apex Medical Board, the Workman would be deprived of nearly 4 years of service. In those

circumstances, having left with no other alternative, the Workman approached the respondents. When his personal

pleadings did not yield any positive results, he approached the Union to which he was a member. Thereafter, the

Union, i.e. M/s Singareni Miners and Engineering Workers Union took up the case and represented the matter to the

authorities requesting not to alter the date of birth of the concerned Workman to his detriment. Unfortunately, when

the pleadings of the Union did not yield any positive result, having left with no other alternative, the dispute was

raised u/s 2K of ID Act. However, the said dispute ended in failure, hence, this reference. It is submitted that

admittedly, all the service records of the company which were maintained from the date of initial appointment of the

concerned Workman till 2006 clearly and clinchingly establish the date of birth as 12.4.1955. Therefore, in all

fairness, the Workman should be continued in service upto end of April, 2015. It is submitted that when the statutory

records of Singareni Collieries Company Limited, show the date of birth of the Workman as 12.4.1955, the Apex

Medical Board has no jurisdiction or power to alter the date of birth of the Workman, thereby depriving him of nearly

4 years of service. As a matter of fact, the Apex Medical Board has no legal status or statutory force to modify the

date of birth of the Workman and also the rule contemplates that age or date of birth entered at the time of initial

appointment cannot be altered, that too, by the employer suo moto. It is submitted that the Singareni Collieries

Company Limited is an instrumentality of the State under Article 12 of the Constitution of India and respondent is its

authority. As such, the respondent is expected to act more reasonably, fairly and justifiably in nature. In a catena of

judgments, the Hon'ble Supreme Court as well as the High Court of AP deprecated such an arbitrary action of the

respondent to arrive at the date of birth of employees to their detriment. It is submitted that the date of birth of the

concerned Workman was entered as 12.4.1955 at the time of his initial appointment and the same was continued for

nearly 30 years. As the age of superannuation .of the workmen of Singareni Collieries Company Limited is 60 years,

the concerned Workman is entitled to be continued in service upto 30.4.2015. The action of the respondent in

altering the date of birth of the Workman from 12.4.1955 to 55 years as on 15.6.2006 is wholly illegal, arbitrary and

without jurisdiction. Basing on the above erroneous decision taken by the Apex Medical Board, the Workman was

retired from service w.e.f. 30.6.2011. It is therefore prayed to direct the respondent to continue the Workman in

service upto 30.4.2015 duly treating his date of birth as 12.4.1955 and pay the wages duly granting all other

consequential and attendant benefits such as payment of wages from 1.7.2011 onwards till the date of his actual

superannuation i.e. 30.4.2015.

3. Respondent filed counter denying the averments of Claim statement as under:

It is submitted that the Workman Sri Gaddam Rajaiah was appointed into the services of Respondent Company on

12.4.1976. The allegation that at the time of his appointment the date of birth of the Workman was recorded as

12.4.1955 and the said date of birth was entered in all the statutory service records of the concerned Workman such as

Form-B register, Service Record, Form-O, CMPF records is denied and the Workman is put to strict proof of the

same. It is submitted that the age / date of birth of the Workman was recorded in the Company Records, such as

Identity & Service Card and Form-B Register as 25 years as on 1.10.1984 (Date of Birth-01-10-1959). As per this

date of birth it is noticed that the Workman was appointed at the age of l6 years 6 months. Due to glaring disparity

between the apparent age and the age recorded in the Company Records, the Workman was referred to Area Age

Determination Committee. His Case was reviewed by the Area Age Determination Committee on 24-02-2005 and

opined to refer him to the Apex Medical Board in accordance with the JBCCI guidelines. It is submitted that as per

Implementation Instruction No.76 of the Joint Bipartite Committee for Coal Industry (JBCCI), the procedure in

determination of the age/date of birth at the time of appointment is as follows:

(A) Determination of the age at the time of appointment:

(i)

Matriculates: In the case of appointees who have passed Matriculation or equivalent

examinations, the date of birth recorded in the said certificate shall be treated as correct

date of birth and the same will not be altered under any circumstances.

2568

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

(ii)

Non-matriculates but educated: In the case of appointees who have pursued studies in a

recognized educational institution, the date of birth recorded in the School Leaving

Certificate, shall be treated as correct date of birth and the same will not be altered under

any circumstances.

(iii)

Ex-Servicemen: In the case of Ex-servicemen who are not matriculates, the date of birth

recorded in the Army Discharge Certificate shall be treated as correct date of birth and

the same will not be altered under any circumstances. In the case of Ex-Servicemen who

have passed Matriculation Examination, the date of birth recorded in the Matriculation

Certificate will be treated as correct date of birth, provided they have passed the

Matriculation examination before entering the Defence Services, otherwise the date of

birth recorded in Army Discharge Certificate will be taken as correct date of birth.

(iv)

Illiterate: In the case of' appointees not covered under the foregoing clauses, the date of

birth will be determined by the Colliery Medical Officer keeping in view any documentary

and other relevant evidence as produced by the appointee. Date of birth as determined

shall be treated as correct date of birth and the same will not be altered under any

circumstances.

(B) Review/determination of date of birth in respect of existing employees:

(i)

a) In the case of the existing employees Matriculation Certificate or Higher Secondary Certificate issued by the

recognized Universities or Board or Middle Pass Certificate issued by the Board of Education and/or Department of

Public Institutions and admit cards issued by the aforesaid Bodies should be treated as correct provided they were

issued by the said Universities/Boards/Institutions prior to the date of employment.

b) Similarly, Mining Sirdarship, Winding Engine or similar other statutory certificates where the Manager had to

certify the date of birth will he treated as authentic. Provided that where both documents mentioned in (i) (a) and (i)

(b) above arc available, the date of birth recorded in (i) (a) will be treated as authentic.

(ii) Wherever there is no variation in records, such cases will not be reopened unless there is a very glaring and

apparent wrong entry brought to the notice of the Management. The Management after being satisfied on the merits

of the case will take appropriate action for correction through Age Determination Committee Medical Board. (C) Age

determination committee/Medical Board for the above will be constituted by the Management. In the case of

employees whose date of birth cannot be accordance with the procedure mentioned in (3) (i) (a) (i) (b) above, the

date of birth recorded in the records of the Company namely, Form-B Register, CMPF Records and Identity Cards

(Untampered) will be treated as final. Provided that where there is a variation in the age recorded in the records

mentioned above, the matter will be referred to the Age Determination Committee/Medical Board determined

constituted by the Management for determination of age.

(D) For determination of the age, the Committee/ Medical Board referred to above may consider the evidences

available with the Colliery Management and/or adduced before it by the employee concerned.

(E) Medical Board constituted for determination of age will be required to assess the age in accordance with the

requirement of Medical Jurisprudence" and the Medical Board will as far as possible indicates the accurate age

assessed and not approximately.

(F) Where the Management (i.e.) Area Age Assessment Committee consisting of General Manager, Personnel

Manager and Medical Officer Incharge of the Area is satisfied that there is a glaring disparity between the date of

birth recorded in the Company records and the apparent age of the employee, the cases may be referred to the Apex

Medical Board located at Headquarters of the Company for determination of age.

(G) After the assessment of the age by the Age Determination committee/medical board the same will be computerized

and print out of the same will be given to the employee concerned and the unit from where the reference was received

within a month. If age is not, however, computerized, still the same will be intimated to the employee concerned and

the Unit within a month.

(H) It was agreed that in cases where instead of date of birth, year has been recorded, 1st July of the year will be

deemed to be the date of birth.

In compliance of the JBCCI guidelines, the case of the Workman was referred to Apex Medical Board and the Board

reviewed the Age of the Workman on 15-06-2006 and after considering his own statement and evidence produced by

him and as per the assessment of the Board the age of the Workman was assessed as 55 years as on 15-06-2006 (i.e.

the date of birth as 15-06-1951 ). During the proceedings, the Workman accepted the decision of the Apex Medical

Board and affixed his signature as a token of acceptance. Further, the decision of the Apex Medical Board was

informed to the Workman vide Lr.No.RG4/OC1/ PER/G/012/507, dated 10-08-2006. Further, it is submitted that in

accordance with Clause No. 11 of the above JBCCI guidelines, the decision of the Age Determination

Committee/Medical Board will be binding and final. It is submitted that the Workman raised an Industrial Dispute

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2569

the Union through i.c. Singareni Miners and Engineering Workers Union before the Conciliation Authorities which

was ended in failure. Subsequently, the matter was referred to this Tribunal for adjudication. It is submitted that all

the service records of the Company which were maintained from the date of initial appointment of the concerned

Workman till 2006 clearly and clinically establish the date of birth as 12-04-1955 is denied and the Workman is put to

strict proof of the same. Company records, the Workman was referred to Area Age Determination Committee. His

case was reviewed by the Area Age Determination Committee on 24-02-2005 and opined to refer his case to Apex

Medical Board and the Medical Board reviewed the age of the Workman on 15-06-2006 and after considering his

own statement and evidence produced by him and as per the assessment of the Board the age of the Workman was

assessed age 55 years as on 15-06-2006 (DOB:15-06-1951). During the proceedings the Workman accepted the

decision of the Apex Medical Board and affixed his signature as a token of acceptance. Further the decision of the

Apex Medical Board was informed to the Workman vide letter dated 10-08-2006. t is submitted that the Workman

having satisfied with the report of the Apex Medical Board and did not raise any dispute. As, an after though the

raised a dispute at the fag end of his service which is liable to be rejected. According to the date of birth confirmed by

the Apex Medical Board, the Workman retired from the services of the Respondent Company after working hours of

30-06-2011 after attaining the age of superannuation i.e. 60 years. The averment of the Workman that the concerned

Workman should be continued in service up to the end of April, 2015 is denied. Further averment of the Workman

that when the statutory records of Respondent Company show the date of birth of the concerned Workman as 12-04-

1955, the Apex Medical Board has no jurisdiction or power to alter the date of birth of the concerned Workman,

thereby depriving him nearly 4 years of service is denied and the Workman is put to strict proof of the same. Further

averment of the Workman that the Apex Medical Board has no legal status or statutory force to modify the date of

birth of the concerned Workman is denied. Workman is entitled to be continued in service up to 30-04-2015 is

denied. In view of what has been stated above, the averment of the Workman that the Apex Medical Board has no

legal status or statutory force to modify the date of birth of the concerned Workman is not correct and devoid of

merits. Hence the prayer of the Workman to direct the Respondent Company to continue the concerned Workman

service up to 30-04-2015 duly treating the date of birth as 12-04-1955 and pay the wages duly granting all other

consequential and attendant benefits such as payment of wages from 01-07-2011 onwards till the date of the actual

superannuation i.e. 30.04.2015 has no merits and liable to be rejected.

4. Workman filed photostat copies of documents, proceedings instructing the Workman to undergo periodical medical

examination and proceedings informing the Workman that his case has been referred to Apex Medical Board to

determine his age, his, service particulars, certificate issued by Dy. G.M. (Operations), Employee Master information

and petition filed u/s 2K of I.D. Act, 1947 and reference order. On the other hand, Respondent has filed photocopies

of nine documents, ie., procedure for determination of age of the employee, service book of Workman, “B” register

of employees, Proeedings of Area Age Determination Committee, Minutes of area age determination committee,

proceedings of Apex medical board, age assessment report, consent letter to proceedings of apex medical board and

advance intimation of due date of retirement.

5. None of the parties have adduced oral evidence. Perused written arguments filed by both parties.

6. On the basis of rival contentions and pleadings of both the parties, following issues emerge for

determination:-

I

Whether the action of the management of M/s. SCCL for getting reviewed the age of Shri Gaddam Rajaiah

voluntarily by the Apex Medical Board on 15.6.2006 is legal and justified?

II. To what relief the claimant is entitled for?

Findings:-

7. Point No.I:-

In the present matter Workman has challenged the order dated 15.6.2006 of the Respondent

Management M/s. Singareni Collieries Company Ltd., for getting review of the age of the Workman Sri Gaddam

Rajaiah as recorded in his service book voluntarily by the Apex Medical Board and submitted that the action of the

Respondent in altering his date of birth from 12.4.1955 to 55 years as on 15.6.2006 is wholly illegal, arbitrary and

without jurisdiction. It is further submitted that the Apex Medical Board has taken an erroneous decision of

determining the age of the Workman as 55 years on 15.6.2006 and that is without basing upon any medical report or

material and also or without following the principles of natural justice. The Learned Counsel for Workman argued

that the Workman was appointed in the Respondent Management Company as a General Mazdoor on 12.4.1976 and

at the time of his appointment his date of birth was decided as 12.4.1955 and the same was entered in all statutory

service records of the concerned Workman such as Form-B Register, Identity & Service record, and CMPF record

etc.. Further, it is submitted that the age of superannuation of the Workman in the M/s. Singareni Collieries Company

Ltd., is 60 years. Since his date of birth is 12.4.1955, hence, he is entitled to be continued in the service till

30.4.2015. However, during the year 2005, the reasons best known to the authorities of Respondent concerned,

Workman was asked to report before the committee of the officers in the Respondent office and he was asked to go

to Area Hospital, Kothagudem on 15.6.2006 where some signatures were obtained form him and vide proceeding

dated 4/10.8.2006, the concerned Workman was informed that Apex Medical Board in it’s meeting dated 15.6.2006

held the age of the concerned Workman as 55 years as on 15.6.2006. It is submitted that the Apex Medical board has

2570

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

taken the said decision arbitrarily without affording him hearing opportunity and the Workman would be deprived of

nearly 4 years of service.

8. Whereas the Respondent has contended that the allegation made by the Workman in his claim statement are

baseless and false. Respondent contended that the Workman Sri G. Rajaiah was appointed in the service of the

Respondent Company on 12.4.1976. The allegation that at the time of his appointment, the date of birth as

12.4.1955 was entered in all the service records of the concerned Workman such as Form-B register, Service Record,

Form-I CMPF records is denied and the Petitioner is put to strict proof of the same. It is submitted that the date of

birth of the Workman was recorded in the Company’s records such as Identity & Service Card and Form-B Register

as 25 years as on 1.10.1984. (Date of birth:-1.10.1959). As per this date of birth as recorded in Form-B Register, it

was noticed that the Workman was appointed at the age of 16 years 6 months. Due to glaring disparity between the

apparent age and the age recorded in the Company records, the Workman was referred to Area Age Determination

committee and his case was reviewed by the committee on 24.2.2005 and the committee opined to refer him to the

Apex Medical Board in accordance with the JBCCI guidelines. Respondent further contended that the as per

Implementation Instruction No.76 of the Joint Bipartite Committee for Coal Industry (JBCCI), the procedure in

determination of the age/date of birth at the time of appointment has been provided therein and according to

Instructions No.76 of Joint Bipartite Committee for Coal Industry and in view of circular dated 1.8.1988 of the

Company. Age of the workman has been reviewed and corrected in service record of workman as it was found that

there was glaring disparity and apparent wrong entry as regards age of workman as recorded in his service record.

The Respondent has reviewed and corrected the age and date of birth of the workman in his service record as per

provision contained in Company’s circular dated 1.8.1988. Hence, there is no arbitrariness and illegality in it.

9. Workman in his claim statement has claimed that at the time of his appointment the date of birth was decided as

12.4.1955 and the same was entered in all the statutory service records such as, Form-B Register, Identity & Service

Record and CMPF record etc.. Therefore, according to entry in his service record, his age of superannuation will be

on 30.4.2015, as per rule of the Company at the retirement age of 60 years. But the Respondent has reviewed his

date of birth as 55 years as on 15.6.2006 arbitrarily and illegally. In support of his claim, Workman through list dated

17.3.2013 has filed photocopies of documents. The perusal of the documents, reveals that document No.1 is a notice

to the Workman Sri Gaddam Rajaiah, issued by the Supdt. Of Mines, OCP-I, RG-IV directing workman to undergo

periodical medical examination on 13.4.2003 with relevant documents. The Document No.2 is a letter issued by

Addl. General Manager, Opencast Mine No.1: RG-IV, letter dated 4/10.8.2006 addressed to Workman Sri Gaddam

Rajaiah, whereby the Workman has been informed that his case has been referred to the Apex Medical Board to

determine his age and the Apex Medical Board Meeting on 15.6.2006 has examined the service records and

confirmed the age of Workman as 55 years as on 15.6.2006. It is also mentioned therein that Workman has given

his consent before the Apex Medical Board to the above decision. These Documents No.1 and 2 do not disclose that

the date of birth of workman was recorded as 12.4.1955 as he claimed in petition. The Document No.3 is the

service particulars of the Workman wherein the details of the Workman Sri Gaddam Rajaiah is mentioned and at

Point No.6, his date of appointment has been mentioned as 12.4.1976 and at Point No.9, the date of birth has been

mentioned as 12.4.1955. It reveals that it has been issued and signed by Dy.G.M.(operations),OCM No-1, RG-IV.

Further, Document No.4, is the copy of Medical Card issued by the authority of M/s. Singareni Collieries Company

Ltd., in the name of Workman Sri Gaddam Rajaiah. In the column of Age/DOB the date of birth is mentioned

12.4.1955. But this entry has been made later on after correction as per Apex Medical Board determination on

15.6.2006. Initially the age of the Workman has been mentioned in the Medical Card in terms of the years as per

record. But later on by over writing on earlier entry of the age of workman it has become illegible to read and

further entry has been written as 12.4.1955. Further, in the column of date of retirement, the date is written

30.4.2015 and there is overwriting in the year of retirement of the Workman. It is utterly surprising to me that the

correction made in the age of workman on medical card has not been done under the signature of the concerned

authority. Thus, the correction made in the medical card raises great suspicion regarding genuineness of entry on

Medical card. Whether it was endorsed on the basis of service record. Thus, the workman failed to produce cogent

and relevant documentary evidence in support of his claim of date of birth as he claimed in his petition. Thus, it

seems that the entry regarding date of birth of the workman a Medical Card has been recorded by manipulation

without support of any service record. The Document No.5 is paper of employee master information which appears

to be generated from the computer but it has not been signed or verified or issued by any authority of the Company.

The paper No.6 is the letter addressed to the ALC(C) by the General Secretary of the Union. Paper No.7 is the

minutes of the conciliation proceedings, paper No.8 is Management views on the dispute raised by the General

Secretary of the union in connection of the age of the Workman. The workman do not find support to his claim from

these documents as discussed above that in service record his date of birth has been recorded as 12.4.1955 at the time

of his appointment. Further, the Document No.9 is the copy of the reference order.

10. Per contra, Respondent contended that in the service record and Form-B register, Form-I CMPF records

Age/DOB of workman the age/DOB has been recorded as 25 years as on 1.10.1984. Later on as per date of birth

of Workman in the service record it was noticed that Workman has been appointed at the age of 16 years 6 months.

Due to glaring disparity between the apparent age and the age recorded in the Company records. Workman was

referred to the Area Age Determination Committee and his case was reviewed by the committee on 24.2.2005 and

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2571

confined to refer to Apex Medical Board in accordance with JBCCI guidelines which contains the procedure for

determination of age or DOB of the Workman at the time of appointment. The Instruction and Procedure of JBCCI

is binding upon the Workman. The Apex Medical Board has determined the age of Workman as 55 years as on

15.6.2006 adopting procedure/provision prescribed and hence, date of birth of Workman has been determined as

15.6.1951. In support of contention Respondent has filed documentary evidence through list dated 4.6.2014. It

would be apposite to mention here that both parties have not produced any oral evidence in support of their

pleadings. The Respondent has filed documents No.1, pg.1-6, is the circular of the M/s. Singareni Collieries

Company Ltd., dated 1.8.1988 which contains the procedure for determination /verification of the age of the

employees and for resolution of the dispute case of the service record. Further, the Document at pg. No.7-8, are

the copy of the service record of the Workman Gaddam Rajaiah, wherein the details of the Workman has been

recorded at the front –page and in first column, the name of the Workman Sri Gaddam Rajaiah has been recorded.

At the second column, father’s name, Pocha Goud has been recorded. Further, at the column of Age, the age of

Workman as 25 Years as on 10.10.84 has been recorded. Later on an entry regarding age of workman has been

incorporated by the authority, 55 years as on 15.6.2006 below the earlier recorded entry as per Apex Medical

Board’s report. It reveals that this service book has been prepared on 23.5.1985 by the authority. Further, at page

No.2 of the service book, the entries regarding promotion of the Workman have been mentioned as well as the order

of transfer of the Workman. Further, entry regarding age of the Workman as decided by the Apex Medical Board on

15.6.2006 has been recorded as 55 years as on 15.6.2006. Further, Pg.No.9 is the copy of Form-B register

pertaining to service record of workman and it would reveal the details of the Workman. This document, Copy of

Form-B register bears the signature of the GM, OCM-I, RG-3 of the Company. In the column No.2, of Form-B

name of the Workman Gaddam Rajaiah has been mentioned and in column No.3, the Workman’s father’s name

Pocha Goud has been recorded. At Column No.4 age of workman Gaddam Rajaiah has been mentioned as 25 years

as on 10/1984. The Photograph of the Workman has also been affixed at column 15 against his name. The

document paper Nos.10,11,12,13,14 pertains to the proceeding of age determination of the Workman as conducted

by the Apex Medical Board committee under the JBCCI and as per provision of the circular dated 1.8.1988 of the

M/s. Singareni Collieries Company Ltd.. Thus, it is established that in the service record and Form-B register, the

age /DOB of the Workman was recorded as 25 years as on 1.10.1984, in the year 1985 and that entry of age has not

been challenged or contradicted by the Workman by producing any cogent reliable document.

11. On the other hand, Workman has not produced any reliable document in support of his claim that at the time of

his initial appointment his date of birth was as 12.4.1955. The workman has failed to establish his claim of date of

birth as 12.4.1955. No document has been filed by Workman in this context to establish his case. As far as the entry

of the date of birth on Medical card as 12.4.1955 is concerned, the entry has been made by over writing on earlier

entry and that has not been made on the basis of entry of Age/DOB of workman as recorded in his service record and

Form-B Register that has been recorded much earlier in the year 1984 and that too has been recorded in natural

course of business while preparing service record of the Workman of the Company without deliberate intention on

the part of Company and since that entry of Age/DOB of Workman was recorded as on 10/1984, the Workman has

not challenged or questioned that entry of service record and Form-B in the past. Therefore, the entry recorded as on

1.10.1984 is reliable and admissible. Admittedly, the age/DOB of the Workman has been recorded in the service

book as 25 years as on 1.10.1984 and that entry in service record has been made on 23.5.1985 when the service

record got prepared. Respondent counsel contended that Instruction No.76 of JBCCI of Coal Industry, contained the

procedure for determination of the age of the Workman at the time of appointment and thus contained procedure for

review/determination of the DOB in respect of the existing employees. Respondent has filed circular dated 1.8.1988

pertaining to procedure for determination/ verification of the age of the employee. It contains the procedure in respect

of the cases when there is variation of age in various records and glaring disparity in the age recorded in the

Company’s records and the apparent age of the employees. The procedure contained in the circular is extracted as

below:

i)

Where there is variation in the age recorded in the records such as Form ‘B’ Register, CMPF records and

identity cards (untampered) such cases will be referred to the Age Determination Committee /Medical

Board consisting of the General Manager/Chief, Personnel Manager and Medical Officer-in-charge of the

Area.

ii) Where there is variation in records, this Committee will consider evidences available with the Colliery

Management and/or adduced before it, by the employee concerned and it will be required to assess the age

in accordance with the requirement of “Medical Jurisprudence” and the Medical Board as far as possible

indicate the accurate age assessed and not approximately.

iii) Where there is glaring disparity between the date of birth recorded in the company records and the

apparent age of the employee, such cases may be referred to the Apex Medical Board located at

Headquarters of the company for determination of the age, by the Area Age Determination Committee.

The Apex Medical Board at Headquarters has been constituted with—

2572

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

“ Chief Medical Officer, General Manager/Chief (of the concerned Area/Dept.) from where the case is

referred and Chief Personnel Officer .”

The details of cases falling under Category (iii) above for a decision b y the Apex Medical Board may be

sent with specific recommendations by the General Manager of the concerned Area based on the decision taken by

the Area Age Assessment Committee, to the Chief Personnel Officer for scrutiny and further necessary action.

It has also been agreed that Age disputes pending in the case of employees superannuated on and after 1st

July, 1987 will be examined in accordance with the revised procedure and all past cases will not be re-opened.”

That circular is very much binding upon the Workman and also on Respondent.

12.

Now let us examine whether the Respondent Management has followed the procedure contained in the said

circular dated 1.8.1988 for determination / review of the age of the Workman in the present matter. The Respondent

has filed the document pertaining to the proceeding of the age determination / review of the workman by the Apex

Medical Board i.e., Document No.12 dated 15.6.2006. The document No.12 would reveal that the age of the

Workman has been determined as 55 years as on 15.6.2006 and the said order bears the signature of three members

of the Apex Medical Board. The contents of the order dated 15.6.2006 of the Apex Medical Board is extracted is

herein below:-

“The Members of the Apex Medical Board met on 15.6.2006 at Main Hospital, Kothagudem, to determine

the age of Sri Gaddam Rajaiah, E.C.No. 1429516, General Mazdoor, OCP-I, RG-IV.

After considering his own statement, the records of service of Sri Gaddam Rajaiah, E.C.No.1429516,

General Mazdoor, OCP-I, RG-IV, and by appearance of the candidate, the Apex Medical Board decided that Sri

Gaddam Rajaiah, E.C. No. 1429516, General Mazdoor, OCP-I, RG-IV, is 55 years as on 15.6.2006.

His age is 55 years as on 15.6.2006 (Fifty five years as on fifteenth June, Two thousand Six.)”

13. Thus, it reveals from the said order that the Apex Medical Board while determining the age of the workman has

considered the statement of the Workman and record regarding his service, and appearance of the Workman and

proceeded to decide the age of the Workman Gaddam Rajaiah as 55 years as on 15.6.2006 This order does not

speaks that whether the medical examination of the Workman was done by any Medical Board before determination

of the age of workman. Whereas the circular dated 1.8.1988 of the Company specially provides the procedure for

determination of the age of Workman in case of glaring disparity between the date of birth recorded in the Company

records and the apparent age of the employee that the age has to be determined in accordance with the Principles of

Medical Juris-prudence and further it is provided that medical board as far as possible to indicate the accurate age

assessed. But the order dated 15.6.2006 of the Apex Medical Board do not speak about conducting medical

examination of the Workman to determine his age. Thus, the age determination of the workman by the Apex

Medical Board has not been done according to principle of Medical Jurisprudence. There is no iota of evidence has

been adduced that the Apex Medical Board has determined the age of workman as 55 years as on 15.6.2006 by

following norms and Principles of Medical Jurisprudence. Therefore, the order dated 15.6.2006 of the Respondent

Company determining the age of Workman as 55 years as on 15.6.2006 n the basis of report of Apex Medical Board

is found to be violation of the procedure prescribed by the Company itself under its’ circular dated 1.8.1988 for the

said purpose. Moreover, the impugned order dated 15.6.2006 determining the age of the Workman has been passed

by the Respondent Company without affording the opportunity of hearing to the concerned Workman and in

violation of principles of natural justice and the same is not sustainable in the eye of law.

In this context I would like to make a reference of the decision of Hon’ble Apex Court in the case of Shankar Lal

vs Hindustan Copper Ltd. on 20 April, 2022 civil appeal No.2858 of 2022, wherein the Hon’ble Apex Court have

held:-

“12. The stand of the employer, thus, is that in his service book there was error in recording the age of the appellant

as 26 years in 1975 and we ought not to give any credence to such recordal. The respondents had only corrected an

error and such recordal in service book cannot be treated to be acceptance of the appellant’s date of birth as 21st

September 1949. We, however, find that the authorities proceeded in this matter in a rather mechanical manner and

embarked on a unilateral exercise of correcting the age entry in the service book on their perception that an error

was being corrected. This exercise was conducted without giving any opportunity of hearing to the appellant and at

the fag end of his service tenure. Otherwise, various documents including the L.I.C. policy consistently reflect 21st

September 1949 to be the appellant’s birthdate.

18. The employer has taken a stand that the date of birth recorded of the appellant in the service book was an act by

mistake. This is a weak explanation in our opinion. Several subsequent steps were taken by the employer in relation to

the appellant’s employment on the basis of the entry in his service book. The employer are the custodian of these

records. They acted all along on the basis of the service entries till the appellant took VRS. It has been pleaded by the

appellant that at the time of his appointment, the office of the respondent company entered in all their records his

date of birth as 21st September 1949. In the light of these facts, we are not inclined to accept the version of the

employer that service book recordal was a mistake. The employer, a public sector unit in this case, was expected to

act with a certain element of responsibility in maintaining the service records of their workmen and ensure that there

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2573

is uniformity in particulars concerning individual employees. There is no explanation as to how this mistake occurred

and how pay slips continued to be issued carrying the mistaken date of birth for such a long time. The High Court in

our view ought not to have had accepted “mistake” as the cause for different entries in different documents.

We find the action of the employer lacking in authority of law in this case on two counts. First, it fails for not

adhering to the principles of natural justice. The decision not to follow the service book recordal was taken without

giving an opportunity of hearing to the appellant. The opportunity of hearing of the appellant also accrued because

the employer themselves had proceeded on the basis that the later date i.e., 21st September 1949 was the birthdate of

the appellant and this was a long established position. Moreover, since in the own records of the employer two dates

were shown, under normal circumstances it would have been incumbent on their part to undertake an exercise on

application of mind to determine in which of these two records the mistake had crept in. That process would also have

had to involve participation of the appellant, which would have been compatible with the principles of natural justice.

There are several authorities in which this Court has deprecated the practice on the part of the employees at the fag

end of their career to dispute the records pertaining to their dates of birth that would have the effect of extension of

the length of their service. We are not referring to those authorities in this judgment as the ratio laid down on that

count by this Court is not relevant for adjudication of this appeal. The very reasoning on which an employee is not

permitted to raise age−correction plea at the fag end of his service to extend his tenure should also apply to the

employer as well. It is the employer here who had proceeded on the basis of age of the appellant reflected in his

service book during the latter’s service tenure and they ought not to be permitted to fall back on the Form “B” which

would curtail the VRS benefit of the appellant.”

Similarly, in the present matter, the Respondent Company has determined/reviewed the age of workman is 55 years

as on 15.6.2006, through Apex Medical Board, but the workman was not afforded opportunity of hearing or counter

the report of the Apex Medical Board as regards the determination of his age in his service record. The decision of

the Respondent Company of reviewing the age of the workman in the service record as 55 years as on 15.6.2006 was

not done by following the principles of natural justice. Therefore, the impugned order dated 15.62006 has been

passed in violation of principles of natural justice in respect of the determination of the age of the workman and also

in violation of the procedure contained in the circular dated 1.8.1988. Therefore, the order dated 15.6.2006 of the

Respondent Company determining and recording the entry regarding the age of the workman in his service record as

55 years as on 15.6.2006 is not sustainable and liable to be set aside.

14. Thus, in view of the fore gone discussion and law laid down by the Hon’ble Apex Court as discussed above, I

am of the considered opinion that the Respondent management has passed the order dated 15.6.2006 for getting the

review of the age of the Workman in his service record as 55 years as on 15.6.2006 is in violation of the principles of

natural justice, as well as Respondent has not followed the procedure for determination of age as laid down in circular

Dated 1.8.1988 of Company and same is not sustainable in the eye of Law. Therefore, the action of the Respondent

management for getting reviewed the age of 55 years as on 15.6.2006 Shri Gaddam Rajaiah voluntarily by the Apex

Medical Board vide order dated 15.6.2006 is neither legal nor justified.

Thus, Point No.I is decided accordingly.

15. Point No.II: - In view of the fore gone discussion and Law laid down and also finding given in Point No. I, the

order dated 15.6.2006 of the Respondent Company determining the age of the Workman as 55 years under review of

Apex Medical Board is not sustainable and liable to be set aside. However, the claim of the workman that his date

of birth as per his service book was 12.4.1955, is not established. Moreover, the reference is confined to the

impugned order dated 15.6.2006 passed by Respondent authority regarding age/Date of birth of Workman and that

has been answered by this Tribunal as per Law. The claim petition is decided accordingly.

Thus, Point No.II is decided accordingly.

AWARD

The action of the management of M/s. M/s. Singareni Collieries Company Ltd., for getting reviewed the

age of Shri Gaddam Rajaiah voluntarily by the Apex Medical Board on 15.6.2006 is held illegal and unjustified.

Respondent management is directed to restore the date of birth of the Workman as recorded earlier in his service

record and Form-B Register and he will be entitled for all consequential benefits as per rules and paid accordingly

within four months after receipt of this order. Reference is answered accordingly.

Award is passed accordingly. Transmit.

Dictated to Smt. P. Phani Gowri, Personal Assistant, transcribed by her, corrected and signed by me on this

the 22nd day of February, 2024.

IRFAN QAMAR, Presiding Officer

Appendix of evidence

Witnesses examined for the

Witnesses examined for the

Workman

Respondent

2574

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Nil

Nil

Documents marked for the Workman

Nil

Documents marked for the Respondent

Nil

ubZ fnYyh] 12 twu] 2024

का.आ.1169—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार मेससव

सजचव, डीडीए, जसरीफोटव स्ट्ृोर्टसव कॉम्प्लेतस, अगस्ट्त िांजत मागव, ेल गांव, नई दिल्ली; मेससव नीजत एंटरप्राइिेि, दकसान

जविार, नई दिल्ली, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री द्वारका, कामगार, के बीच अनुबंि में जनर्िवष्ट केन्रीय सरकार

औद्योजगक अजिकरण- सि- श्रम न्यायालय-1 नई दिल्ली ृंचाट(संिभव सं्‍या 41/2015) को िजसा दक अनुलग्नक में दि ाया

गया िज, प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ ा l

[सं. एल&42012/186/2014-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1169—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 41/2015) of the Central Government Industrial Tribunal cum

Labour Court –I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation to

The Secretary, DDA , Sirifort Sports Complex, August Kranti Marg, Khel Gaon, New Delhi ;M/s Niti

Enterprises, Kisan Vihar, New Delhi, and Shri Dwarka, Worker, which was received along with soft copy of the

award by the Central Government on 11.06.2024.

[No. L-42012/186/2014-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

ID No.41/2015

Sh. Dwarka S/o Sh. Dayal Prasad,

C/o 1800/9, Govindpuri Ext.,

Main Road, Kalkaji,

New Delhi-110019

Workman…

Versus

1. The Secretary,

DDA,

Sirifort Sports Complex,

August Kranti Marg, Khel Gaon,

New Delhi-110049

2. M/s Niti Enterprises,

L-88, Kisan Vihar,

New Delhi-110041

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

42012/186/2014-IR(DU)) dated 12.01.2015 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2575

SCHEDULE

“Whether the action of the management of NITI Enterprises, Contractor in terminating the services of the

workman Sh. Dwarka w.e.f. 01.05.2013 can be construed as termination of employment by DDA presuming the

entity of contractor as sham and camouflage? If not what relief the workman concerned is entitled to?”

2. In the reference order, the appropriate Government commanded the parties raising the dispute to file statement of

claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days of receipt of

the reference order and to forward a copy of such statement of claim to the opposite parties involved in the dispute.

Claim statement filed, rebuttal written statement filed on behalf of the management no. 1.

3. Management No.2 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder was filed

and issues were framed. Case was listed for claimant evidence on 16.07.2019. After that, none appeared on behalf of

the claimant despite providing a number of opportunities neither filed claimant evidence or appeared to substantiate

his claim.

4. Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant award

is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1170—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

मेससस टॉप्स गसक्योररटी गिगमटेड, सुल्ताि सदि, िेि िंबर 3, िेस्ट एंड मािस, सैदुिाजब, िई ददल्िी; महाप्रबंिक

पररचािि, ददल्िी मेट्रो रेि कॉपोरेशि, बाराखंभा रोड, ददल्िी, के प्रबंितंत्र के संबद्ध गियोजकों और श्री कैिाश शमास,

कामिार, के बीच अिुबंि में गिर्दसष्ट केन्द्रीय सरकार औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-1 िई ददल्िी पंचाट

(संदभस संख्या 146/2016) को जैसा दक अिुिग्नक में ददखाया िया है, प्रकागशत करती है जो केन्द्रीय सरकार को सॉफ्ट

कॉपी के साथ 11.06.2024 को प्राप्त हुआ था l

[सं. एल-42012/63/2016-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1170—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 146/2016) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to Tops Security Ltd., Sultan Sadan, Lane No. 3, West End Marg, Saidulajab, New Delhi; The General

Manager Operations, Delhi Metro Rail Corporation, Barakhamba Road, Delhi, and Shri Kailash Sharma,

Worker, which was received along with soft copy of the award by the Central Government on 11.06.2024.

[No. L-42012/63/2016-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT DELHI - 1

ROOM NO.207, ROUSE AVENUE COURT COMPLEX, NEW DELHI.

ID No. 146/2016

Sh. Kailash Sharma S/o Sh. Suresh Sharma,

C/o Sh. Jai Prakash Vhardwaj, 176-Rani Khera,

Delhi-110081

Workman…

Versus

1.

M/s Tops Security Ltd.,

Sultan Sadan, Lane No.3,

2576

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

West End Marg, Saidulajab,

New Delhi-110030.

2.

Delhi Metro Rail Corporation,

General Manager Operations,

Metro Bhawan, Fire Brigade Lane,

Barakhamba Road, Delhi-110001

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter

No-L-42012/63/2016-IR(DU)) dated 21.07.2016 under clause (d) of sub-section (1) and sub-section (2A) of Section

10 of the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the management of M/s Tops Security Ltd., working for DMRC, New Delhi in termination

the services of Sh. Kailash Sharma S/o Suresh Sharma is fair and legal? If not to what relief the workman is

entitled to and from which date?”

2. In the reference order, the appropriate Government commanded the parties raising the dispute to file statement of

claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days of receipt of

the reference order and to forward a copy of such statement of claim to the opposite parties involved in the dispute.

Claim statement filed, rebuttal written statement filed on behalf of the management no. 1&2.

3. Thereafter, rejoinder was filed and issues were framed. Case was listed for claimant evidence on 05.07.2019. After

that, none appeared on behalf of the claimant despite providing a number of opportunities neither filed claimant

evidence or appeared to substantiate his claim.

4. Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant award

is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 12 िून, 2024

का.आ. 1171—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

मेससस महाप्रबंिक, मदर डेयरी फ्रूट एंड िेगजटेबि प्राइिेट गिगमटेड, गपिखुआ यूगिट, हापुड़, (यूपी), के प्रबंितंत्र के संबद्ध

गियोजकों और महासगचि, मदर डेयरी स्टाफ यूगियि, िागजयाबाद, (उ.प्र.), के बीच अिुबंि में गिर्दसष्ट केन्द्रीय सरकार

औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-1 िई ददल्िी पंचाट (संदभस संख्या 144/2018) को जैसा दक अिुिग्नक में

ददखाया िया है, प्रकागशत करती है जो केन्द्रीय सरकार को सॉफ्ट कॉपी के साथ 11.06.2024 को प्राप्त हुआ था l

[सं. एल-42011/185/2017-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1171—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 144/2018) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to The General Manager, Mother Dairy Fruit & Vegetable Pvt. Ltd., Pilakhua Unit, Hapur,(U.P.), and The

General Secretary, Mother Dairy Staff Union, Ghaziabad, (U.P.), which was received along with soft copy of the

award by the Central Government on 11.06.2024.

[No. L-42011/185/2017-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

Before the Justice Vikas Kunvar Srivastava (Retd.) Presiding Officer, Government of India Ministry of

Labour & Employment, Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

ID No. 144/2018

The General Secretary,

Mother Dairy Staff Union,

Pilakhua At-234, Ambedkar Road,

Ghaziabad, U.P. - 2011001.

Workman…

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2577

Versus

The General Manager,

Mother Dairy Fruit & Vegetable Pvt. Ltd.,

Pilakhua Unit, Hapur,

U.P. - 245304.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

42011/185/2017-IR(DU)) dated 21.03.2018 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the management of Mother Dairy in refusing to talk with a union on their demands is legal

and justified and what directions are necessary in the case?”

2. In the reference order, the appropriate Government commanded the parties raising the dispute to file statement of

claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days of receipt of

the reference order and to forward a copy of such statement of claim to the opposite parties involved in the dispute.

Claim statement filed, rebuttal written statement filed on behalf of the management.

3. Thereafter, rejoinder was filed and issues were framed. Case was listed for claimant evidence on 17.05.2019. After

that, none appeared on behalf of the claimant despite providing a number of opportunities neither filed claimant

evidence or appeared to substantiate his claim.

4. Hence, in these circumstances this tribunal has no option except to pass the no dispute award. No dispute award is

passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 12 िून, 2024

का.आ. 1172—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

मेससस महाप्रबंिक, भारत इिेक्ट्रॉगिक्स गिगमटेड, भारत ििर, िागजयाबाद, (उ.प्र)., के प्रबंितंत्र के संबद्ध गियोजकों और

महासगचि, भारत इिेक्ट्रॉगिक्स िकससस यूगियि, सी/ओ भारत इिेक्ट्रॉगिक्स, भारत ििर, िागजयाबाद, (यू.पी.), के बीच

अिुबंि में गिर्दसष्ट केन्द्रीय सरकार औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-1 िई ददल्िी पंचाट (संदभस संख्या

128/2012) को जैसा दक अिुिग्नक में ददखाया िया है, प्रकागशत करती है जो केन्द्रीय सरकार को सॉफ्ट कॉपी के साथ

11.06.2024 को प्राप्त हुआ था l

[सं. एल-14011/05/2012-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1172—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 128/2012) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to The General Manager, Bharat Electronics Ltd., Bharat Nagar, Ghaziabad, (U.P.), and The General

Secretary, Bharat Electronics Workers Union, C/o Bharat Electronics, Bharat Nagar, Ghaziabad, (U.P.), which

was received along with soft copy of the award by the Central Government on 11.06.2024.

[No. L-14011/05/2012-IR (DU]

DILIP KUMAR, Under Secy.

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer, Government of India Ministry of Labour

& Employment,Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

ID No. 128/2012

The General Secretary,

Bharat Electronics Workers Union

C/o Bharat Electronics, Bharat Nagar,

Ghaziabad, (U.P.)

Workman…

2578

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Versus

The General Manager,

Bharat Electronics Ltd.,

Bharat Nagar,

Ghaziabad, U.P.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-14011/05/2012

(IR(DU)) dated 09.10.2012 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of the Act, for

adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the BEL management, Ghaziabad is not protecting the salary on promotion form TC to E1

cadre and causing a consequential loss to workers in terminal benefit is justified? If not, what relief the they are

entitled to?”

2. In the reference order, the appropriate Government commanded the parties raising the dispute to file statement of

claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days of receipt of

the reference order and to forward a copy of such statement of claim to the opposite parties involved in the dispute.

Claim statement filed, rebuttal written statement filed on behalf of the management.

3. Thereafter, rejoinder was filed and issues were framed. Case was listed for claimant evidence on 25.02.2015. After

that, none appeared on behalf of the claimant despite providing a number of opportunities neither filed claimant

evidence or appeared to substantiate his claim.

4. Hence, in these circumstances this tribunal has no option except to pass the no dispute award. No dispute award is

passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 12 िून, 2024

का.आ. 1173—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

मेससव दिल्ली मेरो रेल कॉृोरेिन जलजमटेड, मेरो भवन, बारा ंभा रोड, नई दिल्ली; न्यूजविन कमर्िवयल एंड एस्ट्कॉटव

सर्ववसेि (एनसीईएस), जसकंिरृुर, गुड़गांव, िररयाणा, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री िरिीृ, कामगार, के बीच

अनुबंि में जनर्िवष्ट केन्रीय सरकार औद्योजगक अजिकरण- सि- श्रम न्यायालय-2 नई दिल्ली ृंचाट(संिभव सं्‍या 53/2022)

को िजसा दक अनुलग्नक में दि ाया गया िज, प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024

को प्राप्त एआ ा l

[सं. एल-42025/07/2024-116- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1173—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 53/2022) of the Central Government Industrial Tribunal cum

Labour Court – II New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to Delhi Metro Rail Corporation Ltd., Metro Bhawan, Barakhamba Road, New Delhi ; Nuvision Commercial

& Escort Services (NCES), Sikanderpur, Gurgaon, Haryana, and Shri Hardeep,Worker, which was received

along with soft copy of the award by the Central Government on 11.06.2024.

[No. L-42025/07/2024-116-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 53/2022

Sh. Hardeep, S/o Sh. Ram Gopal,

R/o House No-112, Baba Pana, Baba Kakroi,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2579

Sonipat, Haryana-131001.

VERSUS

1.

Delhi Metro Rail Corporation Ltd.

Metro Bhawan, 03rd Floor, A-Wing,

Fire Brigade Lane, Barakhamba Road, New Delhi-110001.

2.

Nuvision Commercial & Escort Services (NCES),

SCO-16, 17, 18, Shiv Narain Complex, City Court,

Sikanderpur, Gurgaon, Haryana-122002.

AWARD

This is an application of U/S 2A of the Industrial Disputes Act (here in after referred as an Act). Claimant

had stated in their claim statement that he was appointed by the management-2 on the post of Tom Operator on

27.08.2018 and his last drawn wages was Rs. 21,000/- Per month. The management had issued the ID No. 114181. At

the time of appointment the management-2 had taken the amount of Rs. 1,35,000/- in cash from him as security

amount, but the management had not given any receipt of the said amount. The management did not issue any

appointment letter, leave book, Pay slip, HRA etc. to him. The management-2 has deputed to him in the management

no-1. He had been doing his work with diligently and never given any chance of complaint to the managements but he

has not been provided any legal facilities. The workman used to work under the direction and supervision of

management-1 & 2. That on 29th March 2020, the Minsitry of Home Affairs issued an order under the Disaster

Management Act 2005, and declared complete lockdown. During the lockdown period, the management-2 had paid

the wages to workman till May 2020 and on 01.06.2020, when the workman had visited at the office of the

management-2 for joining his duty, the management did not take him on duty and on same day on 01.06.2020, the

workman was illegally terminated by the management from his service, without any rhyme or reason. After the illegal

termination workman is jobless. He has gone to the conciliation officer, but, no result was yielded. Hence he has filed

the claim.

Both management-1 & 2 had appeared and filed the WS denying the averment made in the claim. They

submit that claim of the claimant is not maintainable and is liable to be dismissed.

After completion the pleadings, following issues have been framed vide order dated 05.12.2022 i.e.:-

1. Whether the proceeding is maintainable.

2. Whether there exist employer and employee relationship between the claimant and the management-1.

3. Whether the service of the claimant was illegally terminated by the management-2.

4. To what relief the claimant is entitled to and from which date.

Claimant is asked to prove his case. However, despite providing a number of opportunities, claimant has not

turned up to prove his claim. As the claimant has not turned up for proving his case, his claim stands dismissed.

Award is passed accordingly. A copy of this award is sent to the appropriate government for notification as required

under section 17 of the ID act 1947. File is consigned to record room.

ATUL KUMAR GARG, Presiding Officer

Date:- 01.05.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1174—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

जनिेिक, िीएमआर, न्यू उड़ान भवन, टी-3, आईिीआई एयरृोटव, नई दिल्ली; क्वेस कॉृव जलजमटेड, मोिन इंडजस्ट्रयल

एस्ट्टेट, बिरृुर , नई दिल्ली, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री जम ुन कुमार वमाव,के बीच अनुबंि में जनर्िवष्ट केन्रीय

सरकार औद्योजगक अजिकरण- सि- श्रम न्यायालय-2 नई दिल्ली ृंचाट(संिभव सं्‍या 172 of 2019) को िजसा दक

अनुलग्नक में दि ाया गया िज, प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ

ा l

[सं. एल-42025/07/2024-115- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

2580

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 12th June, 2024

S.O. 1174—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 172 of 2019) of the Central Government Industrial Tribunal

cum Labour Court – II New Delhi as shown in the Annexure, in the Industrial dispute between the employers in

relation to The Director, GMR, New Udan Bhawan, T-3, IGI Airport, New Delhi; Quess Corp. Limited, Mohan

Industrial Estate, Badarpur, New Delhi, and I.D. No. 161/2023 Shri Parveen Malik, Worker, Through- Indian

National Migrant Worker’s Union, Kalkaji, New Delhi ;I.D. No. 162/2023 Shri Mithun Kumar Verma,

Worker, New Delhi, which was received along with soft copy of the award by the Central Government on

11.06.2024.

[No. L-42025/07/2024-115-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 172/2019

Sh. Mithun Kumar Verma, S/o Sh. Ramesh Chand Verma,

R/o- RZH-4, Gali No- 2, Raj Nagar Part-2, Palam Colony,

New Delhi- 110045.

VERSUS

1.

The Director, GMR

New Udan Bhawan, T-3, IGI Airport, New Delhi-110037.

2.

Quess Corp. Limited.

B1/I-1, 1st Floor, Mohan Industrial Estate, Near Badarpur,

New Delhi-110044.

AWARD

This is an application of U/S 2A of the Industrial Disputes Act (here in after referred as an Act). Claimant

had stated in their claim statement that he had been working with the respondent-2 since 04.10.2016 at the post of

Supervisor at the last drawn salary Rs. 18, 500/- Per month. Managements had issued him the I.D i.e. AEPDEL 3D

281045 or AEP DEL 1247099 or AEP DEL 0038235 last validity date of which is 31.12.2018 and address of the

workplace is IGIA terminal T-3. He had been doing his work with diligently but he has not been provided any legal

facilities and the management used to deduct the ESI and provident fund from the salary of the employee but had not

provided any ESI card or PF receipts. When the applicant had fallen ill in the month of May 2018, due to which the

employee was on leave for five days by giving information over phone to Veerpal, Project Executive Officer of

management-2. When the employee recovered and took his medical certificate, he returned to his duty. On

03.06.2018 when workman appeared before the management, managers took his medical certificate from workman

and clearly refused to reinstate the employee to work. he was terminated without any reason. He has sent the demand

letter but he has not been taken on duty. He has gone to the conciliation officer, but, no result was yielded. Hence he

has filed the claim.

On 25.05.2022 management-1 had already been proceeded ex-parte. Management-2 had appeared and filed the

WS denying the averment made in the claim. He submit that claim of the claimant is not maintainable and is liable to

be dismissed.

On 25.05.2022, issues have been framed. Claimant is asked to prove his case. However, despite providing a

number of opportunities, claimant has not turned up to prove his claim. As the claimant has not turned up for proving

his case, his claim stands dismissed. Award is passed accordingly. A copy of this award is sent to the appropriate

government for notification as required under section 17 of the ID act 1947. File is consigned to record room.

ATUL KUMAR GARG, Presiding Officer.

Date: 24.04.2024

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2581

नई दिल्ली, 12 िून, 2024

का.आ.

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp]

vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

-

सि -

] ल नऊ ds

iapkV (ृिचान

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y

-22013/01/2024-vkbZ-vkj- (lh.एम. -II)]

मजणकंिन. एन] उृ जनिेिक

New Delhi, the 12th June, 2024

S.O. 1175—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 64/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 06/06/2024.

[No. L-22013/01/2024 – IR (CM-II]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 64/2020

Ref. No. D-852/AB/2020/41/IR/DDN

Prem Pal Vs. FCI

BETWEEN

Sri Prem Pal S/o Sri Sri Mangli Prasad,

Village- Narayanpur, Post- Musepur Jai Singh, PS- Barkhera, Tehsil- Bisalpur District- Pilibhit (U.P.)

……… Workman

AND

(1)

The General Manager (Principal Employer)

Food Corporation of India,

Regional Office, T.C.3, V-Vibhuti Khand, Gomti Nagar, Lucknow (UP)

(2)

The Regional Manager (Appointing Authority)

Food Corporation of India (FCI),

District, Office, Shahjahanpur (U.P.)

(3)

Sri Rajendra Saxena (Representative)

M/s Keshav Singh and Ors. T.P. No. 315. Katia Tolla,

Shahajanpur (U.P.)

……. Respondent

AWARD

By letter/order dated 09.09.2020 the following reference has been referred to this Tribunal for adjudication.

“Whether the termination of the service of Sri Prem Pal S/o Sri Mangli Prasad, who was engaged in Roja

Depot of FCI, Shahajanpur, (UP) by M/s Keshav Singh, Contractor of FCI, for the period 08.07.2008 to

23.04.2010 is proper and justified”.

If not, to what relief, the workman is entitled to?”

2582

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

From the perusal of the record the position which emerged out that on 21.10.2023 notice was issued to the workman

to file statement of claim along with witness and documents.

Thereafter on the following dates i.e. on 01.01.2021, 08.11.2021, 07.03.2021, 20.05.2022, 12.8.2022, 26.10.2022,

11.01.2023 time was granted to file statement of claim by claiamnt however the same was not filed.

11.01.2023

Matter taken up revised list.

Parties absent.

Last opportunity is granted for CS.

List on 21.03.2023.

On 21.03.2023 an order was passed quoted herein below:-

Matter taken up in revised list.

Sri Neeraj Singh holding brief Sri Dhirendra Singh for FCI.

None for claimant.

In spite of last opportunity, claim statement is not filed, accordingly opportunity for statement of claim is closed.

List on 13.03.2023 for ex-parte hearing.

On 08.08.2023 was passed held as under:-

Matter taken up in revised list.

Sri Dhirendra Sing For FCI.

None for claimant.

List on 03.11.2023 for ex-parte haring. Notice to clamant.

Today when the matter was taken up in the revised cause list neither the workman nor any legal representative

appeared also till date no statement of claimant has been filed.

Accordingly after hearing Sri Dhirendra Singh learned counsel for the respondent and going through the record,

taking into consideration the facts, stated here and above that in spite of due opportunity statement of claim has not

been filed by claimant.

So taking into consideration the said facts and the law as laid by the Hon'ble High Court in the case of V. K. Raj

Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workmen/claimant has filed any statement of claim, so the present case is liable to be dismissed.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2583

For the foregoing reasons, the case is dismissed and; the workman is not entitled for any relief.

Award as above.

Justice ANIL KUMAR, Presiding Officer

Lucknow.

Date 08.02.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1176—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

एसडीएमसी पार्किंि, रामकृष्ण पुरम, िई ददल्िी; दातार गसक्योररटी सर्िस ग्रुप, द्वारा -श्री एडेि ससंह सभंडर (सीईओ)

एिं श्री संजय (प्रबंिक) ,210, गद्वतीय ति, भीकाजी कामा प्िेस, भिि-II, िई ददल्िी, के प्रबंितंत्र के संबद्ध गियोजकों

और आई.डी. संख्या 161/2023 श्री परिीि मगिक, कामिार, भारतीय राष्ट्रीय प्रिासी श्रगमक संघ, कािकाजी, िई

ददल्िी; आई.डी. संख्या 162/2023 श्री अक्षय कुमार, कामिार, भारतीय राष्ट्रीय प्रिासी श्रगमक संघ, मेि रोड कािकाजी,

िई ददल्िी, के बीच अिुबंि में गिर्दसष्ट केन्द्रीय सरकार औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-2 िई ददल्िी

पंचाट(संदभस संख्या 161 & 162 of 2023) को जैसा दक अिुिग्नक में ददखाया िया है, प्रकागशत करती है जो केन्द्रीय

सरकार को सॉफ्ट कॉपी के साथ 11.06.2024 को प्राप्त हुआ था l

[सं. एल-42025/07/2024-114- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1176—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 161 & 162 of 2023) of the Central Government Industrial

Tribunal cum Labour Court –II New Delhi as shown in the Annexure, in the Industrial dispute between the

employers in relation to SDMC Parking,Rama Krishna Puram, New Delhi ; Datar Security Service Group,

Through- Shri Adel Singh Bhinder (CEO) & Sh. Sanjay (Manager), 210, Second Floor, Bhikaji Cama Place,

Bhawan-II,New Delhi, and I.D. No. 161/2023 Shri Parveen Malik, Worker, Through- Indian National Migrant

Worker’s Union, Kalkaji, New Delhi; I.D. No. 162/2023 Shri Akshay Kumar, Worker,Through- Indian

National Migrant Worker’s Union, Main Road Kalkaji, New Delhi, which was received along with soft copy of

the award by the Central Government on 11.06.2024.

[No. L-42025/07/2024-114-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 161/2023

Sh. Parveen Malik, S/o Sh. Brahm Singh,

House No.- X- 647, Raghubar Pura No-01, Gali No.-05,

Gandhi Nagar, New Delhi- 110031.

Through- Indian National Migrant Worker’s Union,

1770/8, 03rd Floor, Govind Puri Extn. Main Road Kalkaji,

New Delhi-110019.

I.D. No. 162/2023

Sh. Akshay Kumar, S/o Sh. Sanjiv Kumar,

R/o- Lilaun, Shamli, Lilon, Uttar Pradesh-247776.

Through- Indian National Migrant Worker’s Union,

1770/8, 03rd Floor, Govind Puri Extn. Main Road Kalkaji,

New Delhi-110019.

2584

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

VERSUS

1. SDMC Parking,

780, Major Somnath Marg, KD Colony,

Sector-09, Rama Krishna Puram, New Delhi-110022.

2. Datar Security Service Group,

Through- Sh. Adel Singh Bhinder (CEO) & Sh. Sanjay (Manager),

210, Second Floor, Bhikaji Cama Place, Bhawan-II,

New Delhi- 110066.

AWARD

These are two applications of U/S 2A of the Industrial Disputes Act (here in after referred as an Act).

Claimants had stated in their claim statements that they had been working with the respondent-1 since 02.12.2021 and

11.08.2021 at the post of parking attendant at the last drawn salary of Rs. 10,000/- per month respectively.

Respondent-1 is the main employer and Respondent-2 is a fake contractor who has been appointed by the employer

by violating the contract labour (Regulation and Abolition) Act 1970 with the sole intention of not providing legal

facilities to the employees. Management-1 shows the record of employees in the management-2 records, whereas the

employees never had any relation with respondent no.-2 nor has the government given any permission to respondent-

1 to run the contract under Contract Labour ( Regulation and Abolition) Act 1970. The service record of the

applicant/employee was clean and the employers had no complaints of any kind regarding the work of the employee.

The employers had made the employee sign many blank papers, blank vouchers, blank agreement letters and blank

appointment letters at the time of appointment during the service but did not give a copy of the same to the

employees. The employer did not provide any legal facilities to the applicant like minimum salary as per the post

prescribed by the government, appointment letter, salary sheet, leave book, attendance card, weekly and festival leave,

bonus, overtime, ESI PF, etc. when the employees demanded all the above mentioned legal benefits, the employer

immediately became angry and in a spirit of revenge, without the salary earned by the employee from 01.05.2022 to

22.06.2022 without any compensation to the employee, without prior notice, without any notice charge sheet, without

any rhyme and reason, on 23.06.2022, the employers had illegally terminated the employees by forcibly signing some

blank papers. Employees through their union sent a written demand letters to the employer through speed post on

29.08.2022 asking the employers to pay the outstanding salary, outstanding overtime, other outstanding statutory

amounts and to reinstate them in their old job, but the employers did not give any reply to them. They have gone to

the conciliation officer, but, no result was yielded. Hence they have filed their present claims with the prayer that they

be reinstated in job with full back wages. They are unemployed since the date of their termination.

Respondent-2 had appeared and filed the W.S. He submits that he had been awarded the tender by the

Respondent-1 i.e. South Delhi Municipal Corporation for revenue collection at the Sangam Cinema Parking Site

vide offer letter dated 20.07.2021. Claimants had approached respondent-1 seeking employment claiming that he had

prior experience in parking revenue collection operation. He has employed applicant as a parking boy on a temporary

basis. They had to report for their duties and were paid the wages in accordance with the rules & regulations.

Claimants were not punctual and regular towards their duty on multiple occasions they failed to report for duty during

the time. Moreover they had embezzled the amount collected from parking site and he has refused to deposit the

actual and completer revenue. When the management asked the less revenue collection but, did not clearly said and

stopped to report duty since May 2022. They submit that claims of the claimants are liable to be dismissed.

During the course of proceedings this tribunal had found that nobody was supervising the works of the

claimants from respondent-1 to whom they claimed to be employed through management-2. This fact has also been

reflected from the array of the party. The petitioners/claimants had made the party as M/s SDMC Parking as well as

M/s Datar Security Service Group. SDMC parking is not itself is juristic person. Either the claimants should have

address the commissioner of the SDMC otherwise there is no office in the name of SDMC parking to whom the

copies of the claims can be sent.

Record purused. Claims have been filed U/s 2A of the I.D Act. Forty-five days have been passed. No

solution can be arrived. Hence, Sh. Rajnish Sangwan, ALC (C) had issued certificates of failure. Even the facts

revealed that the tender was floated and respondent-2 was awarded the contract for parking. In the parking there is no

supervisor at all from the management-1. Management-1 cannot be said to the principle employer by any stretch of

any imagination. It appears to be an individual dispute between the claimants and the respondent-2, regarding their

service conditions.

To invoke the jurisdiction, the claimants have to prove that they are employees of any official of Central

Government.

Section-2 a of I.D Act (hereinafter is called as an Act) define the expression ‘appropriate government’.

Appropriate government is the central government in relation to any industrial dispute which pertain to any industry

carried on by all under the authority of central government.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2585

Section-2(a)(1) of the Act give the detail expression of covering the industry which falls under the definition of

central government controlled industry. It is reproduced

‘in relation to any industrial dispute concerning any industry carried on by or under the authority of the

Central Government, or by a railway company [or concerning any such controlled industry as may be

specified in this behalf by the Central Government] or in relation to an industrial dispute concerning [a

Dock Labor Board established under Section 5A of the Dock workers (Regulation of Employment) Act,

1948 (9 0f 1948), or [the Industrial Finance Corporation of India Limited formed and registered under

the Companies Act, 1956 (1 of 19560] or the Employees State Insurance Act, 1948 (34 of 1948), or the

Board of Trustees constituted under section 3A of the Coal Mines Provident Fund and Miscellaneous

Provisions Act, 1948 (46 of 1948), or the Central Board of Trustees and the State Boards of Trustees

constituted under section 5A and section 5B, respectively, of the Employees Provident Fund and

Miscellaneous provisions Act, 1952 (19 of 1952), or the Life Insurance Corporation of India established

under section 3 of the Life Insurance Corporation Act, 1956 (31 of 1956), or [the Oil and Natural Gas

Corporation Limited registered under the companies Act, 1956 (1 of 1956)], or the Deposit Insurance and

Credit Guarantee Corporation establish under section 3 of the Deposit Insurance and Credit Guarantee

Corporation Act, 1961 (47 of 1961), or the Central Warehousing Corporation established under section 3

of the Warehousing Corporations Act, 1962 (58 of 1962), or the Unit Trust of India established under

section 3 of the Unit Trust of India Act, 1963 (52 of 1963), or the Food Corporations of India established

under section 3, or a Board of Management established for two or more contiguous States under section

16, of the Food Corporation Act, 1964 (37 of 1964), or [the Airports Authority of India constituted under

section 3 of the Airports Authority of India Act, 1994 (55 of 1994), or a Regional Rural banks Act, 1976

(21 of 1976), or the Export Credit and Guarantee Corporation Limited or the Industrial Reconstruction

Bank of India Limited], [the National Housing Bank established under section 3 of the National Housing

Bank Act, 1987 (53 of 1987)], or [an air transport service, or a banking or an insurance company,] a

mine, an oil field,] [a cantonment Board,] or a [major port, any company in which not less than fifty-one

percent of the paid-up share capital is held by the Central Government, or any corporation, not being a

corporation referred to established by or under any law made by parliament, or the Central public sector

undertaking, subsidiary companies set up by the principal undertaking and autonomous bodies owned or

controlled by the Central Government]

In these circumstances, claims being devoid of any merits stand dismissed. Awards are accordingly passed.

A copy of this award is sent to the appropriate government for notification as required under section 17 of the ID act

1947. File is consigned to record room.

ATUL KUMAR GARG, Presiding Officer

Date: 30.04.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1177—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

मेससव इंजडयन इंडजस्ट्रयल जसतयोररटी सर्ववसेि प्राइवेट जलजमटेड, रेलवे सीमेंट साइडडंग, िकूर बस्ट्ती, नई दिल्ली; सेंरल रेल

वेयरिाउडसंग कंृनी, िकूर बस्ट्ती, दिल्ली, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री ृरडवंिर कुमार, कामगार , द्वारा -

दिल्ली प्रिेि फजतरी एवं िजनक मििूर कांग्रेस (ृंिीकषत), 6 वेस्ट्ट ृटेल नगर, नई दिल्ली, के बीच अनुबंि में जनर्िवष्ट केन्रीय

सरकार औद्योजगक अजिकरण- सि- श्रम न्यायालय-1 नई दिल्ली ृंचाट(संिभव सं्‍या 318/2017) को िजसा दक अनुलग्नक

में दि ाया गया िज, प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ ा l

[सं. एल-42025/07/2024-113- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1177.—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 318/2017) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to M/s Indian Industrial Security Sevice Pvt. Ltd., Railway Cement Siding, Shakur Basti, New Delhi ; Central

Rail Warehousing Company, Sakurbasti, Delhi, and Shri Parvinder Kumar ,Worker, Through -Delhi Pradesh

Factory & Daily Labour Congress (Regd.),6 West Patel Nagar, New Delhi, which was received along with soft

copy of the award by the Central Government on 11.06.2024.

[No. L-42025/07/2024-113-IR (DU)]

DILIP KUMAR, Under Secy.

2586

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT DELHI – 1

ROOM No. 207, ROUSE AVENUE COURT COMPLEX, NEW DELHI.

DID No.318/2017

Shri Parvinder Kumar S/o Shri Swaroop Singh,

Through Delhi Pradesh Factory & Daily Labour Congress(Regd.),

627, Baba Faridpuri, West Patel Nagar,

New Delhi-110008.

Claimant…

Versus

1.

M/s Indian Industrial Security Sevice Pvt. Ltd.,

C.R.C.W. Godown No.2,

Railway Cement Siding,

Shakur Basti, New Delhi.

2.

Central Rail Warehousing Company,

Sakurbasti, Delhi.

Management…

AWARD

1. This is an application Under Section 2A of the I.D. Act whereby, the applicant made prayer that his termination

from the service on 04.11.2016 by the management which be declare illegal and unjustified and he be reinstated with

full back wages, it is the case of the applicant/workman that he has been working with the management. He has not

been provided any legal facilities. He was illegally terminated form his service on 04.11.2016 without any rhyme or

reason and without conducted any domestic enquiry by the management. He has initiated the conciliation proceeding

but, no result. Hence, he had filed the present claim petition.

2. Management No.2 is not appearing since long therefore they are proceeded ex-parte. However, Management no.1

appeared and filed the rebuttal written statement. Thereafter, rejoinder filed by the claimant and issues were framed.

Case was listed for claimant evidence for 04.12.2019. After that, claimant evidence was not filed. And after that, none

appeared on behalf of the claimant nor his A/R appeared despite providing a number of opportunities, claimant have

not appeared to substantiate his claim.

3. Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant award

is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1178—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

एमटीएनएल, दकिवई भवन, िनृ , नई दिल्ली; मेससव साई फ्यूचर इंजडया प्राइवेट जलजमटेड, 197-198, नोएडा जविेष

आर् वक क्षेत्र, िािरी रोड, नोएडा, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री चन्र िे र वमाव, कामगार, द्वारा-श्री

एस.के.िास, एडवोकेट चैंबर नं. 203, तीस ििारी कोटव, नई दिल्ली, के बीच अनुबंि में जनर्िवष्ट केन्रीय सरकार औद्योजगक

अजिकरण- सि- श्रम न्यायालय-1नई दिल्ली ृंचाट(संिभव सं्‍या 216/2017) को िजसा दक अनुलग्नक में दि ाया गया िज,

प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ ा l

[सं. एल-42025/07/2024-111-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1178.—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 216/2017) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to MTNL, Kidwai Bhawan, Janpath, New Delhi; M/s Sai Future India Pvt. Ltd., 197-198, Noida Special

Economic Zone, Dadri Road, Noida, and Shri Chandra Shekhar Verma, Worker, Through-Shri S.K. Das,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2587

Advocate Chamber No.203,Tis Hazari Court, New Delhi, which was received along with soft copy of the award by

the Central Government on 11.06.2024

[No. L-42025/07/2024-111-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer, Government of India Ministry of Labour

& Employment, Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

DID No.216/2017

Sh. Chandra Shekhar Verma,

Through Sh. S.K. Das,

Advocate Chamber No.203,

Gajanand Block, Tis Hazari Court,

New Delhi-110054

Workman…

Versus

1.

MTNL, Kidwai Bhawan,

Janpath, New Delhi-110001.

2.

M/s Sai Future India Pvt. Ltd..,

197-198, Noida Special Economic Zone,

(NSEZ), Phase 2, Dadri Road,

Noida-201305

Management…

AWARD

1. This is an application Under Section 2A of the I.D. Act whereby, the applicant made prayer that his termination

from the service on 07.10.2016 by the management which be declare illegal and unjustified and he be reinstated with

full back wages, it is the case of the applicant/workman that he has been working with the management. He has not

been provided any legal facilities. He was illegally terminated form his service on 07.10.2016 without any rhyme or

reason and without conducted any domestic enquiry by the management. He has initiated the conciliation proceeding

but, no result. Hence, he had filed the present claim petition. Management no.2 also filed rebuttal written statement.

2. Management No.1 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder was filed

and issues were framed. Case was listed for claimant evidence on 03.12.2018. After that, none appeared on behalf of

the claimant despite providing a number of opportunities neither filed claimant evidence or appeared to substantiate

his claim.

3. Hence, in these circumstances this tribunal has no option except to pass the no dispute award. No dispute award is

passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1179—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

एमटीएनएल, दकिवई भवन, िनृ , नई दिल्ली; मेससव साई फ्यूचर इंजडया प्राइवेट जलजमटेड, 197-198, नोएडा जविेष

आर् वक क्षेत्र, िािरी रोड, नोएडा, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री संत कुमार, कामगार, द्वारा-श्री एस.के.िास,

एडवोकेट चैंबर नं. 203, तीस ििारी कोटव, नई दिल्ली, के बीच अनुबंि में जनर्िवष्ट केन्रीय सरकार औद्योजगक अजिकरण-

सि- श्रम न्यायालय-1नई दिल्ली ृंचाट(संिभव सं्‍या 215/2017) को िजसा दक अनुलग्नक में दि ाया गया िज, प्रकाजित

करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ ा l

[सं. एल-42025/07/2024-112- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

2588

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 12th June, 2024

S.O. 1179—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 215/2017) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to MTNL, Kidwai Bhawan, Janpath, New Delhi ;M/s Sai Future India Pvt. Ltd.,197-198, Noida Special

Economic Zone, Dadri Road, Noida, and Shri Sant Kumar, Worker, Through- Shri S.K. Das, Advocate

Chamber No.203,Tis Hazari Court, New Delhi, which was received along with soft copy of the award by the

Central Government on 11.06.2024.

[No. L-42025/07/2024-112-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer,Government of India Ministry of Labour

& Employment,Central Government Industrial TribunalCum – Labour Court-I, New Delhi

DID No. 215/2017

Sh. Sant Kumar,

Through Sh. S.K. Das,

Advocate Chamber No.203,

Gajanand Block, Tis Hazari Court,

New Delhi-110054

Workman…

Versus

1. MTNL, Kidwai Bhawan,

Janpath, New Delhi-110001.

2. M/s Sai Future India Pvt. Ltd..,

197-198, Noida Special Economic Zone,

(NSEZ), Phase 2, Dadri Road,

Noida-201305

Management…

AWARD

1. This is an application Under Section 2A of the I.D. Act whereby, the applicant made prayer that his termination

from the service on 07.10.2016 by the management which be declare illegal and unjustified and he be reinstated with

full back wages, it is the case of the applicant/workman that he has been working with the management. He has not

been provided any legal facilities. He was illegally terminated form his service on 07.10.2016 without any rhyme or

reason and without conducted any domestic enquiry by the management. He has initiated the conciliation proceeding

but, no result. Hence, he had filed the present claim petition. Management no.2 also filed rebuttal written statement.

2. Management No.1 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder was

filed and issues were framed. Case was listed for claimant evidence for 03.12.2018. After that, none appeared on

behalf of the claimant despite providing a number of opportunities or appeared to substantiate his claim.

3. Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant

award is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the

appropriate government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ. 1180—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

मेससस जीएमआर एिजी गिगमटेड, न्द्यू शगि भिि, गबसल्डंि िंबर 302, टर्मसिि 3 के सामिे, आईजीआई एयरपोटस, िई

ददल्िी; मेससस एिि फैगसगिटी मैिेजमेंट सर्िस प्राइिेट गिगमटेड, मोहि को-ऑपरेरटि, इंडगस्ट्रयि एस्टेट, िई ददल्िी, के

प्रबंितंत्र के संबद्ध गियोजकों और श्री िजराज ससंह, कामिार, द्वारा-अगखि भारतीय आम मजदूर ट्रेड यूगियि, गिरी ििर,

कािकाजी, िई ददल्िी, के बीच अिुबंि में गिर्दसष्ट केन्द्रीय सरकार औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-1िई ददल्िी

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2589

पंचाट (संदभस संख्या 170/2018) को जैसा दक अिुिग्नक में ददखाया िया है, प्रकागशत करती है जो केन्द्रीय सरकार को

सॉफ्ट कॉपी के साथ 11.06.2024 को प्राप्त हुआ था l

[सं. एल-42025/07/2024-110- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1180.—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 170/2018) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to M/s GMR Energy Ltd., New Shakti Bhawan, Building No. 302,Opposite Terminal 3, IGI Airport, New Delhi

; M/s Avon Facility Management Service Pvt. Ltd., Mohan Co-operative, Industrial Estate, New Delhi, and

Shri Gajraj Singh , Worker, Through - All India General Mazdoor rade Union, Giri Nagar, Kalkaji, New

Delhi, which was received along with soft copy of the award by the Central Government on 11.06.2024.

[No.L- 42025/07/2024-110-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT DELHI – 1 ROOM

NO.207, ROUSE AVENUE COURT COMPLEX, NEW DELHI.

DID No.170/2018

Shri Gajraj Singh S/o Shri Raja Ram,

Through C/o All India General Mazdoor

Trade Union (Registration No. 3025) Attack

170, Bal Mukund Nagar, Giri Nagar,

Kalkaji, New Delhi-110019

Claimant…

Versus

1.

M/s GMR Energy Ltd.,

New Shakti Bhawan, Building No. 302,

Opposite Terminal 3, IGI Airport,

New Delhi-110037

2.

M/s Avon Facility Management Service Pvt. Ltd.,

B-1/I, 1st Floor Mohan Co-operative, Industrial Estate,

New Delhi-110044

Management…

AWARD

1. This is an application Under Section 2A of the I.D. Act whereby, the applicant made prayer that his termination

from the service on 27.08.2015 by the management which be declare illegal and unjustified and he be reinstated with

full back wages, it is the case of the applicant/workman that he has been working with the management. He has not

been provided any legal facilities. He was illegally terminated form his service on 27.08.2015 without any rhyme or

reason and without conducted any domestic enquiry by the management. He has initiated the conciliation proceeding

but, no result. Hence, he had filed the present claim petition. Management no.1 also filed rebuttal written statement.

2. Management No.2 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder was

filed and issues were framed. Case was listed for claimant evidence on 07.05.2019. After that, none appeared on

behalf of the claimant despite providing a number of opportunities neither filed claimant evidence or appeared to

substantiate his claim.

3. Hence, in these circumstances this tribunal has no option except to pass the no dispute award. No dispute award is

passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the appropriate

government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

2590

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

नई दिल्ली, 12 िून, 2024

का.आ. 1181—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

अृर मिाप्रबंिक (ईएमडी/एमएमडी), एनटीृीसी जलजमटेड, बिरृुर ृावर स्ट्टेिन, एनटीृीसी बीटीृीएस, बिरृुर,

िजक्षण दिल्ली, नई दिल्ली; मेससव जिवानी इंिीजनयररंग एंड कंस्ट्रतिन कंृनी, ईबी-41, एनसीृीृी, जवद्युत नगर,

गौतमबुद्ध नगर, के प्रबंितंत्र के संबद्ध जनयोिकों और श्रीमती उमा िेवी, कामगार , के बीच अनुबंि में जनर्िवष्ट केन्रीय

सरकार औद्योजगक अजिकरण- सि- श्रम न्यायालय-1 नई दिल्ली ृंचाट(संिभव सं्‍या 210/2023) को िजसा दक अनुलग्नक

में दि ाया गया िज,प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ ा l

[सं. एल-42025/07/2024-109- आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1181—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 210/2023) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to Additional General Manager (EMD/MMD), NTPC Ltd., Badarpur Power Station, NTPC BTPS, Badarpur,

South Delhi,New Delhi; M/s Shivani Engineering & Construction Co., EB-41, N.C.P.P., Vidyut Nagar, Gautam

Budh Nagar, and Smt. Uma Devi ,Worker, which was received along with soft copy of the award by the Central

Government on 11.06.2024.

[No. L-42025/07/2024-109-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT DELHI - 1,

NEW DELHI.

ID No.210/2023

Smt. Uma Devi W/o Late Sh. Brijesh Singh,

R/o C-515, Tajpur Pahari, Ra, Siddha Camp,

Badarpur, South Delhi,

New Delhi-110044

Claimant…

Versus

1.

Additional General Manager (EMD/MMD), NTPC Ltd.

Badarpur Power Station, NTPC BTPS, Badarpur South Delhi,

New Delhi-110044.

2.

M/s Shivani Engineering & Construction Co.,

EB-41, N.C.P.P., Vidyut Nagar,

Gautam Budh Nagar-201008

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No.ND.

96(28)/ID(2A)2023-DYCLC dated 19.09.2023 under clause (d) of sub-section (1) and sub-section (2A) of Section 10

of the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the management of M/s Shivani Engineering & Construction Co. to consider

02.09.2019 as date of exit form service of the workman Shri Brijesh Singh can be termed as illegal

dismissal/termination/retrenchment. If yes, whether the demand of the applicant to declare date of death of

her husband Shri Brijesh Singh i.e. 10.10.2019 as true and legal date of discontinuation from the employer

with reason death ‘while in service’ is fair, legal and justified. If yes, then for what relief the applicant Smt.

Uma Devi is entitled to?”

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2591

2. In the reference order, the appropriate Government commanded the parties raising the dispute to file statement of

claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days of receipt of

the reference order and to forward a copy of such statement of claim to the opposite parties involved in the dispute.

Despite directions so given, Claimant union opted not to file the claim statement with the Tribunal.

3. On receipt of the above reference, notice was sent to the workman as well as the managements. Neither the postal

article sent to the claimant, referred above, was received back nor was it observed by the Tribunal that postal services

remained unserved in the period, referred above. Therefore, every presumption lies in favour of the fact that the

above notice was served upon the claimant. Despite service of the notice, claimant opted to abstain away from the

proceedings. No claim statement was filed on his behalf. Thus, it is clear that the workman is not interested in

adjudication of the reference on merits.

4. Since the workman has neither put in his appearance nor he led any evidence so as to prove his cause against the

management, this Tribunal is left with no choice, except to pass a ‘No Dispute/Claim’ award. Let this award be sent

to the appropriate Government, as required under Section 17 of the Industrial Disputes Act, 1947, for publication.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ.

—औद्योगिक गििाद अगिगियम (1947 का 14) की िारा 17 के अिुसरण में, केन्द्रीय सरकार

मेससस सगचि, डीडीए, गसरीफोटस स्पोर्टसस कॉम्पप्िेक्स, अिस्त क्ांगत मािस, खेि िांि, िई ददल्िी; मेससस इंटरिेशिि (पूिस

सैगिक) सुरक्षा सेिा, टैिोर िाडसि एक्सटेंशि, िई ददल्िी, के प्रबंितंत्र के संबद्ध गियोजकों और श्री िि कुमार, कामिार, के

बीच अिुबंि में गिर्दसष्ट केन्द्रीय सरकार औद्योगिक अगिकरण- सह- श्रम न्द्यायािय-1 िई ददल्िी पंचाट (संदभस संख्या

39/2015) को जैसा दक अिुिग्नक में ददखाया िया है, प्रकागशत करती है जो केन्द्रीय सरकार को सॉफ्ट कॉपी के साथ

11.06.2024 को प्राप्त हुआ था l

[सं. एि – 42012/184/2014-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1182.—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 39/2015) of the Central Government Industrial Tribunal cum

Labour Court – I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation

to The Secretary, DDA , Sirifort Sports Complex, August Kranti Marg, Khel Gaon, New Delhi ; M/s

International (Ex-Servicemen) Security Service, Tagore Garden Ext., New Delhi, and Shri Lav Kumar,

Worker, which was received along with soft copy of the award by the Central Government on 11.06.2024.

[ No. L-42012/184/2014-IR (DU)]

DILIP KUMAR, Under Secy.

ANNEXURE

BEFORE THE JUSTICE VIKAS KUMAR SRIVASTAVA (RETD.) PRESIDING OFFICER,

GOVERNMENT OF INDIA MINISTRY OF LABOUR & EMPLOYMENT, CENTRAL GOVERNMENT

INDUSTRIAL TRIBUNAL CUM – LABOUR COURT-I, NEW DELHI

ID No. 39/2015

Sh. Lav Kumar S/o Late Sh. Laxman,

C/o 1800/9, Govindpuri Ext.,

Main Road, Kalkaji,

New Delhi-110019

Workman…

Versus

1. The Secretary,

DDA,

Sirifort Sports Complex,

August Kranti Marg, Khel Gaon,

New Delhi-110049

2. M/s International (Ex-Servicemen) Security Service,

A-/3B, Janta (Near Central School),

Tagore Garden Ext.,

New Delhi-110027

Management…

2592

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

42012/184/2014-IR(DU)) dated 12.01.2015 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the management of International (Ex-Servicemen) Security Services, Contractor in

terminating the services of the workman Sh. Lav Kumar w.e.f. 24.05.2014 can be construed as termination of

employment by DDA presuming the entity of contractor as sham and camouflage? If not what relief the workman

concerned is entitled to?”

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Claim statement filed, rebuttal written statement filed on behalf of the management no. 1.

3.

Management No.2 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder

was filed and issues were framed. Case was listed for claimant evidence on 16.07.2019. After that, none appeared on

behalf of the claimant despite providing a number of opportunities neither filed claimant evidence or appeared to

substantiate his claim.

4.

Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant

award is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the

appropriate government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ.

—औद्योजगक जववाि अजिजनयम (1947 का 14) की िारा 17 के अनुसरण में, केन्रीय सरकार

मेससव सजचव, डीडीए, जसरीफोटव स्ट्ृोर्टसव कॉम्प्लेतस, अगस्ट्त िांजत मागव, ेल गांव, नई दिल्ली; मेससव नीजत एंटरप्राइिेि,

दकसान जविार, नई दिल्ली, के प्रबंितंत्र के संबद्ध जनयोिकों और श्री छजव लाल, कामगार, के बीच अनुबंि में जनर्िवष्ट

केन्रीय सरकार औद्योजगक अजिकरण- सि- श्रम न्यायालय-1 नई दिल्ली ृंचाट(संिभव सं्‍या 40/2015) को िजसा दक

अनुलग्नक में दि ाया गया िज, प्रकाजित करती िज िो केन्रीय सरकार को सॉफ्ट कॉृी के सा 11.06.2024 को प्राप्त एआ

ा l

[ सं. एि–42012/185/2014-आईआर (डीयू)]

दिलीृ कुमार, अवर सजचव

New Delhi, the 12th June, 2024

S.O. 1183.—In pursuance of Section 17 of the Industrial Dispute Act, 1947 (14 of 1947), the Central

Government hereby publishes the award (Ref. No. 40/2015) of the Central Government Industrial Tribunal cum

Labour Court –I New Delhi as shown in the Annexure, in the Industrial dispute between the employers in relation to

The Secretary, DDA , Sirifort Sports Complex, August Kranti Marg, Khel Gaon, New Delhi ;M/s Niti Enterprises,

Kisan Vihar, New Delhi, and Shri Chhavi Lal, Worker, which was received along with soft copy of the award by the

Central Government on 11.06.2024.

[No. L-42012/185/2014-IR (DU)]

DILIP KUMAR, Dy. Secy.

ANNEXURE

BEFORE THE JUSTICE VIKAS KUMAR SRIVASTAVA (RETD.) PRESIDING OFFICER,

GOVERNMENT OF INDIA MINISTRY OF LABOUR & EMPLOYMENT, CENTRAL GOVERNMENT

INDUSTRIAL TRIBUNAL CUM – LABOUR COURT-I, NEW DELHI

ID No. 40/2015

Sh. Chhavi Lal S/o Sh. Ghanshyam,

C/o 1800/9, Govindpuri Ext.,

Main Road, Kalkaji,

New Delhi-110019

Workman…

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2593

Versus

1. The Secretary,

DDA,

Sirifort Sports Complex,

August Kranti Marg, Khel Gaon,

New Delhi-110049

2. M/s Niti Enterprises,

L-88, Kisan Vihar,

New Delhi-110041

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

42012/185/2014-IR(DU)) dated 12.01.2015 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the action of the management of NITI Enterprises, Contractor in terminating the services of the

workman Sh. Chhavi Lal w.e.f. 01.05.2013 can be construed as termination of employment by DDA presuming the

entity of contractor as sham and camouflage? If not what relief the workman concerned is entitled to?”

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Claim statement filed, rebuttal written statement filed on behalf of the management no. 1.

3.

Management No.2 is not appearing since long therefore they are proceeded ex-parte. Thereafter, rejoinder

was filed and issues were framed. Case was listed for claimant evidence on 16.07.2019. After that, none appeared on

behalf of the claimant despite providing a number of opportunities neither filed claimant evidence or appeared to

substantiate his claim.

4.

Hence, in these circumstances this tribunal has no option except to pass the no disputant award. No disputant

award is passed accordingly. File is consigned to the record room. A copy of this award is hereby send to the

appropriate government for notification under section 17 of the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 14.05.2024

नई दिल्ली, 12 िून, 2024

का.आ.

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 का 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj एस.ई.सी.एल. ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k –सि– Je U;k;ky;] िजिराबाि ds iapkV (ृिचान la[;k 21@2010)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks 11@06@2024 dks izkIr gqvk FkkA

[सं. एि–22013/01/2024-आईआर (सी.एम-II)]

मजणकंिन. एन, उृ जनिेिक

New Delhi, the 12th June, 2024

S.O. 1184.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 21/2010) of the Central Government Industrial Tribunal-cum-

Labour Court, HYDERABAD as shown in the Annexure, in the industrial dispute between the Management of

S.E.C.L. and their workmen, received by the Central Government on 11/06/2024.

[No. L-22013/01/2024-IR (CM-II)]

MANIKANDAN. N, Dy. Director

2594

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

IN THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT AT

HYDERABAD

Present: - Sri Irfan Qamar

Presiding Officer

Dated the 10th the day of May, 2024

INDUSTRIAL DISPUTE L.C.No. 21/2010

Between:

Sri S. Satyanaryana Murthy,

S/o Gopalakrishna Charyulu,

C/o Smt. A. Sarojana, Advocate

Flat No.G7, Ground Floor,

Rajeshwari Gayatru Sadan,

Opp: Badruka Jr. College for Girls,

Kachiguda, Hyderabad.

..….Petitioner

AND

1.

General Manager,

The Singareni Collieries Company Ltd.,

Mandamarri Area, Mandamarri,

Adilabad District.

2.

The Superintendent of Mine,

Kasipeta Mine,

M/s. Singareni Collieries Company Ltd.,

Mandamarri, Adilabad District.

….Respondents

Appearances:

For the Petitioner :

M/s. A. Sarojana & K. Vasudeva Reddy, Advocates

For the Respondent : Sri Y. Ranjeeth Reddy, Advocate

AWARD

Sri S. Satyanarayana Murthy, who worked as Badli Filler (who will be referred to as the workman) has filed

this petition under Sec. 2A(2) of the Industrial Disputes Act, 1947 against the Respondents M/s. Singareni Collieries

Company Ltd., with a prayer to declare the dismissal order dated 4.11.2007 imposed by Respondent as illegal and

seeking for reinstatement into service duly granting all the consequential benefits such as continuity of service, back

wages and all other attendant benefits etc., and such other reliefs as this court may deems fit.

2.

The claim of Petitioner in brief is as follows:

It is submitted that Petitioner was appointed as Badli Filler in the 1st Respondent company and from the date

of his appointment he was regular to his duties till 11.12.2000. Further, it is submitted that Petitioner was transferred

from SMG-3 Incline to KK-2 Incline. Unfortunately due to Petitioner's ill-health and other family problems, he

could not join duty at SMG-3 Incline, and the Petitioner's wife took him to various hospitals for better medication and

his early recovery from the mental illness, but in vain. However, after his recovery, Petitioner submitted

representation dt.29-8-2005 requesting the authorities to permit him to join duty. But he was not permitted to join.

While so, a charge sheet dt.23.1.2005 was issued to the Petitioner, alleging that the Petitioner remained absent from

12.12.2000 to 23.1.2005. On receipt of the same Petitioner submitted his explanation on 29.8.2005, explaining about

his illness and other family problems. However without considering any of the submissions made by the Petitioner, an

enquiry was conducted with a predetermined notion. During the enquiry, Petitioner was not given any opportunity

much less valid in nature. Basing on such lop sided enquiry, Enquiry Officer held the charges as proved and basing on

the erroneous findings of the Enquiry Officer, a show cause notice dated 1.12.2006 was issued to which Petitioner has

submitted his reply on 18.12.2006. However, without considering the merits of submissions made by the Petitioner,

he was dismissed. It is submitted that, during the course of enquiry, Petitioner categorically pleaded that his inability

to perform the duties, during period mentioned in the charge sheet, was only on account of his illness and other family

problems, but not otherwise. The whole enquiry was conducted in a routine and mechanical manner with a

predetermined intention to somehow or the other, put the Petitioner to extreme hardship of dismissal from service.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2595

Before commencement of enquiry, the procedure of enquiry was not explained to the Petitioner and he was not

offered the assistance of any defense assistance. As the Petitioner was not aware of procedure of enquiry, he could not

participate the enquiry effectively, resulting in issuance of impugned order of dismissal. The procedure of enquiry

was explained, he could have insisted the Enquiry Officer to mark the documents on his behalf i.e., the prescriptions

and other documents to establish the factum of his continued illness. Though, the Petitioner has shown all the

prescriptions and other records pertains to his continued ill-health, none of them were marked by the Enquiry Officer

and at the end of enquiry, submissions of the Petitioner were ignored on the pretext that Petitioner could not

substantiate his claim with relevant proofs. As a result of the above improper conduct of enquiry, Petitioner is put to

great prejudice, which resulted in issuance of impugned order of dismissal. Before issuing the impugned order of

dismissal, approval of competent authority was not obtained, as per the standing orders. No opportunity was given to

the Petitioner to produce witnesses on his behalf. Had any opportunity was given to the Petitioner to produce

witnesses on his behalf, after explaining the procedure of enquiry, Petitioner could have produced witnesses on his

behalf, thereby the necessity to issue the impugned order of dismissal could have been avoided. Neither the findings

of the Enquiry Officer, nor the impugned order does give any reasons, much less valid in nature. It is further

submitted that the Enquiry Officer grossly erred in holding the charges as proved, ignoring the submissions of the

Petitioner. Neither the Enquiry Officer, nor the Disciplinary Authority considered the submissions made by the

Petitioner before arriving at a conclusion. Neither the proceedings of enquiry were conducted in the language known

to the Petitioner, nor the same was explained in the language known to the Petitioner. Having drafted the

proceedings, the signatures of the Petitioner were obtained. The conduct of the Enquiry Officer shows his

predetermined nature. The Enquiry Officer relied upon the evidence of irrelevant witnesses who have no personal

knowledge of the charge alleged against the Petitioner. Enquiry Officer relied upon several documents to

substantiate the charges, none of those documents were either shown or furnished to the Petitioner either before or

during the course of enquiry. The findings of the Enquiry Officer are contrary to the evidence on record. The

findings of the Disciplinary Authority are outside the scope of charge sheet. The submissions of the Petitioner during

the enquiry remained un -rebutted. It is an established principle of law that, un-rebutted evidence need to be proved

specifically and the same is deemed to have been accepted. Unfortunately, without considering any of the above

submissions, the Petitioner was dismissed from service w.e.f. 14.11.2007 vide office order dt.4.11.2007. Therefore,

it is prayed to declare the impugned order dated 4.11.2007 illegal and invalid as per the provisions of law.

3.

The Respondents filed counter denying the averments of the claim statement of the Petitioner as

under:

The present petition has been filed by the Petitioner who is an unauthorized absentee praying the Hon'ble

Court to declare the proceedings No.MMR/PER/D/072/5835, dated 04.11.2007 issued by the Respondent as illegal,

arbitrary and set aside the same. It is submitted that the Petitioner was dismissed from service on proved charges of

absenteeism after conducting a detailed domestic enquiry duly following the principles of natural justice. It is

submitted that the Petitioner was initially appointed in the Respondent's Company on 31.03.2000 as Badli filler. The

Petitioner continued to be in the post of Badli filler only from 31.03.2000 to the date of dismissal i.e. on 14.11.2007,

without getting regularized as Coal filler, which clearly indicates that the Petitioner was not regular to duties. It is true

that the Petitioner was initially working at SMG.3 Incline and was later transferred to KK.2 Incline vide office order

No.P/MM/4/4/00/3741, dated 30.08.2000 and he was relieved at SMG.3 Incline vide letter No.SMG.3/10/00/2375,

dated l1.12.2000 but he did not report for duty at KK.2 Incline and remained absent to duties on his own without

giving any information to the Unit authorities or to the area authorities about his alleged ill health and also about his

alleged incapability to attend to duties. The Petitioner was appointed on 31.03.2000 and upto 31.12.2000 i.e. in 9

calendar months against total working days of 233, the Petitioner had put in just 67 actual attendances when he was

to put in 16 musters per calendar month and still claims that he was regular to his duties till 11.12.2000. That due to

his ill health and family problems he could not join duty at SMG.3 and that his wife took him to various hospitals is

incorrect. It is further submitted that the Respondent company has established Dispensaries, Area Hospitals and also

Main Hospitals with sophisticated medical equipment, Doctors and Para-medical staff to extend medical aid to its

employees and their family members and it also refers the patients to Corporate Hospitals for better medical aid as per

necessity. If the Petitioner was really suffering from ill health, as an employee of the Respondent company, it

becomes his primary responsibility to obtain sanction of leave or leave on loss of pay or he should report sick in

colliery hospital. Without complying the laid down procedures and without substantiating his alleged ill health with

documentary evidence, the Petitioner cannot claim that due to ill health he could not report for duty and could not

attend duties. The allegation of the Petitioner that after recovery he submitted representation dated 29.08.2005 for

permitting him to join duty but he was not permitted to join duty is totally incorrect. If he was not allowed for duty

he could not have put in 26 musters during the year 2005. The Petitioner had remained absent from duty with effect

from 12.12.2000 and he continued to remain absent during the years 2001. 2002, 2003, 2004 also and when records

were verified at KK.2 Mine this had come to the notice of the Unit Authorities. This act of absenteeism on the part of

the Petitioner constituted misconduct under Company's approved Standing Orders which reads as under: "25.31:

Absence from duty without sanctioned leave or sufficient cause or overstaying beyond sanctioned leave..." Hence a

charge sheet No.MMR/KKZR-008/259, dated 23.01.2005 was issued to Petitioner for his absenteeism during the

period 12.12.2000 to 23.01.2005. The Petitioner acknowledged receipt of the charge sheet and he submitted his

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THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

written explanation dated 29.08.2005 stating that he received the charge sheet dated 23.01.2005 on 26.06.2005 and

that he was transferred from SMG.3 Incline to KK.2 Incline but could not join duty due to domestic troubles and also

worries which upset him mentally. The Petitioner failed to substantiate his plea with documentary evidence and

hence an enquiry into the charge levelled against the Petitioner was conducted on 29.08.2005 wherein the Petitioner

had participated fully and he was given every opportunity to defend his case. The Enquiry Officer held the enquiry

proceedings following all the principles of natural justice. During the course of enquiry, the Petitioner stated before

the Enquiry Officer admitted that he was transferred from SMG.3 to KK.2 Incline but he could not join duty due to

domestic troubles and also due to worries. He categorically admitted his mistake of remaining absent to duties

unauthorizedly and assured to be regular to duties. He did not produce any evidence in support of his alleged ill

health. On the basis of evidence on record the Enquiry Officer held the Petitioner guilty of the charge levelled under

Company's Standing Orders No.25.31. The other allegation that during the enquiry, the Petitioner was not given any

opportunity much less valid in nature is baseless since the Enquiry Officer at the commencement of the enquiry

proceedings had explained the Petitioner the enquiry procedure, offered him the services of defense assistant. He

was provided the opportunity to cross examine the management witnesses also. The Petitioner, for the reasons best

known to him, did not avail any of these offers. He on his own pleaded guilty of the charge leveled. On behalf of

the Respondents, the paid pay sheets and H-Registers (leave registers) for the period 2001, 2002, 2003, 2004, 2005

were produced while the Petitioner did not produce any documentary evidence in support of his alleged ill

health/domestic problems. The documentary evidence on behalf of Respondents clearly established the fact that the

Petitioner remained absent from duties since 12.12.2000 to the date of preparation of charge sheet i.e. 23.01.2005. It

is submitted that on the basis of lop sided enquiry, Enquiry Officer held the charge as proved is also baseless. The

Enquiry Officer has submitted report with a finding that the charge leveled against the Petitioner is proved. A copy

of the enquiry report and proceedings was supplied to the Petitioner vide letter No.MMR/PER/D/072/6641, dated

01.12.2006 to enable him to make his written representation against the findings of the Enquiry Officer. The

Petitioner on receipt of letter dated 01.12.2006 with its enclosures submitted his written representation dated

18.12.2006 stating that suddenly he fell bed sick with mental disorder but at this stage also he did not substantiate his

alleged problems with documentary evidence and he did not dispute either the enquiry proceedings or the findings of

the Enquiry Officer. Now, after a lapse of nearly 3 years from the date of conduct of enquiry, the Petitioner is making

false allegations. The onus of proving the alleged ill heath, domestic problem etc., rests with the Petitioner and

without establishing the same with valid evidence, the Petitioner simply alleging that they were not considered. His

further allegation that his dismissal from services is wholly illegal, arbitrary; violative of principles of natural justice

is wrong. The Petitioner was appointed on 31.03.2000 and in the possible 233 working days he had put in 067

musters only and had not put in even single muster during the years 2001, 2002, 2003, and 2004 and had just put in

026 musters during the year 2005. Even after issuance of charge sheet also he failed to improve his attendance by

being regular to duties. In the year 2006 he had put in 101 musters and upto 14.11.2007 he put in 76 musters. He

was an underground employee and required to put in 190 musters per calendar year. Though the attendance of the

Petitioner was poor for over 7 successive calendar years, the Petitioner claims that there was no fault on his part and

he should be continued on the rolls of the Respondent Company without imposing penalty. That the whole enquiry

was conducted in routine and mechanical manner with a predetermined intention to some how or the other put the

Petitioner to extreme hardship of dismissal from service, is baseless. It is submitted that the domestic enquiry was

conducted by giving full and fair opportunity to the Petitioner to defend his case during the course of enquiry. The

Petitioner himself admitted that he remained absent from duties and accepted that this act on his part as a mistake.

Further the Petitioner did not produce any documentary evidence in support of his claim of alleged ill health,

domestic problems etc., during the course of enquiry. The Enquiry Officer conducted the proceedings following all

the principles of natural justice and provided every opportunity to the Petitioner to defend his case during the course

of enquiry and it was the Petitioner who refused to accept any of the opportunities given to him by way of cross

examining the Management Witnesses, submitting documentary evidence and taking the assistance of defense

assistant during the enquiry. It is further submitted that the Respondent company never acts with a predetermined

intention against any of its employees. The Respondent No.l had gone into the details of the charge leveled, enquiry

proceedings and also the enquiry report and at the same time scrutinized the past record of the Petitioner. Despite the

fact that the attendance of the Petitioner was very poor from 0l.04.2000 to 30.04.2007, with a view to provide an

opportunity to the Petitioner to enable him to improve his attendance and performance, he was counselled on

29.05.2007 by a Committee wherein his wife too participated and he was given 03 months time from 01.06.2007 vide

letter No.MMR/PER/D/072/3090, dated 09.06.2007. In the four months he made no effort to rectify his mistake

himself. He was expected to put in 190 musters per calendar year as an underground employee, but he had put in

just 81 musters from 01.01.2007 to 14.11.2007 which is far below the satisfaction mark. This explains the reverence

the Petitioner had towards his job/employment and also explains the fact that he did not realize his mistake. The

Enquiry Officer had explained the enquiry procedure at the commencement of the proceedings and the Petitioner

having satisfied, affixed his signature on the proceedings without any objection or protest. At no point of time either

during the course of enquiry or when he was supplied copy of enquiry report and proceedings, the Petitioner raised

any objections and after a lapse of 3 years from the date of conduct of enquiry, the Petitioner is making false

allegations only to make out a case in his favour. The Petitioner did not produce any prescriptions and other records

pertaining to his alleged continued ill health and hence the question of marking them by the Enquiry Officer does not

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2597

arise. This is an after thought of the Petitioner. It is submitted that in the penalty order, the reasons have been

specified for which the Petitioner was charge sheeted and under which clause of the approved standing orders of the

Company his act constituted misconduct and also narrated the subsequent developments and causes leading to the

imposition of the penalty of dismissal. The Petitioner neither disputed the enquiry proceedings, nor objected for the

presentation of the Office Superintendent and Pay sheet Clerk during the course of enquiry before the Enquiry

Officer on behalf of Respondent and did not cross examine the Management witness when opportunity was extended

to him. If the Petitioner is the sole bread winner, he should have realized his responsibilities towards his family

members and also as an employee in Respondent company should have attended to duties regularly, at least when he

was counseled. The production results will depend upon the over all attendance and performance of each and every

individual. If any one remains absent, without prior leave or without any justified cause, the work to be performed

gets effected. Such unauthorized absence creates sudden void, which at times is very difficult to fill up, and there will

be no proper planning and already planned schedules get suddenly disturbed without prior notice. That is the reason

why the Respondent's Company is compelled to take action against the unauthorized absentees. In the instant case,

the Petitioner is one such unauthorized absentee and he had put in not even single muster from 12.12.2000 to

23.01.2005. He was dismissed after conducting a fair enquiry, giving full opportunity to the Petitioner to defend his

case and providing him an opportunity of 3 months time to improve his attendance. The Petitioner failed to rectify his

mistake. As such, the Respondent's Company was constrained to dismiss the Petitioner for unauthorized absenteeism

with effect from 14.11.2007 vide dismissal order No.MMR/PER/ D/072/ 5835 dated 04.11.2007. Hence it is prayed

to dismiss the claim of the Petitioner.

4.

On the basis of rival pleadings of both the parties following points emerge for determination in this

case:-

I.

Whether the Departmental enquiry held against the workman is legal and valid?

II.

Whether the action of the Respondent M/s. Singareni Collieries Company Ltd., in terminating the services

vide order dated 4.11.2007 of the workman is legal and justified?

III.

To what relief the Petitioner workman is entitled for?

FINDINGS:-

5.

Point No.I:-The validity of domestic enquiry held against the workman has been decided vide order dated

24.4.2023 and it has been held legal and valid.

This Point is answered accordingly.

6.

Point No.II:-Admittedly, Petitioner was working as badly filler in the Respondent Company and he

remained absent from duty without any sanctioned leave or sufficient cause from 12.12.2000 to 23.1.2005 in

contravention of Standing Orders No.25.31 of the Company. He was served with charge sheet and Departmental

Enquiry was conducted against the workman and after completion of the enquiry he was found guilty of the breach

of Standing Orders No.25.31 Respondent vide order dated 4.11.2007 imposed the punishment of dismissal of the

Petitioner from employment. Petitioner Workman has taken the plea in his claim petition that due to illness and other

family problems he remained absent from duty from 12.12.000 to 23.1.2005. Petitioner submitted that Although he

had submitted his explanation dated 29.8.2005 explaining about his illness but the Respondent did not consider his

ground and without considering the merits of submission made by the workman he was dismissed from service w.e.f.

14.11.2007 vide office order dated 4.11.2007. Further, workman has also challenged the dismissal order dated

4.11.2007 on the ground that the first Respondent has failed to apply his mind independently while issuing his

termination order dated 4.11.2007 and Respondent did not dwell into the alleged misconduct and the punishment

proposed to be inflicted upon the workman. Further, it is submitted that finding of the Disciplinary Authority is

outside the scope of the charge sheet and the impugned order of dismissal dated 4.11.2007 is liable to be treated as

bad in law.

7.

Petitioner has taken the plea that due to his illness and family problems, he could not join the duty for the

period alleged in charge sheet. I have gone through the record of the Departmental Enquiry. In the enquiry, in his

explanation dated 29.8.2005, he has mentioned the reason for his absence that he was transferred from SMG 3

incline to KK2 Incline, but he could not join on duty due to domestical troubles and also due to worries because he

was mentally upset. Therefore, reason for his absence from duty taken in the claim statement i.e., due to illness and

family problems is quite contradictory and different to the reason mentioned in explanation dated 29.8.2005 filed in

reply to the charge sheet. Moreover, during the enquiry the statement of the workman was recorded and in his

statement Petitioner has admitted that he could not join the duty due to domestic troubles and also due to worries.

Thus, the plea taken by the Petitioner for his absence from duty in domestic enquiry and plea of illness taken by

Petitioner in the claim petition are quite different. Moreover, Petitioner has not produced any document or medical

prescription of illness. It seems that Petitioner has taken the plea of illness as an after thought and the same is not

2598

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

acceptable in the absence of any cogent and reliable documentary evidence. However, the Petitioner did not produce

any documentary evidence to substantiate his alleged ill-health and other reasons put forward by him. He should

have reported sick in the Colliery Hospital which he did not do. Further, he never communicated about his inability

to attend the duties because of his alleged ill health and domestic problems to the unit authorities. It was also

obligated upon the Petitioner workman to take sanctioned leave standing to his credit or got sanctioned loss of pay

leave by the competent authority but he did not do so. Therefore, in such circumstances, the plea of the Petitioner

regarding inability to attend the duties is not sustainable.

8.

Secondly, workman has also challenged his dismissal order dated 4.11.2007 on the ground that 1st

Respondent failed to apply his mind independently while issuing the dismissal order dated 4.11.2007. I have gone

through the dismissal order passed by Disciplinary Authority. the order in question goes to reveal that the

Disciplinary Authority while passing the order has taken into consideration all the facts and evidence in the enquiry

proceeding as well as report of Enquiry Officer. Further, it has been mentioned in the dismissal order dated

4.11.2007 that the workman was counselled on 29.5.2007 and was given the time from 1.6.2007 vide letter dated

9.6.2007 to enable him to improve his attendance and performance during the observation period. But his

attendance was found to be not satisfactory during observation period also. Thus, Disciplinary Authority has passed

order dated 4.11.2007 of dismissal of workman after taking into consideration of all facts and evidence of enquiry

proceeding and report. Furthermore, after counseling the workman Respondent has accorded an opportunity of

improving his attendance and performance , but he did not avail it to improve his attendance and performance. This

conduct of Petitioner goes to show that Petitioner was lacking devotion to his duty. Therefore, in such circumstances,

the Disciplinary Authority has no other option except to pass order of dismissal of Petitioner from the service.

9.

Further more, Respondent contended that Respondent Company employed more than 65,000 persons,

which includes workmen, executives and supervisors. The production results will depend upon the over all

attendance and performance of each and every individual. It is contended that, if any one remains absent, without

prior leave or without any justified cause, the work to be performed gets effected. Such unauthorized absence creates

sudden void, which at times is very difficult to fill up, and there will no proper planning and already planned

schedules get suddenly disturbed without prior notice. That is the reason why the Respondent’s Company is

compelled to take severe action against the unauthorized absentees. In this instant case, the Petitioner was

unauthorizedly absent and has not put in even a single muster from 12.12.2000 to 23.1.2005. He was dismissed after

conducting enquiry affording opportunity and considering the opportunity to improve his attendance. The Petitioner

failed to rectifies his mistake. After issuance of the charge sheet he had put in 025, 101 and 081 musters during the

years 2005, 2006 and 2007 is also not satisfactory as he had put in 067, NIL, NIL, NIL, NIL, 025, 101 and 081

musters only. As such, the Respondent’s Company was constrained to dismiss the Petitioner for unauthorized

absenteeism vide dismissal order dated 4.11.2007. further, the Respondent has relied upon the decision of Hon'ble

Supreme Court of India wherein the Hon'ble Supreme Court of India have held that unauthorized absenteeism cannot

be condoned and the Management is right in terminating the services of the Petitioner. In this context I would like to

refer few decisions of the Hon'ble Supreme Court of India which are discussed as below:-

In this context Hon'ble Supreme Court of India has laid down the principle in the case of State of U.P. V. Ashok

Kumar Singh 1996 (1) SCC 302, wherein the Apex Court had held:-

“Having notices the fact that the first respondent has absented himself from duty without level on several occasions,

we are unable to appreciate the High Court's observation that 'his absence from duty would not amount to such a

grave charge. Even otherwise on the facts of this case, there was no justification for the High Court to interfere with

the punishment holding that 'the punishment does not commensurate with the gravity of the charge' especially when

the High Court concurred with the findings of the Tribunal on facts. No case for interference with the punishment is

made out.”

Similarly, in the case of North Eastern Karnataka R.T. Corpn. v. Ashappa decided on 12 May, 2006 wherein,

the Apex Court had held:-

“Remaining absent for a long time, in our opinion, cannot be said to be a minor misconduct. The Appellant runs a

fleet of buses. It is a statutory organization. It has to provide public utility services. For running the buses, the service

of the conductor is imperative. No employer running a fleet of buses can allow an employee to remain absent for a

long time. The Respondent had been given opportunities to resume his duties. Despite such notices, he remained

absent. He was found not only to have remained absent for a period of more than three years, his leave records were

seen and it was found that he remained unauthorisedly absent on several occasions. In this view of the matter, it

cannot be said that the misconduct committed by the Respondent herein has to be treated lightly.”

In another case, Delhi Transport Corporation v. Sardar Singh [(2004) 7 SCC 574], the Apex Court held:

"11. Conclusions regarding negligence and lack of interest can be arrived at by looking into the period of absence,

more particularly, when same is unauthorised. Burden is on the employee who claims that there was no negligence

and/or lack of interest to establish it by placing relevant materials. Clause (ii) of para 4 of the Standing Orders shows

the seriousness attached to habitual absence. In clause (i) thereof, there is requirement of prior permission. Only

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2599

exception made is in case of sudden illness. There also conditions are stipulated, non-observance of which renders

the absence unauthorised."

Therefore, in view of law laid down by Hon’ble Apex Court in the case of absentee employee, it is seen in the

present matter that the Petitioner has been absent from duty unauthorisedly without sanction of leave, for an

inordinate delay of five years, without any justifiable reason that amounts to grave and serious misconduct and

Respondent has rightly passed dismissal after affording hearing opportunity to the Petitioner.

10.

Thus, in view of the law laid down by the Hon'ble Supreme Court of India in the present matter Petitioner

has remained absent from duty for an inordinate long period of almost five years without sanctioned leave or

intimation. Further, he could not produce any plausible explanation for his unauthorized absence from duty.

Therefore, such conduct of the Petitioner appears to be nothing but sheer negligence and lack of interest towards the

devotion of duty. Therefore, I am of the firm opinion that in such circumstances like in the present matter,

Respondent Management rightly has passed the dismissal order of the Petitioner from the service.

11.

Further, as far as the jurisdiction of the Tribunal of judicial view of the dismissal order passed by

Respondent Authority is concerned in this context Hon'ble Supreme Court of India in the State of U.P. vs. Sheo

Shanker Lal Srivastava and Others [(2006) 3 SCC 276], has laid down the principle that the High Court or the

Tribunal in exercise of its power of judicial review would not normally interfere with the quantum of punishment.

Doctrine of proportionality can be invoked only under certain situations. It is now well-settled that the High Court

shall be very slow in interfering with the quantum of punishment unless it is found to be shocking to one's conscience.

In State of U.P. vs. Sheo Shanker Lal Srivastava and Others [(2006) 3 SCC 276], Hon’ble Apex Court have

held:-

“the Industrial Courts or the High Courts would not normally interfere with the quantum of punishment imposed

upon by the Respondent stating: "It is now well-settled that principles of law that the High Court or the Tribunal in

exercise of its power of judicial review would not normally interfere with the quantum of punishment. Doctrine of

proportionality can be invoked only under certain situations. It is now well-settled that the High Court shall be very

slow in interfering with the quantum of punishment unless it is found to be shocking to one's conscience."

Further, in the case of Maharashtra State Road Transport Corporation Vs. Dilip Uttam Jayabhay, the 2022

LLR page 126, wherein the Hon’ble Apex Court held:

“once the Enquiry finding is held to be fair and proper, industrial Tribunal or Labour Court lacks jurisdiction to

interfere with the quantum of punishment unless the same is shockingly disproportionate to the gravity of conduct.”

Further, in the case of State of Rajasthan Vs. Heem Singh, Civil Appeal No.3340/2020, (supra) Hon’ble Apex

Court have held:-

“The standard of proof is hence not the strict standard which governs a criminal trial, of proof beyond reasonable

doubt, but a civil standard governed by a preponderance of probabilities. Within the rule of preponderance, there are

varying approaches based on context and subject That is to satisfy the conscience of the court that there is some

evidence to support the charge of misconduct and to guard against perversity. But this does not allow the court to re-

appreciate evidentiary findings in a disciplinary Enquiry or to substitute a view which appears to the judge to be

more appropriate. To do so would offend the first principle which has been outlined above. The ultimate guide is the

exercise of robust common sense without which the judges’ craft is in vain.”

Thus, in view of the law laid down by the Hon’ble Apex Court as discussed above, in the present matter the

misconduct of the Petitioner of long absence from duty without sanctioned leave is not of such nature that it needs a

lenient view in awarding the punishment by Disciplinary Authority. Therefore, I find no illegality or infirmity in

the dismissal order dated 4.11.2007 of Petitioner passed by the Respondent authority.

Thus, Point No.II is answered against the Petitioner and in favour of the Respondent.

12.

Point No.III: In view of the finding given at Points No.I &II, the workman is not entitled to any relief and

the claim of workman is liable to be dismissed.

Thus, Point No.III is answered accordingly.

AWARD

In view of the findings arrived at Points I to III above, it is held that, the action of the Management of

M/s. Singareni Collieries Company Ltd., in dismissing the services of the Petitioner Sri S. Satyanarayana Murthy,

vide order dated 4.11.2007 is legal and justified. The workman is not entitled to any relief as prayed for. The

petition stands dismissed.

Award is passed accordingly. Transmit.

2600

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Dictated to Smt. P. Phani Gowri, Personal Assistant, transcribed by her and corrected by me on this the 10th

day of May, 2024.

IRFAN QAMAR, Presiding Officer

Appendix of evidence

Witnesses examined for the

Witnesses examined for the

Petitioner

Respondent

NIL

NIL

Documents marked for the Petitioner

NIL

Documents marked for the Respondent

NIL

नई दिल्ली, 13 िून, 2024

का.आ.

—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj ृंिाब नेिनल बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa vkS|ksfxd vf/kdj.k@Je U;k;ky; iVuk ds iapkV (17 (C) of 2018) izdkf”kr djrh gSA

[सं. एि -12012/42/2018-IR (B- II)]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1185.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (17 (C ) of 2018) of the Indus.Tribunal-cum-Labour Court Patna as shown

in the Annexure, in the industrial dispute between the management of Punjab National Bank and their workmen.

[No. L-12012/42/2018-IR (B.-II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE PRESIDING OFFICER,INDUSTRIAL TRIBUNAL, PATNA.

Reference Case No.:- 17 (C) of 2018

Between the management of the Circle Head, Punjab National Bank, Circle Office, Darbhanga, Laheria Sarai,

Commercial Chowk, Darbhanga-846001 and their workman Sri Mohan Kumar S/O- Late Sh. Laxman Sah, C/O- General

Secretary, 205, UCO Bank Employee’s Association, Saboo Complex, 2nd Floor, Behind Republic Hotel, Exhibition Road,

Patna Bihar- 800001.

For the management:-

Sri Ritesh Kumar, Sr. Manager Law.

For the workman:-

Sri B. Prasad, President, Bank Employees Federation, Bihar.

Present:-

Manoj Shankar

Presiding Officer,

Industrial Tribunal, Patna.

A W A R D

Patna, dt- 19th March, 2024.

By the adjudication order no.- L-12012/42/2018-IR(B-II) New Delhi, dated- 20.11.2018 the Govt. of India

Ministry of Labour New Delhi has referred under clause (d) of sub-section (1) and sub-section (2A) of section 10 of

the Industrial Dispute Act, 1947, ( hereinafter to be referred to as “ the Act”) the following dispute between the

management of Head, Punjab National Bank, Circle Office, Darbhanga, Laheria Sarai, Commercial Chowk,

Darbhanga-846001 and their workman Sri Mohan Kumar S/O- Late Sh. Laxman Sah, C/O- General Secretary, 205,

UCO Bank Employee’s Association, Saboo Complex, 2nd Floor, Behind Republic Hotel, Exhibition Road, Patna

Bihar- 800001 for adjudication to this tribunal.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2601

SCHEDULE

“ Whether the action of the management of Punjab National Bankto terminate the service of workmen Sri

Mohan Kumar, Temporary Peon alleged to have worked from more than 17 years from 1988 was legal &

justified? If not, what relief the workman was entitled for?”

2. As per the statement of claim the contention of workman Mohan Kumar is he was orally appointed to discharge the

duties of a peon at Jhanjharpur Branch of PNB from 02.01.1988 as there was acute shortage of peon. It is further

asserted that workman used to discharge his duties from 10.00A.M to 6.00 P.M regularly and he was performing the

duties of opening & closing of Bank’s gate, placing register and ledger book to the counters, taking out cash box from

the strong room and placing the same in cash department. Some times he also discharged the duties of posting of

mails from post office and distribution of bank’s letters through banks delivery register, besides this,he also

discharged the duties of hospitality works. It is further asserted that the workman has discharged his duties at the

instruction of the then branch manager. It is further asserted that the workman has discharged his duties in the said

bank from 02.01.1988 to 31.12.2004 uninterruptedly / regularly. His service stood terminated from 01.01.2005 by the

bank. It is further asserted that the workman was getting Rs. 150/- per day wage through vouchers. It is further

asserted that after termination, workman met with the higher officials of the bank and also filed representation in the

year-2005, 2009, 2011, 2012, 2014 & lastly in 2015 but no positive step was taken by the bank then workman raised

Industrial Dispute before the ALC (C) Pakur which culminated in reference i.e here before this tribunal. It is further

asserted that the workman was discharging his duties as a permanent workman but he did not get equal

wages.Moreover, management violated the provision of section-25(F) of the I.D.Act because no notice or notice pay,

nor any retrenchment compensation was paid to the workman. It is also asserted that management also resorted unfair

labour practice as per schedule-V of the I.D.Act. Accordingly the termination of the workman is covered u/s- 2(OO)

of the I.D.Act. Thus workman seeks following reliefs;

(i)

Reinstatement as a temporary peon with full back wages;

(ii)

Regularisation of services as a peon;

(iii)

Payment of some of Rs. 10,000/- for contesting the dispute;

(iv)

Any other relief (S) as the tribunal deems fit and proper;

3.

On the other hand the management bank also filed written statement and mentioned therein that the claim of the

workman is neither maintainable in law nor in facts. It is further asserted that there are stated guidelines for the

recruitment for the bank. The bank cannot go beyond the regular recruitment policy. Irregular placement in a post for

a need of work cannot be converted into regular employment. It is further asserted that workman Mohan Kumar was

engaged in the work of water boy on adhoc basis by the branch office Janjharpur in the year 1988, due to dearth of

staff of the bank. Workman Mohan Kumar did some additional work voluntarily in a casual way for which he was

adequately compensated. It is further asserted that the claim of the workman is not tenable because his claim is

beyond banking rules as per PNB regular recruitment policy for filling the post of in sub-ordinate staff cadre, it has to

be filled up by two ways i.e (i) by direct recruitment (ii) by conversion of eligible PTS / FTS into peon. It is further

asserted that claimant was just a casual worker whose services were utilized as and when required for which he was

duly paid.Since the workman was never appointed through any appointment letter, so no question of termination

arises. It is further asserted that the claim of the workman about his duties is totally self designed because bank never

took the duties as assigned by the workmanin his statement of claim. Workman was a merely a daily wager on as and

when required basis for which he was duly paid. It is further asserted that there was no employer and employee

relationship with the workman so there is no question of violation of section 25(T) of the I.D.Act,1947. It is also

asserted that the claimant cann’t be treated as a workman as per section-2(s) of the Industrial Dispute Act, 1947

because he was just a casual worker whose services were utilized as and when required for which he was duly

compensated. Thus claimant is not entitled for any relief.

4.

On the basis of rival contentions the following issues are recasted for adjudication;

(i)

Whether the claimant of Mohan Kumar comes under the purview of the workman u/s-2(s) of the I.D.Act?

(ii)

Whether the claim of Mohan Kumar for filling his representation in the year-2005 to 2015 several times before

the higher authorities of the bank is correct before raising this instant dispute?

(iii) Whether the action of the management of Punjab National Bank to terminate the service of workmen Sri

Mohan Kumar, Temporary peon alleged to have worked from more than 17 years from 1988 was legal & justified? If

not, what relief the workman was entitled for?”

5.

In order to establish his claim, the workman side examined two witnesses namely Mohan Kumar the claimant as

W.W-1 and Ram Nandan Singh as W.W-2. Besides, oral evidence the workman filed some documents and same the

be Extd. as :-

2602

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

(i) Ext.W-

Letter dt- 18.06.1992 Branch Manager wrote a letter to the Regional Office regarding payment

of Mohan Kumar from 31.03.1992to 29.05.1996 ( page 3 to 5 visible ) but page 5 & 5A not

visible.

(ii) Ext.-W/1

Photo copy of Dak delivery register dt- 30.06.2003, toW/1-810.12.2001, 28.05.1992,

05.09.1994, 23.01.1990, 21.09.1995, 07.10.1995, 15.03.1994, 04.09.1995.

(ii) Ext.-W/2

Photo copy of vouchers tagging and signed on the to W/2-10 vouchers register by the then

manager from January 1995, Feb.-1995, March-1995, April-1995, May-1995, June-1995, July-

1995, August-1995, September-1995, October-1995, December-1995 written by Mohan

Kumar.

(ii) Ext.-W/3

Letter dt- 10.01.1996, 04.04.1996 written by to W/3-1R.N.Singh, President, PNB Staff Union,

Bihar to Regional Manager, PNB, Darbhanga region, commercial chowk, Lahariasarai,

Darbhanga regarding confirmation & permanent absorption of Sri Mohan Kumar, temporary

peon.

(ii) Ext.-W/4

Letter dt- 30.01.1997 issued by R.N.Singh, President regarding resolution of executive

committee dt- 24.11.1996 for raising Industrial Dispute in the matter of Mohan Kumar.

(ii) Ext.-W/5

Letter dt- 29.05.2015 issued by Mohan Kumar to Circle Head, PNB, Darbhanga and Branch

Manager, PNB, Janjharpur.

6.

On the other hand management side also examined one witness namely Nand Mohan Das, Senior Manager of

PNB as M.W-1. Management side did not file any documents.

7.

First of all this tribunal securitizes evidence of workman Sri Mohan Kumar ( W.W-1) who deposed before this

tribunal on 26.04.2022 that he stated before this tribunal, he was doing work in PNB, Janjharpur branch as a

temporary peon from 02.01.1988 to 2004. He also supported the details of the duties as enumerated in his statement of

claim. He has also stated that he used to discharge the duties from 9.30A.M to till closure of the bank at the

instruction of the Branch Manager. He further stated that initially he received Rs. 3/- per day as a daily wage and later

on it was enhanced to Rs. 5/- per day. This witness further proved the payment details of the period 31.03.1992 to

29.05.1996 i.e issued by Branch Manager to the Regional Office i.e marked as Ext.-W. This witness further proved

the photo copy of Dak Delivery Register of dt- 30.06.2003, 10.12.2001, 28.05.1992, 05.09.1994, 23.01.1990,

21.09.1995, 07.10.1995, 15.03.1994, 04.09.1995 and the same is proved asExts. W/1 to W/1-8. This witness further

stated that he used to tag the vouchers thereafter, he used to make entries in vouchers register over which the then

manager used to put his signature and this witness proved the copies of the vouchers register i.e 01.01.1995 to

31.12.1995 i.e marked as Exts.-W/2 to W/2-10. This witness further stated that he was stopped from doing work from

01.01.2005 then he met to the Regional Manager who used assure me for reinstatement and he has filed petitions for

his reinstatement of service and the copy of the petitions he has retained and he can produced before this tribunal.

This witness further stated that bank neither gave me any notice nor any notice pay before termination. He has

brought this dispute for reinstatement in service.

In cross-examination this witness categorically stated in para-10 of the cross-examination that he was engaged

in the service of bank by then branch manager at that time his age was 15 years. This witness also admitted in para-11

bank never maintained his attendance register as he orally served in the bank and he never received any appointment

letter from the bank. In para-12 of the cross-examination this witness stated that there was no canteen in the bank so

he used bring tea, water, for staff from the out side of the bank and he further denied that he was kept in the bank as a

canteen boy. In para-15 of the cross-examination this witness categorically admits that one person was posted as a

peon but he used to do the work of clerk. In para-15 of the cross-examination this witness categorically stated that he

always put his signature on the vouchers while receiving the payment from manager sahib and he further denied that

he always received the payment as a canteen boy. On tribunal question this witness categorically stated that he used to

assured by Regional Manager and Branch Manager for his reinstatement from 2005 to 2018 and in the mean time

vacancy was also advertised and he also applied for the post but he was not absorbed.

8.

W.W-2 Ram Nandan Singh who deposed before this tribunal on 18.05.2022 who stated in his evidence that he

was President of PNB Staff Union in 1996. He further proved the letter of dt- 10.01.1996 and 04.04.1996 i.e sent by

him to the Regional Manager marked as Ext.-W/3 to W/3-1. This witness further stated that a resolution of executive

committee regarding raising the Industrial Dispute for the permanent absorption of Mohan Kumar was made on

24.11.1996 and that resolution is written and signed by him on 30.01.1997 marked as Ext.- W/4. This witness further

stated that on the basis of resolution the dispute was raised before the ALC (C) Pakur and a letter was issued to the

ALC (C) i.e in his signature marked as Ext.-W/5. This witness further stated that some time he visited to Jhanjharpur

Branch of PNB of any exigency where he saw Mohan Kumar doing the duty of peon who is a physically handicapted

person.

In cross-examination this witness categorically stated that he knows Mohan Kumar being the President, of

Union Mohan Kumar was orally appointed in the year 1998 by the then Branch Manager but he does not remember

the name of the manager. In para-8 of the cross-examination this witness categorically stated that branch manager has

no authority to appoint any person. Mohan Kumar did not get wages to the extent he worked there. In para-8 of the

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2603

cross-examination this witness categorically stated that how many staff were posted in the Dharbhanga reason he does

not remember. I have no paper of union because of this matter is so old.

9.

On the other hand management produced Nand Mohan Das as M.W-1 who deposed who is Senior Manager in

Circle Office in Dharbhanaga, deposed before this tribunal 0n 28.07.2022. This witness stated before this tribunal he

is posted in HRD Dharbhanga from the year-2011. He further stated that there is two methods of recruitment peon (i)

direct recruitment in which vacancy was used to be advertised in the news paper, accordingly applicants apply the

form and if their applications are found correct their candidature is ententional on the basis of their eligibility and then

the merit list is prepared followed by appointment letter is issued. (ii) the second method conversion method who so

ever is doing the work of PTS, their applications is also entertained on the basis of senioritywith the ratio of

20%.Besides there two methods some recruitment is based on compassionate ground. This witness further stated that

there is no procedure of oral appointment in the bank but bank some time engage casual or daily wager on the basis of

requirement. This witness further stated that intermediate is the basic qualification for the post of peon. This witness

further stated that the workman Mohan Kumar, whenever he discharged his duties in Jhanjharpur branch he was paid

accordingly.

In cross-examination this witness categorically admits that he was never posted in Jhanjharpur branch of PNB

however, he joined the PNB in the year 1989. This witness also admits that Mohan Kumar received his payments

through vouchers. In para-13 of the cross-examination this witness categorically stated that Ext.-W/1-1 i.e the photo

of copy Dak Delivery Register that bears the name of Mohan Kumar also and perhaps duty is done by the Mohan

Kumar in the absence of peon. In para-14 of the cross-examination this witness categorically stated that the Ext.-W is

the details of payment made to the workman i.e issued to Sri Uttam Kumar, Manager RMD ( Regional Manager,

Dharbhanga. In 15 of the cross-examination this witness categorically stated that there is no post of temporary peon in

the bank but the terms of reference shows about the temporary peon. In para-18 of the cross-examination this witness

categorically stated that the workman was not entitled for any notice or notice pay from the bank. In para-20 of the

cross-examination this witness categorically stated that every one get opportunity to apply in recruitment process,

according to eligibility but there is no weightage for the daily wager in the selection procedure. In para-21 this witness

admits that there is rules in the banking industry regarding retrenchment last come first go. In para-23 of the cross-

examination this witness categorically stated that principally if any one takes services of the worker for a long time

without any service condition comes under the purview unfair labour practice but he cann’t say what is the procedure

to stop unfair labour practice. This witness categorically denied that bank has violated the section-25(F), 25(G) and

25(S) of the Industrial Dispute Act, 1947 and rules of 77 or 78 of Industrial Dispute Central Rules.

10.

It is argued from the workman side that Mohan Kumar worked as a temporary peon in Jhanjharpur branch of

PNB the year 02.01.1988 to 2004 and he discharged his duties in the bank at the instruction of Branch Manager for

which workman himself supported his claim in his evidence about his duties and about his payment details and he

also produced supporting details of his paymentsfrom 31.03.1992 to 29.05.1996 Ext.-W. It is further argued that the

workman was terminated on 01.01.2005 by the bank without giving him notice or notice pay preceding his

termination. The workman also filed a copies of the vouchers of the register i.e maintained by him and it is counter

signed by the Branch Manager over the same i.e Ext.-W/2 to W/2-10. It signifies the bank has taken the duty of

Mohan Kumar as a temporary peon. W.W-2 Ram Nandan Singh the President, of PNB Staff Union also supported the

claim of the workman he also proved his two letters of dt- 10.01.1996 and 04.04.1996 sent to the Regional Manager

PNB Dharbhanga for the absorption and regularisation of Mohan Kumar in the service of bank i.e Ext.-W/3, W/3-1. It

is further argued that the management witness also does not discard the claim of the workman Mohan Kumar

regarding his duties tenure, since management did not prepare any list of retrenched workman i.e violation of the

section-25(G) of the I.D.Act. Moreover, the termination of the workman is covered u/s-2(00) of the I.D.Act. It is

further argued that management deliberately did not produce a copies of the vouchers.Moreover without giving any

service condition to the Mohan Kumar, taking his service for a fairly long time is kind of unfair labour practice as per

section-25(T) of the I.D.Act. The representative of the workman relied on the judgement of Hon’ble S.C Narottam

Chopra Vs Presiding Officer, Labour Court & others 1989 SCC ( L & S ) 565 where it is held that it is well settled

that if the service of a employee is terminated in violation of 25(F) of the I.D.Act, the order of termination is rendered

ab initio void and the workman case is related to the above judgement. The representative also relied on the ruling

passed in Mithilesh Kumar Singh Vs. State of Bihar 1994 (2) PLJR 249 where it is held that the assumption of

appointment being illegal will itself qualify as retrenchment within the meaning of section 2(oo) if the termination is

made without giving any notice or notice pay to the workman. The representative of the workman also relied on the

judgement passed by the Hon’ble Apex Courtin Mintu Kumar Vs Punjab National Bank, Zonal Office, Muzaffarpur,

Bihar in SLP (C) 31795 of 2018 in which the Hon’ble Apex Court allowed the appeal of Mintu Kumar and restored

the award passed by Industrial Tribunal, Patna in which I.T, Patna directed the management bank / PNB to reinstate

the workman Mintu Kumar in the services as a IV Grade employee and his service be regular. It is further argued that

on the basis of above rules and finding of the Hon’ble Apex Court and the case of the workman Mintu Kumar proves

the case of Mohan Kumar established under I.D.Act and so workman is entitled for reinstatementin his services and

the action of the management bank in terminating the service of Mohan Kumar is totally illegal and unjustified.

2604

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

11.

It is argued from the management side that the dispute has not been duly and validly espoused in as such as the

union has failed to file any document on record to show the espousal of the cause of present dispute by a body of

workmen, so it can not be termed as an Industrial Dispute in terms of section 2(K) of the Industrial Dispute Act, 1947.

It is further argued that union has sought to evade the rules of recruitment in the subordinate cadre in the bank

although it is a settled position of law that there can be no recruitment except through the recruitment rules in the

bank. It is further argued that when a person enters into an adhoc engagement and the engagement is not based on a

proper selection as recognized by the relevant rules or procedure, he is aware of the consequences of the appointment

being temporary or casual in nature. Such a person cannot invoke the theory of legitimate expectation for being

confirmed in the post when an appointment to the post could be made only by following a proper procedure for

selection. Here in the instant case union has no right to claim of regularization or employment in service of Sri Kumar

because claimant was just a casual worker whose services were utilized as and when required for which he was duly

paid. He was not a permanent employee of the bank so no question of termination arises. It is further argued that

claimant in the present issue cannot be treated as a workman as per section-2(S) of the I.D.Act because he was just a

casual worker whose services were utilized as and when required for which he was duly compensated.There was no

employer-employee relationship between the bank and claimant. It is further argued that Hon’ble S.C in Civil

Appeal No.- 1878 of 2016 ( Oil and Natural Gas Corporation Vs. Krishna Gopal &Ors. ) after discussing the

various judgements including that of Hari Nandan Prasad vide its judgement dt- 07.02.2020 has held that the

following propositions would emerge upon analyzing the above decisions:

(i) Powers of Labour Court and the Industrial Court cannot extend to a direction to order regularisation, where

such a direction would in the context of public employment offend the provisions contained in Article 14 of the

Constitution;

(ii) The statutory power of the Labour Court or Industrial Court to grant relief to workmen including the status

of permanency continues to exist in circumstances where the employer has indulged in an unfair labour practice

by not filling up permanent posts even through such posts are available and by continuing to employ workmen

as temporary or daily wage employees despite their performing the same work as regular workmen on lower

wages;

(iii) The power to create permanent or sanctioned posts lies outside the judicial domain and where no posts are

available, a direction to grant regularisation would be impermissible merely on the basis of the number of years

of service;

(iv) Where an employer has regularised similarly situated workmen either in a scheme or otherwise, it would be

open to workmen who have been deprived of the same benefit at par with the workmen who have been

regularised to make a complaint before the Labour or Industrial Court, since the deprivation of the benefit

would amount to a violation of Article 14; and

(v) In order to constitute an unfair labour practice under Section 2(ra) read with Item 10 of the Vth Schedule of

the I.D.Act, the employer should be engaging workmen as badlis, temporaries or casuals, and continuing them

for years, with the object of depriving them of the benefits payable to permanent workmen.”

It is further argued that the claim of the workman is a stale claim he as per his claim he has been stopped

working in the bank from 01.01.2005 but he raised the dispute in the year 2018 and further no proof of filing

representation petition brought on the record by the workman as claimed before this tribunal so claimant is not

entitled for any relief.

12.

Considering all the facts and circumstances of the case and the submissions oral as well as documentary

evidence along with some rulings placed by the rival parties before this tribunal and submissions as advanced on the

behalf of both the parties, this tribunal finds that taking into consideration of the first issue, the management side

made objection that claimant Mohan Kumar does not come under the purview of workman as per section-2(S) of the

I.D.Act. To adjudicate this issues, first of all this tribunal takes the definition of workman 2(S) of the I.D.Act.

Section-2(S) of the I.D.Act says that:- :- [ (S) “workman” means any person ( including an apprentice ) employed

in any industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory work for

hire or reward, whether the terms of employment be express or implied, and for the purpose of any proceeding

under this Act in relation to an industrial dispute, includes any such person who has been dismissed,

discharged or retrenched in connection with, or as a consequence of, that dispute, or whose dismissal,

discharge or retrenchment has led to that dispute, but does not include any such person—

(i)

Who is subject to the Air Force, Act, 1950 (45 of 1950 ), or the Army Act, 1950 (46 of 1950 ), or the Navy Act,

1957 (62 or 1957 ); or

(ii)

Who is employed in the police service or as an officer or other employee of a prison, or

(iii) Who is employed mainly in a managerial or administrative capacity, or

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2605

(iv) who, being employed in a supervisory capacity, draws wages exceeding 56a [ ten thousand rupees ] per mensem

or exercise, either by the nature of the duties attached to the office or by reason of the powers vested in him, functions

mainly of a managerial nature.]

On plain reading of 2(S) of the I.D.Act workman may be employed orally for the work for hire or reward whether the

terms of employment expressed or implied and for the purposes of any proceeding under this Act in relation to any

Industrial Dispute whose dismissal, discharged, retrenchment led to that dispute, here in the instant case claimant

Mohan Kumar was orally engaged by the management bank that is also admitted by the workman and he was paid his

wages @ daily wage but he was stopped from doing work in the bank on 31.12.2004 led this dispute so the claimant

Mohan Kumar comes under the purview of workman as per section-2(S) of the I.D.Act. this tribunal finds no force in

the contention of the management in this regard.

13.

So far as issue no.-2 is concerned, the workman Mohan Kumar claimed he had discharged his duties as a

temporary peon in the management bank from 02.01.1988 till 31.12.2004 and he was stopped from doing any work in

the bank from 01.01.2005 this is supported by the workman in his evidence as well as in his statement of claim.

Further workman claimed that he has filed representation petitions several times before raising this dispute in the year

2018 and by way of Ext.-W/5 tried to show he has filed representation petitions in te year 20o5, 2007, 2009, 2011,

2012, 2014 and 2015 and the workman W.W-1 also admitted before this tribunal he can file copies of all the

representations sent to the management bank but interestingly no copy of such petition filed by the workman before

this tribunal. So the plea taken by the workman of filling his representations in between from 2005 to 2015 looks not

convincing and acceptable. So issue is not at all proved by the workman.

14.

So far as issue no.-3 is concerned, this tribunal finds that claim of the workman is, he has discharged the duties

in the bank as a temporary peon from 02.01.1988 to 31.12.2004 continuously. However, the management bank

claimed the services of workman Mohar Kumar was takan as and when required. In this regard workman filed a

letter of dt- 18.06.1992 issued by the than Branch Manager to Regional Office regarding payment given to the Mohan

Kumar from the bank from ( 31.03.1992 to 29.05.1996 ) this document shows that the Mohan Kumar was paid for

supply of water for the canteen subsidiary as per endorsement made by the then Branch Manager in the said document

but yet this document shows that the Mohan Kumar was engaged in the Jhanjharpur branch of PNB doing that period.

Of course nomenclature of the payment as shown by the Manager is in two different heads i.e payment @ daily wage

because management never stated before this tribunal Mohan Kumar was engaged as a canteen boy or for supply of

water. This tribunal further finds that Ext.-W/1 series shows that Mohan Kumar was also sent for Dak Delivery work

because 09 photo copies of Dak Delivery Register i.e of different dates from 10.12.2001 to 04.09.1995 and one of

30.06.2003 clearly shows that this work was done by Mohan Kumar. Further Ext.-W/2 series workman Mohan Kumar

filed the copies of vouchers registers of the year 1995 i.e from January 1995 to December-1995 i.e the entires of that

register filled by Mohan Kumar and signed by than Branch Manager. Further workman filed two letters of dt-

10.01.1996 and 04.04.1996 ( Ext.- W/3 & W/3-1 ) issued by R.N.Singh the then President of PNB Staff Union, Bihar

to Regional Manager, PNB Darbhanga made prayer for Mohan Kumar for his confirmation and permanent absorption

in the bank disclosing Mohan Kumar was doing duties of temporary peon from 1988. These two documents also

establishes this facts Mohan Kumar was engaged in the Jhanjharpur Branch of PNB from 1998 to 1996 as per two

letters. Mohan Kumar also filed a letter of resolution of executive committee of dt- 24.11.1996 (Ext.-W/4) for raising

Industrial Dispute for permanent absorption Mohan Kumar temporary peon. After securitizing these above documents

as filed by the workman Mohan Kumar clearly establish this facts Mohan Kumar was engaged by the Jhanjharpur

branch of PNB from 1988 to 1996 further management bank could not discard these claims as placed by the workman

by way of oral as well as documentary evidence. This tribunal further finds that even after resolution of raising

dispute for the Mohan Kumar passed by the executive committee, ut no dispute was raised at that time by PNB Staff

Union, Bihar reasons best known to workman and his staff union. This tribunal further finds that workman could not

place any authentic proof, why Industrial Dispute is not raised by the workman or by his union even after serving in

the management bank from 1988 to 1996 continuously as per assertion of the workman. This tribunal further finds

that no documentary proof is given by the workman for the period of 1997 to 31.12.2004 regarding his payment and

working in the management bank save and except oral testimony of Mohan Kumar. Workman also stated in his

evidence that bank has advertised vacancy for the post of peon and he has also filled the form but he was not

absorbed in the bank. Here management bank clearly stated, there is the set rules of the recruitment of the class IV

employee and beyond that rule, no temporary workmen are daily wager can get absorption in service and Mohan

Kumar also admits he has participated in the selection process of the recruitment of peon but he could not succeeded.

The mind set of workman by raising this instant dispute in the year 2018 clearly shows that when he could not

succeed in the selection process of recruitment of peon post. He took this alternative by raising dispute for his past

engagement from 1988 to 31.12.2004 after a gap of almost 13 years certainly it amounts is stale claim. Workman

might have raised Industrial Dispute in the year 1996 when his union executive passed resolution for raising dispute

for him in the year 197 as per Ext.-W/4 the letter dt- 30.01.1997 issued by President, PNB Staff Union and workman

might have raise Industrial Dispute when he was stopped for working in the management bank on 01.01.2005 because

resolution of raising dispute was already taken in the year 1996 by his union. The settled principle is, if a workman

does duty in any industry like in bank for 240 days continuously in a calendar year preceding to the termination date,

2606

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

No industry or bank can retrenched a worker without notice or paying compensation as per section 25(F) of the

I.D.Act. This tribunal further finds that management was on wrong foot when the workman was stopped for doing

work continuously for more than 240 days in a calendar year but workman also did not raise any complaint before the

appropriate authority for resolving his dispute at that time. Of course workman did not raise his dispute of

regularization or against the termination earlier but yet it can not be said that management bank did not take the

services of workman for a long 17 years before stopping him to do work in the bank. On this score termination of the

workman was not justified in the year 2005 when workman was stopped for doing work from 01.01.2005. As per oral

and documentary evidence placed by workman. But at the same time there is set rules of recruitment of the bank of

the selection for the post of peon in subordinate cadre and in that selection process the workman was also participated

but could not succeed, accordingly workman could not take advantage for regularization and absorption in the service

of the bank but yet taking into consideration his services taken by the management bank for a long 17 years as a daily

wager without giving him any extra benefits, he is entitled a lum-sum amount of Rs. 3,00,000/- ( Rs. Three Lakhs )

only from the management bank to meet out the justice.

15

On the ultimate analysis of the facts and circumstances of the case and the materials available on the record as

discussed above, this is the considered opinion of this tribunal that workman Mohan Kumar is entitled for relief of

lum-sum amount of Rs. 3,00,000/- ( Rs. Three Lakhs ) only from the management bank PNB. Accordingly the

management bank is directed to make payment a lum-sum of amount of Rs. 3,00,000/- ( Rs. Three Lakhs ) to the

workman Mohan Kumar within two months after publishing of this award. This award is effected after date of

publication in gazette.

This is my award accordingly.

Dictated & Corrected by me.

19.03.2024

MANOJ SHANKAR, Presiding Officer

.

नई दिल्ली, 13 िून, 2024

—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj ओररएंटल बैंक ऑफ कॉमसव ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS?kksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-I ds iapkV iapkV

(08/ 2013) izdkf”kr djrh gSA

[सं. एि -12012/84/2012-vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1186.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.08/2013) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-I as shown in the Annexure, in the industrial dispute between the management of Oriental Bank of

Commerce and their workmen.

[No. L-12012/84/2012-IR (B- I)]

SALONI, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT-I,

CHANDIGARH.

Present: Sh. Kamal Kant, Presiding Officer-cum-Link Officer, Chandigarh.

ID No.08/2013

Registered On: 08/04/2013

Sh.Naresh Kumar S/o Sh.Prem Chand, R/o Sirta Road ,Near Sunil Tent House, Distt.- Kaithal,

Haryana

...........Workman

Versus

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2607

The Chief Manager, Oriental Bank of Commerce, Branch Office, Timber Market, Kaithal,

Haryana

........Managements

AWARD

Passed On: 01.04.2024

Central Government vide Notification No. L-12012/84/2012-IR(B-II) dated 07.03.2013, under clause (d) of

Sub-Section (1) sub-section (2) of Section 10 of the Industrial Disputes Act, 1947 (hereinafter called the Act), has

referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the demand of Sh. Naresh Kumar S/o Sh. Prem Chand for reinstatement and regularization in service with

the management of Oriental Bank of Commerce w.e.f. 17.03.2018 as sweeper/peon is just, fair and legal? What relief

the workman is entitled to?”

1.

During the pendency of the proceedings before this Tribunal the case was fixed for evidence workman but

none is responding on behalf of workman since long i.e. from 09.05.2023. It is submitted by the Ld. Counsel for the

management that workman is not turning up since long and prayed for dismissal of the present claim petition.

2.

Perused the file and it is found that the submissions made by the Ld. Counsel for management is true.

Several opportunities have already been given to the workman for evidence but of no use. Which denotes that the

workman is not interested in adjudication of the matter on merits as such, this Tribunal is left with no choice except to

pass a ‘No Claim Award’. Accordingly, no claim award is passed in the present case for the non-prosecution of

workman. File after completion be consigned in the record room.

3.

Let copy of this award be sent to Central Government for publication as required under Section 17 of the ID

Act, 1947.

KAMAL KANT, PO-cum-Link Officer

नई दिल्ली, 13 िून, 2024

1187.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS?kksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (32/2015)

izdkf”kr djrh gSA

[सं. एि – L-12011/98/2014-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1187.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.32/2015) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Bank of India and their

workmen.

[No. L-12011/98/2014-IR (B- II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/32/2015

Present: P.K.Srivastava

H.J.S..( Retd)

The General Secretary,

Dainik Vetan Bhogi Bank Karmchari Sangathan,

F-1, Tripti Vihar, Opp. Engg. College,

Ujjain(MP)-456010

Workman

2608

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Versus

The Regional Manager

Bank of India, Zonal Office, 18,

Shanku Marg, Freeganj, Ujjain (M.P.)

Management

A W A R D

(Passed on this 23rd day of April -2024.)

As per letter dated 27/02/2015 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number L-

12011/98/2014 IR(B-II) dt. 27/02/2015. The dispute under reference related to :-

^^D;k cSad vkWQ bafM;k vkapfyd dk;kZy;] 18 'kadq ekxZ] mTtSu e-iz- }kjk Jh uanfd'kksj ek/kksyky dks

17-12-2009 ls 19-11-2012 rd o"kZ esa 240 fnuksa ls vf/kd dke djus ij Hkh fcuk fdlh uksfVl ;k eqvkotk ds

dke ls i`Fkd dj nsuk U;k;ksfpr gS \ vxj ugha] rks Jh uanfd”kksj ek/kksyky fdl vuqrks’k ds vf/kdkjh gSa \**

After registering the case on reference received, Notices were sent to the parties and were duly served on

them. They appeared and filed their respective statements of claim and defense.

According to the workman union, the applicant workman Nandkishor Madholal was appointed by the

Deputy Regional Manager Vikas Damle after interviewing him on monthly wages Rs. 5250/- on 17.12.2009 to work

as a driver of the bank jeep MPCA/0669 under his oral orders. The applicant worked continuously for more than 12

hours in a day. The movement of the said jeep was recorded in the logbook maintained by the applicant and counter

signed by the officer of the bank. His salary was increased to 6500/- per month whereas the driver of the Regional

Manager was given salary @ of 9200/- and the driver of the Deputy Regional Manager was being given salary @ of

Rs. 9080/- per month. The management bank disengaged the applicant from 18.11.2012 without any notice of

compensation. Which is in violation of Section 25-B, 25-F, 25-G and 25-N of the Industrial Disputes Act 1947 (in

short the word ‘Act’). It is further alleged that the management adopted unfair labour practice by not issuing

appointment letter to the applicant, not paying wages as per law, not preparing muster roll and by not issuing

termination order in writing. The union has thus prayed that the applicant workman be held entitled to be reinstated

with all back wages and benefits setting aside his disengagement.

In its written statement of defense, the bank has denied the engagement of the applicant in any capacity and

had pleaded that there are certain recruitment procedure for recruitment of drivers and other employees. According to

the management bank certain bank officers are provided with vehicles which they also use for personal purpose

subject to the rules laid down in this regard. Bank normally does not provide drivers to such officers rather drivers are

provided only to few top executives. The other officers who are provided vehicles are entitled to allowances fixed by

the bank for fuel maintenance and engaging personal drivers. Sometimes, they use the services of the personal drivers

for driving these vehicles for bank purposes also for which such drivers are paid through the officers. According to

the management the applicant was engaged by the then Chief Manager Shri M.B. Rangari in his individual capacity

and was at no point of time, he was an employee of the bank. He was paid his wages by Mr. Rangare and not by bank.

The bank used to reimburse Mr. Rangare. Hence, as pleaded by bank there is no question of termination of the

services of the workman by the bank. Accordingly, the bank has requested that the reference be answered against the

workman.

The workman has filed his affidavit as his examination in chief on which he has been cross examined by

management. He has filed and proved photocopy documents which are Ex. W/1 to W/16, to be referred to as and

when required. Management has also filed affidavits of its witnesses Sunil Gupta and Rangare who have been cross

examined from the side of workman union.

None was present from the side of workman union, hence argument of Mr. Neeraj Kewat were heard by me.

Later on workman side filed written arguments which have been taken on record. I have gone through the record as

well.

From perusal of record in the light of rival arguments, following issues arise for determination.

1. Whether the applicant has successfully proved his continuous engagement by bank for 240 days and

more within an year ?

2. Whether the applicant was disengaged by the bank ?

3. Whether, the disengagement of the applicant is in violation of Section 25-G, 25-F and 25-N of the Act ?

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2609

Issue No.-1 :-

Pleadings of the parties on this issue have been detailed earlier. The workman has corroborated his case on

this issue in his statement on oath. The management witnesses specially witness Rangare has stated that he had

engaged the applicant in his personal capacity as his personal driver. Sometimes the applicant was used for bank work

also. The other management witness Sunil Gupta admits in his statement that the vehicle MP13/CA0669 was bank

vehicle. Either bank appointed driver for its vehicle or the officer using bank vehicle engages driver for its on casual

basis as and when the occasion arises.

None of the documents proved by the workman union goes to show that the applicant was paid his wages at

any point of time by the bank. The documents filed and proved only indicate that the vehicle was at the best, taken by

the applicant for services etc. to the service centre for which charges were paid by the management bank and

sometimes the applicant had driven the said vehicle for election and other purposes. Since, there is no evidence

regarding payment of wages of the applicant by bank in any manner, only the on oath statement of the workman is

held not so reliable in the light of statements of management witnesses. Hence, it is held that the engagement of the

applicant workman by the bank even as a daily wager is not proved.

The issue no.-1 is answered accordingly.

Issue No.- 2 & 3 :-

In the light of finding recorded on issue no.-1, these issues are answered against the workman union.

In the light of above observations and findings, the reference deserves to be answered against the workman

and is answered accordingly. No order as to cost.

DATE: 23/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS?kksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (34/2015)

izdkf”kr djrh gSA

[सं. एि-12011/100/2014-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1188.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.34/2015) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Bank of India and their

workmen.

[No. L-12011/100/2014-IR (B- II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/34/2015

Present: P.K.Srivastava

H.J.S..( Retd)

The General Secretary,

Dainik Vetan Bhogi Bank Karmchari Sangathan,

F-1, Tripti Vihar, Opp. Engg. College,

Ujjain(MP)-456010

Workman

Versus

The Regional Manager

Bank of India, Zonal Office, 18,

2610

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Shanku Marg, Freeganj, Ujjain (M.P.)

Management

A W A R D

(Passed on this 23rd day of April -2024.)

As per letter dated 27/02/2015 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number L-

12011/100/2014-IR(B-II) dt. 27/02/2015. The dispute under reference related to :-

^^D;k egklfpo nSfud osru Hkksxh deZpkjh laxBu }kjk Jh uanfd'kksj ek/kksyky ds cSad vkWQ bafM;k

vkapfyd dk;kZy; esa fnukad 17-11-2009 ls 19-11-2012 rd fu;a=.kk/khu olwyh foHkkx vkapfyd dk;kZy; esa

dk;Zjr~ jgus ds nkSjku f}i{kh; le>kSrk ds vuqlkj ns; osru dh ekax djuk U;k;ksfpr gS \ vxj gk¡] rks Jh

uanfd”kksj ek/kksyky fdl vuqrks’k ds vf/kdkjh gSa \**

After registering the case on the basis of the reference received, Notices were sent to the parties and were

duly served on them. They appeared and filed their respective statements of claim and defense.

According to the workman union, the applicant workman Nandkishor Madholal was appointed by the

Deputy Regional Manager Vikas Damle after interviewing him on monthly wages Rs. 5250/- on 17.12.2009 to work

as a driver of the Bank jeep MPCA/0669 under his oral orders. The applicant worked continuously for more than 12

hours in a day. The movement of the said jeep was recorded in the logbook maintained by the applicant and counter

signed by the officer of the Bank. His salary was increased to 6500/- per month whereas the driver of the Regional

Manager was given salary @ of 9200/- and the driver of the Deputy Regional Manager was being given salary @ of

Rs. 9080/- per month. The management Bank disengaged the applicant from 18.11.2012 without any notice of

compensation. According to the workman union the management Bank was under legal obligation to pay salary to its

daily wages employee as provided in para 5.191 and para 4.5 of the first bipartite settlement dated 19.10.1966, which

they did pay to certain workman before the Regional Labour Commissioner Bhopal details mentioned in para 10 of

the statement of claim. According to the workman union, the management Bank thus acted arbitrarily in not paying

the wages as per law. The union has thus prayed that the applicant workman be held entitled to salary according to the

bipartite settlement.

In its written statement of defense, the Bank has denied the engagement of the applicant in any capacity and

had pleaded that since the applicant was not a regular employee, he is not entitled to benefits of bipartite settlement

because it is applicable only to the regular employees.

The workman has filed his affidavit as his examination in chief on which he has been cross examined by

management. He has proved some photocopy documents on the point of his engagement. Management has also filed

affidavit of its witness and has been cross examined from the side of workman union.

None was present from the side of workman union, hence argument of Mr. Neeraj Kewat were heard by me.

Later on workman side filed written arguments which have been taken on record. I have gone through the record as

well.

The reference itself is the issue for determination.

The perusal of the Bipartite settlement makes it clear that it is applicable only to the regularly appointed

employees of Banks. Hence, even if the case of the applicant workman that he was appointed as a daily wager be

taken at its face value, he will not be entitled to protection and benefits under the bipartite settlement. Hence, holding

the claim of the applicant workman not tenable in law, the reference deserves to be answered against the workman

and is answered accordingly.

DATE: 23/04/2024

P . K. SRIVASTAVA, Presiding Officer

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj स्ट्टेट बैंक ऑफ बीकानेर एंड ियृुर ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa vkS|ksfxd vf/kdj.k@Je U;k;ky; iVuk ds iapkV (04 (C) of 2017) izdkf”kr

djrh gSA

[ सं. एि-12012/110/2016-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2611

New Delhi, the 13th June, 2024

S.O. 1189.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award ( 04 (C ) of 2017) of the Indus.Tribunal-cum-Labour Court Patna as

shown in the Annexure, in the industrial dispute between the management of State Bank of Bikaner and Jaipur and

their workmen.

[No. L-12012/110/2016-IR (B- II)]

SALONI, Dy. Director

ANNEXURE

Before The Presiding Officer,

Industrial Tribunal, Patna.

Reference Case No.:-04 (C) of 2017

Between the management of the Regional Manager, State Bank of Bikaner and Jaipur, Regional Office, Opp.

Kulharia Complex, Ashok Rajpath, Patna (Bihar)-800004. And Their workman Sri Jawahar Kumar, Peon / Messenger

represented through the President, Bank Employees Federation, Bihar, Saboo Complex, 2nd Floor, Behind Republic

Hotel, Exhibition Road, Patna (Bihar).

For the management:-

Sri Rashmi Rathi Sharma, Manager, Law, SBI.

Smt. Bhargavi Jha, Manager.

Smt. Richa Priyambada, Law Officer.

For the workman:-

Sri B. Prasad, President, Bank Employees Federation, Bihar.

Present:-

Manoj Shankar

Presiding Officer,

Industrial Tribunal, Patna.

A W A R D

Patna, dt- 5th April, 2024.

By the adjudication order no.- L-12012/110/2016-IR(B-I) New Delhi, dated-

26.10.2017 the Govt. of India Ministry of Labour New Delhi has referred under clause (d) of sub-section (1) and sub-

section (2A) of section 10 of the Industrial Dispute Act, 1947, ( hereinafter to be referred to as “ the Act”) the

following dispute between the management of Regional Manager, State Bank of Bikaner and Jaipur, Regional Office,

Opp. Kulharia Complex, Ashok Rajpath, Patna (Bihar)-800004. And Their workman Sri Jawahar Kumar, Peon /

Messenger represented through the President, Bank Employees Federation, Bihar, Saboo Complex, 2nd Floor, Behind

Republic Hotel, Exhibition Road, Patna (Bihar) for adjudication to this tribunal.

SCHEDULE

“ Whether the action of the management of State Bank of Bikaner & Jaipur in not regularizing the services of Sri

Jawahar Kumar Peon / Messenger, Buxar Branch is justified? If not, to what relief the workman concerned is entitled

to?”

2.

As per the statement of claim,the case of the complainant is that State Bank of Bikaner & Jaipur is a public

sector bank, having its Head Office, Jaipur, one of its Regional Offices at Ashok Rajpath, Patna and one of its

branches at Buxar. After the notification of Government of India the State Bank was merged with the SBI. It is further

asserted that due to paucity of Subordinate Staff, Sri Jawahar Kumar the claimant was orally appointed at Regional

Office of the State Bank of Bikaner & Jaipur to discharge the duties of the a peon and messenger from 01.09.1995 in

the State Bank of Bikaner and Jaipur now called State Bank of India after merger. It is further asserted that the

workman Jawahar Kumar used to discharge the duties from morning 9.30A.M to 6.00 P.M evening during that period

he used to open the Bank’s Gate, taking out cash box from strong room to cash counter. He used to place registers /

books to the staffs on their demand and he also served posting work when ever deputed by the manager. He also

discharged the duties of hospitality for staff and customers. He was also discharged the duties of stitching of vouchers

/ currency notes as per instruction. It is further asserted that initially workman was paid wages @ Rs. 275/- per day. It

is also asserted that the payment was made through different modes and some times even through different names. It

is further averred that workman has been discharging his duties formore than 15 years without getting any proper

service condition. It is further asserted that head office of the bank asked for the names of temporary / casual / daily

rated worker doing the duties of peon, messenger for proper consideration including of their service but the workman

was not aware whether his name was forwarded by the branch or not. It is also asserted that the duties of the workman

was perennial in nature. It is further asserted that workman has been demanding regularization of his service but no

positive step has been taken as yet.The bank authority has not taken any step. However, the management bank took

the services of workman against the permanent vacant post of messenger. It is further asserted that when workman

2612

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

found no scope of regularisation of his service, he raised an Industrial Dispute before conciliation officer, due to non

conciliatory attitude of the bank, the conciliation proceeding ended in failure and ultimately this reference is sent by

appropriate Govt. to this tribunal for adjudication. It is further asserted that taking the service of workman for a long

time without giving any service condition. The management bank constitutes unfair labour practice as per section-25

(T) of the I.D.Act read with Schedule V of the I.D.Act, 1947. Thus workman seeks relief :-

(i)

Regularisation of services as a messenger / peon;

(ii)

Payment of dues wages from the date of his working;

(iii)

Payment of a sum of Rs. 10,000/- for contesting the

dispute;

(iv)

Any other relief (S) this tribunal deems fit and proper;

3.

On the other hand management bank filed written statement stating therein State Bank of Bikaner & Jaipur

amalgamated in the transferee bank i.e State Bank of India after Govt. Notification dated-22.02.2017. It is further

asserted that complainant is not an employee of the bank, infact he was never appointed in any manner whatsoever.

Since Jawahar Kumar was not an employee then no question arises that he was a messenger / peon in the bank. So

question of regularisation of his service does not arises at all. It is further asserted that Jawahar Kumar the claimant

was engaged by the Buxar branch of erstwhile SBBJ for doing work of casual nature. No right accrued in his favour

for regularization of service. Further branch has no power to appoint any person in subordinate cadre. The facts is that

recruitment is regulated by the bank’s recruitments rules. Claimant was never issued any appointment letter by bank

nor he was engaged by the bank to performing the duties of messenger. It is further asserted that the claim of the

claimant as asserted regarding his duties and mode of payment is totally false that is denied by the management bank.

Bank took the services of Jawahar Kumar on as an when required basis and he was paid accordingly.Whenever

claimant discharged his duties in the bank as casual worker on requirement basis he was paid on the basis of bills. The

claim of the claimant is totally false showing he was engaged by the bank as a messenger / peon. It is further asserted

that the statements made in para 3 (viii) of the statement of claim as filed by the workman is correct to some extent.

There was no scope of recommendation while furnishing the details by the branch. It was not intended for

recruitment, regularization or appointment of any person but merely for information collection prior to amalgamation

of both banks. The claimant’s name was never submitted to the head office. It is further asserted that as no unfair

labour practice is on the part of management / bank because claimant was fully compensated when ever he did the

work of electrical, sanitary work. This claimant Jawahar Kumar is not entitled to any relief.

4.

The workman side also filed rejoinder to the written statement as filed by the management side and asserted

therein Jawahar Kumar the concerned workman initially orally appointed at the Regional Office of State Bank of

Bikaner & Jaipur from 01.09.1995 to discharge the duties of peon / messenger and thereafter the workman was

transferred to Buxar Branch, where he worked from 16.08.2013 to 08.12.2017. It is also asserted that management of

Buxar Branch on the instruction of Regional Manager, Arrah, terminated the service of the workman from 11.12.2017

during the pendency of this dispute i.e violation of section-33 of the I.D.Act. it is further asserted that the

management also formulated schemes from time to time to absorb / regularize the services of temporary, daily rated

messengers and Govt. of India, Ministry of Labour also prepared approach papers on different occasions for

absorbing / regularising the services of daily rated / temporary messenger / peons. It is further asserted that Jawahar

Kumar attained the status of a workman as per section-2(S) of the I.D.Act and that’s why the appropriate Govt.

referred the dispute before this tribunal for adjudication. So demand of the workman for regularisation of his services

of the bank as a messenger against the permanent vacant post is to be adjudicated by this tribunal. It is further asserted

that SBBJ ( State Bank of Bikaner & Jaipur ) had issued a circular asked for the names temporary / casual / daily rated

worker who performed the duties of a messenger.The SBBJ,only can spell out the details of the scheme. It is further

asserted that the workman discharged the duties of a messenger for over 22 years in the management bank against a

vacant permanent post of messenger but he was not paid due wages this comes under the unfair labour practice as per

section 25(T) of the I.D.Act that’s why the workman is entitled for regularisation and reinstatement of the bank.

5.

In order to establish his claim, workman side examined just one witness, the workman Sri Jawahar Kumar as

a W.W-1. Besides oral evidence workman side got some documents marked as:-

(i)

Ext.-W-

Cash remittance voucher of dt- 31.03.2017 in

the pen and signature of Haiment Kumar

Prasad the Branch Manager.

(ii)

Ext.-W/1- Payment voucher of 31.03.2017 amounting Rs.

3640/- paid to Jawahar Kumar i.e in the pen

and signature of Haimant Kumar Prasad, the

Branch Manager.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2613

(iii)

Ext/-W/2- Payment made to the Jawahar Kumar for its

to W/2-29 different works through vouchers from

26.02.2016 series onwards.

(iv)

Ext.- W/3- Voucher of dt- 15.07.2017 paid to Jawahar

Kumar for the conveyance charges of work dt-

(v)

Ext.- W/4- Voucher of dt-05.07.2017 paid to Jawahar

Kumar for the conveyance charges of Rs. 300/- of work

dt-30.06.2017.

(vi)

Ext.-W/5- Voucher of dt- 05.07.2017 amounting Rs.

4950/- paid for cleaning of branch to Jawahar Kumar for

the 11 days works.

(vii)

Ext/-W/6- Payment voucher of dt- 25.09.2017 for the work

of 01.09.2017 to 15.09.2017 paid to Jawahar Kumar.

6.

On the other hand management side examined altogether three witness to controvert the claim of the

workman, who are namely Haiment Kumar Prasad, Branch Manager (W.W-1), Shiv Nath Kumar, Assistant (M.W-2),

and Sanjay Nath Charan (W.W-3).

Management sides did not get any documents Extd.

7.

First of all this tribunal, scrutinizes the evidence of the workman Jawahar Kumar (W.W-1) who stated before

this tribunal he was working in the State Bank of Bikaner & Jaipur, Regional Office, Patna from 01.09.1995 to

14.08.2013. Thereafter, he was engaged for his service in SBBJ, Buxar branch from 16.08.2013 to 08.12.2017. This

witness further stated that he used to discharged his duties at management bank right from opening of the bank till 8-9

P.M. During his working he used to open the bank thereafter he used to clean the bank premises before the bank time.

He put registers on the counters as per requirement of the staff, some time he took the cash box and place the same to

cash counter. This witness also stated that he used to stich the voucher and some time he was sent for cash remittance

by the branch manager and he also discharged the duties of postal work. This witness further stated that his duties was

similar to permanent peon or messengers. This witness further stated that there was no permanent peon and no

permanent sweeper posted in the Buxar branch of SBBJ during his service period. This witness further stated that he

was paid @ Rs.450/- to Rs.500/- per day by the bank manager after passing the voucher and some time he received

the payment in other names also. This witness further stated that he discharged the duties in the management bank at

the instruction of than Branch Manager. This witness also admitted that no appointment letter was issued by the bank

but he used to make entry of his hazari in a Shadow register. This witness further stated that when the notice receive

by the bank from this tribunal he was stopped from doing work their. This witness further stated that he used to

received wages for the cash remittance and cleaning work separately. This witness further stated that his claim is for

his reinstatement and regularisation of his service.

In cross-examination this witness categorically stated in para-14 that he never filed any petition before the bank

authority for his regularisation of his service. This witness also admits in cross-examination initially he was doing the

duty of opening the bank gate at and cleaning the premises. In para-16 of the cross-examination this witness

categorically stated that he did not receive any appointment letter from the bank and he also never asked bank for the

appointment letter. This witness also admits in para-17 that he never paid any subscription fee to any union and he

used to received his payment of wages through voucher and he has filed some vouchers. In para-19 of the cross-

examination this witness admits his date of birth is 06.09.1983 and first he started doing work in the Regional Office

at Patna from 01.09.1995. In para-20 this witness categorically stated that he was sent to the Buxar Branch of SBBJ

from Regional Office but he has no paper of this facts because he was orally sent to the Buxar Branch. This witness

categorically stated in para-21 of the cross-examination that he has submitted petitions to the senior manager of the

bank for his permanent appointment.

8.

On the other hand management examined altogether three witnesses M.W-1 Haiment Kumar Prasad, the

Branch Manager of SBI Branch, RBSS, Road Branch who deposed before this tribunal on 17.05.2018 who stated

before this tribunal he was posted in Buxar Branch from 20.07.2016 to 07.08.2017 as a Branch Manager and he was

posted at that branch prior to merger and later on 01.04.2017 five other banks merged in the SBI ( Sisters Bank ). This

witness further stated that former Branch Manager and one officer Deepak Chandra Srivastava has apprised me about

Jawahar Kumar. This witness further stated that when he received a notice from this tribunal he came to know

Jawahar Kumar has filed a petition for the regularisation of his service for the post of messenger in this tribunal. This

witness also stated that he came to know from Jawahar Kumar he was also engaged in the Regional Office of SBBJ.

This witness further stated that Jawahar Kumar was doing the cleaning work of the branch and he also discharged the

work of vouchers stiching and other Misc. work as and when required he joined Buxar Branch at that time one officer,

two clerk and one guard were posted their. This witness further stated that Jawahar Kumar used to discharged his

duties of cleaning two and half hour of the branch and when ever bank took other work he stayed at the bank for 5-6

hours. This witness further stated that Jawahar Kumar used to furnish a petition for his work @ of daily wage some

2614

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

time weekly and some time on completion of 10 days then his wages was paid accordingly. This witness further stated

that he can’t say Jawahar Kumar was doing work in the bank for the last 15 years. His head office never asked the

names of daily wager of the branch. This witness further stated that Jawahar Kumar was never filed any petition for

his regularisation of his service during his tenure. This witness further stated that he called Jawahar Kumar in the

branch as and when required.

In cross-examination this witness categorically stated that he admits that he was the employee of SBBJ and during his

tenure at Buxar Branch no messenger was posted there. In para-19 of the cross-examination this witness admits that

he used to pay Rs.150/ to 160/- as daily wage to Jawahar Kumar and some payment was made for the other works @

of Rs.280/- per day. This witness admits in para-20 of cross-examination that Jawahar Kumar was sent for the cash

remittance and for which he was paid and he proved the voucher for the work of cash remittance of date 31.03.2017

@ in his pen and signature as Ext.-W. He also proved the payment voucher of dt-31.03.2017 amounting Rs. 3640/-

i.ein his pen and signature to paid Jawahar Kumar as Ext.-W/1. He also proved the payment vouchers from

26.02.2016 onwards paid to Jawahar Kumar as Ext.-W/2 to W/2-29 respectively. In para-23 of the cross-examination

this witness admits that Jawahar Kumar discharged his duties at the order of Branch Manager. In para-25 of the cross-

examination this witness categorically stated that he has no knowledge whether SBBJ had formulated any scheme for

the regularisation of daily rated workers and he categorically denied that the Central Office, Jaipur has asked the list

of temporary worker for the regularisation of their services and he did not sent the same and in para-27 of the cross-

examination this witness categorically stated that this is not fact Jawahar Kumar used to bring keys of the bank from

the residence of Branch Manager and he remained in the bank premises from 9.30 A.M to closing of the bank. This

witness admits in para-28 of the cross-examination on requirement some time Jawahar Kumar did the work of

voucher stitching and note stitching.

9.

M.W-2 Shiv Nath Kumar is an Assistant in S.B.I, who deposed before this tribunal on 17.07.2018. This

witness stated before this tribunal that he was posted in Buxar Branch from 18.12.2015 to 01.07.2018 prior to the

merger of the bank while he was serving in Buxar Branch, Jawahar Kumar was also posted there. This witness further

stated that when the notice is received from the tribunal he came to know Jawahar Kumar has filed a case for

regularisation of his service. This witness further stated that Jawahar Kumar was doing the cleaning work of the bank

premises and also discharged the duties of placing files at different counters. He used to come in the bank at

09.45P.M. This witness further stated that Jawahar Kumar used to furnish a petition for his payment accordingly he

was paid by the bank. This witness further stated that he does not know Jawahar Kumar was doing the work in the

bank for the last 15 years. He also can’t say, head office had asked the list of casual workers of his branch. This

witness further stated that Jawahar Kumar never filed any petition for his regularisation and when he was posted in

Buxar Branch. There was four staffs, two officers and two clerk.

In cross-examination this witness admits that in para-11 that he joined the SBBJ at Sawnwar Branch of Udaypur on

01.06.2013. This witness also stated in para-12 of the cross-examination that he is not well aware of the full facts of

the case and he can’t say about first day and last day of working of Jawahar Kumar. In para-14 of the cross-

examination this witness categorically stated that during his tenure at Buxar Branch there was no messenger / sweeper

except Jawahar Kumar and he further stated in para-15 of the cross-examination that he does not know Jawahar

Kumar was retrenched from service from 11.12.2017. In para-17 of the cross-examination this witness categorically

admits that some time Jawahar Kumar was sent for the cash remittance by the Branch Manager for which he was paid

and this witness further proved the voucher i.e issued by the then Branch Manager and was signature of Jawahar

Kumar receiver that is marked as Ext.-W/3. He has also proved the vouchers of dt- 05.07.2017 paid to Jawahar

Kumar for the conveyance charges and further proved the voucher dt- 05.07.2017 amounting Rs. 4950/- for the

cleaning of the branch over which the then Branch Manager and Jawahar Kumar put their signature on both the

vouchers marked as Ext.-W/4 & W/5 respectively. In para-20 of the cross-examination this witness categorically

stated that he never saw any other person than Jawahar Kumar doing the work of cleaning in the Buxar branch.

10.

M.W-3 Sanjay Nath Charan is a Branch Manager of SBI, who deposed before this tribunal on 27.09.2018

this witness stated before this tribunal that he was posted at Punchmukhi branch of Buxar on 04.08.2017 and at that

time two officers, two assistant and one guard were posted. This witness also stated that during his tenure at

Punchmukhi branch Jawahar Kumar was also posted and he came to know about the Jawahar Kumar from the Branch

Manager. This witness further stated that the claim of Jawahar Kumar, he was working as messenger is totally false.

Jawahar Kumar was doing cleaning work as and when required and he used to discharge the duties 1-2 hours. This

witness further stated that on the petition of Jawahar Kumar regarding his payment, the wage payment was paid

accordingly. This witness further stated that he has no knowledge that Jawahar Kumar was serving in the bank for the

last 15 years. This witness also stated that Jawahar Kumar was never filed any petition for the regularisation of his

service in the bank. This witness further stated that he was remained in Punchmukhi Branch of Buxar till May 2018

and when he transferred from that branch Jawahar Kumar was not working.

In para-11 of the cross-examination this witness categorically stated that he does not know, Jawahar Kumar was

posted at the Regional Office of the SBBJ prior to doing worked Punchmukhi Branch. In para-12 of the cross-

examination this witness admits that he know this facts, Jawahar Kumar filed this case for regularisation of his

service. This witness categorically stated in para-13 of the cross-examination that he can’t say about the first day and

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2615

last day of working of the Jawahar Kumar. In para-14 of the cross-examination this witness stated that this is not fact

after reference case Jawahar Kumar was retrenched from the service after 08.12.2017. In para-15 of the cross-

examination this witness categorically stated that no appointment letter was issued to the Jawahar Kumar and no

termination letter was given to him. In para-17 of the cross-examination this witness categorically admits that during

his tenure Punchmukhi Branch of Buxar there was no messenger and part time sweeper in the said branch. In para-18

this witness admits that Jawahar Kumar was paid Rs. 200/- - Rs. 300/- per day wages but Jawahar Kumar did not

discharge any duty of messenger. In para-21 of the cross-examination, this witness admits that during his tenure the

payment to Jawahar Kumar fortnightly and he further proved the payment voucher dt- 25.09.2017 for the working of

01.09.2017 to 15.09.2017 i.e issued in his signature, this payment was credited in the account of Jawahar Kumar @

Rs.450/-per day, which has been marked as Ext.-W/6. In para-22 of the cross-examination this witness categorically

stated that he has no knowledge, whether Jawahar Kumar was served any notice, notice pay or retrenchment

compensation before retrenchment. In para-24 of the cross-examination that this witness stated that this is not fact that

Jawahar Kumar has discharged his duties regularly at the bank branch and this is also not fact that he has discharged

worked as and when required.

11

It is argued from the workman side, that Jawahar Kumar, the workman was orally appointed to discharge the

duties of a peon / messenger w.e.f 01.09.1995 to 14.08.2013 at Regional Office of SBBJ, Patna. and he discharged all

the duties of the peon / messenger from 9.30 A.M to 6.00 P.M,later on he was shifted to Buxar Branch on 16.08.2013

in the same capacity. It is further argued that initially the workman was paid wages @ Rs. 275/- per day while

working at Buxar Branch. This facts is thoroughly corroborated by Jawahar Kumar himself before this tribunal by

way of oral evidence and he has also filed some documentary evidence regarding his vouchers i.e proved by the

management witnesses i.e marked as Ext.-W the cash remittance dt- 31.03.2017 for cash remittance voucher and Ext.-

W/1 the payment voucher dt-.31.03.2017 amounting Rs. 3640/- and Ext.-W/2 to W/2-29 series the payment vouchers

paid to Jawahar Kumar after 26.02.2016 for his different work. The payment voucher clearly establish Jawahar

Kumar was doing his duty at the Buxar Branch of SBBJ later on after merger it was SBI before stopping him to

discharge duties on 08.12.2017. It is further argued that the management witness categorically admitted that there was

no peon and cleaning staff posted at the Buxar Branch that’s why the Branch Manager took the services of Jawahar

Kumar of different nature. It is also argued that the management bank did not produce any witness from the Regional

Office that could controvert the assertion of workman he was doing duties at SBBJ from 1995 to 14.08.2013. It is

further argued that when the workman raised dispute for the regularisation of his service and thereafter he was

stopped from doing work at Buxar Branch of SBI on getting notice from the tribunal. The management neither gave

any notice, nor given retrenchment compensation, so management violated the mandatory provision of the section-

25(F) of the I.D.Act. Moreover, workman has discharged the regular duties for morethan 240 days in 12 calendar

months preceding his termination in the Oct.2017 i.e well proved by the payment vouchers placed by the workman

from Ext.-W to W/6. It is further argued that there was need of sub-ordinate staff in the Buxar Branch that’s why the

Branch Manager took the service of Jawahar Kumar regularly because the work of Jawahar Kumar was perennial in

nature. It is further argued that taking the services of Jawahar Kumar by the bank for a long time and when he raised

dispute for regularisation of his job, he was terminated so management resorted the unfair labour practice as per

section 25(T) of the I.D.Act. It is further argued that the workman has thoroughly proved his claim for reinstatement

in the service of the bank as a sub-ordinate staff( peon / messenger ) and further to regularise his services with all

consequential benefits.

12.

On the other hand it is argued on behalf of the management side that though the workman has produced

some copy of payment vouchers but he did not place any kind of documentary evidence or supporting oral evidence

regarding his working at Regional Office of SBBJ from 1995 to 14.08.2013. Moreover, workman claimed is age 32

years at the time of deposition before this tribunal on 29.05.201. He also deposed he started work in Regional Office

of SBBJ from 01.09.1995 at that time, as per his assertion he was only eight years of age. No bank to take the services

of a minor boy of eight years for the opening the gate placed cash box and registers, this is the totally sweeping and

false claim given by the workman just to mislead the tribunal. It is further argued that the witness of the management

thoroughly stated in their evidence Jawahar Kumar discharged duties at Buxar Branch as and when required and for

which he was duly paid. All the witnesses categorically stated that no appointment letter was issued to the workman

and also impressed to the tribunal Jawahar Kumar was never discharged the duties of temporary messenger since no

appointment letter was issued to the Jawahar Kumar so there is no question of termination arises. It is further argued

that this reference is for a dispute of regularisation of his service without passing any order on the point of

termination, no order can be passed on the point of regularisation. It is further argued that there was no employer and

employee relationship of the bank of the Jawahar Kumar. Since no proper appointment letter was issued to the

Jawahar Kumar so there is no violation of section 25(F) of the I.D.Act. Moreover, workman did not discharge work of

240 days in a calendar year because workman was engaged on daily wages basis as and when required that was duly

reported by the management witness before this tribunal. It is further argued that the workman was paid on daily wage

basis and he was never in continuous employment by the bank at any time during the alleged period so non

engagement would not be retrenchment U/S-2(oo) of the I.D.Act. It is further argued that since there was no employer

and employee relationship with the workman. So there is no violation of 25(T) of the I.D.Act. It is further argued that

bank has its own recruitment rules of selection of sub-ordinate staff. No branch officer is competent to engage the

2616

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

workmen taking his service as a temporary peon of messenger save and except for cleaning purposes of the branch as

a daily wager. It is further argued that by the management side the Hon’ble Apex Court clearly held in State of

Karnataka and others Vs. Uma Devi case there is no fundamental right in those who have been employed on daily

wages or temporarily or on contractual basis, to claim that they have a right to be absorbed in service. They cannot be

said to be holders of a post. It is further argued from the management side it is held in Union of India &Ors. Vs Ilmo

Devi &Anr., Civil Appeal No.- 5689-5690 of 2021 that “ Part Time Employees are not entitled to seek regularization

as they are not working against any sanctioned post and there cannot be any permanent continuance of part-time

temporary employee as held. Part time temporary employees in a Government run institution cannot claim parity in

salary with regular employees of the Government on the principles of equal pay for equal work. Accordingly on the

basis of evidence as placed by the management workman is not entitled to regularization or reinstatement in the

service of the bank.

13.

Considering all the facts and the materials available on the record as placed by rival parties and considering

the submissions as advanced on behalf of the both the sides, this tribunal finds that the workman Jawahar Kumar

claimed initially he was engaged at the Regional Office of SBBJ, Patna from 01.09.1995 and he remained there till

14.08.2013 and he was discharging the duties of messenger including cleaning work of the premises and other

assigned work by the management bank. This facts is narrated by the workman in his statement of claim and in his

evidence before this tribunal. However, the management bank denied this claim of the workman,as he was ever

engaged at the Regional Office of SBBJ, Patna because no documentary proof is given by the workman before this

tribunal. Moreover, no other oral evidence is placed by the workman in this regard. This tribunal finds that the

workman who deposed before this tribunal on 29.09.2019 and he claims his age 32 years meaning there by he was

barely 8 years at the time of engagement as SBBJ, Patna Regional Office on 01.09.1995 that looks absurd and not

reliable at all because no Regional Office or a schedule bank can engage any person below 18 years of the age as a

casual or temporary worker. Further this tribunal finds that not a single chit of paper has been produced by the

workman Jawahar Kumar to suffice this claim he was working at the Regional Office of SBBJ from 01.09.1995 to

14.08.2013 and workman also failed to produce other oral evidence on this facts, so statement of the workman he was

working at the Regional Office of the SBBJ from 01.09.1995 to 14.08.2013 is not convincing and reliable. This

tribunal further finds that the workman Jawahar Kumar also claims he was also engaged at the Buxar Branch of SBBJ

from 16.08.2013 to 08.12.2017 before stopping him to discharge duty in the said branch by the then Branch Manager.

On the other hand the management bank admitted this facts that the bank took the services of workman Jawahar

Kumar during this period on as and when required basis. He never discharged continuous working there. However,

workman through his oral evidence and documentary evidence reported to this tribunal he was discharging the duties

at the Buxar Branch at the instruction of the then Branch Manager cleaning work, vouchers and notes stitching and

some times postal work and cash remittance work and he was getting payment through vouchers by the management

bank. This tribunal finds that the workman has furnished copy of the some payment vouchers i.e Ext.-W the payment

voucher amounting to Rs. 150/- for the purpose of cash remittance work of dated- 30.03.2017 and Ext.-W/1 the

payment voucher of Buxar Branch amounting to Rs. 3640/- for the Misc. work done by the Jawahar Kumar from

16.03.2017 to 31.03.2017. This tribunal further finds that workman Jawahar Kumar also produced some payment

voucher regarding Misc. work at the Buxar Branch i.e from period of 20.08.2016 to 31.03.2017 i.e marked as Ext.-

W/2 to W/2-29 and this is dully proved by the management witness M.W-1. These vouchers indicates, Buxar Branch

of SBBJ took the services of workman Jawahar Kumar from cleaning of the premises to other Misc. work for which

the bank paid to the Jawahar Kumar.It does also show that Jawahar Kumar was engaged by the management bank for

the different works, because there was no permanent peon / messenger / PTS posted at that Branch during the period

of August 2013 to 08.12.2017 that is admitted by management witness too. Hence the claim of the management bank

the services of workman Jawahar Kumar was taken as and when required is not acceptable at all. Ext.-W/3 is the

voucher amounting to Rs. 150/- paid to Jawahar Kumar for the cash remittance work done by him on 29.06.2017 and

the Ext.-W/4 is the payment vouchers for the conveyance purposes paid to Jawahar Kumar for the workman of

30.06.2017 and payment voucher of dt- 05.07.2017 amounting to Rs. 4950/- ( Ext.-W/5 ) i.e paid to the Jawahar

Kumar for the cleaning of the branch and Misc. work from 16.06.2017 to 30.06.2017. These three documents is

proved by M.W-2 Shiv Nath Kumar. Ext.-W/6 is the payment voucher of dt- 25.09.2017 amounting to Rs. 6750/- paid

to Jawahar Kumar for the Misc. work from 01.09.2017 to 15.09.2017 @ Rs. 450/- per day. These payment voucher

clearly establish that bank was taking the services of Jawahar Kumar continuously not on as and when required basis

because there was no sub-staff posted at the Buxar Branch of SBBJ. Moreover, work of sub-staff is a pennerial work

in any bank’s that why management bank took the services of Jawahar Kumar. This tribunal finds that the oral and

documentary evidence as produced by the workman clearly established this fact that he was engaged by the

management bank of Buxar Branch from 16.08.2013 to 08.12.2017 and this is more or less admitted by witnesses of

the management before this tribunal at the same time they also admit there was no sub-staff or PTS posted in the

Buxar Branch of management bank. The management bank also did not place any authentic evidence that could show

the management bank took the services of other persons other than Jawahar Kumar.So the claim of the management

bank the services of Jawahar Kumar was taken at Buxar Branch during August 2013 to December 2017 on as and

when required basis can’t be believed. So the claim of the workman, he was continuously engaged at Buxar Branch of

the management bank right from 16.08.2013 to 08.12.2017 is duly established because there was no Sub-staff / PTS /

Messenger posted at the Buxar Branch of the management bank that’s why management bank took the services of

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2617

workman Jawahar Kumar of different nature that can be discharged by only a sub-staff of the any bank.This tribunal

further finds that the management side strongly denied the claim of the workman Jawahar Kumar disclosing he was

engaged as a temporary worker but on need based and management also tried to pacify this plea through some

judgement of the Hon’ble Apex Court as discussed above in the argument by the management representative the

management bank argued no temporary worker gets absorption without going through the recruitment process of the

bank and temporary worker has no right to claim for his regularisation in the service even a worker has discharged

duties for a long time but these ruling are not applicable to the instant case as considering the total scenario of this

dispute as raised by the workman and thereafter reference was sent by the appropriate Govt.. This tribunal finds that

this is the consistent stance of the workman Jawahar Kumar, he was engaged orally in the Buxar Branch of SBBJ now

called SBI from 16.08.2013 to 08.12.2017 when he was stopped from doing work there and this is thoroughly proved

by the workman through oral and documentary evidence, moreover, management witness also supported this fact

workman Jawahar Kumar was engaged in the Buxar Branch of the management bank and he discharged different

works of the bank and for which he was paid and the management witness also admits that there was no sub-staff or

cleaning staff in the Buxar Branch right from 16.08.2013 till 08.12.2017. Evidence of the workman thoroughly

establishedthis factsthat he discharged the duties of different nature of Buxar Branch at the instruction of the then

Branch Managers continuously this is the clear bank was in need of the service of a sub-staff and management bank

took the service of Jawahar Kumar continuously without giving any service condition to him. This tribunal further

finds and hold that if a workman discharged the duties continuously for more than 240 days in a one calendar year

preceding his termination.He has a right to a demand for his regularisation and he can’t be retrenched without notice

and notice pay and compensation by the management side. Here in the instant case Jawahar Kumar has discharged his

duties at Buxar Branch for more than 240 days in a calendar year right from 16.08.2013 to 08.12.2017 when he was

stopped from doing work without having any notice or notice pay this is the violation of section-25(F) and the

retrenchment covered U/S-2(oo) of the I.D.Act. This tribunal further finds and hold that while this reference case was

pending to adjudicate the issue, not regularising the service of workman Jawahar Kumar by the management bank is

justified or not, but in the mean time, workman was stopped from doing work at Buxar Branch on 08.12.2017 for

which workman has filed complaint case U/S- 33 (A) of the I.D.Act and that was found correct. Order of that

complaint case is separately passed. Termination of the services of Jawahar Kumar by the management bank is

certainly amounts an unfair labour practice done by the management bank as per section- 25(T) of the I.D.Act. This

tribunal further finds and hold that in any banking system trust of an employee is very important while discharging

any duty either by permanent staff or by temporary staff. Here in the instant case Buxar Branch of the management

bank was in need of the service of sub-staff because there was no permanent sub-staff that’s why management bank

took the services of the Jawahar continuously right from 16.08.2013 to 08.12.2017 because of trust he reposed in the

management bank and hence his claim for regularisation in service is justified and since the management stopped

workman doing work from 08.12.2017 while this reference case was pending hence the workman is also entitled for

his reinstatement in the service of the bank from 08.12.2017 and for his regularisation in the services.

14.

On the ultimate analysis of all the facts and the material available on the record as discussed above this is the

considered opinion of this tribunal that the action of the management not to regularise the services of workman

Jawahar Kumar is not justified and further retrenchment from the service from 08.12.2017 is also not justified,

accordingly management is directed to reinstate the workman Jawahar Kumar in the services of bank and to regularise

his service from 08.12.2017 as per his qualification for post of sub-staff with all consequential benefits within the

period of two month of publishing of the gazette of the award.The order the passed in the complaint case no.- 02(C)

of 2018 that is related to this reference case is annexed with this award ( i.e part of the award ).This award is effected

after date of publication in gazette.

This is my award accordingly.

05.04.2024

MANOJ SHANKAR, Presiding Officer

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj सेंरल बैंक ऑफ इंजडया ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (100/2004)

izdkf”kr djrh gSA

[सं. एि–12012/90/2004-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

2618

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 13th June, 2024

S.O. 1190.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.100/2004) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Central Bank of India

and their workmen.

[No. L-12012/90/2004-IR (B. II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/100/2004

Present: P. K. Srivastava

H.J.S..( Retd)

Umakant Yadav

S/o. Ramkripal Yadav

R/o. Bhuibandh, Ward No.-30,

Shahdol (MP)

Workman

Versus

The Regional Manager

Central Bank of India, Ahuja Market

Shahdol (M.P.)

Management

A W A R D

(Passed on this 24th day of April -2024.)

As per letter dated 03/09/2004 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number

L-12012/90/2004-IR(B-II) dt. 03/09/2004. The dispute under reference related to :-

“Whether it is a fact that Shri Umakant Yadav S/o. Ramkripal Yadav was engaged as a peon by the

management of Central Bank of India during the period from January 1995 to March 2003 ? If so, whether the action

of management of Central Bank of India Regional Office Shahdol in terminating the services of Shri Umakan Yadav

S/o. Shri Ramkripal Yadav is legal and justified ? If not, what relief the workman is entitled to ?”

After registering the case on reference received, Notices were sent to the parties and were duly served on

them. They appeared and filed their respective statements of claim and defense.

According to the workman, he was appointed by the management in January 1995 as a peon and worked

continuously till 18.03.2000 when his services were terminated without any notice or compensation. During his

service tenure he was required to discharge all the duties of the peon and also other manual works performed by a

Class-IV Employee. The work was of a permanent nature though he was appointed on daily wage basis. He was paid

wages on vouchers drawn in his name and in various fictitious names like Kishan Lal, Veerbhan, Ram Lakhan, Sunil

and Ramesh just to deprived him of protection under the various statues including the Industrial Disputes Act 1947 (in

short the ‘Act’) and bipartite settlements. He raised a dispute against his illegal termination which was in violation of

Section 25-G and 25-H of the Act. After failure of conciliation, the reference was sent to this Tribunal. The workman

has thus prayed that he be held entitled to be reinstated with all back wages and benefits setting aside his

disengagement.

In its written statement of defense, the bank has denied the engagement of workman in any capacity and had

pleaded that there are certain recruitment procedure for recruitment of drivers and other employees. According to the

management the workman was never appointed against any regular post following recruitment procedure. In fact he

was purely engaged as a casual labour subject to availability of work. He never worked continuously for 240 days in

an year, hence his disengagement is not in violation of the Act. Accordingly, the bank has requested that the reference

be answered against the workman.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2619

The workman has filed his affidavit as his examination in chief on which he has been cross examined by

management. He has filed and proved photocopy document which is Ex. W/1. Management has also filed affidavits of

its witnesses who has been cross examined from the side of workman.

I have heard argument of Mr. Arun Patel learned Counsel for workman and Mr. Sudeep Chatterjee learned

Counsel for Management Bank. I have gone through the record as well.

From perusal of record in the light of rival arguments, following issues arise for determination.

1. Whether the workman has successfully proved his continuous engagement by bank for 240 days and

more within an year ?

2. Whether, the disengagement of the workman is in violation of Section 25-G, 25-F and 25-N of the Act ?

3. Whether the workman is entitled to any relief ?

Issue No.-1 & 2 :-

Since, both the issues are inter connected, they are being taken together. Pleadings of the parties on these

issues have been detailed earlier. The workman has corroborated his case on these issues in his affidavit as his

examination in chief. In his cross examination, he has stated that he was issued an appointment letter which he never

filed. He further states that he was engaged by the Branch Manager and admits that he was paid in different names.

There are certain photocopy documents filed by him but not proved which show that different daily wagers were paid

their wages by the bank at different point of time. His case that he was paid in different fictitious names though it was

he only who worked all the time, cannot be taken to corroborate his case because if it true that he received payments

in fictitious names, I am afraid this is impersonation. His certificate issued by the Branch Manager Ex. W/1 is also of

no help to him because firstly it is not issued by a person authorized and original has not been filed. There can be

dispute that since the original was given to the workman, it was in his possession. The management witness has stated

that the workman was a daily wager who was called for worked as and when required. He never worked continuously

for 240 days in any year.

The above description of statements and document is in no way be held sufficient to prove the engagement

of the workman for 240 days in any year. Hence, his disengagement also cannot be held in violation of the Act.

Hence, holding the continuous engagement of the workman for 240 days not proved, issue no.-1 & 2 are answered

accordingly.

Issue No.- 3 :-

In the light of finding recorded on issue no.-1 & 2, this issue is answered against the workman.

In the light of above observations and findings, the reference deserves to be answered against the workman and is

answered accordingly. No order as to cost.

DATE: 24/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

का

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj सेंरल बैंक ऑफ इंजडया ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky; tcyiqj ds iapkV (246/1999)

izdkf”kr djrh gSA

[सं. एि –12012/90/1999-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1191.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.246/1999) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Central Bank of India

and their workmen.

[No. L-12012/90/1999-IR (B-II)]

SALONI, Dy. Director

2620

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT, JABALPUR

NO. CGIT/LC/R/246/1999

Present: P. K. Srivastava

H.J.S..(Retd)

The Assistant General Secretary

Central Bank Employees Union,

C/o Central Bank, MICI Extn. Counter,

54, Paras Building, Jabalpur (MP)

Workman

Versus

Central Bank of India

The Regional Manager, CBI

Regional Office, 601, Napier Town

Jabalpur (MP)

Management

(J U D G EM E N T)

(Passed on this 08th day of May 2024)

As per letter dated 06/07/1999 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this Tribunal under Section -10 of I.D.Act, 1947 as per Notification No. L-

12012/90/1999 IR(B-II) dt. 06/07/1999. The dispute under reference relates to:

“1. Whether the management of Central Bank of India is justified in imposing the penalty of stoppage of

one annual increment upon Shri Ravi Prakash Agrawal, Clerk cum Typist ? If not, what relief the workman is

entitled to ?

2. Whether the management is justified to deny the annual increment due to the workman during the

period of suspension from 13.04.1993 to 14.04.1994, if not, what relief is the said workman entitled to ?”

After registering a case on the basis of the reference, notices were sent to the parties and were served. The

parties appeared and did not filed their respective Statement of Claim and Defense.

The case of the workman is mainly that he was served with a letter of suspension by the Regional Manager

of the Bank on 08.04.1993 advising him that a fraud of Rs. 90,000/- had taken place in SB Account No.- 8459 at

Branch Garha, Jabalpur while he was working as Cashier in the branch. He was kept under suspension from

13.04.1993 to 12.04.1994 pending charge sheet and enquiry. He was served a charge sheet on 30.09.1994 alleging

following misconduct against him :-

1. Doing an act prejudicial to the interest of the Bank or gross negligence or negligence involving or likely

to involve the Bank in serious loss which is major misconduct under para 19.5(j) of Bipartite Settlement.

2. Breach of any rule of business of the Bank or instruction for the running of the department, a

misconduct under Clause-19.7 (d) of the Bipartite Settlement.

Being not satisfied by his reply on the charge sheet, the management decided to conduct a departmental

enquiry which was conducted not according to the Bipartite Settlement and Memorandum of Settlement 2002. The

Enquiry Officer wrongly recorded a finding that the misconduct was proved. The Disciplinary Authority wrongly

relied on the finding of the Enquiry Officer and passed the impugned order of punishment against law.

The workman side prayed that setting aside the impugned punishment order, the workman be held entitled to

annual increment stopped by the management by the impugned punishment order and also be held entitled to get

annual increment for the period of his suspension from 13.04.1993 to 12.04.1994 with all consequential benefits.

Rebutting the case of the workman, management has taken a case that the departmental enquiry was

lawfully conducted, the Enquiry Officer correctly recorded his findings and the Disciplinary Authority also rightly

passed the impugned punishment order. Management has prayed that the reference be answered against the workman.

On the basis of pleadings a preliminary issue was framed by my learned Predecessor as follows:-

“Whether enquiry conducted against workman is legal and proper ?”.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2621

On the basis of evidence on record, this issue was decided by my learned Predecessor vide his order dated

04.04.2014 holding the departmental enquiry legal and proper. Following other issues were framed as follows :-

1) Whether, the alleged misconduct is proved from evidence in enquiry proceedings ?

2) Whether, the punishment of holding one increment of workman Shri Ravi Prakash Agrawal is legal and

proper ?

3) If so, to what relief the workman is entitled to ?

Final award was passed by my learned Predecessor on 13.04.2016. The charges of minor and major

misconduct were held not proved from evidence in enquiry proceedings, the punishment of withholding one

increment was held against law and improper and the management was directed to released one increment and pay

wages to the workman for the period of suspension deducting the subsistence allowance within 30 days from the date

of the notification of the Award in default 9% interest per annum from the date of Award till its realization.

The management Bank preferred W.P. No.- 18332/2016 against this award which was finally decided by

Single Bench of Hon’ble High Court of M.P. at Jabalpur vide order dated 01.08.2023. The Hon’ble High Court

observed that finding of my learned Predecessor that the conclusion of Enquiry Officer about the negligence of the

workman in duty was not supported by cogent evidence was recorded against law. It was further observed that

departmental enquiry is to be conducted on preponderance of probabilities and not on strict proof of guilt. Also it was

observed that the finding in the award was recorded without considering the entire record as well as the evidence of

parties in its entirety. Even if, the payment was authorized by Mr. S.N. Verma, it will not absolve the respondent (the

workman) from its liability. The award was set aside and the matter was remanded back for a fresh decision. It is in

compliance of the said order this case has been heard again.

The management filed original documents with respect to the departmental enquiry taken on record. These

documents are not disputed by the workman side.

I have heard argument of learned Counsel Mr. Pranay Choubey for workman and Mr. S.K. Gautam learned

Counsel for Management. Management has filed written argument also, which is part of record. I have gone through

the record as well the written arguments.

Issue No.-1 :-

As the order of Hon’ble High Court referred to above, states, the finding of my learned Predecessor with

regard to legality of the departmental enquiry has not been disturbed. Also, it comes out from perusal of record that

out of the charges of misconduct leveled by management in the charge sheet dated 30.09.1994 against the workman,

charge with respect of negligence by the workman in discharge of his duties was held proved by the Enquiry

Officer. The remaining charges regarding gross negligence which is major misconduct, were held not proved

against the workman. The Enquiry Officer observed that the workman was thus found guilty of ignoring the

absence of signatures of the Teller Clerk on MEx1 and MEx2 in token of withdrawals dated 04.12.1992 and

15.01.1993 having been posted in ledger. He also observed that it was evident that the workman failed in

bringing this fact to the notice of the Head of Department thus according to the Enquiry Officer charge against

the workman was proved only in respect to negligence in discharge of his duties.

Regarding the charge of negligence on the part of the workman resulting into payment of forged withdrawals

in HSS A/C 0459 of Smt. Sneh Mishra on 04.12.1992 and 15.01.1993, the Enquiry Officer observed that the

workman could not be made liable for the same since he had followed procedure laid down in point 10 page 53 of

Manual of Instructions regarding scrutiny by cashiers before payment.

As it comes out from record that the Disciplinary Authority did not agree with the finding of Enquiry Officer

that the charge of gross negligence in discharge of his duties, was not proved. The Disciplinary Authority further

observed that as per MEx30 which is a certificate issued by Branch Manager and initialed by Mr. S.N. Verma

Accountant, debit entry of Rs. 60,000/- dated 04.12.1992 was made by the Teller Clerk Prabha Shukla in the

passbook of Smt. Sneh Mishra on 20.01.1993 which shows that the passbook did not accompany the withdrawal

form. Similarly debit entry of withdrawal of Rs. 30,000/- on 15.01.1993 in the account of Smt. Sneh Mishra was

made on 20.01.1993 by the Teller Clerk, which shows that at the time of withdrawal of this amount also, the

withdrawal form did not accompany the passbook. Disciplinary Authority further observed that the workman could

not be absolved for his lapses in making payment of MEx1 & MEx2 without passbook when there was no such

request from the account holder.

I am not inclined to agree with this finding of the Disciplinary Authority because the question arises as to

whether the rules made it obligatory on the workman, who was a cashier at that time, to ensure the production of

passbook at the time of disbursal of the amount withdrawn. Clause-10 of the Manual, referred to by the Enquiry

Officer in his enquiry report is being reproduced as follows:-

2622

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Clause-10 :- Scrutiny by cashiers before payment –

When the cashier receives cheque/withdrawal forms from saving department for payment, he should initial in

the cash payment book and take the instruments. He should verify that all such payments are approved by the

authorized officer. Before handing over cash, paying cashier should asked the presenter of the token to state

orally the amount to be received by him (this ensures that payment is not made to the wrong person or wrong

amount). Then he should obtain the signature of person receiving cash on the over leaf of the instrument and

match the signature on the over leaf of presenter, who must have signed ones at the time of receiving token.

During the enquiry proceedings, statement of management witness no.-1 and his cross examination also

require to be mentioned, this witness states that both the instruments were posted by Prabha Shukla Teller Clerk in the

ledger there are two signature of the account holders, the token number and the denomination of notes. He also admits

that the instruments were passed for payment by Shri S.N. Verma Accountant.

When the workman, who was working as a cashier at that time, was not obligated under any rule or circular

to insist on production of passbook at the time of disbursal of amount with regard to any instrument, cleared for

payment by the concerned authority. He could not be expected in law to insist on production of passbook at the time

of disbursal of amount. Hence, his non insistence regarding production of passbook at that time could not be termed

as gross negligence. After all, negligence is failure in duty to take care. For establishing charge of negligence, it

should be proved that there was a duty on part of the person charged of negligence to take care. Hence, in the light of

above discussion, the observation of the Disciplinary Authority that the charge of gross negligence was proved

against the workman is held to have been recorded on conjunctures and surmises and cannot stand the scrutiny of law.

This charge is held not proved.

Issue no.-1 is answered accordingly.

Issue No.-2 :-

In the light of finding on issue no.-1, the punishment order passed by the Disciplinary Authority and the

Appellate Authority so far as to it relates with respect to the charge of gross negligence is liable to be set aside and is

set aside accordingly. However, the punishment with respect to the charge of negligence under Clause-19.5(j) of

Bipartite Settlement is held to have been passed as per law and fact.

Issue no.-2 is answered accordingly.

Issue No.-3 :-

In the light of above discussion and findings, the punishment order passed by the Disciplinary Authority,

confirmed by the Appellate Authority with respect to withholding of one increment of the workman is liable to be set

aside. The punishment order with respect to censuring the workman for minor misconduct of negligence is liable to be

affirmed.

Issue no.-3 is answered accordingly.

In the light of above discussion, following Award is passed.

A W A R D

Holding the punishment order regarding stoppage of one increment upon the workman unjust and improper,

the workman is held entitled to get his one increment held by management and all consequential in service and post

retiral benefits accordingly to be computed and paid to him within 30 days from the date of publication of the Award

in official Gazette, failing which interest @ of 8% from the date of Award till payment.

The action of management in awarding censure entry for the charge of minor misconduct of negligence and

holding the increment for his suspension period from 13.04.1993 to 12.04.1994 is held just and legal. No order as to

cost.

DATE: 08/05/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

का

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS?kksfxd fookn

esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (38/2011) izdkf”kr djrh gSA

[सं. एि -12012/65/2010-vkbZ vkj (ch-II)]

सलोनी, उृ जनिेिक

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2623

New Delhi, the 13th June, 2024

S.O. 1192.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.38/2011) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Canara Bank and their

workmen.

[No. L-12012/65/2010-IR (B. II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/38/2011

Present: P.K.Srivastava

H.J.S..(Retd)

Dalchand Biyani

S/o. Motilal Biyani,

68, Kotwali Road,

Bhopal (MP)

Workman

Versus

Branch Manager

Canara Bank

Berasiya Road,

Bhopal (MP)

Management

(J U D G EM E N T)

(Passed on this 18th day of April 2024)

As per letter dated 11/05/2011 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this Tribunal under Section -10 of I.D.Act, 1947 as per Notification No.

L-12012/65/2010 IR(B-II) dt. 11/05/2011. The dispute under reference relates to:

“Whether the action of the management of Branch Manager, Canara Bank in terminating the agency

of Shri Dalchand Biyani w.e.f. 22.11.2002 is justified ? What relief the workman is entitled for ?”

After registering a case on the basis of the reference, notices were sent to the parties and were served. The

parties appeared and did not filed their respective Statement of Claim and Defense.

The case of the workman is mainly that he was appointed by the management bank in the year 1976 as

Deposit Collector and was paid his salary as well allowances by the bank which was Rs. 750/- per month salary and

commission as well subsidy on collection @ of 2%. He continuously worked as Deposit Collector till 22.11.2002

when his services were illegally terminated by the bank without paying any compensation which is in violation of

Section 25-F, 25-G of the Act. Rule 76 and 77 of Industrial Disputes (Central) Rules 1957, hereinafter referred to by

the word “Rules”, were also violated by not preparing seniority list by the management. One Devi Singh Rajput

whose services were also terminated was re-engaged in violation of Section 25-H of the Act. The workman has thus

prayed that holding his termination against the Act, he be held entitled to be reinstated with back wages and benefits.

The management has taken a case that a scheme for small deposits named as New Nitya Nidhi Deposits was

introduced by the bank and to encourage the members of public, the workman was engaged as deposit collector to

work as an agent of the bank. Terms and Conditions of the agreement dt. 19.11.1983 regulating the agency of the

workman were accepted unconditionally and signed by him. These terms and conditions agreed at between the parties

have mentioned in para 2.1 of the written statement of bank. This is also the case of management that while acting as

deposit collector, the workman misappropriated amounts collected from the customers which he unconditionally

admitted in writing vide his letter dated 13.11.2002 and 16.11.2002, hence, his agreement/agency was terminated,

hence, no illegality committed by bank in terminating his agency. He never deposited the money collected by him

from various depositors details mentioned in para 2.2 of the written statement. Furthermore his claim is barred by

delay and latches on his part. According to management bank, since he was under agreement, there is no violation of

the Act in terminating his agency because he is not a workman as defined U/S. 2(s) of the Act. Accordingly,

management has sought that the reference be answered against the workman.

2624

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

In evidence the workman has filed and proved photocopy of his identity card he has filed his affidavit as his

examination in chief. Management has cross examined him. Management has filed the affidavit of its witness who

never turned up for cross examination.

None appeared for management at the stage of argument, hence argument of learned Counsel for workman

were heard by me. I have gone through the records as well.

Learned Counsel for the workman has relied on Judgment of Supreme Court in the case of Indian Banks

Association vs. The workmen of Syndicate Bank & Others AIR 2001 SC 946, in which it has been held that the

deposit collectors are workman as defined in Section 2(s) of the Act, though not entitled to be considered for

absorption as regular cadre. In the light of this discussion, the case of management that the applicant being deposit

collector is not workman U/S. 2(s) of the Act fails and the applicant is held workman as defined U/S. 2(s) of the Act.

The second leg of argument that the workman was paid salary by bank also fails because in his cross

examination, the workman has admitted that there was an agreement regulating the terms and conditions between him

and the bank signed by both before his appointment as deposit collector which is the case of the bank.

In his cross examination the workman has stated that he had signed letters admitting misappropriation of the

money collected by him from the depositors by not depositing it with the bank but not voluntarily rather under

pressure by the manager. In absence of any material on record to indicate that he brought this fact into notice of

anyone renders his this statement not so reliable. This is the case of management that he had misappropriated the

money collected from the depositors by not depositing with the bank and made in writing admissions in this respect.

Section 2(oo) of the Act which defines retrenchment is being reproduced as follows :-

“retrenchment” means the termination by the employer of the service of a workman for any any reason

whatsoever, otherwise than as a punishment inflicted by way of disciplinary action, but does not include—

(a) voluntary retirement of the workman; or

(b) retirement of the workman on reaching the age of superannuation if the contract of employment between the

employer and the workman concerned contains a stipulation in that behalf; or

(bb) termination of the service of the workman as a result of the non-renewal of the contract of employment

between the employer and the workman concerned on its expiry or of such contract being terminated under a

stipulation in that behalf contained therein; or

(c) termination of the service of a workman on the ground of continued ill-health;”

Since, the termination of agency of the workman was result of disciplinary action, it cannot be held

retrenchment as defined above. Needless to say there was no occasion of conducting an enquiry when the workman

himself admitted his misconduct.

In the light of above discussion and findings, the reference deserves to be answered against the workman and

is answered accordingly. No order as to cost.

DATE: 18/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj डसंजडकेट बैंक,

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS?kksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (42/2022)

izdkf”kr djrh gSA

[सं. एि -39025/01/2024-vkbZ vkj (ch-II)-23]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1193.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.42/2022) of the Cent.Govt.Indus.Tribunal-cum-Labour Court Jabalpur

as shown in the Annexure, in the industrial dispute between the management of Syndicate Bank/ Canara Bank and

their workmen.

[No. L-39025/01/2024-IR (B-II)-23]

SALONI, Dy. Director

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2625

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/42/2022

Present: P.K.Srivastava

H.J.S..( Retd)

Shri Mahesh Kumar Dhuria S/o. Shri Kawarlal,

Resident of H.no. 07, Ward 09,

Harijan Basti, Narsinghgarh,

Rajgarh (M.P.) - 465669

Workman

Versus

The Mukhya Prabhand Nedeshek,

Syndicate Bank / Canara Bank,

Corporate Officer, Gandhi Nagar,

Bangalore (Karnataka) – 560009

Management

A W A R D

(Passed on this 15Th day of March-2024.)

As per letter dated 01/09/2022 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number J-1(1-

9)/2022-IR dt. 01/09/2022. The dispute under reference related to :-

“त या श्री मिेि कुमार िुररया कमवकार को मजससव डसंडीकेट बैंक / केनरा बैंक द्वारा आवेिक के काम से जनकाला

िाना न् यायोजचत िज? यदि निीं, तो उत त कमवकार को कब से और दकन लोगों के सा नौकरी ृर ृुन: बिाल

दकया िाना चाजिएᣛ?”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Time was allotted to the workman to submit his statement of claim. In spite of allotment of time and service of

notice , the workman never turned up and submitted his statement of claim. Management also did not file its written

statement of claim/ defence. No evidence was ever produced by any of the parties in this Tribunal.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of workman not proved the

reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

DATE: 15/03/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj डसंजडकेट बैंक,

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

2626

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (41/2022)

izdkf”kr djrh gSA

[सं. एि -39025/01/2024-vkbZ vkj (ch-II)-22]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1194.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.41/2022) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Syndicate Bank/ Canara

Bank and their workmen.

[No. L-39025/01/2024-IR (B-II)-22]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/41/2022

Present: P.K.Srivastava

H.J.S..( Retd)

Shri Sagar Tamoli S/o. Shri Sanjay Tamoli,

Resident of H.no. 24, New Quarter,

Nehru Colony, Mata Mandir, Tehsil – Hujur,

Dsit. Bhopal (M.P) - 462003

Workman

Versus

The Mukhya Prabhand Nedeshek,

Syndicate Bank / Canara Bank,

Corporate Officer, Gandhi Nagar,

Bangalore (Karnataka) – 560009

Management

A W A R D

(Passed on this 15Th day of March-2024.)

As per letter dated 01/09/2022 by the Government of India, Ministry of Labour, New Delhi, the reference is received.

The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number J-1(1-8)/2022-IR

dt. 01/09/2022. The dispute under reference related to :-

“त या श्री सागर तमोली कमवकार को मजससव डसंडीकेट बैंक / केनरा बैंक द्वारा आवेिक के काम से जनकाला िाना

न् यायोजचत िज? यदि निीं, तो उत त कमवकार को कब से और दकन लोगों के सा नौकरी ृर ृुन: बिाल दकया िाना

चाजिएᣛ?”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Time was allotted to the workman to submit his statement of claim. In spite of allotment of time and service of

notice , the workman never turned up and submitted his statement of claim. Management also did not file its written

statement of claim/ defence. No evidence was ever produced by any of the parties in this Tribunal.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of workman not proved the

reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

DATE: 15/03/2024

P. K. SRIVASTAVA, Presiding Officer

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2627

नई दिल्ली, 13 िून, 2024

—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (24/2020)

izdkf”kr djrh gSA

[सं. एि -39025/01/2024-vkbZ vkj (ch-II)-21]

सलोनी, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1195—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.24/2020) of the Cent.Govt.Indus.Tribunal-cum-Labour Court Jabalpur

as shown in the Annexure, in the industrial dispute between the management of HDFC Bank and their workmen.

[No. L-39025/01/2024-IR (B-II)-21]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/24/2020

Present: P.K.Srivastava

H.J.S..( Retd)

Shri Maninder Singh Dhillon,

Resident of Village : Sheetalpur,

Post : Dhakoni,

Tehsil : Esagarh,

Disst. Ashok Nagar (M.P.)

Workman

Versus

The Regional Collection Manager,

HDFC Bank,

Third Floor, Star Planet Building,

Plot No. 9, M.P. Nagar Zone-2,

Bhopal (M.P.)

Management

A W A R D

(Passed on this 02nd day of May-2024.)

As per letter dated 07/02/2020 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number J-1(1-

19)/2020-IR dt. 07/02/2020. The dispute under reference related to :-

“त या, एचडीएफसी बैंक प्रबंिन, मुंबई द्वारा आवेिक श्री मजनन् िर डसंि दलल् लों को जबना आरोृ ृत्र िारी दकए,

दिनांक 19/09/2016 के माध् यम से तत् काल प्रभाव से कायव से ब ावस्ट् त दकया िाना उजचत िज? यदि निी तो उत त

कामगार अृने ृूवव के कायव ृर उसी जस्ट् जत में, बकाया वेतन सजित जनयोिन त ा संबंजित अनुतोष ृाने के

अजिकारी िज। ”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Time was allotted to the Workman to submit his statement of claim. In spite of the allotment of time and

service of notice, the Workman never turned up and submitted his statement of claim. Management also did not file

its written statement of claim/ defence. No evidence was ever produced by any of the parties in this Tribunal.

2628

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

None present, Speed Post notice to the Workman is served on him on 22nd November, 2023 and is served on

Management on 20th February, 2021 as per status report downloaded from internet. Parties have not appeared and no

pleading filed.

The Initial burden to prove his claim is on the Workman. Since the Workman did not file any pleading nor

did he file any evidence, in the absence of any evidence in support of holding the claim of the Workman not proved,

the reference deserves to be answered against the Workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the Workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

DATE: 02/05/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 13 िून, 2024

.—vkS|ksfxd fookn vf/kfu;e] 1947 (a1947 dk 14)dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj बडव वल्डव वाइड फ़्लाइट सर्ववसेि (इंजडया) प्राइवेट जलजमटेड ds izca/kra= ds lac) fu;kstdks vkSj

muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

–

सि

–

नं

1] नई दिल्ली ds iapkV (आई डी नम्बर 96/2021) dks izdkf”kr djrh gS] tks

dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y–11012/15/2021–vkbZ- vkj- (सी.एम--I)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 13th June, 2024

S.O. 1196—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 96/2021) of the Central Government Industrial Tribunal-cum-

Labour Court N0.1, New Delhi as shown in the Annexure, in the industrial dispute between the Management of

Bird World Wide Flight Services (India) Pvt.Ltd. and their workmen, received by the Central Government on

13/06/2024.

[No. L-11012/15/2021– IR (CM-I)

MANIKANDAN. N, Dy. Director

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer, Government of India Ministry of

Labour & Employment,Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

ID No. 96/2021

Sh. Jeet Kumar,

Through BWFS Airport Karamchari Union (Regd.),

W4, Opp. Kalkaji Bus Depot, Govind Puri,

New Delhi-110019.

Workman…

Versus

M/s Bird WorldWide Flight Services Pvt. Ltd.

E-9, Connaught Circus,

Connaught Place,

New Delhi-110001.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

11012/15/2021-IR(CM-I)) dated 29.06.2021 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the services of the workman Sh. Jeet Kumar has been terminated illegally and unjustifiably by the

Management of Bird World Wide Flight Services (India) Pvt Ltd., and if so to what relief the said workman is

entitled to and what directions are necessary in this regard?”

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2629

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Despite directions so given, Claimant union opted not to file the claim statement with the Tribunal.

3.

On receipt of the above reference, notice was sent to the workman as well as the managements. Neither the

postal article sent to the claimant, referred above, was received back nor was it observed by the Tribunal that postal

services remained unserved in the period, referred above. Therefore, every presumption lies in favor of the fact that

the above notice was served upon the claimant. Despite service of the notice, claimant opted to abstain away from the

proceedings. No claim statement was filed on his behalf. Thus, it is clear that the workman is not interested in

adjudication of the reference on merits.

4.

Since the workman has neither put in his appearance nor he led any evidence so as to prove his cause against

the management, this Tribunal is left with no choice, except to pass a ‘No Dispute/Claim’ award. Let this award be

sent to the appropriate Government, as required under Section 17 of the Industrial Disputes Act, 1947, for publication.

DATE: 19/04/2024

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 13

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj एयर इंजडया जलजमटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

–सि–

नं0 1] नई दिल्ली ds iapkV

(आई डी नम्बर

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr

gqvk FkkA

[सं. ,y–11012/05/2019-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1197.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 99/2019) of the Central Government Industrial Tribunal-cum-

Labour Court N0.1, New Delhi as shown in the Annexure, in the industrial dispute between the Management of Air

India Ltd. and their workmen, received by the Central Government on 13/06/2024

[No. L-11012/05/2019 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT DELHI - 1

ROOM NO.207, ROUSE AVENUE COURT COMPLEX, NEW DELHI.

ID No.99/2019

Ms. Bela Nanda

R/o H.no. 2138, Block C-2,

Vasant Kunj,

New Delhi-110070.

Claimant…

Versus

The Chairman/Managing Director,

Air India Ltd.113,

Gurudwara Rakabganj Road,

New Delhi-110001.

Management…

Claimant in person

2630

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Shri Vinay Prakash Singh A/R for the management

AWARD

In the present case, a reference was received from the appropriate Government vide letter No.L-11012/05/2019

(IR(CM-I)) dated 05.04.2019 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of the Act, for

adjudication of a dispute, terms of which are as under:

SCHEDULE

“i) Whether Ms. Bela Nanda Staff no. 223301 working with the Management of Air India is a workman under

Section 2(s) of ID Act, 1947 keeping in view of nature of duties performed by her?

ii) If so, whether the action of the Management of Air India Pvt. Ltd. in denying financial benefits on accounts

of her promotion to the post of Assistant manager w.e.f. 01.07.2007, Dy. Manager w.e.f. 01.07.2012 and

Manager w.e.f. 01.07.2016 is proper,legal and justified?

iii) If not, what relief she is entitled to and from which due date and what other directions are necessary in this

regard?”

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Claim statement filed, rebuttal written statement filed on behalf of the management no. 2.

3.

The claimant filed an application for withdraw with affidavit. Hence, in these circumstances this tribunal has

no option except to pass the no disputant award. No disputant award is passed accordingly. File is consigned to the

record room. A copy of this award is hereby send to the appropriate government for notification under section 17 of

the I.D. Act, 1947.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 13

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k

esa] dsUnzh; ljdkj बडव वल्डव वाइड फ़्लाइट सर्ववसेि (इंजडया) प्राइवेट जलजमटेड ds izca/kra= ds lac) fu;kstdks

vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

–सि–

नं. 1] नई दिल्ली ds iapkV (आई डी नम्बर 91/2021) dks izdkf”kr djrh gS] tks

dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y-11012/10/2021-

(

-I)]

मगणकंदि. एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1198.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 91/2021) of the Central Government Industrial Tribunal-cum-

Labour Court N0.1, New Delhi as shown in the Annexure, in the industrial dispute between the Management of

Bird World Wide Flight Services (India) Pvt.Ltd. and their workmen, received by the Central Government on

13/06/2024

[No. L-11012/10/2021 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer, Government of India Ministry of Labour

& Employment, Central Government Industrial Tribunal Cum – Labour Court-I, New Delhi

ID No. 91/2021

Sh. Anil Kumar Shakya,

Through BWFS Airport Karamchari Union (Regd.),

W4, Opp. Kalkaji Bus Depot, Govind Puri,

New Delhi-110019.

Workman…

Versus

M/s Bird WorldWide Flight Services Pvt. Ltd.

E-9, Connaught Circus,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2631

Connaught Place,

New Delhi-110001.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

11012/10/2021-IR(CM-I)) dated 02.07.2021 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the services of the workman Sh. Anil Kumar Shakya has been terminated illegally and unjustifiably by

the Management of Bird World Wide Flight Services (India) Pvt Ltd., and if so to what relief the said workman is

entitled to and what directions are necessary in this regard?”

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Despite directions so given, Claimant union opted not to file the claim statement with the Tribunal.

3.

On receipt of the above reference, notice was sent to the workman as well as the managements. Neither the

postal article sent to the claimant, referred above, was received back nor was it observed by the Tribunal that postal

services remained unserved in the period, referred above. Therefore, every presumption lies in favor of the fact that

the above notice was served upon the claimant. Despite service of the notice, claimant opted to abstain away from the

proceedings. No claim statement was filed on his behalf. Thus, it is clear that the workman is not interested in

adjudication of the reference on merits.

4.

Since the workman has neither put in his appearance nor he led any evidence so as to prove his cause against

the management, this Tribunal is left with no choice, except to pass a ‘No Dispute/Claim’ award. Let this award be

sent to the appropriate Government, as required under Section 17 of the Industrial Disputes Act, 1947, for publication.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

नई दिल्ली, 13

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa

–सि–

नं. 1] नई दिल्ली ds iapkV

(आई डी नम्बर

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr

gqvk FkkA22

[सं. ,y-22011/03/2022-

(

-II)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1199.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 106/2022) of the Central Government Industrial Tribunal-cum-

Labour Court N0.1, New Delhi as shown in the Annexure, in the industrial dispute between the Management of

Food Corporation of India and their workmen, received by the Central Government on 12/06/2024.

[No. L-22011/03/2022 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

Government of India Ministry of Labour & Employment, Central Government Industrial Tribunal

Cum – Labour Court-I, New Delhi

ID No. 106/2022

The General Secreatary,

FCI Employees Association (CITU),

B T Ranadive Bhawan, 13-A Rouse Avenue,

New Delhi-110002.

Workman…

Versus

The Executive Director,

2632

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

FCI Zonal Office (North),

A2A-A2B, Tulsi Marg, Sector-24,

Noida (UP)-201301.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-

L-22011/03/2022-IR(CM-II)) dated 16.03.2022 under clause (d) of sub-section (1) and sub-section (2A) of Section 10

of the Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“Whether the raised by Food Corporation of India Employees Association (CITU) in his letter dated 07/04/2021

in respect of transfer of Shri Omvir Singh to J&K Region by the management of FCI Zonal Office (North), Noida

(UP) is legal, proper and justified? If yes, to what relief the workman is entitled to?”

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Despite directions so given, Claimant union opted not to file the claim statement with the Tribunal.

3.

On receipt of the above reference, notice was sent to the workman as well as the managements. Neither the

postal article sent to the claimant, referred above, was received back nor was it observed by the Tribunal that postal

services remained unserved in the period, referred above. Therefore, every presumption lies in favor of the fact that

the above notice was served upon the claimant. Despite service of the notice, claimant opted to abstain away from the

proceedings. No claim statement was filed on his behalf. Thus, it is clear that the workman is not interested in

adjudication of the reference on merits.

4.

Since the workman has neither put in his appearance nor he led any evidence so as to prove his cause against

the management, this Tribunal is left with no choice, except to pass a ‘No Dispute/Claim’ award. Let this award be

sent to the appropriate Government, as required under Section 17 of the Industrial Disputes Act, 1947, for publication.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 19.04.2024

नई दिल्ली, 13

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj िाट रेजिमेंटल सेंटर ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

–सि–

नं. II] नई दिल्ली ds iapkV

(आई डी नम्बर

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr

gqvk FkkA

[सं. ,y-20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1200.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 39/2023) of the Central Government Industrial Tribunal-cum-

Labour Court N0.II, New Delhi as shown in the Annexure, in the industrial dispute between the Management of Jat

Regimental Center and their workmen, received by the Central Government on 12/06/2024

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

ID.NO. 39/2023

Ms. Yasmeen, W/o Late Sh. Kasim Ali,

R/o Bareilly, Bareilly, Uttar Pradesh-243004 ….. Claimant / workman

Versus

Jat Regimental Centre,

Bareilly, Uttar Pradesh-243001. …… Management

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2633

AWARD

Deputy CLC, Dehradun had sent the reference to this tribunal for adjudication with the following words.

“Whether the termination of the service of Ms. Yasmeen W/o Late Kasim Ali, Bareilly who was engaged in

JAAT Regimental Centre, Bareilly is proper and justified. If so, to what relief, the workman is entitled to by

way of compensation, if any?

After receiving the said reference, notice was issued to both the party i.e, M/s Yasmeen and Jaat Regiment. One

Hawaldar from the Jaat Regiment has been appearing on the date, however, the claimant have not come forward to

file his claim before this tribunal, despite, providing a number of opportunity.

In these circumstances, this tribunal has no option except to pass the no disputant award. Hence, no disputant award is

passed accordingly. A copy of this award is hereby send to the appropriate government for notification under section

17 of the I.D. Act 1947.

16th Nov./2023

ATUL KUMAR GARG, Presiding Officer

नई दिल्ली, 13

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj िय प्रकाि नारायण एृेतस रॉमा सेंटर (एम्स)ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa

ds chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

–

सि

–

नं. II] नई दिल्ली ds iapkV (आई डी नम्बर65/2022) dks izdkf”kr djrh gS] tks dsUnzh;

ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y-20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1201.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 65/2022) of the Central Government Industrial Tribunal-cum-

Labour Court N0.II, New Delhi as shown in the Annexure, in the industrial dispute between the Management of Jai

Prakash Narayan Apex Trauma Center (AIIMS) and their workmen, received by the Central Government on

12/06/2024

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 65/2022

Sh. Ravi Kuma Mahalwal, S/o Sh. Satveer Singh Mahalwal,

Through- Rashtriya Rajdhani Sharamik Sangh,

1576/13, Govind Puri Kalka Ji, New Delhi- 110019. ...

Claimant/Workman

Versus

1.

Jai Prakash Narayan Apex Trauma Centre (AIIMS),

Ansari Nagar, Ring Road, New Delhi- 110029.

2.

Bombay Intelligence Security India Ltd.,

B- 295, C.R. Park, Nehru Place, New Delhi-110019.

3.

Bombay Intelligence Services India Ltd.,

Head Office : Omega House Hiranandani Gardens, Powai,

Mumbai Maharashtra – 400076. … Managements/Respondents

2634

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

AWARD

The appropriate government had sent the reference to this tribunal for adjudication with the following words.

“Whether action of the management of Bombay Intelligence Security India Ltd., a contractor under Jai

Prakash Narayan Apex Trauma Centre (AIIMS), New Delhi in terminating the services of Sh. Ravikumar

Mahalwal S/o Sh. Satveer Singh Mahalwal w.e.f. 03.02.2018, as raised by Rashtriya Rajdhani Shramik

Sangh, New Delhi vide letter dated 17.08.2018 is proper legal and unjustified? If not, to what relief the

disputant worker is entitled and what other directions are necessary in this respect?”

After receiving the said reference, notices were issued to both the parties. Both the management and the claimant have

not been appearing on the date, however, the claimant have not come forward to file his claim statement before this

tribunal, despite, providing a number of opportunity.

In these circumstances, this tribunal has no option except to pass the no disputant award. Hence, no disputant

award is passed. Award is passed accordingly File is consigned to the record room. A copy of this award is hereby

sent to the appropriate government for notification under section 17 of the I.D Act 1947.

. ATUL KUMAR GARG, Presiding Officer.

Date: Date: 4th January, 2024

नई दिल्ली, 13

, 2024

-—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj नागररक उड्डयन मिाजनिेिक एवं अन्य ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds

chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

–

सि

–

नं. II]

नई दिल्ली ds iapkV (आई डी नम्बर 80/2016) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y-20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1202.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 80/2016) of the Central Government Industrial Tribunal-cum-

Labour Court N0.II, New Delhi as shown in the Annexure, in the industrial dispute between the Management of

Director General of Civil Aviation & ors. and their workmen, received by the Central Government on 12/06/2024

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

ID.NO. 80/2016

Mrs. Soma Sinha

W/o Sh. Abhishek Sinha,

R/o. 606, Govind Puri Extn.,

New Delhi.

…..Claimant / workman

Versus

1. Director General of Civil Aviation.

Ministry of Civil Aviation,

Government of India,

Aurbindo Marg, Opposite Rajiv Gandhi Bhawan,

PS Lodhi Colony,

NewDelhi-220004.

2. Collaborate Solution Pvt. Ltd.

Through Mr. Mallik Miryala,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2635

Director Operation,

Office at: 3-3-68/60,

Suit No. 302, Prashanti Arcade,

Ramnathpur, Hyderabad-600024.

3.

Mohan K.

Head-Talent Acquisition

Collaborate Solution Pvt. Ltd.

Office at: 3-3-68/60,

Suit No. 302, Prashanti Arcade,\

Ramnathpur, Hyderabad-600024.

4.

Mr. Kandula Tirmula Prasad,

Hewlett-Packard India Sales Pvt. Ltd.,

3rd Floor, No. 35,

Salarpuri Arena,

Hosur main Road,

Adugodi,

Bangalore-660040.

5.

Mr. Sankar Krishana

Hewlett-Packard India Sales Pvt. Litd.,

3rd Floor, No. 35,

Salarpuri Arena,

Hosur Main Road,

Adugodi,

Bangalore-660040.

6.

Mr. Kishore Yellavajhala VSSS,

Hewlett-Packard India Sales Pvt. Ltd.,

DLF Cyber Green,

3rd Floor, Tower-D,

DLF Cyber City-III,

Gurgaon-233033 …… …Managements

AWARD

The workmen has filed the present application under section 2-A of the I.D.Act, 1947. After receiving the

said application, notices have been issued to both the party Ms. Soma Singh for the claimant and the managements of

Director General of Civil Aviation & Ors. for appearance. The applicant made prayer that her termination from the

service by the management which be declare illegal and unjustified and she be reinstated with full back wages. It is

the case of the applicant/workman that she got the contract of employment through E-mailed. After an interview with

a salary of Rs. 6,60,000/- (Rupees Six Lac and Sixty Thousands Only) per annum with other perks and she was placed

in Delhi at the project of DGCA, Govt. of India (OP No. 1). She had joined on 09.02.2016 and resumed her work

allocated and accomplished her task dutifully and successfully and as per the expectation of the management no.- 2 to

6. In due course of time, the workman was tortured by the management. Managements used to call the workman at

Gurgaon Office, other restaurants in Delhi and Gurgaon on the pretext of discussing official works but whenever

workman workman reached there they just used to gossip and cajole the workman for sexual and physical favours.

The workman refused to agree for the sexual and physical favour to management no.-4 to 6 and thereby she was

terminated without any just and reasonable cause. She filed an FIR bearing no. 252 of 2015 at Lodhi Colony, police

station, New Delhi wherein the charge sheet had been submitted and the opposite party no. 6 has also been charged

by the court and further trial is pending in the court. Hence, she had filed the present claim petition.

2636

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Record Perused. The matter is listed for final argument. However, on scrutinized the record no evidence has been laid

by the parties i.e. management and workman. In absence of any evidence adduced by the workman, the claim is

failed. Issues have been framed in this case. Despite providing a number of opportunities, claimant has not appeared

to substantiate his claim.

Hence, In these circumstances this tribunal has no option except to dismiss the claim of the claimants. Claim of the

claimant stand dismissed accordingly. A copy of this award is hereby send to the appropriate government for

notification under section 17 of the I.D. Act 1947. File is consigned to record room.

ATUL KUMAR GARG, Presiding Officer.

Date 08th November, 2023

नई दिल्ली, 13

, 2024

-—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj सफिरिंग अस्ट्ृताल (स्ट्ृोटव इंिरी सेंटर) ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds

chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

–सि

–

नं. II]

नई दिल्ली ds iapkV (आई डी नम्बर 73,74,76,82,84,89,& 91 of 2019) dks izdkf”kr djrh gS] tks dsUnzh;

ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y-20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1203—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 73,74,76,82,84,89,& 91 of 2019) of the Central Government

Industrial Tribunal-cum-Labour Court N0.II, New Delhi as shown in the Annexure, in the industrial dispute

between the Management of Safdarjung Hospital(Sport Injury Center) and their workmen, received by the Central

Government on 12/06/2024.

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 73/2019

Sh. Ranjay Kumar Singh, S/o Sh. Kishori Singh,

Address:- B-80, Aali Vihar, Sarita Vihar,

South Delhi-110076.

I.D. No. 74/2019

Sh. Raushan Kumar, S/o Sh. Ashok Kumar,

Address:- Kh. No.34/16, Golden Enclave,

Delhi-110043.

I.D. No. 76/2019

Sh. Ranjeet Kumar, S/o Sh. Inder Bhushan,

Address:- B-36, B-Block, Harkesh Nagar, Okhla Tank,

New Delhi-110020.

I.D. No. 82/2019

Sh. Rohit Pal, S/o Sh. Biram Pal,

Address:- B-179, Sector-20, Nodia, U.P.

I.D. No. 84/2019

Sh. Subodh Kumar, S/o Sh. Udeshwar Ray,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2637

Correspondence Address:- 1-932, Gali No-3, Hari Nagar Extn.

Jaitpur, Badarpur, Delhi-110044.

Permanent Address:- 49, Ward No. 10, Malpur, Agrail,

Muzzaffarpur, Bihar-843104.

I.D. No. 89/2019

Sh. Nikhil Kanojia, S/o Sh. Ramesh Kanojia,

Address:- Qrtr. No.-1, Pandit Uma Shankar Dixit Marg,

Chanakyapuri, New Delhi.

.D. No. 91/2019

Sh. Keshav Kumar, S/o Sh. Ram Prasad,

Address:- T-5089, T-Hurts Near Police Compound,

Teen Murti Chanakya, New Delhi-110044.

Versus

1.

Safdarjung Hospital (Sports Injury Center),

Mahatma Gandhi Marg, Safdarjung Campus, New Delhi-110029.

2.

The Director, Bhayana Builders Pvt. Ltd.

At-7, Factory Road, Near Safdarjung Enclave,

New Delhi-110029.

AWARD

By this composite order, I shall dispose of these seven applications of U/S 2A of the Industrial Disputes Act

(here in after referred as an Act) filed by the different claimants against the same respondents. Having the common

respondents and same cause of action, these cases are taken together for their illegal termination. Name and particular

of their employment are given under -

List of Workmen

Sl.

No.

Name

Father’s

Name

Post

Dates of

Joining

Dates of

Termination

1

Ranjay

Kumar

Singh

Sh. Kishori Singh

Fitter

2009

17.08.2018

2

Raushan Kumar

Sh. Ashok Kumar

Fitter

2009

17.08.2018

3

Ranjeet Kumar

Sh. Inder Bhushan

Helper

2009

17.08.2018

4

Rohit Pal

Sh. Biram Pal

Electrician

2009

17.08.2018

5

Subodh Kumar

Sh. Udeshwar Ray

Pump Operator

2009

17.08.2018

6

Nikhil Kanojia

Sh.

Ramesh

Kanojia

Helpdesk

Executive

2009

17.08.2018

7.

Keshav Kumar

Sh. Ram Prasad

Assistant

2009

17.08.2018

Claims of the workmen are that they have been serving with the management-1 through management-2.

They were appointed at their post for the site in SIC Safdarjung, New Delhi (Sports Injury Centre, Safdarjung

Hospital Complex, New Delhi) by M/s Bhayana Builders Pvt. Ltd. However, this company has changed various

names i.e. (i) M/s Bhawana Builders Pvt. Ltd. (ii) M/s Roto Power Projects Pvt. Ltd. (iii) M/s AWC Facilities

Management India Pvt. Ltd. and (iv) M/s Wilburg Facilities Management Services Pvt. Ltd. from time to time.

Whenever the name of the company was changed, the fresh appointment letter and other documents were issued to the

claimants. The management had deducted 37% amount from the salary of the workmen and other co-workers. In this

regard, when the workmen raising this question regarding such illegal deductions, on this, it was threatened to the

workmen by the management and other senior officials that if anyone objected, then they will be expelled/terminated

from their jobs without issuing any notice. On November 2016, after the demonetization, the management had

pressurized the workmen and other co-workers to deposit the old currency money in the bank accounts (approx.

Rs. 50,000/- to Rs. 1,25,000/-) by giving threats that if the same is not done by them, then they will be

expelled/terminated from their job. The management has also promised to give/issue the PF, Bonus, Leave amount,

and all other salary benefits, but never issued the same to the workmen. Since 17.08.2018, the workmen had not been

2638

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

allowed by the management to do the work and on the same date, the management had brought the new staff and

expelled out/terminated and not allowed to work since then to the workmen and other co-worker etc. Workers

including the workmen have filed an application U/s 2A of the I.D Act 2010 in the office of ALC (C), New Delhi,

against the management Bhayana Builders Pvt. Ltd. (Contractor)/Safdarjung Hospital (Principle Employer). They

had sent the complaint to the Assistant Labour Commissioner, but, it has yielded no result. Hence, they have filed the

present claims.

Respondent-1, has been proceeded ex-parte vide order dated 12.10.2023. WS has been filed by the M-2 and

he denied the averment made in the claim. He submitted that claims are liable to be dismissed.

Today, Workman AR submits that he has no contact with the claimants since long.

In these circumstances, when the claimants have not been appearing since long, it appears that they are not

interested to pursue their cases. Hence, their claims have been resulted into no disputant award. No disputant awards

are accordingly passed. A copy of this award is sent to the appropriate government for notification as required under

section 17 of the ID act 1947. Files are consigned to record room.

ATUL KUMAR GARG, Presiding Officer

28th May, 2024

नई दिल्ली, 13

, 2024

-—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj एयर इंजडया िाउस ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

–सह –

नं. II] नई दिल्ली ds

iapkV (आई डी नम्बर 52&53/2020) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y-20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 13th June, 2024

S.O. 1204.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID No. 52&53/2020) of the Central Government Industrial Tribunal-

cum-Labour Court N0.II, New Delhi as shown in the Annexure, in the industrial dispute between the Management

of Air India House and their workmen, received by the Central Government on 12/06/2024.

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE SH. ATUL KUMAR GARG, PRESIDING OFFICER, CENTRAL GOVT. INDUSTRIAL-CUM-

LABOUR COURT NO-II, NEW DELHI

I.D. No. 52/2020

Sh. Birender Singh, S/o Sh. Sardar Singh,

R/o- Village-Kalana, Tehsil- Gannaur,

District-Sonepat, Haryana.

I.D. No. 53/2020

Sh. Kailash Verma, S/o Sh. Laxmi Narain,

R/o- G-6, Gali No.-6, Wazirabad Village,

Delhi-110084.

VERSUS

1.

Air India House,

113, Gurudwara Rakabganj Road,

New Delhi-110001.

2.

The Director, Sh. Satbir Singh,

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2639

Lifeline Travels,

211-212, Shivam Plaza, Sector-6,

Dwarka, New Delhi-110075.

AWARD

These are the two cases filed by the different workmen against the same management. Having common

respondents and same cause of action, these cases are taken together for disposal of these cases. Claims of the

claimants are that they were appointed by the management on 01.05.2014 as well as 15.03.2015 at the post of driver at

their last drawn salary of Rs. 11,500/- respectively. Their services were placed at airport by the management-2 as it

was having the contract with management-1. They have honestly worked with the management and no complaint of

any kind were made of them. Though, they have completed 240 days in a year, their services were terminated by the

management on 02.11.2016 illegally. They had moved the applications before the conciliation officer, but, yielded no

result. As such they had filed the claim before this tribunal.

Management-1 had filed the W.S and it had denied the relationship of an employer and employee. It has been the case

of the management that it has engaged the contractor M/s Lifeline travels who was awarded the contract for providing

transport services of Brand new diesel cars for Air India cabin crue officials at Delhi vide aggrement dated 28.07.2014

for a period of two years. Contract was further extendable for one year. He submitted that claim of the respondent-1 be

dismissed, quo respondent-1.

Management-2 had not appeared and he was proceeded ex-parte vide order dated 24.08.2022.

Thereafter, the workmen had stopped coming in the court. Respondent-1 have been regularly appearing through his

counsel.

In this circumstances, when the claimants are not interested in persuing their claims, then it was resulted into no

disputant award. No disputant award are passed accordingly in these cases. Files are consigned to record room.

Award is accordingly passed. A copy of this award is sent to appropriate government for notification under section 17

of the I.D. Act. File is consigned to record room.

ATUL KUMAR GARG, Presiding Officer

3rd April, 2024

नई दिल्ली, 14

, 2024

-—vkS?kksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj बैंक ऑफ बड़ौिा ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS?kksfxd

fookn esa vkS?kksfxd vf/kdj.k@Je U;k;ky;]

ds iapkV (26/2010) izdkf”kr djrh gSA

[सं. ,y-39025/01/2024 –

(ch-II)-08]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1205.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.26/2010) of the Indus.Tribunal-cum-Labour Court Ahmednagar as

shown in the Annexure, in the industrial dispute between the management of Bank of Baroda and their workmen.

[No. L-39025/01/2024 – IR (B-II)-08]

SALONI, Dy. Director

2640

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2641

2642

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2643

11A. Powers of Labour Courts, Tribunals and National Tribunals to give appropriate relief in in case of

discharge or dismissal of workmen.-- 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.

1.

Chief Executive Officer, Zilla Parishad, Jalgaon Vs. Maharu Kautik Patil (deceased through L.Rs.) &

Ors. ( 2015 LLR 1236) wherein it is held that-

“ Granting relief to a delinquent employee found guilty of misappropriation of public fund would be a

misplaced sympathy and hence not justified. When charges of misappropriation of public money stands proved in fair

and proper domestic enquiry, the punishment of dismissal from service is not shockingly disproportionate to the

gravity of misconduct, calling interference by the Court.”

2.

Shivaji Daulat Dadar Vs. Divisional Controller, Maharashtra State Road Transport Corporation

wherein it is held that-

“ Once the charge of misappropriation of money of the employer is proved against the delinquent, the

employer as well as Court are not to consider the clean past record of the delinquent employee since it cannot

mitigate the seriousness and gravity of such a charge. Misappropriation of a small or a big amount is insignificant in

respect of imposition of punishment upon the delinquent employee.”

3.

U.P.S.R.T.C. Vs. Pradeep Kumar ( 2016 LLR 897) wherein it is held that- “ Misconduct of

misappropriation should be dealt with iron hands and not leniently. Mere state that punishment is disproportionate

without substantial reasons would not suffice to substitute a lighter punishment. An employee holding a position of

trust where honesty and integrity are inbuilt requirements of functioning, dealing the matter leniently would not be

proper. Highest degree of integrity and trustworthiness is must while dealing with the public money.”

4.

Maharashtra State Road Transport Corporation, through its Divisional Controller, Jalgaon Vs.

Baburao Raoji Shinde (deceased) through L.Rs. ( 2017 LLR, 399) wherein it is held that-

“Labour Court cannot cause an interference in the quantum of punishment even if punishment may appear

to be disproportionate until it is shockingly disproportionate to the conscience of the court since quantum of amount

misappropriated is of no significance. Once an act of misappropriation is proved, the only punishment available is of

dismissal from service.”

5.

State Bank of India and others Vs. Atindra Nath Bhattacharyya and another ( 2020 (164) FLR 77)

wherein it is held that- The allegations of financial irregularities against the respondent run into crores of rupees

under multiple heads. The inquiry officer has found ten charges proved whereas six charges have not been proved.

2644

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Because of grave and serious allegations of financial irregularities, the order or removal cannot be said to be

unjust.”

6.

Boloram Bordolii Vs. Lakhmi Gaolla Bank & Ors. ( 2021 LLR 316) wherein it is held that-

“ In banking services, procedural guidelines are required to be followed meticulously and any deviation will

lead to erosion of public trust on Banks, not proper in any case”.

7.

Deputy General Manager, (Appellate Authority) and others Vs. Ajai Kumar Srivastava ( 2021 (168)

FLR, 650) wherein it is held that-

“ In banking business absolute devotion, integrity and honesty is a sine qua non for every bank employee-

Judgment of High Court passed by Division bench set aside- Appeals allowed.”

8.

United Bank of India Vs. Bachan Prasad Lall ( 2022 LLR 355) wherein it is held that- Dismissal of a

Bank employee from service after holding enquiry, proving guilt of commission of serious irregularities in discharging

duty is justified. If the Industrial Adjudicator has held the enquiry fair and proper, exercising power under section 11A

of the Industrial Disputes Act 1947, thereby substituting the punishment with reinstatement after lowering down of

two stages in his basic salary with out back wages, is not proper mere that the employee had retired attaining

superannuation. Giving weightage to domestic situation of employee for giving him any undue relief is against settled

law that needless compassion should not be injected into judicial proceedings since he had committed fraud

repeatedly by forging signatures and documents.”

9.

Janatha Bazar Vs. Secretary, Sahakari Noukarara Sangha Etc. ( 2000 II CLR, 568) wherein it is held

that-

“ Law is well-settled that once act of misappropriation is proved, may be for a small or large amount, there

is no question of showing uncalled for sympathy and reinstating the employees in service and as such impugned order

passed by the High Court and the award of the Labour Court are set aside.”

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2645

नई दिल्ली, 14

, 2024

-—

(

)

डसंजडकेट बैंक

अिमिाबाि

(

/

)

[सं. ,y-12011/40/2017 –

(ch-II)]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1206.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.81/2017) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Ahmedabad as shown in the Annexure, in the industrial dispute between the management of Syndicate Bank and

their workmen.

[No. L-12011/40/2017- IR(B-II)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

AHMEDABAD

Present….

Radha Mohan Chaturvedi,

Presiding Officer(I/c.),

CGIT cum Labour Court,

Ahmedabad

Dated 17th April, 2024

Reference: (CGITA) No- 81/2017

The Regional Manager,

Syndicate Bank, Regional Office,

R.C. Dutt Road, Alkapuri,

Vadodara(Gujarat)

.… …….First Party/Employer

The State Secretary,

Syndicate Bank Employees Union,

C/o Gujarat Bank Workers Union, ‘Rahbar’,

8, Jagnath Plot,

2646

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Rajkot – 360001

.…… ….Second Party/Workmen

Adv. for the First Party employer

: None

Adv. for the Second Party workman

: None

AWARD

The Government of India/Ministry of Labour & Employment, New Delhi by reference adjudication Order

No. L-12011/40/2017-IR(B-II) dated 07.09.2017 referred the dispute for adjudication to the Central Government

Industrial Tribunal-cum-Labour Court, Ahmedabad (Gujarat) in respect of the matter specified in the Schedule:

SCHEDULE

“Whether the demand of Syndicate Bank Employees Union(Registered), Rajkot for regularization of the

services of Mrs. Bharti P. Machhi, working since 31/03/2011 as temporary Part Time Sweeper in the

Syndicate Bank, Rajpipla Branch(District Narmada) is legal, just and proper? If so, to what relief the

workman Smt. Bharti P. Machhi is entitled to?”

1. The matter was taken up today. None responded for either of the parties. The reference dates back to

07.09.2017. The case is fixed for filing statement of claim by the Second Party workman/union. Second

Party workman sought time on 02.04.2019. Thereafter she has not been turning up for filing statement of

claim despite giving several opportunities. The second party workman/union was afforded last opportunity

on 23.09.2022 along with additional opportunities on 26.10.2022 and 27.09.2023, but of no avail.

2. It appears that either Second Party workman/union is not interested to proceed further in the matter or the

said dispute may no more be in existence.

3. It is therefore just & proper to pass an award considering “no dispute” between the parties. The award is

passed accordingly.

Let two copies of the Award be sent to the Appropriate Government for the needful and for publication U/s 17(1)

of the Industrial Disputes Act, 1947.

RADHA MOHAN CHATURVEDI, Presiding Officer

नई दिल्ली, 14

, 2024

-—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj cSad vkWQ cMkSnk ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (40/2013) izdkf”kr djrh gSA

[सं. ,y-12012/51/2013 –

(ch-II)]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1207.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. 40/2013) of the Cent.Govt.Indus.Tribunal-cum-Labour Court Jaipur

as shown in the Annexure, in the industrial dispute between the management of Bank of Baroda and their workmen

[No. L-12012/51/2013–IR (CM-II)]

SALONI, Dy. Director

ihBklhu vf/kdkjh

jk/kk eksgu prqosZnh

Reference No. L-12012/51/2013-IR (B-II) Dated: 13.08.2013

Jh :?kkjke iq= Jh jktwjke tkV] fuoklh&vkn'kZ dkWyksuh] lenjh LVs’ku] iksLV& lenjh] ftyk&ckM+esj]

¼jktLFkku½

-------izkFkhZ

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2647

eq[; izca/kd] cSad vkWQ cMkSnk fo'ofo|ky; dsEil jsftMsUlh jksM] tks/kiqj ftyk& tks/kiqj ¼jktLFkku½

--------vizkFkhZx.k@foi{kh

mifLFkr%&

vfHkHkk"kd izkFkhZ dh vksj ls % dksbZ ughaA

vfHkHkk"kd vizkFkhZ dh vksj ls % equs’k pUnz 'kekZ] vfHkHkk"kdA

1- Je ea=ky; Hkkjr ljdkj ubZ fnYyh }kjk fnukad 04-06-2012 dks vkS|ksfxd fookn vf/kfu;e 1947 ¼ftls vkxs ek=

vf/kfu;e dh tkosxk½ dh /kkjk 10 ¼1½ ¼Mh½ o 2A ds vUrxZr iznRr 'kfDr;ks ds vuqlj.k esa fuEukafdr vkS|ksfxd

fookn U;k;fu.kZ;u gsrq bl vf/kdj.k dks lanfHkZr fd;k x;k %&

“Whether the action of the management of the Bank of Baroda, Jodhpur in terminating Shri

Rugaram S/o Shri Rajuram Jat from the post of Chowkidar vide verbal order dated 30.06.2008 is legal or

justified? What relief the workman is entitled to? ’’

2- rnqijkar izkFkhZ us 09-01-2014 dks vius nkos dk vfHkdFku izLrqr dj ;g fuosnu fd;k fd izkFkhZ dks foi{kh us fnukad 01-06-2005

dks lqj{kk izgjh ds in ij fu;qDr fd;kA izkFkhZ us 29-06-2008 rd yxkkrkj dk;Z fd;k fdarq foi{kh us fnukad 30-06-2008 dks

ekSf[kd :Ik ls izkFkhZ dks lsokeqDr dj fn;kA izkFkhZ dks lsokeqDr djus ds iwoZ vf/kfu;e dh /kkjk 25 ¼F½ esas izko/kkuksa ds vuqlkj

uksfVl ;k uksfVl osru o izfrdj ugha fn;k x;kA izkFkhZ tks dk;Z djrk Fkk og LFkkbZ izd`fr dk Fkk& izkFkhZ dks gVkus ds mijkar

vU; Jfedksa dks foi{kh us HkrhZ fd;k rFkk muls ogh dk;Z djok;k tkrk gS tks izkFkhZ djrk FkkA izkFkhZ us 240 fnu ls vf/kd

vof/k rd yxkrkj dk;Z fd;k gS& foi{kh us Jfedksa dh ofj"Brk lwph Hkh ugha cukbZ tks fof/k vuqlkj visf{kr FkhA blfy, okn

Lohdkj dj izkFkhZ dh lsok lekfIr dks voS/k ?kksf"kr fd;k tkos& rFkk lsok esa fujarjrk rFkk leLr foxr osru ifjykHkksa lfgr

izkFkhZ dks lsok esa cgky fd;k tkosA

3- foi{kh us vius oknksRrj esa ;g dgk gS fd foi{kh cSad esa fu;qfDr gsrq Hkkjr ljdkj }kjk Li"V fn'kk funsZ'k tkjh fd;s x;s gS&

mudh ikyuk fd;s fcuk fdlh O;fDr dks cSad esa fu;qDr ugha fd;k tk ldrk gSaA foi{kh cSad }kjk esa /kuat; dSehdy izk- fy-

lenMh dks _.k fn;k x;k Fkk tks _.kh }kjk ugha pqdk;k x;kA cSad }kjk olwyh dk;Zokgh ds nkSjku mDr _.kh dh laifRr dks

27-05-2005 dks vkf/kiR; esa ys fy;k x;k Fkk rFkk bl laifRr dh ns[kHkky gsrq rRdkyhu 'kk[kk izca/kd us _.kh daiuh esa iwoZ esa

dk;Zjr flD;qfjVh xkMZ :xkjke dks vius Lrj ij 2000 :- izfrekg ij j[k fy;k& izkFkhZ dks tks jkf’k cSad }kjk nh xbZ og

_.kh daiuh ds [kkrs esa

cdk;k n'kkZ;h xbZA rnqijkar _.kh daiuh o cSad esa le>kSrk gqvk o 2008 esa daiuh dh laifRr daiuh dks ykSsVk

nh xbZ o laifRr dh ns[kHkky dh vko';drk ugha jghaA izkFkhZ o foi{kh ds e/; fu;kstd o deZdkj dk laca/k

ugha jgk gSA ds;j Vsdj deZdkj dh ifjHkk"kk esa ugha vkrk gSA foi{kh {kjk vf/kfu;e ds fdlh izko/kku dh

vogsyuk ugha dh xbZ gSA izkFkhZ foi{kh ls dksbZ vuqrks"k izkIr djus dk vf/kdkjh ugha gS& vr% okn fujLr fd;k

tkosA

4- izkFkhZ us vfrfjDr dFku fnukad 02-05-2016 dks izLrqr dj foi{kh ds vfHkopuksa dks vLohdkj dj& okn Lohdkj djus

dk vkxzg fd;kA

5- fnukad 30-07-2019 ls ;g fookn lk{; izkFkhZ gsrq fu;r fd;k tkrk jgkA fofHkUu frfFk;ksa ij vkB volj o yxHkx 2

o"kZ 8 ekg dh vof/k O;rhr gksus o vfUre volj dh psrkouh lfgr izkFkhZ dks lk{; gsrq volj fn;s x;s& fdarq 30-

03-2022 rd dksbZ lk{; izkFkhZ us izLrqr ugha dhA vr% lk{; gsrq volj lekIr dj fn;k x;kA izkFkhZ dh lk{;

lekIr djus ds vkns’k fnukad 30-03-2022 dks vikLr djokus gsrq izkFkZuk i= Hkh izkFkhZ dh vdkj.k vuqifLFkfr ds

dkj.k 06-12-2022 dks fujLr dj fn;k x;kA

6- foi{kh us bl fLFkfr esa dksbZ lk{; izLrqr ugha djuk pkgkA

2648

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

7- fnukad 01-11-2023 dks esaus vfHkHkk"kd foi{kh dks lquk o i=koyh dk voyksdu fd;kA voyksdu ls ;g Li"V gS fd

izkFkhZ us vius vfHkopuksa dks izekf.kr djus gsrq dksbZ lk{; izLrqr ugha dh gSa blfy, lk{; ds vHkko esa ;g izekf.kr

ugha gks ik;k gS fd fnukad 30-06-2008 dks foi{kh cSad }kjk izkFkhZ dks pkSdhnkj ds in ls voS/k ,oa vuqfpr :Ik ls

lsokeqDr fd;k x;k gksA blfy, izkFkhZ foi{kh ls dksbZ vuqrks"k izkIr djus dk vf/kdkjh ugha gSA

8- dsUnz ljdkj }kjk lanfHkZr fookn dk vf/kfu.kZ;u blh izdkj fd;k tkrk gSaA

9- vf/kfu.kZ; dh izfrfyfi vkS|ksfxd fookn vf/kfu;e] 1947 dh /kkjk 17 ¼1½ ds vuqlj.k esa izdk'kukFkZ izsf"kr dh tkosA

jk/kk eksgu prqosZnh] ihBklhu vf/kdkjh

नई दिल्ली, 14

, 2024

-—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa

dsUnzh; ljdkj मेससव श्रेष्ठ जडटेजतटव जसतयोररटी प्रा. जलजमटेड ds izca/kr=] lac) fu;kstdks vkSj muds

deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (27/2023) izdkf”kr djrh gSA

[सं. ,y-39025/01/2024 –

(ch-II)-24]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1208.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. 27/2023) of the Cent.Govt.Indus.Tribunal-cum-Labour Court Asansol

as shown in the Annexure, in the industrial dispute between the management of M/s. Shresth Detective Security Pvt

Ltd and their workmen.

[No. L-39025/01/2024 – IR (B-II)-24]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVT. INDUSTRIAL TRIBUNAL -CUM- LABOUR COURT,

ASANSOL.

PRESENT:

Shri Ananda Kumar Mukherjee,

Presiding Officer,

C.G.I.T-cum-L.C., Asansol.

REFERENCE CASE NO. 27 OF 2023

PARTIES: Tarak Nath Gorai

Vs.

Management of M/s. Shresth Detective Security Pvt. Ltd.

REPRESENTATIVES:

For the Union/Workman: None.

For the Management:

None.

INDUSTRY:

Security Service

STATE:

West Bengal.

Dated:

28.08.2023.

A W A R D

In exercise of powers conferred under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of the

Industrial Disputes Act, 1947 (14 of 1947), The Deputy Chief Labour Commissioner (Central), Asansol under

Ministry of Labour, Government of India, vide its Order No. 1(05)/2023/E dated 13.04.2023 has been pleased to refer

the following dispute between the employer, that is the Management of M/s. Shresth Detective Security Private

Limited and their workman for adjudication by this Tribunal.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2649

SCHEDULE

“ Whether the action of the management of M/s. Shresth Detective Security Pvt Ltd termination from service

to Sri Tarak Nath Gorai, Ex Security Guard is justified or not? If not, what relief the workman is entitled to? ”

1.

On receiving Order No. 1(05)/2023/E dated 13.04.2023 from the Deputy Chief Labour Commissioner

(Central), Asansol, Ministry of Labour, Government of India, for adjudication of the dispute Reference case No. 27

of 2023 was registered on 15.05.2023 and an order was passed issuing notice to the parties through registered post,

directing them to appear and submit their written statements along with relevant documents in support of their claims

and a list of witnesses.

2.

Notice was issued upon Sri Tarak Nath Gorai, the aggrieved workman and Ex-Security Guard working under

M/s. Shresth Detective Security Private Limited, Durgapur. Director of the company was also notified but none

appeared. On a perusal of report submitted by the Assistant Labour Commissioner (Central) and Conciliation Officer,

Raniganj at Durgapur under Section 12(4) of Industrial Disputes Act, 1947 dated 06.04.2023 reveals that the

management of M/s. Shresth Detective and Securities Private Limited, have terminated their workman Tarak Nath

Gorai from service w.e.f. 01.08.2019 as per instruction of the main contractor M/s. FIS Payment Solutions and

Services India Private Limited, engaged by the principal employer, the Bank of India, Benachity Branch, Durgapur.

Since none of the party appeared on two consecutive dates after issuance of Notice under registered post, the

Reference case is dismissed and a No Dispute Award is drawn up.

Hence,

O R D E R E D

that a No Dispute Award be drawn up in respect of the above Reference. Let copies of the Award in

duplicate be sent to the Ministry of Labour and Employment, Government of India, New Delhi for information and

Notification.

ANANDA KUMAR MUKHERJEE, Presiding Officer

नई दिल्ली, 14

, 2024

—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh;

ljdkj cSad vkWQ egkjk"Vª ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky; t;iqj ds iapkV (B 41/1998) izdkf'kr djrh gSA

[सं. ,y-12012/119/1997–IR (बी-II]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1209.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the

Central Government hereby publishes the Award (Ref.B 41/1998) of the Cent.Govt.Indus.Tribunal-cum-

Labour Court Jaipur as shown in the Annexure, in the industrial dispute between the management of

Bank of Maharashtra and their workmen.

[No. L-12012/119/1997 – IR (B-II)]

SALONI, Dy. Director

ihBklhu vf/kdkjh

jk/kk eksgu prqosZnh

B

Reference No. L-12012/119/1997-IR (B-II) Dated: 27.11.1997

mik/;{k] egkcSad deZpkjh la?k }kjk cSad vkWQ egkjk"Vª] ,e-vkbZ- jksM+] t;iqj

2650

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

¼Jh txnh'k izlkn tkafxM+] e`rd½ ds fof/kd izfrfuf/k

1- Jherh chuk tkafxM+] ¼iRuh½

2- fiz;k tkafxM]+ ¼iq=h½

3- lanhi tkafxM+] ¼iq=½

4- iwue tkafxM+] ¼iq=h½

---------izkFkhZx.k

1- lgk;d egkizcU/kd] cSad vkWQ egkjk"Vª] 'kk[kk t;iqj

--------vizkFkhZx.k@foi{kh

mifLFkr%&

izkFkhZx.k dh vksj ls

% Jh vkj-lh- tSu &vfHkHkk"kd

vizkFkhZ dh vksj ls

% dksbZ mifLFkr ughaA

1- Je ea=ky; Hkkjr ljdkj ubZ fnYyh }kjk fnukad 27-11-1997 dks vkS|ksfxd fookn vf/kfu;e 1947

¼ftls vkxs ek= vf/kfu;e dgk tkosxk½ dh /kkjk 10 ¼1½ ¼Mh½ o 2A ds vUrxZr iznRr 'kfDr;ks ds

vuqlj.k esa fuEukafdr vkS|ksfxd fookn U;k;fu.kZ;u gsrq bl vf/kdj.k dks lanfHkZr fd;k x;k %&

“Whether the action of the management of Bank of Maharashtra, New Delhi is justified in dismissing the

services of Sh. Jagdish Prasad, Clerk vide their order dated 25.01.1995? If not, to what relief the workman is

entitled to and from what date? ’’

2- fnukad 28-06-1999 dks bl vf/kdj.k }kjk vf/kfu.kZ; ikfjr djrs gq;s ;g dgk x;k gS fd i{kdkjksa chp

dksbZ fookn ugha gSA fdarq fnukad 27-07-1999 dks iqu% bl fookn dks fopkjkFkZ Lohdkj djrs gq;s ntZ

fd;k x;kA izkFkhZ us 17-08-1999 dks nkos dk vfHkdFku izLrqr fd;kA izkFkhZ dk ;g dFku gS fd fookn ls

lacaf/kr Jfed txnh'k izlkn tkafxM foi{kh cSad dh t;iqj 'kk[kk esa LFkkbZ fyfid ds in ij dk;Zjr

FksA Jfed txnh'k tkafxM dks ,d vkjksi i= fnukad 20-10-92 dks foi{kh us fn;kA bu vkjksiksa dh tkap

gsrq foi{kh ds {ks=h; izca/kd us vkjksi&i= ds mRrj dk volj fn;s fcuk gh tkap vf/kdkjh fu;qDr dj

fn;kA tkap vf/kdkjh us voS/k :i ls Jh txnh'k izlkn tkafxM ds fo:) tkap laiUu dj izfrosnu

foi{kh dks izsf"kr dj fn;k ftlds vk/kkj ij fnuakd 25-01-1995 dks foi{kh us Jh txnh'k izlkn tkafxM

dks lsokeqDr dj fn;kA ;g lsokeqfDr voS/k ,oa vuqfpr tkap izfdz;k ij vk/kkfjr gS vkSj le>ksrs ds

izko/kkuksa ds foijhr gS] blfy;s voS/k gSA izkFkhZ dks ekWxs x;s nLrkost miyC/k ugha djk;s x;sA leLr

dk;Zokgh nqHkkZouko'k dh xbZ gSA vkjksi tkap ds nkSjku fl) ugha gks ldsaA vr% ;g ?kksf"kr fd;k tkos

dh foi{kh }kjk dh xbZ Jh txnh'k izlkn tkafxM dh lsokeqfDr fnuakd 25-01-1995 vuqfpr ,oa voS/k

gSA Jh txnh'k izlkn tkafxM+ dks lsok esa fujarjrk ,oa feyus okys leLr vkfFkZd ifjykHkksa lfgr lsok

esa iqu% fy;s tkus dk vkns'k fn;k tkosaA

3- foi{kh us oknksRrj esa izkFkhZ dh fu;qfDr laca/kh rF;ksa dks Lohdkj fd;k fdarq ;g dgk gS fd {ks=h; izca/kd

us fu/kkZfjr izfdz;k ds vuqlkj tkap djrs gq;s izkd`frd U;k; ds fl)kUrksa dk ikyu fd;k] blfy;s tkap

oS/k gSA l{ke vf/kdkjh us tkap ds vk/kkj ij vkjksiksa dks izekf.kr ekudj lsokeqfDr dk vkns'k ikfjr

fd;k gSA izkFkhZ dks ekWxs x;s nLrkost vkSj cpko dk volj iznku fd;s x;sA lsokeqfDr ds fo:) Jh

txnh'k izlkn tkafxM }kjk izLrqr vihy ij lquokbZ dk volj nsus ds ckn fu.khZr dh xbZA blfy;s

lsokeqfDr vkns'k iw.kZr% oS/k gS] vkSj nkos dk vfHkdFku fujLr fd;s tkus ;ksX; gSA

4- pwafd ;g izdj.k izkFkhZ ds fo:) ?kjsyw tkap ds vk/kkj ij dh xbZ lsokeqfDr ls lacaf/kr Fkk] esjs iwoZ

ihBklhu vf/kdkjh }kjk fnukad 31-05-2001 dks tkap dh oS/krk dk ijh{k.k dj tkap dks izkd`frd U;k;

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2651

ds fl)kUrksa ds foijhr ,oa vuqfpr ik;kA rRi'pkr foi{kh us lacaf/kr Jfed Jh txnh'k izlkn tkafxM

ds fo:) vkjksi izekf.kr djus gsrq lk{; izLrqrhdj.k dh vuqefr pkghA ;g vuqefr iznku dh xbZA

rRi'pkr foi{kh us viuh lk{; esa Jh v:.k gkM+k] 'kk[kk izca/kd dks ijhf{kr fd;kA izys[kh; lk{; esa

izn'kZ ,e&1 ls izn'kZ ,e&48 rd izys[k iznf'kZr fd;sA rnqijkar fo[kaMu lk{; esa izkFkhZ us Jh txnh'k

izlkn tkafxM rFkk euksgj cPpkuh dks ijhf{kr fd;kA dksbZ izys[k iznf'kZr ugha fd;kA fnukad 26-12-2011

dks foi{kh }kjk vius fyf[kr rdZ izLrqr fd;s x;s] rFkk iqu% fnukad 09-09-2019 dks Hkh fyf[kr rdZ

izLrqr fd;s x;sA ftudh izfr;ka Jh txnh'k izlkn tkafxM dks miyC/k djok;hA

5- fnukad 5-11-2019 dks lacaf/kr Jfed Jh txnh'k izlkn tkafxM dh e`R;q gks tkus ds mijkar fnukad 27-

02-2020 dks Jfed ds fof/kd izfrfuf/k;ksa }kjk e`rd Jfed ds LFkku ij mUgsa izR;kLFkkfir djus dk

fuosnu fd;k x;kA bl izkFkZuk&i= dks Lohdkj dj e`rd ds fof/kd izfrfuf/k;ksa dks vfHkys[k ij ys

fy;k x;kA fnukad 05-10-2021 dks izkFkhZx.k dh vksj ls la'kksf/kr okn&'kh"kZd izLrqr fd;k x;kA

6- izkFkhZx.k dh vksj ls fnukad 18-07-2022 dks foi{kh ds fyf[kr rdksZ dk tokc izLrqr fd;k x;k rFkk

ekSf[kd cgl vkSj U;kf;d n`"Vkar izLrqr djus gsrq volj pkgk x;kA

7- izkFkhZ us vius fyf[kr ,oa ekSf[kd rdksZ esa ;g dgk gS fd ?kjsyw tkWp ds oS/krk ds ijh{k.k ds nkSjku bl

vf/kdj.k us vkjksi i= esa of.kZr vkjksi ds ,d Hkkx dks iw.kZr;k vfu’fpr ,oa vLi"V ekuk gSA fof/k dk

;g lqLFkkfir fl}kar gS fd ;fn vkjksi vfu’fpr ,oa vLi"V gks rks Li"V ,oa fu'fpr vkjksi i= fn;s

tkus ds ckn gh tkWp dk;Zokgh dh tk ldrh gSA fdarq izkFkhZ ds fo:} tkWp dks vuqfpr ik;s tkus ds

i'pkr la’kksf/kr vkjksi i= ugha fn;k x;k blfy;s vf/kdj.k ds le{k dh xbZ tkWp Hkh voS/k gSA foi{kh

ds lk{kh Jh v:.k gkMk ds 'kiFk i= ds isjk la- 7 ls 20 rd fd;s x;s dFku vfu’fpr ,oa vLi"V

vkjksi ls lacaf/kr gS tks i<s+ tkus ;ksX; ugha gSA bu dFkuksa esa ftu izys[kksa dk mYys[k fd;k x;k gS]

muls lacaf/kr O;fDr;ks dks lk{; esa izLrqr gh ugha fd;k x;kA foi{kh }kjk 17-08-1992 ls 20-08-1992

dh ?kVukvksa ds laca/k esa yxk;s x;s vkjksiksa ls lacaf/kr lk{khx.k dks lk{; esa ijhf{kr ugha fd;k x;k gS]

ftuds vHkko esa izkFkhZ ds fo:} vkjksiksa dks fl} ugha ekuk tk ldrk gSA ;g Hkh egRoiw.kZ gS fd Jh

v:.k gkM+k dh f’kdk;r ij izkFkhZ dks vkjksi i= fn;k x;k gS ysfdu Jh gkM+k }kjk izLrqr f’kdk;r u

rks ?kjsyw tkWp ds nkSjku] u gh vf/kdj.k ds le{k izLrqr dh xbZA Jh v:.k gkM+k us ;g dgk gS fd ;g

f’kdk;r i=koyh esa ugha gS] laEHko gS fjdkMZ esa gksA izkFkhZ ,oa v:.k gkM+k i`Fkd&i`Fkd Jfed@

vf/kdkjh laxBuksa ds lnL; jgsa gS] blfy;s Jh v:.k gkM+k }kjk izkFkhZ dks izrkfM+r fd;s tkus ds mn~s’;

ls leLr dk;Zokgh dh xbZA fdlh izR;{kn'khZ O;fDr dks lk{; esa ijhf{kr ugha fd;k x;kA blfy;s

vkjksi izekf.kr ugha ekus tk ldrsA mUgksusa var esa ;g Hkh fuosnu fd;k gS fd ;}fi izkFkhZ ds fo:}

vkjksi izekf.kr ugha gksrs gS] fdarq fQj Hkh ;fn vkjksi ds fdlh Hkkx dks izekf.kr ekuk tkos rks ikfjr

fd;s x;s n.Mkns’k dks nqjkpj.k ds izfr vuuqikrh ekurs gq;s n.Mkns’k la'kksf/kr fd;k tkuk pkfg;sA

8- foi{kh dh vksj ls fnukad 09-09-2019 dks fyf[kr rdZ izLrqr fd;s x;s gSA foi{kh dk ;g rdZ gS fd

foi{kh ds lk{kh Jh v:.k gkMk us bl rF; dh iqf"V dh gS fd fnukad 17-08-1992 dks tks ?kVuk ?kfVr

gqbZ Fkh mldk iw.kZ mYys[k muds 'kiFk i= esa gSA ml le; Jh txnh'k izlkn tkafxM+ Hkh mifLFkr FksA

bl lk{kh ls dh xbZ izfrijh{kk esa Jh v:.k gkM+k dh lk{; fdlh izdkj [kf.Mr ugha gqbZA foi{kh us

lk{; esa izn'kZ ,e-& 1] ls izn'kZ ,e-&46] rd izys[k iznfZ'kr fd;s gS ftu ls lHkh vkjksiksa dh iqf"V gksrh

gSA lk{; ls ;g Li"V gS fd izkFkhZ dk O;ogkj ofj"B deZpkfj;ksa ds lkFk Bhd ugha FkkA izkFkhZ ds lk{kh

euksgj cPpkuh us ;g Lohdkj fd;k gS fd og fnukad 17-08-1992 dks cSad 'kk[kk esa mifLFkr ugha FksA

izkFkhZ ds vuq'kklughurk iw.kZ O;ogkj ds dkj.k cSad ds fgrks ij izfrdwy izHkko iM+k gSA foi{kh ds lk{kh

Jh v:.k gkM+k] us Jh vHk; pkS/kjh }kjk fnukad 18-08-1992 dks gh ekSf[kd f’kdk;r djuk izekf.kr

fd;k gS] ftlds vk/kkj ij mUgksusa izkFkhZ dks i= fy[kk FkkA rRi'pkr Jh vt; pkS/kjh us fyf[kr

f’kdk;r 20-08-1992 dks nh FkhA bl izdkj izkFkhZ ds fo:} lHkh vkjksi izekf.kr gq;s gSA blfy;s n.Mkns’k

esa dksbZ gLr{ksi visf{kr ugha gSA

9- fnukad 26-02-2024 dks izkFkhZ ds fo}ku izfrfuf/k dh ekSf[kd cgl lquh xbZ rFkk izkFkhZ dh vksj ls izLrqr

fuEukafdr fu.kZ;ksa esa ikfjr fof/k ,oa foi{kh }kjk izLrqr fyf[kr rdksZ ij /;ku iwoZd euu fd;k x;k%

2652

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

1- 1987 ¼55½ FLR 695 flnjke ;syIik tk/ko cuke ujflag fxjth feYl o vU;A

2- 2011 ¼131½ FLR 369 ¼lqizhe dksVZ½ vfuy fxywjdj cuke fcykliqj jk;iqj {kS=h; xzkeh.k cSadA

3- 1986 ¼53½ FLR 172 lokbZ flag cuke LVSV vkWQ jktLFkkuA

4- flfoy vihy la- 4410@2012 ¼lqizhe dksVZ½ fu.kZ; frfFk 01-06-2022 ;wfu;u vkWQ bf.M;k o vU;

cuke lqjs'k dqekj flagA

5- 2019 LLR 506 ¼iatkc gfj;k.kk½ ;wdks cSad cuke ihBklhu vf/kdkjh] CGIT de yscj dksVZ&2

paMhx<+A

6- ¼2010½ 2 WLN 23 ¼jktLFkku½ ;wfu;u vkWQ bf.M;k cuke jktsUnz izlkn 'kekZA

7- 2000 ¼84½ FLR 3 ¼lqizhe dksVZ½ gj}okjh yky cuke LVSV vkWQ ;w- ih-A

8- 2005 LAB I.C. 467 ¼bykgkckn½ losZ'k dqekj 'kekZ cuke LVs'ku Mk;jsDVj ,.M vih;ysV vkWFkksfjVh

N.P.C. vkWQ bf.M;kA

9- 2009 ¼I½ LLN 806 ¼lqizhe dksVZ½ :Ikflag usxh cuke iatkc us'kuy cSadA

10- AIR 1976 ¼lqizhe dksVZ½ 330 eS- cjsyh bysfDVªflVh lIykbZ dEiuh cuke nh odZesu o vU;A

11- 2019 ¼2½ WLC ¼jkt-½ UC 09 phQ esustj R.S.R.T.C. Vksad cuke Hkokuh 'kadj <+ksyhA

12- 1998 ¼I½ LLJ 694 ¼lqizhe dksVZ½ dyj dse fy- cuke vykliqjdj A.L. o vU;A

13- 1984 ¼48½ FLR 417 ¼lqizhe dksVZ½ osn izdk'k xqIrk cuke MsYVu dscy bf.M;k izk- fy-A

14- 1982 ¼45½ FLR 432 ¼lqizhe dksVZ½ jekdkar feJk cuke LVSV vkWQ ;w- ih-A

15- 2008 ¼119½ FLR 96 ¼lqizhe dksVZ½ Ekkoth lh- ysdqe cuke ls.Vªy cSad vkWQ bf.M;kA

16- 2005 ¼I½ LLJ 467 csx flag cuke tujy esustj fot;k cSad o vU;A

10- mHk;i{k ds rdksZ] miyC/k lkexzh ds ifj'khyu ,oa U;kf;d n`"Vkrksa esa ikfjr fof/k ij bl fookn esa

fuEukafdr fopkj.kh; fcUnq mRiUu gq;s gS%

D;k izkFkhZ ds fo:} ?kjsyw tkWp esa fopkfjr vkjksi vfu'fpr ,oa vLi"V gksus ds dkj.k izkFkhZ dk

leqfpr izfrj{kk djus dk volj ,oa vf/kdkj fo{kqC/k gqvk gS rFkk n.Mkns'k dks vikLr djrs gq;s

foi{kh dks leqfpr vkjksi i= vf/kdj.k ds le{k izLrqr djus dk funsZ' fn;s fcuk foi{kh }kjk

vkjksiksa ds laca/k esa izLrqr lk{; xzg.k fd;s tkus ;ksX; ugha gS\

izkFkhZ------------

D;k tkWp ds nkSjku izLrqr izys[kksa dks lacaf/kr O;fDr;ksa ds lk{; esa ijh{k.k fcuk gh izekf.kr ekuk

x;k rFkk ifjoknh Jh v:.k gkMk }kjk izLrqr ifjokn dks tkWp ,oa lk{; ds nkSjku izLrqr ugha fd;s

tkus ls vkjksi izekf.kr ugha ekus tk ldrs gS\

izkFkhZ--------------

D;k izkFkhZ ds fo:} vkjksi izekf.kr gks tkus ij Hkh izkFkhZ ds fo:} ikfjr n.Mkns'k izkFkhZ ds fl}

nqjkpj.k ds izfr vk'p;Ztud :Ik ls vuuqikrh gS ftlesa U;kf;d gLr{ksi vko';d gS\

izkFkhZ-----------

vuqrks"k%&

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2653

11- mi;qDrZ fopkj.kh; fcUnqvks ij mHk;i{k ds rdZ miyC/k lk{; rFkk fu.kZ;t fof/k ij euu ds i'pkr

fofu'p; bl izdkj gS%

13- bl vf/kdj.k }kjk fnukad 31-05-2001 dks ?kjsyw tkWp dh oS/krk dk ijh{k.k dj ikfjr vkns'k ds ek/;e

ls izkFkhZ ds fo:} yxk;s x;s vkjksiksa ds laUnHkZ esa fuEukuqlkj izs{k.k fd;k x;k FkkA

14- “In my view the above charges in respect of which the complaints against the applicant for the last about 15

years were considered is vague and, therefore, the applicant has been prejudiced in defending the above

charges ’’

15- izkFkhZ dh vksj ls ;g rdZ jgk gS fd fnukad 19-10-1977 ls fnukad 16-08-1992 rd izkFkhZ ds fo:} tks

ifjokn dfFkr :Ik ls izLrqr gq;s mudk dksbZ Li"V ,oa fu'fpr fooj.k ugha fn;s tkus ls izkFkhZ dk bu

ifjoknksa ds izfr izfrj{kk dk vf/kdkj {kqC/k gqvk gSA bl laUnHkZ esa izkFkhZ }kjk ekuuh; mPpre U;k;ky;

ds fu.kZ;ksa vfuy fxywjdj cuke fcykliqj jk;iqj {kS=h; xzkeh.k cSad o vU; ,oa lokbZ flag cuke LVSV

vkWQ jktLFkku rFkk ekuuh; cEcbZ mPp U;k;ky; ds fu.kZ; flnjke ;syIik tk/ko cuke ujflag fxjth

feYl o vU; esa ikfjr fof/k dk voyEc fy;k x;k gSA

16- ekuuh; mPpre U;k;ky; us bu fu.kZ;ksa esa ;g vo/kkfjr fd;k gS fd vLi"V vkjksiksa ij dksbZ tkWp ugha

dh tk ldrh& vkjksi vLi"V gksus ij nks"kh deZpkjh }kjk viuh izfrj{kk mfpr :Ik ls ughs dh tk

ldrh gSA ,sls vkjksiksa ds laca/k esa izLrqr dh xbZ lk{; vfu'fpr ,oa fn[kkoVh gksrh gS] ftlds vk/kkj

ij vkjksi izekf.kr ugha ekus tk ldrsA

17- ekuuh; cEcbZ mPp U;k;ky; us ;g dgk gS fd tc tkWp izfdz;k vLi"V vkjksiksa ds dkj.k nwf"kr ik;h

x;h gks rks Je U;k;ky; ds ikl nks fodYi gksrs gSA izFke] tkWp dk;Zokgh dks vikLr dj n.Mkns’k

fujLr dj nsa ,oa iqu% tkWp dk vkns'k nsa] ;k izca/ku dks mfpr vkjksi i= izLrqr djus dk funsZ’k nsrs gq;s

ml ij Lo;a lk{; vfHkfyf[kr djsaA vLi"V vkjksi gksrs gq;s mUgha vkjksiksa ij izca/ku dh lk{; fopkfjr

ugha dh tk ldrh gSA

18- bu fu.kZ;ksa esa ikfjr fof/k fu'fpr :Ik ls lqlaxr ,oa ekxZn’kZd gSA fdarq ;gkWa ;g mYys[k fd;k tkuk

vlaxr ugha gS fd fnukad 19-10-1977 ls fnukad 17-09-1992 ds e/; izkFkhZ ds fo:} izLrqr 19 ifjoknksa

esa ls fnukad 19-08-1992 dks izLrqr ifjokn tks fd fnukad 17] 18] 19 ,oa 20-08-1992 dks ?kfVr

?kVukvksa ls lacaf/kr gS] esa vfHk;ksftr nqjkpj.k dh lHkh fof'kf"V;kW ,oa visf{kr fooj.k vkjksi i= ds

ek/;e ls izkFkhZ dks miyC/k djok;s x;s gSaA blfy,] ;g ugha dgk tk ldrk fd fnukad 17-08-1992 ls

20-08-1992 rd gqbZ dfFkr ?kVukvksa ls lacaf/kr vkjksi vfu'fpr ,oa vLi"V gksA

19- bl rF;kRed ,oa fof/kd ifjn`’; esa fnukad 17-08-1992 ls 20-08-1992 ds ?kVukdze ls lacaf/kr vkjksi

fdlh izdkj vfu’fpr ,oa vLi"V izekf.kr ugha gksrs gSA blfy, bl vf/kdj.k }kjk tkWp nwf"kr ik;s

tkus ds mijkar n.Mkns'k dks rRle; vikLr djrs gq;s foi{kh dks ;g funsZ’k fn;k tkuk fd og leqfpr

vkjksi i= vf/kdj.k ds le{k izLrqr djs ,oa rnqijkar gh foi{kh }kjk izLrqr lk{; dks vfHkfyf[kr dj

xzg.k djsa] fof/kd :Ik ls v/;isf{kr ugha gSA blfy, tks vkaf’kd vkjksi ¼fnukad 17-08-1992 ls 20-08-

1992 rd dh ?kVukvksa ls lacaf/kr½ fu'fpr ,oa Li"V ik;s x;s gS muds laca/k esa gh mHk;i{k dh lk{;

dk foospu fd;k tkuk visf{kr ,oa fof/k lEer izekf.kr gksrk gSA vr% ;g fcUnq vkaf’kd :Ik ls izkFkhZ ds

i{k esa fu.khZr fd;k tkrk gSA

21- bl fcUnq ds laca/k esa foi{kh dk ;g fyf[kr rdZ gS fd fnukad 17-08-1992 dks izkFkhZ }kjk 'kk[kk izca/kd

Jh v:.k gkMk ds le{k cSad 'kk[kk ds vU; deZpkjhx.k ds lkFk xkyh xykSt o vHknz O;ogkj fd;k

tkuk Jh v:.k gkMk ds dFkuksa ls Hkyh HkkWfr izekf.kr gksrk gSA izfrijh{kk ds nkSjku Jh gkMk dk

ifjlk{; fdlh izdkj [kf.Mr ugha gqvk gSA ;g lk{kh fnukad 18-08-1992 dks 'kk[kk esa mifLFkr Fkk ,oa

izkFkhZ ds nqjkpj.k dk lk{kh jgk gSA Jh vHk; pkS/kjh us fnukad 18-08-1992 dks gh 'kk[kk izca/kd Jh

v:.k gkMk dks ekSf[kd :Ik ls izkFkhZ ds d`R; dh f'kdk;r dh Fkh blfy, Jh vHk; pkS/kjh ls fyf[kr

2654

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

f'kdk;r izkIr gksus ds iwoZ gh Jh v:.k gkMk us fnukad 19-08-1992 dks izkFkhZ dks i= fy[kkA bl i= dks

izkFkhZ us QkM+ dj Qsad fn;kA bl izdkj izkFkhZ ds fo:} foi{kh dh lk{; ls vkjksi izekf.kr gksrs gSA

22- izkFkhZ dh vksj ls ;g rdZ gS fd Jh v:.k gkMk ds vfrfjDr vU; dksbZ O;fDr ,oa lk{kh foi{kh us viuh

lk{; esa ijhf{kr ugha fd;s gSA tcfd rRle; mUgsa cSad dh 'kk[kk esa mifLFkr crk;k x;k gSA ftu

izys[kksa dks lk{; esa izLrqr fd;k x;k gS muds ys[kd dks lk{; esa ijhf{kr gh ugha fd;k x;k] blfy,

mUgsa izekf.kr ugha ekuk tk ldrk gSA mUgksaus vius rdZ ds leFkZu esa ekuuh; mPpre U;k;ky; }kjk

ikfjr fu.kZ;ksa ;wfu;u vkWQ bf.M;k o vU; cuke lqjs'k dqekj flag] gj}okjh yky cuke LVSV vkWQ ;w-

ih- dk voyEc fy;kA ekuuh; mPpre U;k;ky; us bu fu.kZ;ksa esa ;g dgk gS fd egRoiw.kZ lqlaxr

lkf{k;ksa dk ijh{k.k u djus ds dkj.k vkjksi iw.kZ:is.k izekf.kr ugha ekus tk ldrsA ,sls lk{kh tks

vkjksfir deZpkjh dh n'kk dks izekf.kr dj ldrs Fks] dks tkWp esa ijhf{kr ugha fd;k x;kA ;g vijh{k.k

lkjoku gS] rFkk tkWp vuqfpr gSA

23- ekuuh; iatkc gfj;k.kk mPp U;k;ky; us ;wdks cSad cuke ih- vks-] CGIT de yscj dksVZ&2 paMhx< ,oa

ekuuh; jktLFkku mPp U;k;ky; us ;wfu;u vkWQ bf.M;k cuke jktsUnz izlkn 'kekZ ds fu.kZ;ksa esa ;g

vo/kkfjr fd;k gS fd tkWp ds nkSjku ifjoknh ;k vU; Lora= lk{kh ds lk{; ds vHkko esa vkjksi izekf.kr

ugha gksrsA ekuuh; bykgkckn mPp U;k;ky; us vius fu.kZ; losZ'k dqekj 'kekZ cuke LVs'ku Mk;jsDVj

,.M vih;ysV vkWFkksfjVh N.P.C. vkWQ bf.M;k esa dgk gS fd ?kVuk ds izR;{knf’kZ;ksa dks tc tkWp ds

nkSjku ijhf{kr ugha fd;k x;k gks rks tkWp vf/kdkjh dk fu"d"kZ lkjoku lk{; ij vk/kkfjr ugha dgk tk

ldrkA

24- ekuuh; mPpre U;k;ky; us :Ikflag usxh cuke iatkc us'kuy cSad o vU; esa ;g dgk gS fd fdlh

nLrkost dks tkWp esa izekf.kr djus gsrq lacaf/kr lk{kh dks ijhf{kr fd;k tkuk vfuok;Z gSA eS- cjsyh

bysfDVªflVh lIykbZ dEiuh cuke nh odZesu o vU; esa ;g dgk x;k gS fd lk{; vf/kfu;e ds izko/kku

tkWp izfdz;k ij ;|fi ykxw ugha gksrs] fdarq bldk ;g rkRi;Z ugha gS fd xaHkhjrk iwoZd Lif/kZr ekeys ds

rF;ksa dks fl} djus gsrq izek.k dh vko';drk dks njfdukj fd;k tk ldrk gSA

25- bu fu.kZ;ksa esa izfrikfnr fof/k ls ;g fn'kk funsZ'k izkIr gksrk gS fd egRoiw.kZ lqlaxr lk{kh;ksa ds ijh{k.k

ds vHkko esa vkjksi dks izekf.kr ugha ekuk tk ldrkA fopkj.kh; fcUnq la- 1 ds fofu’p; ds vk/kkj ij

vc] fnukad 17-08-1992 ls fnukad 20-08-1992 rd ds izkFkhZ ds dfFkr nqjkpj.k ds laca/k esa vfHk;ksftr

vkjksi pwWfda vLi"V ,oa vfu'fpr ugha ik;s x;s gSa] buds laca/k esa lk{; dk foospu visf{kr gSA

26- foi{kh }kjk bl vkjksi ds laca/k esa ek= ,d gh lk{kh Jh v:.k gkMk rRdkyhu 'kk[kk izca/kd dks lk{;

esa ijhf{kr fd;k x;k gSA bl lk{kh us fnukad 28-06-1989 ls ebZ] 1993 rd foi{kh cSad dh t;iqj 'kk[kk

esa izca/kd ds in ij dk;Zjr jguk dgk gSA fnukad 17-08-1992 ls fnukad 20-08-1992 rd lk{kh Jh

v:.k gkMk ,oa izkFkhZ nksuksa dk cSad 'kk[kk esa M;wVh ij mifLFkr gksuk Hkh dgk gSA bl rF; ds izek.k

Lo:Ik izn'kZ M&1 mifLFkfr jftLVj dks iznf'kZr fd;k x;k gS] ftl ij lk{kh ,oa izkFkhZ ds gLrk{kj

lacaf/kr frfFk;ksa ds dkWye esa fo|eku gaSA lk{kh Jh v:.k gkMk us vkxkeh dFku esa fnukad 17-08-1992

dks M;wVh ds le; 1-50 ij izkFkhZ dk mldh lhV ij vkuk o eqjyh/kj lkefj;k dks xkyh nsrs gq;s dFku

djuk rFkk eqjyh/kj lkefj;k dks izn'kZ M&2 i= fy[kuk iq"V fd;k gSA fnukad 18-08-1992 ds ?kVukdze

dk o.kZu djrs gq;s v:.k gkMk us izkFkhZ ls gq;s okrkZyki ,oa Jh vHk; pkS/kjh ls gq;s O;ogkj ,oa xkyh

xykSt dk mYys[k fd;k gSA izkFkhZ }kjk lk{kh ls ;g Hkh dgk x;k gS fd mlds dgs vuqlkj dke u

djus ij og mls ¼v:.k gkMk dks½ dke ugha djus nsxkA lk{kh Jh v:.k gkMk us izn’kZ M&3 pkVkZ ij

Lo;a }kjk izkFkhZ ds laca/k esa fVIi.kh djuk Hkh lk{; esa izekf.kr fd;k gSA blh dze esa fnukad 19-08-1992

dks izn'kZ M&4 i= izkFkhZ dks lk{kh }kjk tkjh djuk vkSj guqeku ds ek/;e ls fMyhojh gsrq mls nsuk

rFkk izkFkhZ }kjk i= u ysrs gq;s QkM+ nsus o jlhn u nsus dk i`"Bkdau fnukad 19-08-1992 dks gh djuk

izekf.kr fd;k gSA izn'kZ M&4 ij lk{kh Jh v:.k gkMk }kjk fd;s x;s i`"Bkdau ds vk/kkj ij izn'kZ

M&5 izs"k.k iqfLrdk esa i= okgd guqeku dh fVIi.kh dks leFkZu feyrk gSA vius izfrijh{k.k esa lk{kh

Jh v:.k gkMk us Li"V fd;k gS fd fnukad 17-08-1992 dks 1-50 ij tks ?kVuk gqbZ ml le; mlds

vykok izkFkhZ ogha Fkk blds vykok cSad dk;Z dj jgk FkkA dkSu&dkSu ogkW Fkk mls ;kn ugha gSA fQj

lk{kh us eqjyh/kj lkWofj;k ;k lkWHkfj;k dk ogkW gksuk dgk gSA lk{kh us Lo;a ds dsfcu ;k dsfcu ds ckgj

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2655

Hkh dk;Zjr gksuk dgk gSA ;g mYys[kuh; gS fd lk{kh Jh v:.k gkMk ls izfrijh{kk ?kVuk ds yxHkx

18&19 o"kZ mijkar dh xbZ gS] blfy, lk{kh dk ;g dFku fd dfri; rF; mls ;kn ugha gS] furkar

LoHkkfod gSA

27- lk{kh Jh v:.k gkMk us izn'kZ M&8 ifjokn ds laca/k esa ;g Li"Vhdj.k fn;k gS fd Jh vHk; pkS/kjh us

izkFkhZ ds nqjkpj.k ds laca/k esa fnukad 18-08-1992 dks gh ekSf[kd f’kdk;r dh FkhA rFkk Jh vHk; pkS/kjh

us fnukad 20-08-1992 dks fyf[kr ifjokn lk{kh dks fn;kA fnukad 18-08-1992 dh ?kVuk dks

lk{kh Jh v:.k gkMk us Hkh lquk Fkk D;ksfd og dqN nwjh ij gh cSad ds gkWy esa dk;Z dj jgk FkkA

28- izkFkhZ dh vksj ls ;g izcy rdZ gS fd v:.k gkMk us ;g Hkh dgk gS fd fnukad 17-08-1992 dks gqbZ

?kVuk ds laca/k esa mlus vius mPpkf/kdkfj;ksa dks ekSf[kd ,oa fyf[kr :Ik esa f'kdk;r dh Fkh fdUrq og

fyf[kr f'kdk;r lk{; esa izLrqr ugha dh xbZ gS] blfy, v:.k gkMk dk dFku lafnX/k gS] bl rdZ ds

laca/k esa lk{; dk ifj'khyu ;g n’kkZrk gS fd v:.k gkMk us vius izfrijh{k.k esa ;g dgk gS fd mlus

19 vxLr dks tks i= txnh’k izlkn tkfxM+ dks fn;k Fkk mldh izfr gh mPpkf/kdkfj;ksa dks nh FkhA

blds vykok f'kdk;r dk i= i=koyh esa ugha gSA izn’kZ M&4 dh izfr mPpkf/kdkfj;ksa dks Hksts tkus dk

i`"Bkdau izn'kZ M&4 ij ugha gSA lk{kh us iqu% Li"V fd;k gS fd tks dkWih izsf"kr dh tkrh gS mlh ij

i`"Bkdau fd;k tkrk gSA bl izdkj v:.k gkMk us izn'kZ M&4 i= fnukad 19-08-1992 dh izfr gh

mPpkf/kdkfj;ksa dks i`"Bkdau djuk dgk gSa bl fLFkfr esa Jh v:.k gkMk }kjk fnukad 17-08-1992 dh

?kVuk dk fooj.k mPpkf/kdkfj;ksa dks izn'kZ M&4 ds :Ik esa izLrqr fd;k tkuk izekf.kr gksrk gSA izkFkhZ

dh vksj ls izfrijh{kk esa lk{kh dks ;g lq>ko ugha fn;k x;k gS fd izn'kZ M&4 ls fHkUu dksbZ ifjokn

mPpkf/kdkfj;ksa dks fn;k x;k gks ftlesa izkFkhZ ds fdlh nqjkpj.k dk dksbZ mYys[k gh u gksA blfy, izkFkhZ

dk ;g vk{ksi Lohdk;Z ugha gSA

29- foi{kh ds lk{kh Jh v:.k gkMk us ;g Lohdkj fd;k gS fd 'kiFk i= esa isjk 7 ls 21 rd ds dFkuksa esa

of.kZr ?kVukvksa dk vkjksi i= esa fooj.k ugha gSA ;s lHkh ?kVuk;sa fnukad 17-08-1992 ds iwoZorhZ gS ftuds

laca/k esa vkjksi dks vfu'fpr ,oa vLi"V eku fy;k x;k gSA

30- izkFkhZ txnh'k izlkn tkfxM+ us ;|fi vius 'kiFk i= esa fdlh ls nqO;Zogkj djus ds rF; ls baUdkj

fd;k gS fdarq fnukad 17-08-1992 ls fnukad 20-08-1992 rd cSad dh 'kk[kk esa Lo;a dh mifLFkfr dks

Lohdkj fd;k gSA mlus dgk gS fd fnukad 17-08-1992 ls fnukad 18-08-1992 dks og rFkk Jh v:.k

gkMk 'kk[kk esa mifLFkr FksA izkFkhZ us dgk gS fd Jh v:.k gkMk ds izfr mldh iqjkuh O;fDrxr nq'keuh

FkhA esjs fouze vf/ker ls ßO;fDrxr nq'keuhß ,d ,slh fLFkfr gS tks nksuks gh i{kksa dks ,d nwljs ls

nqO;Zogkj djus ;k viekfur djus dk volj ,oa mRrstuk ns ldrh gSA blfy,] izkFkhZ }kjk Jh v:.k

gkMk ds izfr viekutud dFku ;k nqO;Zogkj fd;s tkus dh laHkkouk fuewZy ugha dgh tk ldrh gSA

izkFkhZ dk lk{kh euksgj cPpkuh vius izfrijh{k.k esa Lohdkj djrk gS fd mifLFkfr jftLVj izn'kZ M&1

ds vuqlkj fnukad 17-08-1992 dks og NqVVh ij Fkk rFkk 'kk[kk izca/kd ds dejs ls mldh lhV fn[kkbZ

ugha nsrh FkhA blfy, ;g Hkh laHko gS fd mldh lhV ls 'kk[kk izca/kd ds dejs dk n`’; Hkh fn[kkbZ ugha

nsrk gksA bl fLFkfr esa lk{kh euksgj cPpkuh dk izkFkhZ ds laca/k esa ;g dguk fd og fnukad 17-08-1992

ls fnukad 18-08-1992 dks 'kk[kk esa mifLFkr Fkk rFkk izkFkhZ us fdlh ds lkFk nqO;Zogkj ugha fd;k]

vfo'oluh; yxrk gSA

31- lk{; ds bl foospu ls ;g Li"V gS fd foi{kh lk{kh Jh v:.k gkMk us vkjksi esa of.kZr fnukad

17-08-1992 ls fnukad 20-08-1992 rd ds izkFkhZ ds nqjkpj.k ds laca/k esa tks dFku fd;s gS muesa of.kZr

?kVukvksa dk og Lo;a izR;{kn'khZ jgk gSA v:.k gkMk us tks izys[k vius lk{; esa iznf'kZr fd;s gS mu ij

mlds Lo;a ds gLrk{kj ,oa i`"Bkdau fo|eku gS blfy, ;s izys[k izekf.kr gq, gSA fdlh rF; dks

izekf.kr djus gsrq cgqla[;d lk{; vko’;d ugha gS oju~ lk{; dh xq.koRrk dh vis{kk dh tkrh gSA

izkFkhZ }kjk fd;s x;s nqjkpj.k dks lk{kh v:.k gkMk us Lo;a izR;{kn'khZ ds :Ik esa izekf.kr fd;k gSA ,d

yEcs varjky ds mijkar cSad 'kk[kk esa dk;Zjr vU; deZpkfj;ksa] tks izR;{kn’khZ Hkh jgs gksa] dks ijhf{kr u

fd;s tkus ds vk/kkj ij v:.k gkMk ds dFkuksa dks R;kxk ugha tk ldrk gSA blfy, izkFkhZ dh vksj ls

2656

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

izLrqr fu.kZ;ksa esa izfrikfnr fof/k dks eS llaEeku ekxZn'kZd le>rk gwW fdarq lk{; ds foospu ls mRiUu

fLFkfr esa rF;kRed fHkUurk ds dkj.k izkFkhZ ds i{k esa leFkZd ugha ikrk gwWA

32- bl izdkj foi{kh }kjk vkjksi i= esa of.kZr fnukad 17-08-1992 ls fnukad 20-08-1992 ds e/; of.kZr

?kVukdze ftlesa izkFkhZ }kjk vHknz O;ogkj o nqjkpj.k fd;k tkuk vfHk;ksftr gS] foi{kh ds lk{; ds

vk/kkj ij izekf.kr gksrk gSA vr% ;g fcUnq izkFkhZ ds fo:} fu.khZr fd;k tkrk gSA

34- fopkj.kh; fcUnq la-&1 o 2 ij ikfjr fofu'p; ds vk/kkj ij ;g izekf.kr gqvk gS fd izkFkhZ ds fo:}

yxk;s x;s vkjksiksa esa ls ek= fnukad 17-08-1992 ls fnukad 20-08-1992 ds e/; izkFkhZ }kjk fd;s x;s

nqjkpj.k ls lacaf/kr vkjksi vfu’fpr ,oa vLi"V ughas gksus ij bu vkjksiksa ds lanHkZ esa izkFkhZ ds fo:}

foi{kh }kjk izLrqr lk{kh Jh v:.k gkMk ds ifjlk{; ls vkjksi izekf.kr ik;s x;s gaSA bu izekf.kr vkjksiksa

ds vUrxZr izkFkhZ }kjk foi{kh cSad dh 'kk[kk ifjlj esa 'kk[kk izca/kd ls vHknz O;ogkj xkyh xykSt

@vi’kCnksas dk iz;ksx djrs gq;s vuq’kklughurk fd;k tkuk izekf.kr ik;k x;k gSA 'kk[kk izca/kd }kjk bl

laca/k esa ekWxs x;s Li"Vhdj.k gsrq i= dks izkFkhZ }kjk QkM+ nsuk rFkk dk;Z viw.kZ NksM+ nsuk Hkh izekf.kr

gqvk gSA buds vfrfjDr vU; vkjksi vLi"V ,oa vfu'fpr gksus ls buds laca/k esa izLrqr lk{; dks

vxzkâ; ekuk x;k gSA ;g Li"V gS fd izkFkhZ }kjk fd;s x;s mi;qDrZ nqjkpkj ,oa vHknz O;ogkj ds dkj.k

cSad dks dksbZ vkfFkZd {kfr ugha igqWpkbZ xbZ gS vkSj u gh izkFkhZ }kjk Ny vFkok izoapukiw.kZ O;ogkj djrs

gq;s cSad ds fgr dks vk?kkr igqWpk;k x;k gSA izkFkhZ ds O;ogkj dks vHknz] ve;kZfnr ,oa vokafNr O;ogkj

dh laKk vo'; nh tk ldrh gSA ftllsa izkFkhZ ls ofj"B@led{k] vf/kdkfj;ksa@deZpkfj;ksa dk voeku

lkoZtfud :i ls gqvkA

35- ekuuh; loksZPp U;k;ky; us vius fu.kZ;ksa dyj dse fy- cuke vykliqjdj A.L. o vU;] osn izdk'k

xqIrk cuke MsYVu dscy bf.M;k izk- fy-] jekdkar feJk cuke LVSV vkWQ ;w- ih- rFkk Ekkoth lh- ysdqe

cuke ls.Vªy cSad vkWQ bf.M;k esa ;g ekxZn'kZu fn;k gS fd ;fn n.Mkns'k fl} nqjkpj.k dk

vk'p;Ztud :Ik ls vuuqikrh gks rks ;g fof/kd 'kks"k.k ,oa vuqfpr Je O;ogkj dgykrk gSA tc fl}

nqjkpj.k bruk xaHkhj izekf.kr u gks fd lsokeqfDr ds n.M dks vkdf"kZr djs rks lsokeqfDr ds n.M dks

l'kksf/kr fd;k tkuk mfpr gSA ,slh voLFkk esa U;k;ky; dh U;kf;d vUrZvkRek m}sfyr gksrh gS vkSj

gLr{ksi vko’;d gks tkrk gSA blh dze esa jktLFkku mPp U;k;ky; ds fu.kZ; csx flag cuke tujy

esustj fot;k cSad o vU; esa ;g dgk x;k gS fd izca/ku }kjk fn;s x;s n.M esa gLr{ksi dk ifj{ks=

;|fi lhfer gS fQj Hkh n.M ds fl} nqjkpj.k ds izfr vuuqikrh izekf.kr gksus ij lsokeqfDr ds n.M esa

gLr{ksi fd;k tkuk mfpr gSA

36- foi{kh cSad }kjk izkFkhZ dks fcuk uksfVl lsokeqfDr dk n.M fn;k tkuk izkFkhZ }kjk foxr esa fd;s x;s

nqjkpj.k ,oa vHknz O;ogkj esa visf{kr lq/kkj u ykus o vknru nqjkpkjh gksus ds vk/kkj ij fn;k tkuk

izdV gksrk gSA fdarq mDr iwoZorhZ nqjkpj.k laca/kh vkjksi vLi"Vrk ds dkj.k fof/k lEer ugha ik;s x;s

gSA izca/ku dh rRlaca/kh lk{; dks vLi"V vkjksi ds laca/k esa xzkâ; ugha ekuk x;k gSA bl fof/kd ,oa

rF;kRed ifjn`'; esa foi{kh }kjk izkFkhZ ds fo:} izekf.kr gq;s nqjkpj.k ds vk/kkj ij fcuk uksfVl lsok

lekfIr dk n.M fn;k tkuk bl vf/kdj.k dh U;kf;d vUrZvkRek dks m}sfyr djus gsrq i;kZIr gS D;ksafd

;g n.M izkFkhZ ds fo:} fl} fd;s x;s nqjkpj.k dk Li"V :Ik ls vuuqikrh gksuk izekf.kr gksrk gS]

ftlesa U;kf;d gLr{ksi vko';d gSA vr% ;g fcUnq izkFkhZ ds i{k esa fu.khZr fd;k tkrk gSA

38- fopkj.kh; fcUnq la- 3 ij izkIr fu"d"kZ ds vk/kkj ij izkFkhZ ds fo:} foi{kh }kjk ikfjr fd;k x;k lsok

lekfIr dk n.M izkFkhZ ds fo:} fl} fd;s x;s nqjkpj.k dk vuuqikrh ik;k x;k gS] ftlesa U;kf;d

gLr{ksi visf{kr gSA bl lanHkZ esa bl fookn ds lqlaxr rF;ksa ,oa ifjfLFkfr;ksa ij fopkj fd;k x;kA

39- izkFkhZ dh e`R;q bl fookn ds yafcr jgrs gq;s gh gks pqdh gSA fnukad 31-12-2010 dks izkFkhZ dh lsok

fuo`fRr gks tkuk Hkh] n.Mkns'k vikLr gksus dh fLFkfr esa laHko jgk gSA ;g Hkh ,d Lohd`r rF; gS fd

izkFkhZ ds fo:} lsok lekfIr dk n.M ikfjr gksus ds I'pkr ls izkFkhZ us foi{kh cSad esa dksbZ dk;Z ugha

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2657

fd;k gS rFkk izkFkhZ dks mlds fo:} yxk;s x;s lHkh vkjksiksa ls nks"keqDr Hkh ugha fd;k x;k gSA izkFkhZ us

fookn ds yafcr jgus ds nkSjku cSad ds lsok fu;eksa ds vuqlkj fuokZg HkRrk izkIr djus gsrq vf/kdj.k ls

vkns'k Hkh izkIr fd;k gSA blfy, vf/kfu;e dh /kkjk 11 ¼d½ ds vUrxZr iznRr 'kfDr;ksa ds iz;ksx esa

izkFkhZ ds fo:} ikfjr fcuk uksfVl lsok lekfIr ds n.Mkns'k dks vikLr djrs gq;s blds LFkku ij izkFkhZ

ds fo:} rhu okf"kZd osru&o`f);kW lap;h izHkko ls jksds tkus dk n.M fn;k tkrk gSA izkFkhZ dks mldh

lsok lekfIr frfFk ls dkYifud ¼Notional½ :Ik ls iqu% lsok esa cgky ekurs gq;s lsok&fuo`fRr frfFk rd

lsok esa fujarjrk lfgr 50 izfr'kr foxr osru@ifjykHkksa dk Hkqxrku izkIr djus dk vf/kdkjh ?kksf"kr

fd;k tkrk gSA izkFkhZ dks Hkqxrku dh xbZ fuokZg HkRrs dh jkf'k foxr osru ifjykHkksa esa ls lek;ksftr dh

tkosA

40- foi{kh vkxkeh nks ekg dh vof/k esa bl vkns'k dk vuqikyu djrs gq;s e`rd izkFkhZ Jh txnh'k izlkn

tkafxM dks ns; leLr /kujkf’k dk Hkqxrku e`rd izkFkhZ ds bl fookn esa vfHkfyf[kr fof/kd izfrfuf/k;ksa

dks djs] vU;Fkk ns; jkf'k ij 9 izfr'kr okf"kZd C;kt nj ls C;kt dk Hkqxrku Hkh izkFkhZx.k dks ns;

gksxkA

41- Je ea=ky; Hkkjr ljdkj }kjk lanfHkZr fookn dk U;k; fu.kZ;u mi;qZDr vuqlkj fd;k tkrk gSA

42- vf/kfu.kZ; dh izfrfyfi leqfpr ljdkj dks vf/kfu;e] dh /kkjk 17 ¼1½ ds varxZr izdk’kukFkZ izsf"kr dh

tkosaA

jk/kk eksgu prqosZnh] ihBklhu vf/kdkjh

.

नई दिल्ली, 14

, 2024

-—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa

dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS|ksfxd

fookn

esa

dsUnzh;

ljdkj

vkS|ksfxd

vf/kdj.k@Je

U;k;ky;

ds

iapkV

(19,27,28,30/2017) izdkf”kr djrh gSA

[सं. ,y-12012/39/2017-

(

-II)]

[सं. ,y-12012/33/2017-

(

-II)]

[सं. ,y-12012/31/2017-

(

-II)]

[सं. ,y-12012/53/2017-

(

-II)]

सलोनी, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1210.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. 19,27,28,30/2017) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jaipur as shown in the Annexure, in the industrial dispute between the management of Punjab National Bank and

their workmen.

[No. L-12012/39/2017–IR (B-II)]

[No. L-12012/33/2017–IR (B-II)]

[No. L-12012/31/2017–IR (B-II)]

[No. L-12012/53/2017–IR (B-II)]

SALONI, Dy. Director

ihBklhu vf/kdkjh

jk/kk eksgu prqosZnh

1- Jh jkts'k lSuh iq= Jh guqeku lgk; lSuh]

2658

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Reference No. L-12012/39/2017-IR (B-II) Dated: 19.07.2017

2- Jh jes'k 'kekZ iq= Jh HkSajksyky 'kekZ]

Reference No. L-12012/33/2017-IR (B-II) Dated: 17.07.2017

3- Jh thou dqekj 'kekZ iq= Jh ns'kjkt 'kekZ]

Reference No. L-12012/31/2017-IR (B-II) Dated: 17.07.2017

4- Jh jktw oekZ iq= Jh y{e.k izlkn]

Reference No. L-12012/53/2017-IR (B-II) Dated: 07.09.2017

lHkh }kjk&tujy lsdszVjh] odZlZ vkxsZukbZts'ku] C-13 vks>k th dk ckx] xka/kh uxj eksM+ t;iqjA

---------izkFkhZx.k

2- {ks=h; egkizcU/kd] iatkc us'kuy cSad] tksuy vkWfQl 2] usg: Iysl] Vksad jksM] t;iqjA

3- lgk;d egkizcU/kd] iatkc us'kuy cSad] MBC psEcj fcfYMx czkap] ,e- vkbZ- jksM] t;iqjA

--------vizkFkhZx.k@foi{kh

mifLFkr%&

izkFkhZx.k dh vksj ls

% Jh rq"kkj iaokj &vfHkHkk"kdA

vizkFkhZx.k dh vksj ls% Jh lqjsUnz flag ¼ukyksV½ vfHkHkk"kdA

Je ea=ky; Hkkjr ljdkj ubZ fnYyh }kjk fnukad 17-07-2017 ls fnukad 07-09-2017 rd fofHkUu frfFk;ksa ij vkS|ksfxd fookn

vf/kfu;e 1947 ¼ftls vkxs ek= vf/kfu;e dgk tkosxk½ dh /kkjk 10 ¼1½ ¼Mh½ o 2A ds vUrxZr iznRr 'kfDr;ks ds vuqlj.k esa

mi;qZDr pkjksa izkFkhZx.k ds laca/k esa vkS|ksfxd fookn U;k;fu.kZ;u gsrq bl vf/kdj.k dks lanfHkZr fd;s x;sA bu

fooknksa esa rF;ksa dh ,d:irk dks n`f"Vxr j[k lqfo/kk dh n`f"V ls fuEukuqlkj lesfdr dj of.kZr fd;k

tk jgk gS %&

mi;ZqDr lHkh fooknksa esa foi{khx.k leku gSa ,oa izkFkhZx.k ds fu;kstu dh izd`fr o in Hkh leku gaS] ek=

lsok lekiu dh frfFk gh i`Fkd i`Fkd gSA blfy, bu izdj.kksa dks lesfdr dj lk{; ,oa fof/k dk

foospu ,d lkFk djrs gq;s vf/kfu.kZ; ikfjr fd;s tkus dk fuosnu mHk;i{k }kjk fd;k x;kA bu fooknksa

esa mHk;i{k ds rdZ vkSj voyfEcr U;kf;d n`"Vkar Hkh leku gh gSaA blfy, bu fooknksa dk U;k; fu.kZ;u

djrs gq;s vf/kfu.kZ; ,dhd`r :Ik ls ikfjr fd;k tk jgk gSA

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2659

izkFkhZx.k us vius vius nkoksa ds vfHkdFku i`Fkd i`Fkd izLrqr fd;s gSA izkFkhZx.k ds vfHkopuksa dk laf{kIr

o.kZu bl izdkj gS%

izkFkhZ jkts'k lSuh dks fnukad 15-08-2010 dks] izkFkhZ jes'k 'kekZ dks fnukad 07-06-2010 dks] izkFkhZ thou

dqekj dks fnukad 01-09-2006 dks rFkk jktw oekZ dks fnukad 24-09-2008 dks foi{kh cSad ds okguksa dks

pykus gsrq cSad ds izca/kdksa }kjk MªkbZojksa ds in ij j[kk x;k FkkA izkFkhZx.k@MªkbZoj foi{kh la-&2

¼izca/kd½ ds funsZ'kksa ij cSad dh xkMh pykrs FksA fdarq fnukad 15-07-2016 ls 08-08-2016 ds e/; i`Fkd

i`Fkd frfFk;ksa ij fcuk fdlh dkj.k ds uksfVl fn;s fcuk foi{khx.k us izkFkhZx.k dks lsokeqDr dj fn;kA

izkFkhZx.k ds LFkku ij u;s MªkbZojksa dh HkrhZ dj yh xbZA izkFkhZx.k dh lsok lekfIr vf/kfu;e dh /kkjk

25 F ds izko/kkuksa ds foijhr gSA vr% lsok lekfIr dks voS/k ?kksf"kr djrs gq;s izkFkhZx.k dks lsok esa

fujarjrk ,oa foxr osru ifjykHkksa lfgr lsok esa cgky fd;k tkosA

foi{khx.k us bu pkjksa izdj.kksa esa i`Fkd i`Fkd oknksRrj izLrqr fd;s gSa] ftudk laf{kIr o.kZu bl izdkj gS%

cSad izca/kd@vf/kdkjh dks cSad }kjk iznRr okgu dks pykus gsrq izca/kdksa }kjk vius Lrj ij gh O;fDrxr

okgu pkyd dh lsok;sa futh :Ik ls yh tkrh gSa rFkk futh MªkbZoj izca/kd@vf/kdkjh dks izkIr HkRrksa ds

vUrxZr gh muesa ls osru Hkqxrku izkIr djrk gSA foi{khx.k }kjk izkFkhZx.k dks dHkh Hkh cSad ds deZdkj

ds :Ik esa fu;qDr ugha fd;k x;k] u gh fu;qfDr i= fn;k x;kA izkFkhZx.k vkSj foi{khx.k ds chp

fu;kstd&deZdkj ds laca/k ugha gSA foi{kh }kjk vf/kfu;e ds fdlh Hkh izko/kku dk mYya?ku ugha fd;k

x;kA O;fDrxr MªkbZoj dks cSad esa fu;qfDr ikus dk vf/kdkj ugha gSA izkFkhZx.k us foi{kh ds v/khu 240

fnu ls vf/kd dk;Z ugha fd;kA vr% okn fujLr fd;k tkosA

izkFkhZx.k dh vksj ls vius vius lk{; esa izkFkhZx.k us Lo;a izkFkhZx.k jkts'k lSuh] jes’k 'kekZ] thou dqekj

'kekZ ,oa jktw oekZ dks ijhf{kr fd;kA izys[kh; lk{; esa cSad izca/kdksa }kjk tkjh fd;s x;s izek.ki=ksa ,oa

izkFkhZx.k ds cSad [kkrksa dh@iklcqdksa dh izfr;kW iznf’kZr dh xbZ gSA

foi{khx.k dh vksj ls bu izdj.kksa esa lk{kh MW-1] lqtkrk HkV~Vkpk;Z eq[; izca/kd ¼HR½ dks ijhf{kr

fd;k ,oa izys[kh; lk{; esa izn'kZ D&1 ,oa izn'kZ D&2] foRr ea=ky; Hkkjr ljdkj ds i=ksa dks iznf'kZr

fd;k gSA

fnukad 05-03-2024 dks esaus mHk;i{k }kjk izLrqr fyf[kr ,oa ekSf[kd rdksZ] miyC/k lk{; ,oa mHk;i{k

}kjk izLrqr U;kf;d n`"Vkarksa esa ikfjr fof/k ij /;kuiwoZd fopkj fd;kA bu fooknksa esa fuEukfdar fcUnq

fopkj.kh; mRiUu gq;s gS%

10-

1- D;k izkFkhZx.k ,oa foi{kh cSad ds e/; fu;kstd &deZdkj ds laca/k vfLrRo esa gS\

------------------izkFkhZx.k

2- D;k izkFkhZx.k us foi{kh cSad ds v/khu lsok lekiu frfFk ds iwoZorhZ ,d dys.Mj o"kZ esa 240 fnu ls

vf/kd dk;Z fd;k gS rFkk vf/kfu;e dh /kkjk 25 F ds izko/kkuksa dk foi{khx.k }kjk vuqikyu u fd;s

tkus ls izkFkhZx.k dh lsok dk lekiu voS/k gS\

-----------------izkFkhZx.k

3- D;k izkFkhZx.k dh lsok lekIr djus ds mijkar foi{kh }kjk u;s MªkbZojksa dh fu;qfDr dh xbZ gS\

------------------izkFkhZx.k

4- vuqrks"k%&

11-

izkFkhZx.k dk ;g rdZ gS fd ;fn izkFkhZx.k izca/kdksa ds O;fDrxr MªkbZoj gksrs rks mu izca/kdksa ds

LFkkukraj.k ij izkFkhZx.k dks Hkh LFkkukarfjr dj fn;k tkrk] fdarq os ¼izkFkhZx.k½ ,d gh LFkku ij cSad dh

gh xkMh pykrs jgsA mDr okgu cSad ds LokfeRo dk Fkk ftldk j[kj[kko] bZ/ku O;; vkfn cSad gh ogu

djrk FkkA izkFkhZx.k dk osru cSad }kjk izkFkhZx.k ds [kkrksa esa tek djok;k tkrk FkkA tks osru dk

2660

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Hkqxrku djs ogh fu;ksDrk gksrk gSA Þfuth okgu pkydÞ in uke Þfuth lgk;dÞ ,oa Þfuth lfpoÞ ds

rqY; gS tks fd cSad ds deZpkjh gh izekf.kr gksrs gSA izn'kZ D&1 ,oa izn’kZ D&2] i=ksa esa frfFk esa

dkV&NkWV dh xbZ gSA okLro esa ;g i= izkFkhZx.k dh lsokeqfDr ds ckn ds gSa] blfy, iz;ksT; ugha gaSA

mUgksus vius rdksZ ds leFkZu esa fuEukfdar fu.kZ; izLrqr fd;s gS%&

1- cSad vkWQ cMkSnk cuke ?kSej HkkbZ gjth HkkbZ jsckjh AIR 2005 ¼lqizhe dksVZ½ 2799

2- fMohtuy esustj] ;wdks cSad fMohtu cuhikdZ cuke jru flag HkkVh o vU; RLWS 2006 ¼3½

jktLFkku 2150A

3- ;wfu;u cSad vkWQ bf.M;k cuke eqtkfgn gqlSu o vU; 2022 ¼2½ SLR 706 ¼fnYyh½A

12-

foi{khx.k dk ;g fojks/kh rdZ gS fd izkFkhZx.k cSad }kjk fu;qDr ugha fd;s x;s rFkk izkFkhZx.k o foi{khx.k

ds chp fu;kstd vkSj deZdkj dk laca/k ugha gSA izkFkhZx.k cSad vf/kdkfj;ksa@izca/kdksa }kjk futh gSfl;r

esa fu;qDr fd;s x;s MªkbZolZ gSa ftuds osru dk Hkqxrku izca/kdksa dks fn;s tkus okys HkRrs esa ls fd;k

tkrk gSA ;fn ;g osru izkFkhZx.k ds cSad [kkrksa esa tek Hkh djok fn;k tkrk gks rks ek= blh vk/kkj ij

izkFkhZx.k cSad ds deZpkjh ugha cu tkrs gSA izkFkhZx.k ds dk;ksZ ij fu;U=.k ,oa funsZ'ku lacaf/kr izca/kd

dk gh jgrk gS] cSad dk ughaA izkFkhZx.k us izca/kdksa ds HkRrs ls muds osru Hkqxrku dk rF; Lohdkj Hkh

fd;k gSA izkFkhZx.k dh fu;qfDr cSad dh fofgr p;u izfdz;k ds vUrxZr ugha dh xbZ gSA izkFkhZx.k }kjk

izLrqr izek.k i= mudh cSad esa 240 fnu dh lsok fd;s tkus dk izek.k ugha gSA mUgksus vius rdksZ ds

leFkZu esa fuEukafdr fu.kZ;ksa esa izfrikfnr fof/k dk voyEc fy;k gS%

1- ,u- ohjIiu cuke ps;jesu ,.M esusftax Mk;jsDVj iatkc ,.M fla/k cSad ubZ fnYyh Writ petition

No. 16147/2005 ¼enzkl½ vkns'k frfFk 19-09-2013

2- bykgkckn cSad MªkbZolZ ,slks- o vU; cuke ;wfu;u vkWQ bf.M;k FMA la- 830/2004 fu.kZ; frfFk

25-02-2009 ¼dydRrk½A

3- lsdszVjh] LVSV vkWQ dukZVd cuke mek nsoh o vU; ¼2006½ 4 SCC]

4- LVSV vkWQ fgekpy izns'k cuke lqjs'k dqekj oekZ o vU; ¼1996½ 7 SCC 562A

5- eksgEen vyh cuke LVSV vkWQ fgekpy izns’k ¼2018½ 15 SCC 641A

6- lqjsUnz uxj fMLVªfjDV iapk;r cuke Mk;k HkkbZ vej flag ¼2005½ 8 SCC 750A

7- lqjsUnz uxj fMLVªfjDV iapk;r cuke xaxkcsu ykyth HkkbZ 2006 SCC (L&S) 1623A

8- jsat QksjsLV vkWQhlj cuke ,l- Vh- gknheuh AIR 2002 lqizhe dksVZ 1147A

9- E;qfufliy dkjiksjs’ku Qjhnkckn cuke fljh fuokl 2004 ¼5½ SLR 816A

13-

mHk;i{k }kjk izLrqr rdksZ] lk{; ,oa fu.kZ;ksa esa izfrikfnr fof/k ij euu ds mijkar fopkj.kh; fcUnqvksa ij

fu.kZ; bl izdkj gS%&

14-

15-

bl fcUnq ds laca/k esa lHkh izkFkhZx.k us vius lk{; ds eq[; ijh{k.k esa gh ;g dgk gS fd mUgsa foi{kh cSad

esa vizkFkhZ la- 2 }kjk cSad dh xkMh pykus gsrq MªkbZoj ds in ij j[kk x;k FkkA izkFkhZx.k vizkFkhZ la- 2 ds

funsZ’kksa ij cSad dh xkM+h pykrs Fks& ?kj ls cSad o cSad ls ?kj ykrs FksA izkFkhZx.k us vius lk{; esa tks

izek.k i= iznf’kZr fd;s gS og Hkh bl rF; dh iqf"V djrs gS fd mUgsa cSad ds lgk;d egkizca/kd@ofj"B

{kS=h; izca/[email protected] izeq[k tks fd cSad ds vf/kdkjh ¼Executive½ gaS] }kjk okgu pykus ds mns’; ls

futh MªkbZoj ds :Ik esa fu;qDr fd;k x;kA ;gkW ;g mYys[k fd;k tkuk vko’;d gS fd ;g izek.k i=

fdlh Hkh izdkj cSad dh fofgr p;u izfdz;k ds vuqlj.k esa l{ke fu;ksDrk izkf/kdkjh }kjk tkjh fu;qfDr

i= ugha ekus tk ldrs gaSA foi{kh cSad dh fu;qfDr gsrq ,d fofgr p;u izfdz;k gS mlh ds vUrxZr cSad

esa fdlh in ij fu;qfDr dh tk ldrh gSA

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2661

16-

izkFkhZ jkts'k lSuh dk dFku gS fd mldh fu;qfDr ekSf[kd Fkh& dksbZ fu;qfDr i= ugha FkkA mlds izek.k

i=ksa esa futh MªkbZoj ds :Ik esa dke djuk lgh fy[kk gSA jkts'k lSuh us ;g Hkh Lohdkj fd;k gS fd

cSad esustj dks cSad dh xkMh pyokus ds fy;s cSad }kjk HkRrk fn;k tkrk Fkk ,oa mlh HkRrs ls esustj

mls osru dk Hkqxrku djrs FksA

17-

izkFkhZ jes'k 'kekZ us vius izfrijh{k.k esa dgk gS fd mls irk ugha fd mls futh okgu pkyd ds :Ik esa

j[kk x;k gksA mlds }kjk izLrqr izek.k i=ksa esa Þfuth O;oLFkk ds rkSj ijÞ fu;qDr djuk dSls fy[kk gS]

irk ughaA ;|fi izca/kd ds HkRrs ls osru fn;s tkus dk lq>ko jes'k 'kekZ us vLohdkj fd;k gS fdarq cSad

}kjk osru Hkqxrku fd;k tkuk izekf.kr Hkh ugha fd;k gSA

18-

izkFkhZ jktw oekZ dk dFku gS fd mls cSad }kjk osru iphZ dHkh tkjh ugha dh xbZA mlds }kjk izLrqr

izek.k i=ksa esa Þfuth MªkbZoj ds :Ik esaÞ n'kkZuk lgh gSA mls ;g tkudkjh ughas gS fd cSad esustj ds

HkRrs ls mldk osru fn;k tkrk gksA

19-

izkFkhZ thou dqekj us ;|fi izca/kd dk futh pkyd gksus ds lq>ko dks vLohdkj fd;k gSA fdarq ;g

Lohdkj dj fy;k gS fd mls cSad dh osru iphZ ls Hkqxrku ugha gksrk Fkk rFkk cSad esa mldh gktjh Hkh

ugha gksrh FkhA ;g ,d Lohd`r fLFkfr gS fd izkFkhZx.k dh fu;qfDr ,oa lsok lekfIr dk dksbZ vkSipkfjd

vFkok fyf[kr vkns'k vfLrRo esa ugha gSA

20-

izkFkhZx.k dh vksj ls izLrqr fu.kZ; cSad vkWQ cMkSnk cuke ?kSej HkkbZ gjth HkkbZ jsckjh esa ekuuh; mPpre

U;k;ky; us dgk gS fd izca/ku ds v/khu fu;kstu esa gksus dk rF; fl} djus dk Hkkj ml deZdkj ij

gh gksrk gS tks deZdkj gksus dk nkok djrk gSA tc deZdkj bl rF; dks fl} dj ns rFkk izca/ku cSad

}kjk bldk [k.Mu ugha fd;k x;k gks fd deZdkj us cSad dh dkj dks pkyd ds :Ik esa lqlaxr vof/k

esa 240 fnu ls vf/kd pyk;k deZdkj us rhu okmplZ osru Hkqxrku ds izek.k Lo:Ik izLrqr fd;s ftudh

jkf'k cSad ds [kkrs esa ukes Hkh fy[kh xbZ] fdarq cSad }kjk bl rF; dks [kf.Mr djus ds fy, dksbZ lk{;

vkSj Li"Vhdj.k ugha fn;k x;k gks fd cSad }kjk iksf"kr iaftdk esa deZdkj ds gLrk{kj fdl mns'; ls

fy;s x;s] rks ;g izekf.kr ekuk tkosxk fd deZdkj us viuk nkok fl} dj fn;k gSA esaus bl fof/k ij

fopkj fd;k rks ;g ik;k fd ;g vf/ker izkFkhZ ds i{k esa rF;kRed fHkUurk ds dkj.k lgk;d ugha gSA

izkFkhZx.k us vius lk{; esa cSad }kjk osru Hkqxrku fd;s tkus ds laca/k esa dksbZ okmplZ ;k osru iphZ

izLrqr ugha fd;s gSA izkFkhZx.k us ,slk dksbZ mifLFkfr jftLVj Hkh ftlesa izkFkhZx.k ds gLrk{kj gksa] lk{;

esa izLrqr ugha fd;k gSA izkFkhZ jkts'k lSuh us Li"V:Ik ls rFkk vU; izkFkhZx.k us tkudkjh u gksus dk

dFku dj] izyf{kr :Ik esa ;g Lohdkj fd;k gS fd cSad esustj dks xkM+h pyokus ds fy, cSad }kjk tks

HkRrk fn;k tkrk Fkk mlh ls cSad esustj MªkbZoj ds osru dk Hkqxrku djrs FksA foi{khx.k }kjk izLrqr

izn'kZ D&1 ,oa izn'kZ D&2] for ea=ky; Hkkjr ljdkj ds i=ksa ls Hkh bl dFku dh iqf"V gksrh gSA ;g

i= fnukad 23 twu 1997 dks for ea=ky; }kjk tkjh fd;k x;kA bl i= ij frfFk esa dkV QkWl vo';

n`f"Vxr gksrh gS fdarq foi{khx.k }kjk izLrqr fu.kZ; ,u- ohjIiu cuke ps;jesu ,.M esusftax Mk;jsDVj

iatkc ,.M fla/k cSad ubZ fnYyh ,oa bykgkckn cSad MªkbZolZ ,slks- o vU; cuke ;wfu;u vkWQ bf.M;k ds

fu.kZ;ksa esa ekuuh; enzkl ,oa dydRrk mPp U;k;ky;ksa us izn'kZ D&1 i= dk mYys[k fd;k gS tks fd

fnukad 23-06-1997 dks tkjh fd;k x;kA bl fLFkfr esa ;g dkV QkWl lkjoku izdV ugha gksrh gSA

foi{kh izca/ku us izkFkhZx.k ds dFkuksa dk [k.Mu] lk{kh lqtkrk HkV~Vkpk;Z] eq[; izca/kd ds dFkuksa ls fd;k

Hkh gSA izkFkhZx.k }kjk lk{; esa izLrqr iklcqd@ cSad [kkrs dh izfr;ksa ls ;g izekf.kr ugha gksrk gS fd

izkFkhZx.k ds [kkrksa esa tek n’kkZ;h xbZ jkf’k foi{kh cSad }kjk osru Hkqxrku ds :Ik esa tek dh xbZ gks rFkk

cSad ds [kkrs esa ogh jkf'k ukesa fy[kh xbZ gksA ;g laHko gS fd cSad izca/kd }kjk mls izkIr gq;s HkRrs esa ls

izkFkhZx.k ds [kkrs esa ;g jkf’k tek djok;h xbZ gksA bu rF;ksa dh fHkUurk ds dkj.k ;g fof/k izkFkhZx.k ds

i{k esa lgk;d ugha gSA

21-

fMohtuy esustj] ;wdks cSad fMohtu cuhikdZ cuke jru flag HkkVh o vU; esa ekuuh; jktLFkku mPp

U;k;ky; us ;g dgk gS fd tc pkyd dks cSad ds dk;Z gsrq cSad }kjk fu/kkZfjr osru fn;k tk jgk gks

,oa onhZ] twrs] /kqykbZ HkRrk rFkk cksul vkfn dk Hkqxrku vU; cSad dfeZ;ksa ds leku fd;k tk jgk gks&

fQj Hkh cSad }kjk bu lqfo/kkvksa dk Hkqxrku fMohtuy esustj ds ek/;e ls fd;k tkuk cSad }kjk Nyiw.kZ

2662

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

uhfr viuk;s tkus dk izek.k gSA bl fu.kZ; esa ikfjr fof/k Hkh gLrxr fooknksa ds rF;ksa ls fHkUu gSA

izkFkhZx.k dks cSad }kjk osru ,oa HkRrs fn;s tkus dk rF; izekf.kr gh ugha gqvk gSA izkFkhZx.k dk] cSad ds

funsZ'ku@fu;U=.k esa dk;Z djuk Hkh fl} ugha gqvk gSaA buds LFkku ij izkFkhZx.k us ;g Li"V dgk gS fd

os vizkFkhZ la- 2 ds funsZ'kkas ij cSad dh xkMh pykrs FksA ?kj ls cSad o cSd ls ?kj ykrs FksA

22-

;wfu;u cSad vkWQ bf.M;k cuke eqtkfgn gqlSu o vU; esa ekuuh; fnYyh mPp U;k;ky; us ;g dgk gS

fd tc os pkyd tks igys dkjiksjs'ku cSad ds vf/kdkfj;ksa dh lsok esa Fks rFkk vc ;wfu;u cSad vkWQ

bf.M;k esa foy; gksus ds ckn] leku :Ik ls fu;ksftr deZpkfj;ksa dk] ;fn fu;fefrdj.k dj fn;k x;k

gks rks vU; dks Hkh leku ykHk ls oafpr ugha j[kk tk ldrkA bl fu.kZ; esa ikfjr fof/k Hkh rF;kRed

fHkUurk ds dkj.k izkFkhZx.k ds i{k esa lgk;d izdV ugh gqbZ gSA

23-

blds foijhr foi{khx.k dh vksj ls izLrqr fu.kZ; ,u- ohjIiu cuke ps;jesu ,.M esusftax Mk;jsDVj

iatkc ,.M fla/k cSad ubZ fnYyh rFkk bykgkckn cSad MªkbZolZ ,slks- o vU; cuke ;wfu;u vkWQ bf.M;k

ds fu.kZ;ksa esa ekuuh; enzkl ,oa dydRrk mPp U;k;ky; us ;g ekxZn’kZu fn;k gS fd tc MªkbZoj dks

cSad ds izca/kd }kjk futh pkyd ds :Ik esa dke ij j[kk x;k gks rks mls fdlh izdkj cSad dk deZpkjh

ugha ekuk tk ldrk gSA izkFkhZx.k ij cSad dk fu;a=.k gksuk ,oa izkFkhZx.k }kjk cSad ds funsZ’ku esa dk;Z

djus laca/kh dksbZ lk{; izkFkhZx.k us izLrqr ugha dh gSA ekuuh; fnYyh mPp U;k;ky; us vius fu.kZ;

flMhdsV cSad cuke iou dqekj 2024 LLR 249 ¼Lor% vf/kdj.k }kjk mn~/k`r½ esa ekuuh; mPpre

U;k;ky; ds fu.kZ; iatkc uS'kuy cSad cuke xqyke nLr xhj ¼1978½ 2 SCC 358 esa fn;s x;s ekxZn'kZu

dk mYys[k djrs gq;s ;g dgk gS fd ,slk MªkbZoj tks lh/ks cSad esustj ds fu;a=.k ,oa i;Zos{k.k ds v/khu

dk;Z djrk gks] cSad dk deZpkjh ugha gksrk] pkgs cSad esustj dks MªkbZoj ds ifjJfed dk iquZHkj.k cSad ls

izkIr gks tkrk gksA bl rF;kRed ,oa fof/kd ifjn`’; esa izkFkhZx.k ,oa foi{khx.k ds e/; fu;kstd ,oa

deZdkj ds laca/k vfLrRo esa gksuk izekf.kr ugha gqvk gSA vr% ;g fcUnq izkFkhZx.k ds fo:} fu.khZr fd;k

tkrk gSA

24-

25-

bl fcUnq ds laca/k esa ;}fi izkFkhZx.k us vius l’kiFk dFku esa ;g dgk gS fd mUgksus foi{khx.k ds v/khu

240 fnu ls vf/kd vof/k rd dk;Z fd;k gSA fdarq mUgksus ;g Hkh Lohdkj fd;k gS fd mUgsa dksbZ

fu;qfDr i= cSad us ugha fn;k rFkk cSad izca/kd }kjk tkjh fd;s x;s izek.k i= gh bl laca/k esa izLrqr

fd;s gSA buds vfrfjDr vU; dksbZ izys[k cSad ds v/khu dk;Z djus ds laca/k esa izkFkhZx.k us izLrqr ugha

fd;s gSA fcUnq la- 1 ds vUrxZr izkIr fu"d"kZ ds vuqlkj mHk;i{k ds e/; fu;kstd ,oa deZdkj dk laca/k

Hkh izekf.kr ugha gqvk gSA

26-

foi{kh }kjk voyafcr fu.kZ;ksa eksgEen vyh cuke LVSV vkWQ fgekpy izns’k] lqjsUnz uxj fMLVªfjDV

iapk;r cuke Mk;k HkkbZ vej flag] lqjsUnz uxj fMLVªfjDV iapk;r cuke xaxkcsu ykyth HkkbZ] jsat

QksjsLV vkWQhlj cuke ,l- Vh- gknheuh ,oa E;qfufliy dkjiksjs’ku Qjhnkckn cuke fljh fuokl ds

fu.kZ;ksa esa ekuuh; mPpre U;k;ky; us ;g ekxZn'kZu fn;k gS fd ;fn deZdkj }kjk lsok lekfIr ds

iwoZorhZ ,d o"kZ esa 240 fnu ls vf/kd lsok iw.kZ u dh xbZ gks rks vf/kfu;e dh /kkjk 25 F ds izko/kku

izk;ksT; ugha gksxsaA deZdkj dks ;g izekf.kr djuk gksxk fd mlds vksSj izca/kd ds chp fu;kstd vkSj

deZdkj dk laca/k gSA osru Hkqxrku ds vfHkys[kksa dh vuqifLFkfr esa deZdkj }kjk ek= 'kiFk i= izLrqr

djuk] i;kZIr lk{; ugha gSA

27-

bu fu.kZ;ksa esa ikfjr fof/k ds izdk’k esa izkFkhZx.k Li"V:Ik ls foi{kh cSad ds v/khu mudh lsok lekfIr

frfFk ds iwoZorhZ ,d dys.Mj o"kZ esa 240 fnu ls vf/kd dk;Z djus dk rF; vius lk{; ds vk/kkj ij

izekf.kr ugha dj ik;s gSA izkFkhZx.k us u rks fu;qfDr laca/kh u gh osru Hkqxrku o mifLFkfr laca/kh dksbZ

izek.k izLrqr fd;sA blfy, izkFkhZx.k dh lsok lekiu ds iwoZ foi{kh cSad }kjk mUgsa ,d ekg dk uksfVl]

;k uksfVl osru rFkk NaVuh izfrdj fn;s tkus dh fof/kd v/;is{kk mRiUu gh ugha gksrh gS D;kasfd

izkFkhZx.k dks vf/kfu;e dh /kkjk 25 F ds izko/kkuksa dk laj{k.k izkIr ugha gSA vr% ;g fcUnq izkFkhZx.k ds

fo:} fu.khZr fd;k tkrk gSA

28-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2663

29-

bl fcUnq ds laca/k esa izkFkhZx.k us dksbZ dFku vius lk{; esa ugha fd;k gSA vkSj ;g Hkh izekf.kr ugha

fd;k gS fd mUgsa lsokeqDr djus ds i'pkr foi{kh cSad }kjk u;s MªkbZojksa dh fu;qfDr dj yh xbZ gksA

blfy, ;g fcUnq lk{; ds vHkko esa izkFkhZx.k ds fo:} fu.khZr fd;k tkrk gSA

30-

31-

fopkj.kh; fcUnq la- 1] 2] o 3 izkFkhZx.k ds fo:} fu.khZr fd;s x;s gSA ekuuh; mPpre U;k;ky; us

vius fu.kZ;ksa lsdszVjh] LVSV vkWQ dukZVd cuke mek nsoh o vU; rFkk LVSV vkWQ fgekpy izns'k cuke

lqjs’k dqekj oekZ o vU; esa ;g dgk gS fd ,slh fu;qfDr;kWa tks fu;qfDr gsrq cuk;s x;s fu;eksa rFkk izfdz;k

dk vuqlj.k fd;s fcuk dh xbZ gks] fu;ksftr O;fDr;ksa dks dksbZ vf/kdkj iznku ugha djrhA blfy,

U;k;ky; muds fu;ferhdj.k] LFkkbZdj.k ;k lsok esa iqu% fu;kstu gsrq funsZ'k ugha ns ldrkA bl fLFkfr

esa izkFkhZx.k foi{khx.k ls dksbZ vuqrks"k izkIr djus ds vf/kdkjh izekf.kr ugha gq;s gSA

32-

dsUnz ljdkj }kjk izsf"kr bu fooknksa dk fu.kZ;u blh izdkj fd;k tkrk gSA

33-

vf/kfu.kZ; dh ,d&,d izfr lacaf/kr fookn i=koyh esa layXu dh tkosa rFkk vf/kfu.kZ;ksa dh izfrfyfi;kWa

leqfpr ljdkj dks vf/kfu;e] dh /kkjk 17 ¼1½ ds varxZr izdk'kukFkZ izsf"kr dh tkosaA

jk/kk eksgu prqosZnh] ihBklhu vf/kdkjh

नई दिल्ली, 14

, 2024

—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj एम्स ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

–

सि

–

] जबलपुर ds iapkV (LC/R/58/2023)dks

izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[सं. ,y 20013/01/2024-

(

-I)]

मगणकंदि.एि, उप गिदेशक

New Delhi, the 14th June, 2024

S.O. 1211.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (LC/R/58/2023) of the Central Government Industrial Tribunal-cum-

Labour Court, Jabalpur as shown in the Annexure, in the industrial dispute between the Management of AIIMS

and their workmen, received by the Central Government on 06/06/2024

[No. L-20013/01/2024 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/58/2023

Present: P.K.Srivastava

H.J.S..( Retd)

Vandna Devangan,

Adarsh Nagar, Ward-25, Birgaon,

Raipur, (C.G .)- 493221

Workman

Versus

The Director,

AIIMS, Tatibandh,

Raipur (C.G .) - 493221

M/s Principal Security & Allied Services Pvt. Ltd.

H-12, Green Park Extension,

New Delhi, - 110016

Management

2664

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

A W A R D

(Passed on this 28th day of May-2024.)

As per letter dated 01/08/2023 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number RP-8(3-

5)/2023-ES-III dt. 01/08/2023. The dispute under reference related to :-

“ Whether the service of the workman has been illegally terminated by the contractor (M/s Principal

Security and allied Services) working in AIIMS Raipur? Whether the workman is entitled for reinstatement of

her services ? And, to what all remedies is the workman entitled to in relation to the present industirial

dispute ? ”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Time was allotted to the workman to submit his statement of claim. In spite of the allotment of time and service

of notice, the workman never turned up and submitted his statement of claim. Management also did not file its written

statement of claim/ defence. No evidence was ever produced by any of the parties in this Tribunal.

I have perused record. The Initial burden to prove his claim is on the workman. Since the workman did not

file any pleading nor did he file any evidence, in the absence of any evidence in support of holding the claim of the

workman not proved, the reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

P. K. SRIVASTAVA, Presiding Officer

DATE: 28/05/2024

नई दिल्ली, 18 िून, 2024

का.आ. 1212.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (112/2014) izdkf”kr djrh gSA

[

12012/01/2015-

- (बी-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1212.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.112/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/01/2015 – IR (B-I)]

SALONI, Dy. Director

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2665

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.112/2014

Registered on:-02.03.2015

Sh. Sunil Kumar S/o Sh. Sunder lal, R/o H.No.101, Ward No.4, Farukh Nagar, Gurgaon.

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Rajindera Park Branch, Gurgaont(Haryana).

........…Respondents/Management

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/01/2015-IR(B-I) Dated 22.01.2015, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as Gurgaon

Gramin Bank), Gurgaon in terminating the services of Sh. Sunil Kumar S/o Sh. Sunder Lal w.e.f. 05.12.2013 is

valid, just and legal? If not to what relief the concerned workman is entitled to and from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 15.03.2010 at the payment of Rs.280/-

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of

the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman was appointed on

15.03.2010 at Farukh Nagar Branch and worked till 05.12.2013 under the Manager Samvardhan. The workman

moved an application before the Assistant Labour Commissioner for conciliation but of no result. The workman is

unemployed from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed

with all benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 135 and has been cross-examined by the learned counsel of management.

2666

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 25.02.2016/23.02.2021 for production of attendance

record, salary record, provident fund details and ESI details of the workman but the management did not filed any

record. The said application was dismissed by my Ld. Predecessor on 22.03.2021.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 15.03.2010 to

22.05.2010 in the office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank,

Farukh Nagar and thereafter from 23.10.2010 to 05.12.2013 at Rajinder Park Branch, Gurgaon for the whole day. The

workman was drawing salary @Rs.280/- per day from the management. The workman was granted TA, DA for his

travel allowance by the management. The management violated the provisions of the Industrial Disputes Act and did

not supply appointment letter, PF account number, ESI card to the workman. The management got sign from the

workman on plain papers on the pretext of using these papers for the service record and workman did sign these blank

papers on the asking of the officials of the bank as the requirement of the service of the workman. The workman did

not protest against the official for getting the signatures on the blank papers, being afraid of losing the job. The record

pertaining to the salary of workman is available with the concerned-branch of the bank in the shape of debit slips and

contingency account. The work of the workman was satisfactory and at no point of time any complaint was made

against the work of the workman. On the change of the name of the bank to Sarv Haryana Gramin Bank, management

started harassing the workman on one pretext or the other. The services of the workman were terminated orally on

05.12.2013 without issuing any notice or retrenchment compensation. The workman has completed more than 240

days in a calendar year in the employment of the management without any break. The work is still available with the

management and the workman is no where gainfully employed. The workman filed an application for summoning the

attendance record, salary record, provident fund details and ESI details of the workman but the management failed to

supply the record. Adverse inference may kindly be drawn against the management for not producing the summoned

record. The management replied to the RTI Application filed by the workman and the management accepted that

workman having worked with the management. The management paid the wages to the workman and obtained the

signatures of the workman on the receipt(Annexure P-1). On 28.04.2014, after terminating the services of workman,

management advertised 175 post of Office Attendant(Multipurpose) Group C whereas workman is available to serve

on this post. Workman along with others challenged this advertisement before the Hon’ble Punjab & Haryana High

Court by filing CWP No.9254 of 2014 and the Hon’ble High Court directed that in the meanwhile, the applications

made by the workmen for the above said posts shall be accepted by the respondent-bank subjected to the decision of

the writ petition(Annexure P-2 & P-3). The management decided to withdraw the advertisement dated 28.04.2014 on

26.04.2016 and the said writ petition was disposed of as become infructuous(Annexure P-4). Earlier the management

has issued letter dated 25.11.2009(Annexure P-5) raising requirement of Part Time worker and engaging part time

workers for the smooth working of the branch. On 14.09.2010Annexure P-6) a letter was issued by the General

Manger of Gurgaon Gramin Bank directing not to engage a particular person for more than 55 days in continuity and

to ensure that the person engaged as per point no.1 mentioned above is not engaged for more that 230 days in a year,

whereas the workman had worked more than 240 days in many calendar years. On 08.11.2011 a letter was issued to

the workman by the management to appear for the post of office attendant on 17.11.2011 at 01.00 pm but the

workman was not allowed to attend the interview for the reason best known to the management(Annexure P-7). The

workman applied for the post advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan form

deposited by the workman is attached as Annexure P-8. During the pendency of the present case, the management

issued circular dated 23.06.2023 wherein offices/branches has been directed to fix the charges of the daily

wagers(Annexure P-9). Earlier also the management has employed person on the post and one of the employment

letter issued is attached herewith as Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsels for the parties and have gone through the entire evidence placed on file by the

parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs. Sowaran

Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs. Bhikubhai

Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 15.03.2010

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Rajinder Park

Branch, Gurgaon and used to work for the whole day. He was drawing salary @Rs.280/- per day from the

management. He had completed more than 240 days in the management without any break and his services were

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2667

terminated orally on 05.12.2013. During his cross-examination, the workman has admitted that few times payments

were made by voucher and sometime through bank and amount is deposited in his bank account.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman has admitted that a few

times payments were made by vouchers and sometime through bank and amount is deposited in his bank account.

When he was being paid through vouchers and sometime through bank and the amount is deposited in his bank-

account then the same might have reflected in his bank-account but surprisingly the workman has not placed on

record his bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald

statement maintaining that he worked from 15.03.2010 to 05.12.2013 is not proved when the workman was having

best evidence in his possession. So far as vouchers placed on record by the workman are concerned, these vouchers

were never proved by calling official of the bank. Moreover, from these vouchers it cannot be said conclusively that

workman worked 240 days prior to the year of his retrenchment.

13.

It is added here that workman had moved an application on 25.02.2016/23.02.2021 for issuing direction to

the respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 27.07.2016/(23.02.2021) for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection under Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this reference

is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1213.—vkS|ksfxd fookn vf/kfu;e 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़- ds iapkV (113/2014) izdkf”kr djrh gSA

[

-12012/02/2015-

(बी-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1213.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.113/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/02/2015- IR (B-I]

SALONI, Dy. Director

2668

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.113/2014

Registered on:-02.03.2015

Sh. Brij Mohan, S/o Sh. Zile Singh, R/o VPO Jijana, Distt. Sonepat(Haryana).

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Kharkhoda Branch, Sonipat(Haryana).

........…Respondents/Managements

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/02/2015-IR(B-I) Dated 22.01.2015, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. Brij Mohan S/o Sh. Jile Singh

w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and

from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/managements on 15.12.2008 at the payment of Rs.280/-

per day with respondent no.3. Respondent/management had not provided any appointment letter, PF, ESI Card or any

other documents by using unfair labour practice. The respondent/management has obtained workman’s signature on

some printed documents by stating that it shall be used as a record of service. The record of the workman relating to

his salary is reserved in the contingency account section of respondent which is available with the management. The

workman rendered his services with utmost honesty without any complaint but in spite of that, management began to

harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank. Ultimately,

against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of the

workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had worked

more than 240 days on each calendar year before his retrenchment. Claimant/workman worked upto December, 2013

under the Manager R.K. Chauhan. The workman moved an application before the Assistant Labour Commissioner for

conciliation but of no result. The workman is unemployed from the date of retrenchment till date. It is therefore,

prayed that workman be ordered to be reappointed with all benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A and has been

cross-examined by the learned counsel of management.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2669

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 25.02.2016 for production of attendance record, salary

record, provident fund details and ESI details of the workman but the management did not filed any record.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 15.12.2008 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Kharkoda, Sonepat

under the Manager Sh. R.K. Chauhan where the workman worked till 05.12.2003 for the whole day. The workman

was granted TA, DA for his travel allowance by the management. The management violated the provisions of the

Industrial Disputes Act and did not supply appointment letter, PF account number, ESI card to the workman. The

management got sign from the workman on plain papers on the pretext of using these papers for the service record

and workman did sign these blank papers on the asking of the officials of the bank as the requirement of the service

of the workman. The workman did not protest against the official for getting the signatures on the blank papers, being

afraid of losing the job. The record pertaining to the salary of workman is available with the concerned-branch of the

bank in the shape of debit slips and contingency account. The work of the workman was satisfactory and at no point

of time any complaint was made against the work of the workman. On the change of the name of the bank to Sarv

Haryana Gramin Bank, management started harassing the workman on one pretext or the other. The services of the

workman were terminated orally on 05.12.2013 without issuing any notice or retrenchment compensation. The

workman has completed more than 240 days in a calendar year in the employment of the management without any

break. The work is still available with the management and the workman is no where gainfully employed. The

workman filed an application for summoning the attendance record, salary record, provident fund details and ESI

details of the workman but the management failed to supply the record. Adverse inference may kindly be drawn

against the management for not producing the summoned record. The management replied to the RTI Application

filed by the workman and the management accepted that workman having worked with the management. The

management issued certificate of the employment of the workman with it whereas, the present management of

Haryana Gramin Bank also accepted the employment of the workman with the new entity i.e. Haryana Gramin

Bank(Annexure P-1). On 28.04.2014, after terminating the services of workman, management advertised 175 post of

Office Attendant(Multipurpose) Group C whereas workman is available to serve on this post. Workman along with

others challenged this advertisement before the Hon’ble Punjab & Haryana High Court by filing CWP No.9254 of

2014 and the Hon’ble High Court directed that in the meanwhile, the applications made by the workmen for the

above said posts shall be accepted by the respondent-bank subjected to the decision of the writ petition(Annexure P-2

& P-3). The management decided to withdraw the advertisement dated 28.04.2014 on 26.04.2016 and the said writ

petition was disposed of as become infructuous(Annexure P-4). Earlier the management has issued letter dated

25.11.2009(Annexure P-5) raising requirement of Part Time worker and engaging part time workers for the smooth

working of the branch. On 14.09.2010Annexure P-6) a letter was issued by the General Manger of Gurgaon Gramin

Bank directing not to engage a particular person for more than 55 days in continuity and to ensure that the person

engaged as per point no.1 mentioned above is not engaged for more that 230 days in a year, whereas the workman

had worked more than 240 days in many calendar years. On 08.11.2011 a letter was issued to the workman by the

management to appear for the post of office attendant on 17.11.2011 at 01.00 pm but the workman was not allowed to

attend the interview for the reason best known to the management(Annexure P-7). The workman applied for the post

advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan form deposited by the workman is

attached as Annexure P-8. During the pendency of the present case, the management issued circular dated 23.06.2023

wherein offices/branches has been directed to fix the charges of the daily wagers(Annexure P-9). Earlier also the

management has employed person on the post and one of the employment letter issued is attached herewith as

Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard the learned counsel for the parties and have gone through the entire evidence placed on file by

the parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs.

Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs.

Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has reiterated his case that he was appointed as Peon on

15.12.2008 in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank

under the Manager Sh. R.K. Chauhan where he worked till 05.12.2013. He was drawing salary @Rs.280/- per day

from the management. He had completed more than 240 days in the management without any break and his services

were terminated orally on 05.12.2013. During his cross-examination, he has admitted that no appointment letter was

2670

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

issued to him. He has stated that the concerned-bank paid salary through cheque. The salary amounting Rs.6000/- to

Rs.7000/- was paid at the time of engagement which was subsequently enhanced upto Rs.8000/- to Rs.9000/-. Salary

was paid monthly by the bank. He had also stated that he had no record with respect to his salary from the joining till

his termination.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman had admitted that salary

was paid through cheque which was Rs.6000/- to Rs.7000/- at the time of his engagement and it was subsequently

enhanced upto Rs.8000/- to Rs.9000/- but he had no record regarding receipt of salary from the date of joining till his

termination. When he was being paid through cheque then the same might have reflected in his bank-account but

surprisingly the workman has not placed on record his bank account statement to prove that he was drawing salary

from the respondent-bank. Thus, his bald statement maintaining that he worked from 15.12.2008 to 05.12.2013 is not

proved when the workman was having best evidence in his possession.

13.

It is added here that workman had moved an application on 18.12.2016 for issuing direction to the

respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 18.2.2016/(23.2.2021) for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

10.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

16.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this

reference is decided against the workman.

17.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1214.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (120/2014) izdkf”kr djrh gSA

[

-12012/33/2015-

(बी-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1214.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.120/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/33/2015 – IR (B-I)]

SALONI, Dy. Director

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2671

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.120/2014

Registered on:-17.03.2015

Sh. Charat Singh, S/o Sh. Kishore lal, R/o H.No.148/I-A, Village Rata Kalan, Tehsil Narnol, Distt. Mahender Garh.

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Branch Siloni(Main), Tehsil-Sohra, Distt. Gurgaon(HR).

........…Respondents/Management

AWARD

Passed on:-23. 01. 2024

Central Government vide Notification No. L-12012/33/2015-IR(B-I) Dated 18.02.2015, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. Charat Singh S/o Sh. Kishori Lal

w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and

from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 02.07.1999 at the payment of Rs.280/-

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services

of the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on

02.07.1999 at Kapriwas Branch and worked upto 31.12.1999 under the Manager Bansal Kumar. The workman moved

an application before the Assistant Labour Commissioner for conciliation but of no result. The workman is

unemployed from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed

with all benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with a

certificate issued by the bank-authority and has been cross-examined by the learned counsel of management.

2672

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 18.02.2016/23.02.2021 for production of attendance

record, salary record, provident fund details and ESI details of the workman but the management did not filed any

record. The application for production of record was dismissed by my Ld. Predecessor on 22.03.2021.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 02.07.1999 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Silani Tehsil Sohna,

Gurgaon under the Manager Sh. Bansal Kumar at Kapriwas Branch and the workman was asked to work at Katesara

Branch of the bank where the workman worked from 02.07.1999 to 05.12.2003 for the whole day. The workman was

drawing salary @Rs.280/- per day. The workman was granted TA, DA for his travel allowance by the management.

The management violated the provisions of the Industrial Disputes Act and did not supply appointment letter, PF

account number, ESI card to the workman. The management got sign from the workman on plain papers on the

pretext of using these papers for the service record and workman did sign these blank papers on the asking of the

officials of the bank as the requirement of the service of the workman. The workman did not protest against the

official for getting the signatures on the blank papers, being afraid of losing the job. The record pertaining to the

salary of workman is available with the concerned-branch of the bank in the shape of debit slips and contingency

account. The work of the workman was satisfactory and at no point of time any complaint was made against the work

of the workman. On the change of the name of the bank to Sarv Haryana Gramin Bank, management started

harassing the workman on one pretext or the other. The services of the workman were terminated orally on

05.12.2013 without issuing any notice or retrenchment compensation. The workman has completed more than 240

days in a calendar year in the employment of the management without any break. The work is still available with the

management and the workman is no where gainfully employed. The workman filed an application for summoning the

attendance record, salary record, provident fund details and ESI details of the workman but the management failed to

supply the record. Adverse inference may kindly be drawn against the management for not producing the summoned

record. The management replied to the RTI Application filed by the workman and the management accepted that

workman having worked with the management. The management issued certificate of the employment of the

workman with it whereas, the present management of Haryana Gramin Bank also accepted the employment of the

workman with the new entity i.e. Haryana Gramin Bank(Annexure P-1). On 28.04.2014, after terminating the

services of workman, management advertised 175 post of Office Attendant(Multipurpose) Group C whereas

workman is available to serve on this post. Workman along with others challenged this advertisement before the

Hon’ble Punjab & Haryana High Court by filing CWP No.9254 of 2014 and the Hon’ble High Court directed that in

the meanwhile, the applications made by the workmen for the above said posts shall be accepted by the respondent-

bank subjected to the decision of the writ petition(Annexure P-2 & P-3). The management decided to withdraw the

advertisement dated 28.04.2014 on 26.04.2016 and the said writ petition was disposed of as become

infructuous(Annexure P-4). Earlier the management has issued letter dated 25.11.2009(Annexure P-5) raising

requirement of Part Time worker and engaging part time workers for the smooth working of the branch. On

14.09.2010Annexure P-6) a letter was issued by the General Manger of Gurgaon Gramin Bank directing not to

engage a particular person for more than 55 days in continuity and to ensure that the person engaged as per point no.1

mentioned above is not engaged for more that 230 days in a year, whereas the workman had worked more than 240

days in many calendar years. On 08.11.2011 a letter was issued to the workman by the management to appear for the

post of office attendant on 17.11.2011 at 01.00 pm but the workman was not allowed to attend the interview for the

reason best known to the management(Annexure P-7). The workman applied for the post advertised vide

advertisement dated 28.04.2014(P-2) and copy of the challan form deposited by the workman is attached as Annexure

P-8. During the pendency of the present case, the management issued circular dated 23.06.2023 wherein

offices/branches has been directed to fix the charges of the daily wagers(Annexure P-9). Earlier also the management

has employed person on the post and one of the employment letter issued is attached herewith as Annexure P-10.

8.

Management has not filed any written arguments but has argued orally.

9.

I have heard learned counsel for the parties and have gone through the entire evidence placed on file by the

parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs.

Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs.

Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 2.7.1999 in

the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Silani Tehsil

Sohna, Gurgaon for whole day. He was drawing salary @Rs.280/- per day from the management. He had completed

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2673

more than 240 days in the management without any break and his services were terminated orally on 05.12.2013.

During his cross-examination, he has admitted that few times payments were made by voucher and sometime through

bank and amount is deposited in his bank account.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman has admitted that few

times payments were made by voucher and sometime through bank and amount is deposited in his bank account.

When he was being paid through voucher and sometime through bank and amount is deposited in his bank-account

then the same might have reflected in his bank-account but surprisingly the workman has not placed on record his

bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald statement

maintaining that he worked from 2.7.1999 to 05.12.2013 is not proved when the workman was having best evidence

in his possession. As regards certificates issued by the Manager regarding works with Bank is concerned, the same

have not been got proved by calling the concerned official from the bank and the same is inadmissible in evidence.

Moreover, from this certificate it cannot be said conclusively that workman worked 240 days prior to the year of his

retrenchment.

13.

It is added here that workman had moved an application on 18.2.2016 for issuing direction to the

respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 18.02.2016/23.02.2021 for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection under Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this reference

is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1215.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (80/2014) izdkf”kr djrh gSA

[

-12012/80/2014-

(बी-I)]

सलोनी, उृ जनिेिक

2674

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 18th June, 2024

S.O. 1215.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.80/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[ No. L-12012/80/2014 – IR (B-I)]

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.80/2014

Registered on:-02.02.2015

Sh. Harish Kumar, S/o Sh. Shri Pal, Village & P.O. Aterna, District Sonepat(Haryana).

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Atrena Distt., Sonipat Branch, Haryana.

........…Respondents/Managements

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/80/2014-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank (formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Shri Harish Kumar S/o Sh. Shripal

w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and

from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/managements on 2.5.2011 at the payment of Rs.280/- per

day with respondent no.3. Respondent/management had not provided any appointment letter, PF, ESI Card or any

other documents by using unfair labour practice. The respondent/management has obtained workman’s signature on

some printed documents by stating that it shall be used as a record of service. The record of the workman relating to

his salary is reserved in the contingency account section of respondent which is available with the management. The

workman rendered his services with utmost honesty without any complaint but in spite of that, management began to

harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank. Ultimately,

against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of the

workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had worked

more than 240 days on each calendar year before his retrenchment. Claimant/workman worked from 02.05.2011 upto

05.12.2013 in Aterna Branch under the Manager Surender Kumar. The workman moved an application before the

Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed from the date of

retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all benefits with

continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2675

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 73 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 27.07.2016 for production of attendance record, salary

record, provident fund details and ESI details of the workman but the management did not filed any record. The

application for production of record dated 27.7.2016 was dismissed by my Ld. Precessor on 22.3.2021.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 02.05.2011 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Aterna, Sonepat for

the whole day. The workman was drawing a salary of Rs.280/- per day from the management. The workman was

granted TA, DA for his travel allowance by the management. The management violated the provisions of the

Industrial Disputes Act and did not supply appointment letter, PF account number, ESI card to the workman. The

management got sign from the workman on plain papers on the pretext of using these papers for the service record

and workman did sign these blank papers on the asking of the officials of the bank as the requirement of the service

of the workman. The workman did not protest against the official for getting the signatures on the blank papers, being

afraid of losing the job. The record pertaining to the salary of workman is available with the concerned-branch of the

bank in the shape of debit slips and contingency account. The work of the workman was satisfactory and at no point

of time any complaint was made against the work of the workman. On the change of the name of the bank to Sarv

Haryana Gramin Bank, management started harassing the workman on one pretext or the other. The services of the

workman were terminated orally on 05.12.2013 without issuing any notice or retrenchment compensation. The

workman has completed more than 240 days in a calendar year in the employment of the management without any

break. The work is still available with the management and the workman is no where gainfully employed. The

workman filed an application for summoning the attendance record, salary record, provident fund details and ESI

details of the workman but the management failed to supply the record. Adverse inference may kindly be drawn

against the management for not producing the summoned record. The management paid salary to the workman

against signatures and receipts(Annexure P-1). On 28.04.2014, after terminating the services of workman,

management advertised 175 post of Office Attendant(Multipurpose) Group C whereas workman is available to serve

on this post. Workman along with others challenged this advertisement before the Hon’ble Punjab & Haryana High

Court by filing CWP No.9254 of 2014 and the Hon’ble High Court directed that in the meanwhile, the applications

made by the workmen for the above said posts shall be accepted by the respondent-bank subjected to the decision of

the writ petition(Annexure P-2 & P-3). The management decided to withdraw the advertisement dated 28.04.2014 on

26.04.2016 and the said writ petition was disposed of as become infructuous(Annexure P-4). Earlier the management

has issued letter dated 25.11.2009(Annexure P-5) raising requirement of Part Time worker and engaging part time

workers for the smooth working of the branch. On 14.09.2010Annexure P-6) a letter was issued by the General

Manger of Gurgaon Gramin Bank directing not to engage a particular person for more than 55 days in continuity and

to ensure that the person engaged as per point no.1 mentioned above is not engaged for more that 230 days in a year,

whereas the workman had worked more than 240 days in many calendar years. On 08.11.2011 a letter was issued to

the workman by the management to appear for the post of office attendant on 17.11.2011 at 01.00 pm but the

workman was not allowed to attend the interview for the reason best known to the management(Annexure P-7). The

workman applied for the post advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan form

deposited by the workman is attached as Annexure P-8. During the pendency of the present case, the management

issued circular dated 23.06.2023 wherein offices/branches has been directed to fix the charges of the daily

wagers(Annexure P-9). Earlier also the management has employed person on the post and one of the employment

letter issued is attached herewith as Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsel for the parties and have gone through the entire evidence placed on file by the

parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

2676

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs.

Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs.

Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 2.5.2011 in

the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Aterna, Sonepat

and used to work for the whole day. He was drawing salary @Rs.280/- per day from the management. He had

completed more than 240 days in the management without any break and his services were terminated orally on

05.12.2013. During his cross-examination, he has admitted that few times payments were made by voucher and

sometime through bank and amount is deposited in his bank-account. He has no document original from the bank. He

had worked with bank throughout the month and year.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman had admitted that few

times payments were made by voucher and sometime through bank and amount is deposited in his bank-account. He

has no document original from the bank. When he was being paid through voucher and sometime through bank and

amount is deposited in his bank-account then the same might have reflected in his bank-account. He has placed on

record photocopy of saving bank account in which some amount has been credited but it is not clear that the amount

credited by the respondent-bank. Similarly he has placed on record photocopy of some vouchers and from these

vouchers it cannot be said that he has received some payment from the bank as these have not been proved by calling

some person from the bank. Thus, it cannot be conclusively proved that prior to his termination on 5.12.2013 in the

preceding year he has worked for 240 days in that year. Thus, his bald statement maintaining that he worked from

2.5.2011 to 05.12.2013 is not proved when the workman was having best evidence in his possession.

13.

It is added here that workman had moved an application on 27.07.2016 for issuing direction to the

respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 27.07.2016/(23.02.2021) for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection under Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this

reference is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1216.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (79/2014) izdkf”kr djrh gSA

[

-12012/79/2015-

(बी-I)]

सलोनी, उृ जनिेिक

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2677

New Delhi, the 18th June, 2024

S.O. 1216.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.79/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/79/2015 – IR (B-I)]

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.79/2014

Registered on:-02.02.2015

Sh. Yogender S/o Sh. Raghubir Singh, R/o Village Bhiduki, Tehsil Hodel, Palwal(Haryana).

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Bhiduki Branch, Haryana.

........…Respondents/Management

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/79/2015-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. YogenderS/o Sh. Raghuvir SIngh

w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and

from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 02.05.2008 at the payment of Rs.280/-

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services

of the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on

02.05.2008 in Bhiduki Branch and worked upto 05.12.2013 under the Manager Vikram Chouhan. The workman

moved an application before the Assistant Labour Commissioner for conciliation but of no result. The workman is

unemployed from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed

with all benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

2678

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A and has been

cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 18.02.2016/21.02.2021 for production of attendance

record, salary record, provident fund details and ESI details of the workman but the management did not filed any

record.

7.

Both the parties have not filed any written arguments.

8.

I have heard learned counsels for the parties and have gone through the entire evidence placed on file by the

parties.

9.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs.

Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs.

Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

10.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 02.05.2008

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Bhiduki

Branch, Gurgaon and used to work for the whole day. He was drawing salary @Rs.280/- per day from the

management. He had completed more than 240 days in the management without any break and his services were

terminated orally on 05.12.2013. During his cross-examination, the workman has admitted that few times payments

were made by voucher and sometime through bank and amount is deposited in his bank account.

11.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman the workman has

admitted that few times payments were made by voucher and sometime through bank and amount is deposited in his

bank account. When he was being paid through voucher and sometime through bank and amount is deposited in his

bank-account then the same might have reflected in his bank-account but surprisingly the workman has not placed on

record his bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald

statement maintaining that he worked from 2.5.2008 to 05.12.2013 is not proved when the workman was having best

evidence in his possession. So far as vouchers placed on record by the workman are concerned, these vouchers were

never proved by calling official of the bank. Moreover, from these vouchers it cannot be said conclusively that

workman worked 240 days prior to the year of his retrenchment.

12.

It is added here that workman had moved an application on 18.02.2016 for issuing direction to the

respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 18.02.2016/23.02.2021 for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

13.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2679

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

14.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection under Section 25-F of the Act is not available to the workman.

15.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this

reference is decided against the workman.

16.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1217.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (70/2014) izdkf”kr djrh gSA

[

-12012/78/2014-

(बी-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1217.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.70/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/78/2014 – IR (B-I)]

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.70/2014

Registered on:-02.02.2015

Sh. Net Ram, S/o Sh. Jagmohan, R/o VPO Katesra, Distt. Palwal, Haryana.

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Sikrauna Branch(Haryana).

........…Respondents/Management

AWARD

Passed on:-23. 01. 2024

Central Government vide Notification No. L-12012/78/2014-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. Net Ram S/o Sh. Jagmohan w.e.f.

05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and from

which date?”

2680

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 10.11.2008 at the payment of Rs.280/-

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services

of the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on

10.11.2008 in Sikrana Branch and worked upto 04.01.2009 under the Manager I.P. Sharma. The workman moved an

application before the Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed

from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all

benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 72 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 27.07.2016 for production of attendance record, salary

record, provident fund details and ESI details of the workman but the management did not filed any record.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 10.11.2008 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Sikrona under the

Manager Sh. I.P. Sharma till 04.01.2009 thereafter, workman was transferred to Area Office, Palwal and worked

there from 05.01.2009 till 12.05.2011 and management asked the workman to work at various offices and the

workman worked lastly in the office of Mohana, Balabhgarh till 05.12.2013 for the whole day. The workman was

drawing salary @Rs.280/- per day. The workman was granted TA, DA for his travel allowance by the management.

The management violated the provisions of the Industrial Disputes Act and did not supply appointment letter, PF

account number, ESI card to the workman. The management got sign from the workman on plain papers on the

pretext of using these papers for the service record and workman did sign these blank papers on the asking of the

officials of the bank as the requirement of the service of the workman. The workman did not protest against the

official for getting the signatures on the blank papers, being afraid of losing the job. The record pertaining to the

salary of workman is available with the concerned-branch of the bank in the shape of debit slips and contingency

account. The work of the workman was satisfactory and at no point of time any complaint was made against the work

of the workman. On the change of the name of the bank to Sarv Haryana Gramin Bank, management started

harassing the workman on one pretext or the other. The services of the workman were terminated orally on

05.12.2013 without issuing any notice or retrenchment compensation. The workman has completed more than 240

days in a calendar year in the employment of the management without any break. The work is still available with the

management and the workman is no where gainfully employed. The workman filed an application for summoning the

attendance record, salary record, provident fund details and ESI details of the workman but the management failed to

supply the record. Adverse inference may kindly be drawn against the management for not producing the summoned

record. The management replied to the RTI Application filed by the workman and the management accepted that

workman having worked with the management(Annexure P-1). On 28.04.2014, after terminating the services of

workman, management advertised 175 post of Office Attendant(Multipurpose) Group C whereas workman is

available to serve on this post. Workman along with others challenged this advertisement before the Hon’ble Punjab

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2681

& Haryana High Court by filing CWP No.9254 of 2014 and the Hon’ble High Court directed that in the meanwhile,

the applications made by the workmen for the above said posts shall be accepted by the respondent-bank subjected to

the decision of the writ petition(Annexure P-2 & P-3). The management decided to withdraw the advertisement dated

28.04.2014 on 26.04.2016 and the said writ petition was disposed of as become infructuous(Annexure P-4). Earlier

the management has issued letter dated 25.11.2009(Annexure P-5) raising requirement of Part Time worker and

engaging part time workers for the smooth working of the branch. On 14.09.2010Annexure P-6) a letter was issued

by the General Manger of Gurgaon Gramin Bank directing not to engage a particular person for more than 55 days in

continuity and to ensure that the person engaged as per point no.1 mentioned above is not engaged for more that 230

days in a year, whereas the workman had worked more than 240 days in many calendar years. On 08.11.2011 a letter

was issued to the workman by the management to appear for the post of office attendant on 17.11.2011 at 01.00 pm

but the workman was not allowed to attend the interview for the reason best known to the management(Annexure P-

7). The workman applied for the post advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan

form deposited by the workman is attached as Annexure P-8. During the pendency of the present case, the

management issued circular dated 23.06.2023 wherein offices/branches has been directed to fix the charges of the

daily wagers(Annexure P-9). Earlier also the management has employed person on the post and one of the

employment letter issued is attached herewith as Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsels for the parties and have gone through the entire evidence placed on file by the

parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs.

Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs.

Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 10.11.2008

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Sikrona and

used to work for the whole day. He was drawing salary @Rs.280/- per day from the management. He had completed

more than 240 days in the management without any break and his services were terminated orally on 05.12.2013.

During his cross-examination, the workman has admitted that few times payments were made by voucher and

sometime through bank and amount is deposited in his account.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman has admitted that few

times payments were made by voucher and sometime through bank and amount is deposited in his bank account.

When he was being paid through voucher and sometime through bank and amount is deposited in his bank-account

then the same might have reflected in his bank-account but surprisingly the workman has not placed on record his

bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald statement

maintaining that he worked from 10.11.2008 to 05.12.2013 is not proved when the workman was having best

evidence in his possession. So far as vouchers placed on record by the workman are concerned, these vouchers were

never proved by calling official of the bank. Moreover, from these vouchers it cannot be said conclusively that

workman worked 240 days prior to the year of his retrenchment.

13.

It is added here that workman had moved an application on 27.07.2016/23.02.2021 for issuing direction to

the respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 27.07.2016/23.02.2021 for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

2682

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this

reference is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1218.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (96/2017) izdkf”kr djrh gSA

[

-41012/82/2016-

(बी-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1218.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.96/2017) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Western Railway and

their workmen.

[No. L-41012/82/2016 – IR (B-I)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/96/2017

Present: P.K.Srivastava

H.J.S..( Retd)

The Divisional Secretary,

Paschim Railway Karmachari Parishad

Western Railway, Ratlam Division,

Ratlam (MP) - 457001

Workman

Versus

The Divisional Railway Manager,

Western Railway,

Ratlam Division,

Ratlam (MP) – 457001

Management

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2683

A W A R D

(Passed on this 27Th day of February-2024.)

As per letter dated 07/07/2017 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number

L-41012/82/2016 (IR(B-I)) dt. 07/07/2017. The dispute under reference related to :-

“1. Whether Mr. Ramjilal Meena, Chowkidar was directly under the supervision of Sr. Section

Engineer (Tele) Ratlam Division who submitted his performance reports for the year (2009- 10..2010-11 &2011-

12)?

2. Whether the the performance reports for the three years (2009 to 2012)of Mr. Ramjilal Meena,

Chowkidar at SSE/T, Ujjain, Ratlam Division, Western Railway, submitted by the Sr. Section Engineer(Tele),

Ratlam Divn, were of same dated ? If yes, whether the action of the railway administration in denying the

MACP w.ef. 2009 to him on the basis of these performance reports is justified and legal?

3. Whether Mr. Ramjilal Meena, Chowkidar at SSE/T, Ujjain, Ratlam Division, Western Railway, is

entitled for his MACP in the year 2009 or not? If yes, what relief the concerned workman is entitled to?Railway,

Ratlam Division, Who are doing duties at places outside Ratlam in field.”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Time was allotted to the workman to submit his statement of claim. In spite of allotment of time and service of

notice, the workman never turned up and submitted his statement of claim, due to which reference preceded ex-parte

against the workman vide order dated December 27, 2021. Management filed its written statement of claim/ defence.

No evidence was ever produced by any of the parties in this Tribunal.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of workman not proved the

reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

P. K. SRIVASTAVA, Presiding Officer

DATE: 27/02/2024

नई दिल्ली, 18 िून, 2024

का.आ. 1219.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

सि

] ल नऊ ds iapkV (ृिचान

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[

-22013/01/2024-

(सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1219.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 12/2014) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024.

[No. L-22013/01/2024 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

2684

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 12/2014

BETWEEN

िरीराम ृुत्र श्री रामलाल जनवासी-ग्राम-ृुरजना, ृोस्ट्ट-कटया, जिला – बस्ट्ती

AND

1. प्रबन्िक (जडृो), भारतीय ाद्य जनगम, बस्ट्ती

2. क्षेत्र प्रबन्िक, भारतीय ाद्य जनगम, जिला कायावलय, गोर ृुर

3. मिाप्रबन्िक, उ०प्र०, भारतीय ाद्य जनगम, क्षेत्रीय कायावलय, टी.सी. /3वी., जवभूजत ण्ड, गोमती नगर, ल नऊ - 206010

4. कायवकारी जनिेिक भारतीय ाद्य जनगम, आंचजलक कायावलय (उत्तरी) 2ए, 2बी, सेतटर-24, नोएडा - 201301

5. ठेकेिार - जवनोि कुमार ृाण्डेय, मजनेिर थ्री स्ट्टार जसतयोररटी, बस्ट्ती

AWARD

On 24.03.2014 the claimant/workman has filed the present industrial dispute as per the provisions of Section 2A (2)

of the Industrial Disputes Act, 1947 (hereinafter referred to as the Act); along with application for condonation of

delay.

Learned counsel for applicant while pressing application for condonation of delay submits as under:

Applicant was appointed as security guard in the FCI, Depot Basti through contractor no. 5, contractor, Vinod Kumar

Pandey, Manager, Three Star Security, Basti and w.e.f. 28.03.2006 he was not allowed to work and discharge his

duties.

Learned counsel for applicant further submits that thereafter as per legal advice, given to the applicant, he approached

Regional Labour Commissioner (Central), Lucknow on 14.08.2013 against alleged illegal termination/retrenchment

of his services for conciliation, which failed vide dated 16.12.2013.

Counsel for applicant further submits that after failure of conciliations, the present industrial dispute has been filed

before this Tribunal. Accordingly, learned counsel for applicant submits that in view of the above said facts and in

view of the law as laid down in the following cases:

(i)

Hon’ble Allahabad High Court in case of Milkiya Singh & others vs. Additional Commissioner

Lucknow Division & ors in Writ C No. 3000066 of 1992 decided on 12.05.2022.

(ii)

Hon’ble Supreme court in case of M/s Laxmi Srinivasa R and P Boiled Rice Mill v. The State of

Andhra Pradesh & Anr. 2023 (1) ICC 279.

(iii)

Hon’ble Jharkhand High Court in case of Rajesh Kumar vs. The Central Coalfields Limited &

others in W.P. (L) No. 311 of 2022 decided on 11.03.2022

Accordingly, he submits that delay in filing present industrial dispute may be condoned.

Miss Deepti Tripathi, learned counsel for respondent submits that as in the present case, aggrieved by the alleged

impugned action by which the services of the applicant was retrenched, he has approached this Tribunal by invoking

the provisions of Section 2A of the Act read with section 2A (3) of the Act, so, in view of provisions as provided in

section 2A (3) of the Act, as period of limitation is three years i.e. fixed period of limitation, thus, taking into

consideration the provisions of section 2A(3) of the Act, present claim petition filed by the applicant on 24.03.2014

allegedly aggrieved by the order of retrenchment dated 28.03.2006 is totally illegal and arbitrary and even otherwise

no cause of action has occurred against the FCI in the present case, so workman is not entitled for any relief, case is

liable to be dismissed, barred by limitation.

I have heard learned counsel for parties and gone through the record.

First and foremost question to be decided in present case is whether the present claim petition filed u/s 2 (2) of the Act

is maintainable and the arguments as raised by the learned counsel for respondent that same is barred by the period

limitation is devoid of merit, be rejected.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2685

I have carefully gone through the judgments cited by the applicant in M/s Laxmi Srinivasa R and P Boiled Rice Mill

(supra) and from perusal of said judgments the position which emerged out that in all of said judgments the matter

was under consideration that for condoning delay the provision u/s 14 of the Limitation Act, 1963 can be taken into

consideration; however, in the present case in view of the facts and circumstances staged hereinabove, is concerned

admittedly u/s 2A (3) of the Act, the period of limitation is three years so that is the fixed period limitation, as such,

the benefit of section 14(2) of the Limitation Act cannot be accorded to the applicant. Further, in the case of Rajesh

Kumar (supra) decided by Hon’ble Jharkhand High Court vide order dated 11.03.1973, the position which emerged

out that applicant cannot be given any benefit because in the said matter Hon’ble High Court of Ranchi has held as

under:

“In reply, learned counsel for the petitioner has submitted that such application is only required under

Section 5 of the Limitation Act, but where the question of application of Section 14(2) of Limitation Act is

concerned, the same is to be considered by the learned Labour Court or court below on the basis of

averment made in the application, for which no separate application is required.”

Because as per the facts of present case the benefit u/s 14(2) of Limitation Act cannot be given even if it is not

pleaded in the garb of principles of natural justice taking into consideration that the applicant due to legal advices

engaged in litigation before wrong forum because as per the settled position of law as laid down by the Hon’ble

Supreme Court while giving a benefit u/s 14(2) of Limitation Act there should be bonafide and diligence on the part

of applicant which in the present case, prima facie does not exist.

However, looking into the facts and circumstances of the present case, specially that the applicant has been retrenched

on 28.03.2006 and thereafter he was continuously engaged in litigation on the basis of legal advice given to him, as

such, if he is so advised he may approach the appropriate forum for redressal of his grievances and it is expected from

said authority to take steps immediately in the matte in question as per law.

Before deciding the same it will be appropriate to go through aims and objects of Industrial Dispute Act, 1947 in brief

which are that Industrial Disputes Bill was introduced by the Government of India in the Legislative Assembly on the

28th October 1946. After the Select Committee’s report on 3rd February 1947, with some amendments, it was passed

in March 1947 and became the law from Ist April 1947 repealing the Trade Disputes Act 1929.

While retaining most of the provisions of the earlier law, this Act introduced two new institutions for the prevention

and settlement of industrial disputes; works committees consisting of representatives of employers and workers; and

machinery for industrial adjudication.

A reference to an industrial tribunal under this Act lies where both parties to any industrial dispute apply for such

reference, and also where the appropriate Government considers it expedient so to do. An award of a tribunal has

normally to be enforced by the Government and is binding on both parties to the dispute for such periods as may be

specified, up to a maximum of one year. This Act seeks to give a new orientation to the entire conciliation

machinery.

Another important new feature of the Act is the prohibition of strikes and lockouts during the pendency of

conciliation and adjudication proceedings of settlements reached in the course of conciliation proceedings and of

awards of industrial tribunals declared binding by the appropriate government.

Rules, orders or notifications requiring the larger industrial establishments to set up works committees were issued by

the Government of India and most of the State Governments.

Objectives: General

The objectives of industrial relations and industrial disputes legislation, may be outlined as under:-

(i)

Industrial Peace: For prosperity of industry, it is necessary that there be a continuous and growing production

which is only possible if (a) there are no interruptions and stoppages in production i.e. absence of disputes,

and (b) if the various agencies of production are satisfied and are in a harmonious bent to work. In other

words, industrial peace is very necessary for the vitality of industry.

(ii)

Economic Justice: All interruptions in production arising out of industrial dispute are really caused by the

dissatisfaction of labour with their existing economic condition. The history of labour struggle is nothing but

a continuous demand for fair return to labour expressed in varied forms e.g. (a) increase in wages, (b)

resistance to decrease in wages, (c) grant of allowances and benefits etc. (Hariprasad Vs. A.D. Divelkar,

AIR 1957 SC 121)

Social and economic justice which is the bedrock of our Constitution and economic organisation also requires that

any industrial relations or disputes legislation, to be effective remedial statute, must embrace not only law for

regulation of labour relations with capital, process for channelizing collective bargaining methods for negotiation,

mediation, conciliation and settlements of industrial conflict, but also a system for giving fair play and justice to

labour and removal of economic injustice.

2686

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

The preamble of the Act states that its main object is to make provision for investigation and settlement of industrial

disputes. Viewed in the above background, the Industrial Disputes Act 1947 is a progressive piece of social

legislation and is designed to settle the disputes on a new pattern known under the Act as adjudication machinery.

The object of all labour legislation is to ensure fair wages and to prevent disputes so that production might not be

adversely affected. (Banaras Ice Factory Ltd. Vs. Its Workmen, AIR 1957 SC 167)

The purpose of the Act is to provide machinery for a just and equitable settlement by adjudication, (G. Claridge and

Company Ltd. Vs. Industrial Tribunal, Bombay, AIR 1951 Bombay 100) and amelioration of the conditions of

workmen in industry.

Individual and collective industrial disputes: Individual as well as collective disputes may ripen into industrial

disputes. The true nature of an individual dispute is that it is a collective dispute. Though a dispute may at the

inception be initiated by an individual, yet if it is taken up by the fellow-workers or a union, or a sufficient number of

workers, it may assume the collective character and would become an industrial dispute. (Standard Vacum Oil Co.

Errakulam Vs. I.Tribunal, Errakulam 1952-II LLJ 612). A dispute which continues to retain its individual

character cannot be regarded as an industrial dispute. This being the basic law, it is within the competence of the

legislature to widen or narrow the coverage of an industrial dispute. The Industrial Disputes Act has also been

amended to cover some individual disputes. It is not necessary that a majority should take up an industrial dispute. It

is sufficient if a substantial group of workmen take it up. When thus taken, it becomes an industrial or collective

dispute.

Individual dispute an industrial dispute: The important amongst the above are however the amendments of 1965.

By the Act of 1965, a new Section 2A has been added in Act whereby specified categories of individual disputes are

also deemed to be industrial disputes. The section reads as under:

“2A. Dismissal, etc of an individual workman to be deemed to be industrial dispute-

Where any employer discharges, dismisses, retrenches or otherwise terminates the services of an individual

workman, any dispute or difference between that workman and his employer connected with, or arising out

of, such discharge, dismissal, retrenchment or termination shall be deemed to be an industrial dispute

notwithstanding that no other workman nor any union of workmen is a party to the dispute.”

This amendment revives, impediment in the way of workman with the necessity that to make an industrial dispute it

must be taken up or espoused by substantial section of the workmen or any union of those workmen and gives an

individual workman a remedy for security of his service and indirectly freedom to join or not to join any union. Thus,

individual disputes could be referred to Tribunal as per Section 2A after 1.12.1965. (National Productivity Council,

1969-II LLJ 186).

Thereafter, by Industrial Disputes (Amendment) Act 2010 (Act No.24 of 2010), Section 2A(a), was renumbered as

Sub-section (1) and by the same Act i.e. Act No.24 of 2010 Sub-section (2) and Sub-section (3) have been inserted

after Section 2A (1) of Industrial Dispute Act 1947 which came into effect w.e.f. 15.09.2010, which reads as under:

"2A. Dismissal, etc., of an individual workman to be deemed to be an industrial dispute -

"(1) Where any employer discharges, dismisses, retrenches or otherwise terminates the

services of an individual workman, any dispute or difference between that workman and his

employer connected with, or arising out of, such discharge, dismissal, retrenchment or

termination shall be deemed to be an industrial dispute notwithstanding that no other

workman nor any union of workmen is a party to the dispute.

(2) Notwithstanding anything contained in Section 10, any such workman as is specified in

sub-Section(1) may, make an application direct to the Labour Court or Tribunal for

adjudication of the dispute referred to therein after the expiry of forty-five days from the date

he has made the application to the Conciliation Officer of the appropriate Government for

conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal

shall have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute

referred to it by the appropriate Government in accordance with the provisions of this Act

and all the provisions of this Act shall apply in relation to such adjudication as they apply in

relation to an industrial dispute referred to it by the appropriate Government.

(3) The application referred to in sub-Section (2) shall be made to the Labour Court or

Tribunal before the expiry of three years from the date of discharge, dismissal, retrenchment

or otherwise termination of service as specified in sub-Section(1)."

Now the core question to be considered is that in view of the facts which are stated hereinabove, that admittedly the

services of applicant was terminated on 21.12.2001, thereafter he has filed the present case before this Tribunal u/s

2A of the Act on 28.02.2011 on the grounds as taken by him in his claim petition, is maintainable or barred by the

period of limitation as provided u/s 2A(3).

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2687

Answer to the said question find place in the judgment passed by Hon’ble the Karnataka High Court in ITC Infotech

India Ltd. vs. Venkataramana Uppada ILR 2016 Karnataka 3041, relevant potion quoted as under:

“19. Keeping the above principles in mind, a reading of Section 2A(3) would lead to an irresistible

conclusion that time stipulated for invoking the jurisdiction of the Labour Court or the Tribunal as the

case may be, has to be necessarily "before the expiry of three years from the date of discharge,

dismissal, retrenchment or otherwise termination of service as specified in sub-Section (1)." Time limit

for making an application to the Labour Court stipulated in sub-Section (3) of Section 2A does not

appear to have a bearing to the provisions of sub-Section (2) of Section 2A. In any event right

conferred under Section 2A would lapse immediately preceding the date of expiry of three years from

the date of dismissal, discharge etc.,. In other words, the limitation of three years prescribed under

sub-Section (3) of Section 2A being mandatory, same cannot be condoned by taking recourse to

Section 5 of the Limitation Act, 1963 which has no application to the provisions of Industrial Disputes

Act, 1947.

20. It is well settled principle that if an act is required to be performed within a specified time, the

same would primarily be mandatory. It has been held in the case of NAZIRUDDIN VS SITARAM

AGARWAL reported in AIR 2003 SCW 908 to the following effect:

"The Courts jurisdiction to interpret a statute can be invoked when the same is ambiguous. It

is well known that in a given case, the Court can iron out the fabric but it cannot change the

texture of the fabric. It cannot enlarge the scope of legislation or intention when the language

of provision is plain and unambiguous. It cannot add or subtract the words to a statute or

read something into it which is not there. It cannot re-write or recast legislation. It is also

necessary to determine that there exists a presumption that the legislature has not used any

superfluous words. It is well settled that the real intention of legislature must be gathered

from the language used."

21. Thus, in the background of the dicta of the Apex Court in NAZIRUDDIN's case referred to supra,

when Section 2A is perused, it would indicate that if the legislature really intended that the period of

limitation provided in sub-Section (3) of Section 2A was to be construed as directory, then it would not

have prescribed the limitation of three years and it would have used the words "at any time" instead of

using the words "before the expiry of three years". Though the words at any time' is found in Section

10(1), same is conspicuously absent in sub-Section (3) of Section 2A which would clearly depict the

intention of the legislature namely, it had deliberately imposed limitation period under sub-Section (3)

of Section 2A and as such legislature did not employ the words at any time' in the said provision as

found in Section 10(1) and in its place, it has specifically incorporated the words before the expiry of

three years'. Hence, to interpret the period of limitation found in sub-Section (3) of Section 2A as

directory and not mandatory would amount to adding something which is not provided in the provision

by the legislature or it would amount to doing violence to the provision, if such interpretation is sought

to be made."

And Hon’ble Rajasthan High court in the case of Pankaj Swami vs. Rajasthan State Road Transport Corporation &

ors. MANU/RH/1788/2019 after taking into consideration the provisions of sedation 2A(2) & 2A(3) of the Act held

as under:

“The provisions are explicit, wherein the workman can approach the Labour Court for adjudication of

the dispute in case of discharge, dismissal, retrenchment etc., however, sub-section (3) provides that

the application should be made to the Labour Court before the expiry of three years from the date of

discharge, dismissal, retrenchment or otherwise termination of service as specified.

8. The submission made by learned Counsel for the petitioner that as the cause of action arose to the

petitioner prior to introduction of the provision of limitation by sub-section (3) the same would have

no application is concerned, the submission made is fallacious, inasmuch as, the provision under

which the application has been filed by the petitioner i.e. section 2-A(2) of the Act, itself was

introduced by the amendment Act of 2010 along with the limitation therein and therefore, the provision

of limitation which was introduced in the year 2010 along with the main provision providing for the

limitation would apply with all force and the submission that the same would have no application to

the cause of action, which arose prior to 2007, has no basis.

The submissions as made, if accepted, would result in circumstances where if the cause of action has

arisen post 2010, the same would be barred, whereas the causes, which arose prior to 2010 like in the

year 2007 in the present case and the application is filed after 7 years, the same would never become

barred by limitation, such a result is legally untenable.

2688

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

9. The submission made by learned Counsel for the petitioner that as the petitioner had approached

the Conciliation Officer and had raised the dispute before him, where there was no limitation and the

petitioner approached the Labour Court only as per the directions of the Conciliation Officer the

claim could not be rejected by barred by limitation also does not advance the cause of the petitioner,

inasmuch as, the petitioner could have taken advantage of the said position, if the Conciliation Officer

had sent a failure report to the appropriate Government who in turn had referred the dispute to the

Labour Court. Merely because the Conciliation Officer suggested approaching the Labour Court,

which suggestion was accepted by the petitioner, cannot be termed as a reference under section 10 of

the Act to the Labour Court.

10. In view of the above discussion in so far as the rejection of the claim of the petitioner by the

Labour Court being barred by limitation is concerned, the same cannot be faulted.”

And in the case of Parthasarathy vs. Souther Pins and Products Pvt. Ltd. and Ors. MANU/TN/6691/2020 Hon’ble

the High Court of Madras has held as under:

“Inasmuch as the notice of termination of the Petitioner in the present case has been made on

06.10.2014 under Section 2-A(2) of the Act after the said amendment has come into force, the

limitation of three years prescribed under Section 2-A(3) of the Act would necessarily apply. As such,

there is no infirmity in the decision-making process of the Labour Court in refusing to entertain the

application made by the Petitioner has time barred. This view is supported by the decisions of this

Court in the following cases:-

(i) ITC Infotech India Ltd. v. Venkataramana Uppada (Order dated 03.03.2016 in W.P. No.

27510 of 2015 passed by the High Court of Karnataka)

(ii) Management of Ashok Leyland v. Presiding Officer, Labour Court (Order dated

13.04.2016 in W.P. Nos. 9640 and 9641 of 2016 passed by this Court)

(iii) Ravi Kumar v. Management, Tamil Nadu State Road Transport Corporation (Order

dated 11.04.2017 in W.P. (MD) No. 4269 of 2017 passed by the Madurai Bench of this Court)

(iv) K. Settu v. Assistant Engineer, Tamil Nadu Electricity Board (Order dated 20.09.2019 in

W.P. No. 8413 of 2019 passed by this Court)

5. A feeble attempt is made on behalf of the Petitioner to suggest that the period of conciliation must

be excluded while computing the limitation. It is, no doubt, true that Section 2-A(2) of the Act

contemplates such application to be made to the Labour Court after the expiry of 45 days from the

date of application to the Conciliation Officer is made. However, it does not require that the

conciliation proceedings should have been completed before making that application under Section 2-

A(2) of the Act. The words in Section 2-A(3) of the Act are clear enough that the limitation has to be

reckoned on the expiry of three years from the date of termination. The Petitioner in the instant case

had made the application for conciliation on 12.04.2017 which had also concluded on 27.06.2017, but

the Petitioner had not approached the Labour Court after 45 days either from 12.04.2017 or even from

27.06.2017. As such, the contentions made on behalf of the Petitioner cannot be countenanced.”

(see also Kandasamy Spinning Mills Private Ltd. vs S. Palanisamy and Ors. MANU/RN/6831/2019

Thus, in view of above said fact, combined reading of section 2A (2) and 2A (3) of the Act, the legal position which

emerge out is that if a workman is aggrieved by order of discharge, dismissal, retrenchment or otherwise termination,

he may approach the Tribunal within a period three years from dated of passing of order.

Taking into consideration, above said facts and positon of law as well that “if law provides a particular thing that all

other modes or methods of doing that thing must be deemed to have been prohibited”, the said proposition of law is

first held in the case of Tylor Vs. Tylor (1875) LR 1 ChD 426 and adopted later by the Judicial Committee in Nazir

Ahmed Vs. King Emperor AIR 1936 PC 253 and thereafter by the Hon’ble Supreme Court in a series of judgments

including those in Rao Shiv Bahadur Singh & another Vs. State of Vindhya Pradesh AIR 1954 SC 322, State of

Uttar Pradesh Vs. Singhara Singh AIR 1964 SC 358, Chandra Kishore Jha Vs. Mahavir Prasad 1999 (8) SCC 266,

Dhananjaya Reddy Vs. State of Karnataka 2001 (4) SCC 9 and Gujarat Urja Vikas Nigam Ltd. Vs. Essar Power

Ltd. 2008 (4) SCC 755.

In the case of Grasim Industries Ltd. Vs. Collector of Customs, Bombay, (2002) 4 SCC 297, the Hon’ble Supreme

Court held as under:-

“No words or expressions used in any statute can be said to be redundant or superfluous. In matters of

interpretation one should not concentrate too much on one word and pay too little attention to other words.

No provision in the statute and no word in any section can be construed in isolation. Every provision and

every word must be looked at generally and in the context in which it is used. It is said that every statute is

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2689

an edict of the legislature. The elementary principle of interpreting any word while considering a statute is

to gather the mens or sententia legis of the legislature. Where the words are clear and there is no obscurity,

and there is no ambiguity and the intention of the legislature is clearly conveyed, there is no scope for the

Court to take upon itself the task of amending or alternating the statutory provisions. Wherever the language

is clear the intention of the legislature is to be gathered from the language used. While doing so what has

been said in the statute as also what has not been said has to be noted. The construction which requires for

its support addition or substitution of words or which results in rejection of words has to be avoided”.

Hon’ble the Apex Court in the case of Bhavnagar University Vs. Palitana Sugar Mill (P) Ltd., (2003) 2 SCC 111,

held as under:-

“24.

True meaning of a provision of law has to be determined on the basis of what provides by its clear

language, with due regard to the scheme of law.

25.

Scope of the legislation on the intention of the legislature cannot be enlarged when the language of

the provision is plain and unambiguous. In other words statutory enactments must ordinarily be construed

according to its plain meaning and no words shall be added, altered or modified unless it is plainly

necessary to do so to prevent a provision from being unintelligible, absurd, unreasonable, unworkable or

totally irreconcilable with the rest of the statute”.

In the case of Harshad S. Mehta Vs. State of Maharashtra, (2001) 8 SCC 257, it has been held as under:-

“There is no doubt that if the words are plain and simple and call for only one construction that construction

is to be adopted whatever be its effect”.

In the case of Union of India Vs. Hansoli Devo (2002) 7 SCC 273, Hon’ble the Supreme Court observed as under:-

“9.

It is a cardinal principle of construction of statute that when language of the statute is plain and

unambiguous, then the court must give effect to the words used in the statute and it would not be open to the

courts to adopt a hypothetical construction on the ground that such construction is more consistent with the

alleged object and policy of the Act.”

In the case of Patango Kadam Vs. Prithviraj Sayajiro Yadav Deshmukh (2001) 3 SCC 594, took the view:-

“12. Thus when there is an ambiguity in terms of a provision, one must look at well-settled principles of

construction but it is not open to first to create an ambiguity which does not exist and then try to resolve the

same by taking recourse to some general principle.”

Reverting to the facts of the present case, as per the admitted position, the services of the workman was retrenched on

28.03.2006 and the same has been challenged by him by filing the present industrial dispute on 24.03.2014 before this

Tribunal

So, keeping in view the above said facts as well as the workman cannot derive any benefit from the facts on which he

has approved the Tribunal after expiry of period three years from the date of his retrenchment, because his services

were retrenched on 28.03.2006 and filed the present case on 24.03.2014 u/s 2A (2) of the Act, as such, the claim

petition is barred by the period of limitation provided u/s 2A (3), liable to be rejected.

Accordingly, the same is rejected on the ground that same is barred by period of limitation as per section 2A (3) of the

Industrial Disputes Act, 1947.

It is made clear that this Tribunal has not adjudication the present claim on merit; and workman may approach

appropriate forum for redressal of his grievances.

Award as above.

LUCKNOW.

31st October, 2023

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1220.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-सह -

ल नऊ ds iapkV (ृिचान

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[

-22013/01/2024-

(सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

2690

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 18th June, 2024

S.O. 1220.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 13/2014) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024

[No. L-22013/01/2024 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 13/2014

BETWEEN

धर्मेन्द्र कुर्मार पुत्र मर्मठाईलाल निवासी-ग्रार्म-पुरैिा, पोस्ट-कटया, जिला - बस्ती

AND

1. प्रबन्द्धक (डिपो), भारतीय खाद्य निगर्म, बस्ती

2. क्षेत्र प्रबन्द्धक, भारतीय खाद्य निगर्म, जिला कायाालय, गोरखपुर

3. र्महाप्रबन्द्धक, उ०प्र०, भारतीय खाद्य निगर्म, क्षेत्रीय कायाालय, टी.सी. /3वी., ववभूनत खण्ि, गोर्मती िगर, लखिऊ - 206010

4. कायाकारी निदेशक भारतीय खाद्य निगर्म, आंचमलक कायाालय (उत्तरी) 2ए, 2बी, सेक्टर-24, िोएिा - 201301

5. ठेकेदार - वविोद कुर्मार पाण्िेय, र्मैिेिर थ्री स्टार मसक्योररटी, बस्ती

AWARD

On 24.03.2014 the claimant/workman has filed the present industrial dispute as per the provisions of Section 2A (2)

of the Industrial Disputes Act, 1947 (hereinafter referred to as the Act); along with application for condonation of

delay.

Learned counsel for applicant while pressing application for condonation of delay submits as under:

Applicant was appointed as security guard in the FCI, Depot Basti through contractor no. 5, contractor, Vinod Kumar

Pandey, Manager, Three Star Security, Basti and w.e.f. 28.03.2006 he was not allowed to work and discharge his

duties.

Learned counsel for applicant further submits that thereafter as per legal advice, given to the applicant, he approached

Regional Labour Commissioner (Central), Lucknow on 14.08.2013 against alleged illegal termination/retrenchment

of his services for conciliation, which failed vide dated 16.12.2013.

Counsel for applicant further submits that after failure of conciliations, the present industrial dispute has been filed

before this Tribunal. Accordingly, learned counsel for applicant submits that in view of the above said facts and in

view of the law as laid down in the following cases:

(i)

Hon’ble Allahabad High Court in case of Milkiya Singh & others vs. Additional Commissioner

Lucknow Division & ors in Writ C No. 3000066 of 1992 decided on 12.05.2022.

(ii)

Hon’ble Supreme court in case of M/s Laxmi Srinivasa R and P Boiled Rice Mill v. The State of

Andhra Pradesh & Anr. 2023 (1) ICC 279.

(iii)

Hon’ble Jharkhand High Court in case of Rajesh Kumar vs. The Central Coalfields Limited &

others in W.P. (L) No. 311 of 2022 decided on 11.03.2022

Accordingly, he submits that delay in filing present industrial dispute may be condoned.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2691

Miss Deepti Tripathi, learned counsel for respondent submits that as in the present case, aggrieved by the alleged

impugned action by which the services of the applicant was retrenched, he has approached this Tribunal by invoking

the provisions of Section 2A of the Act read with section 2A (3) of the Act, so, in view of provisions as provided in

section 2A (3) of the Act, as period of limitation is three years i.e. fixed period of limitation, thus, taking into

consideration the provisions of section 2A(3) of the Act, present claim petition filed by the applicant on 24.03.2014

allegedly aggrieved by the order of retrenchment dated 28.03.2006 is totally illegal and arbitrary and even otherwise

no cause of action has occurred against the FCI in the present case, so workman is not entitled for any relief, case is

liable to be dismissed, barred by limitation.

I have heard learned counsel for parties and gone through the record.

The first and foremost question to be decided in present case is whether the present claim petition filed u/s 2 (2) of the

Act is maintainable and the arguments as raised by the learned counsel for respondent that same is barred by the

period limitation is devoid of merit, be rejected.

I have carefully gone through the judgments cited by the applicant in M/s Laxmi Srinivasa R and P Boiled Rice Mill

(supra) and from perusal of said judgments the position which emerged out that in all of said judgments the matter

was under consideration that for condoning delay the provision u/s 14 of the Limitation Act, 1963 can be taken into

consideration; however, in the present case in view of the facts and circumstances staged hereinabove, is concerned

admittedly u/s 2A (3) of the Act, the period of limitation is three years so that is the fixed period limitation, as such,

the benefit of section 14(2) of the Limitation Act cannot be accorded to the applicant. Further, in the case of Rajesh

Kumar (supra) decided by Hon’ble Jharkhand High Court vide order dated 11.03.1973, the position which emerged

out that applicant cannot be given any benefit because in the said matter Hon’ble High Court of Ranchi has held as

under:

“In reply, learned counsel for the petitioner has submitted that such application is only required under

Section 5 of the Limitation Act, but where the question of application of Section 14(2) of Limitation Act is

concerned, the same is to be considered by the learned Labour Court or court below on the basis of

averment made in the application, for which no separate application is required.”

Because as per the facts of present case the benefit u/s 14(2) of Limitation Act cannot be given even if it is not

pleaded in the garb of principles of natural justice taking into consideration that the applicant due to legal advices

engaged in litigation before wrong forum because as per the settled position of law as laid down by the Hon’ble

Supreme Court while giving a benefit u/s 14(2) of Limitation Act there should be bonafide and diligence on the part

of applicant which in the present case, prima facie does not exist.

However, looking into the facts and circumstances of the present case, specially that the applicant has been retrenched

on 28.03.2006 and thereafter he was continuously engaged in litigation on the basis of legal advice given to him, as

such, if he is so advised he may approach the appropriate forum for redressal of his grievances and it is expected from

said authority to take steps immediately in the matte in question as per law.

Before deciding the same it will be appropriate to go through aims and objects of Industrial Dispute Act, 1947 in brief

which are that Industrial Disputes Bill was introduced by the Government of India in the Legislative Assembly on the

28th October 1946. After the Select Committee’s report on 3rd February 1947, with some amendments, it was passed

in March 1947 and became the law from Ist April 1947 repealing the Trade Disputes Act 1929.

While retaining most of the provisions of the earlier law, this Act introduced two new institutions for the prevention

and settlement of industrial disputes; works committees consisting of representatives of employers and workers; and

machinery for industrial adjudication.

A reference to an industrial tribunal under this Act lies where both parties to any industrial dispute apply for such

reference, and also where the appropriate Government considers it expedient so to do. An award of a tribunal has

normally to be enforced by the Government and is binding on both parties to the dispute for such periods as may be

specified, up to a maximum of one year. This Act seeks to give a new orientation to the entire conciliation

machinery.

Another important new feature of the Act is the prohibition of strikes and lockouts during the pendency of

conciliation and adjudication proceedings of settlements reached in the course of conciliation proceedings and of

awards of industrial tribunals declared binding by the appropriate government.

Rules, orders or notifications requiring the larger industrial establishments to set up works committees were issued by

the Government of India and most of the State Governments.

Objectives: General

The objectives of industrial relations and industrial disputes legislation, may be outlined as under:-

2692

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

(i)

Industrial Peace: For prosperity of industry, it is necessary that there be a continuous and growing production

which is only possible if (a) there are no interruptions and stoppages in production i.e. absence of

disputes, and (b) if the various agencies of production are satisfied and are in a harmonious bent to work.

In other words, industrial peace is very necessary for the vitality of industry.

(ii)

Economic Justice: All interruptions in production arising out of industrial dispute are really caused by the

dissatisfaction of labour with their existing economic condition. The history of labour struggle is nothing but

a continuous demand for fair return to labour expressed in varied forms e.g. (a) increase in wages, (b)

resistance to decrease in wages, (c) grant of allowances and benefits etc. (Hariprasad Vs. A.D. Divelkar,

AIR 1957 SC 121)

Social and economic justice which is the bedrock of our Constitution and economic organisation also requires that

any industrial relations or disputes legislation, to be effective remedial statute, must embrace not only law for

regulation of labour relations with capital, process for channelizing collective bargaining methods for negotiation,

mediation, conciliation and settlements of industrial conflict, but also a system for giving fair play and justice to

labour and removal of economic injustice.

The preamble of the Act states that its main object is to make provision for investigation and settlement of industrial

disputes. Viewed in the above background, the Industrial Disputes Act 1947 is a progressive piece of social

legislation and is designed to settle the disputes on a new pattern known under the Act as adjudication machinery.

The object of all labour legislation is to ensure fair wages and to prevent disputes so that production might not be

adversely affected. (Banaras Ice Factory Ltd. Vs. Its Workmen, AIR 1957 SC 167)

The purpose of the Act is to provide machinery for a just and equitable settlement by adjudication, (G. Claridge and

Company Ltd. Vs. Industrial Tribunal, Bombay, AIR 1951 Bombay 100) and amelioration of the conditions of

workmen in industry.

Individual and collective industrial disputes: Individual as well as collective disputes may ripen into industrial

disputes. The true nature of an individual dispute is that it is a collective dispute. Though a dispute may at the

inception be initiated by an individual, yet if it is taken up by the fellow-workers or a union, or a sufficient number of

workers, it may assume the collective character and would become an industrial dispute. (Standard Vacum Oil Co.

Errakulam Vs. I.Tribunal, Errakulam 1952-II LLJ 612). A dispute which continues to retain its individual

character cannot be regarded as an industrial dispute. This being the basic law, it is within the competence of the

legislature to widen or narrow the coverage of an industrial dispute. The Industrial Disputes Act has also been

amended to cover some individual disputes. It is not necessary that a majority should take up an industrial dispute. It

is sufficient if a substantial group of workmen take it up. When thus taken, it becomes an industrial or collective

dispute.

Individual dispute an industrial dispute: The important amongst the above are however the amendments of 1965.

By the Act of 1965, a new Section 2A has been added in Act whereby specified categories of individual disputes are

also deemed to be industrial disputes. The section reads as under:

“2A. Dismissal, etc of an individual workman to be deemed to be industrial dispute-

Where any employer discharges, dismisses, retrenches or otherwise terminates the services of an individual

workman, any dispute or difference between that workman and his employer connected with, or arising out

of, such discharge, dismissal, retrenchment or termination shall be deemed to be an industrial dispute

notwithstanding that no other workman nor any union of workmen is a party to the dispute.”

This amendment revives, impediment in the way of workman with the necessity that to make an industrial dispute it

must be taken up or espoused by substantial section of the workmen or any union of those workmen and gives an

individual workman a remedy for security of his service and indirectly freedom to join or not to join any union. Thus,

individual disputes could be referred to Tribunal as per Section 2A after 1.12.1965. (National Productivity Council,

1969-II LLJ 186).

Thereafter, by Industrial Disputes (Amendment) Act 2010 (Act No.24 of 2010), Section 2A(a), was renumbered as

Sub-section (1) and by the same Act i.e. Act No.24 of 2010 Sub-section (2) and Sub-section (3) have been inserted

after Section 2A (1) of Industrial Dispute Act 1947 which came into effect w.e.f. 15.09.2010, which reads as under:

"2A. Dismissal, etc., of an individual workman to be deemed to be an industrial dispute -

"(1) Where any employer discharges, dismisses, retrenches or otherwise terminates the

services of an individual workman, any dispute or difference between that workman and his

employer connected with, or arising out of, such discharge, dismissal, retrenchment or

termination shall be deemed to be an industrial dispute notwithstanding that no other

workman nor any union of workmen is a party to the dispute.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2693

(2) Notwithstanding anything contained in Section 10, any such workman as is specified in

sub-Section(1) may, make an application direct to the Labour Court or Tribunal for

adjudication of the dispute referred to therein after the expiry of forty-five days from the date

he has made the application to the Conciliation Officer of the appropriate Government for

conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal

shall have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute

referred to it by the appropriate Government in accordance with the provisions of this Act

and all the provisions of this Act shall apply in relation to such adjudication as they apply in

relation to an industrial dispute referred to it by the appropriate Government.

(3) The application referred to in sub-Section (2) shall be made to the Labour Court or

Tribunal before the expiry of three years from the date of discharge, dismissal, retrenchment

or otherwise termination of service as specified in sub-Section(1)."

Now the core question to be considered is that in view of the facts which are stated hereinabove, that admittedly the

services of applicant was terminated on 21.12.2001, thereafter he has filed the present case before this Tribunal u/s

2A of the Act on 28.02.2011 on the grounds as taken by him in his claim petition, is maintainable or barred by the

period of limitation as provided u/s 2A(3).

Answer to the said question find place in the judgment passed by Hon’ble the Karnataka High Court in ITC Infotech

India Ltd. vs. Venkataramana Uppada ILR 2016 Karnataka 3041, relevant potion quoted as under:

“19. Keeping the above principles in mind, a reading of Section 2A(3) would lead to an irresistible

conclusion that time stipulated for invoking the jurisdiction of the Labour Court or the Tribunal as the

case may be, has to be necessarily "before the expiry of three years from the date of discharge,

dismissal, retrenchment or otherwise termination of service as specified in sub-Section (1)." Time limit

for making an application to the Labour Court stipulated in sub-Section (3) of Section 2A does not

appear to have a bearing to the provisions of sub-Section (2) of Section 2A. In any event right

conferred under Section 2A would lapse immediately preceding the date of expiry of three years from

the date of dismissal, discharge etc.,. In other words, the limitation of three years prescribed under

sub-Section (3) of Section 2A being mandatory, same cannot be condoned by taking recourse to

Section 5 of the Limitation Act, 1963 which has no application to the provisions of Industrial Disputes

Act, 1947.

20. It is well settled principle that if an act is required to be performed within a specified time, the

same would primarily be mandatory. It has been held in the case of NAZIRUDDIN VS SITARAM

AGARWAL reported in AIR 2003 SCW 908 to the following effect:

"The Courts jurisdiction to interpret a statute can be invoked when the same is ambiguous. It

is well known that in a given case, the Court can iron out the fabric but it cannot change the

texture of the fabric. It cannot enlarge the scope of legislation or intention when the language

of provision is plain and unambiguous. It cannot add or subtract the words to a statute or

read something into it which is not there. It cannot re-write or recast legislation. It is also

necessary to determine that there exists a presumption that the legislature has not used any

superfluous words. It is well settled that the real intention of legislature must be gathered

from the language used."

21. Thus, in the background of the dicta of the Apex Court in NAZIRUDDIN's case referred to supra,

when Section 2A is perused, it would indicate that if the legislature really intended that the period of

limitation provided in sub-Section (3) of Section 2A was to be construed as directory, then it would not

have prescribed the limitation of three years and it would have used the words "at any time" instead of

using the words "before the expiry of three years". Though the words at any time' is found in Section

10(1), same is conspicuously absent in sub-Section (3) of Section 2A which would clearly depict the

intention of the legislature namely, it had deliberately imposed limitation period under sub-Section (3)

of Section 2A and as such legislature did not employ the words at any time' in the said provision as

found in Section 10(1) and in its place, it has specifically incorporated the words before the expiry of

three years'. Hence, to interpret the period of limitation found in sub-Section (3) of Section 2A as

directory and not mandatory would amount to adding something which is not provided in the provision

by the legislature or it would amount to doing violence to the provision, if such interpretation is sought

to be made."

And Hon’ble Rajasthan High court in the case of Pankaj Swami vs. Rajasthan State Road Transport Corporation &

ors. MANU/RH/1788/2019 after taking into consideration the provisions of sedation 2A(2) & 2A(3) of the Act held

as under:

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[PART II—SEC. 3(ii)]

“The provisions are explicit, wherein the workman can approach the Labour Court for adjudication of

the dispute in case of discharge, dismissal, retrenchment etc., however, sub-section (3) provides that

the application should be made to the Labour Court before the expiry of three years from the date of

discharge, dismissal, retrenchment or otherwise termination of service as specified.

8. The submission made by learned Counsel for the petitioner that as the cause of action arose to the

petitioner prior to introduction of the provision of limitation by sub-section (3) the same would have

no application is concerned, the submission made is fallacious, inasmuch as, the provision under

which the application has been filed by the petitioner i.e. section 2-A(2) of the Act, itself was

introduced by the amendment Act of 2010 along with the limitation therein and therefore, the provision

of limitation which was introduced in the year 2010 along with the main provision providing for the

limitation would apply with all force and the submission that the same would have no application to

the cause of action, which arose prior to 2007, has no basis.

The submissions as made, if accepted, would result in circumstances where if the cause of action has

arisen post 2010, the same would be barred, whereas the causes, which arose prior to 2010 like in the

year 2007 in the present case and the application is filed after 7 years, the same would never become

barred by limitation, such a result is legally untenable.

9. The submission made by learned Counsel for the petitioner that as the petitioner had approached

the Conciliation Officer and had raised the dispute before him, where there was no limitation and the

petitioner approached the Labour Court only as per the directions of the Conciliation Officer the

claim could not be rejected by barred by limitation also does not advance the cause of the petitioner,

inasmuch as, the petitioner could have taken advantage of the said position, if the Conciliation Officer

had sent a failure report to the appropriate Government who in turn had referred the dispute to the

Labour Court. Merely because the Conciliation Officer suggested approaching the Labour Court,

which suggestion was accepted by the petitioner, cannot be termed as a reference under section 10 of

the Act to the Labour Court.

10. In view of the above discussion in so far as the rejection of the claim of the petitioner by the

Labour Court being barred by limitation is concerned, the same cannot be faulted.”

And in the case of Parthasarathy vs. Souther Pins and Products Pvt. Ltd. and Ors. MANU/TN/6691/2020 Hon’ble

the High Court of Madras has held as under:

“Inasmuch as the notice of termination of the Petitioner in the present case has been made on

06.10.2014 under Section 2-A(2) of the Act after the said amendment has come into force, the

limitation of three years prescribed under Section 2-A(3) of the Act would necessarily apply. As such,

there is no infirmity in the decision-making process of the Labour Court in refusing to entertain the

application made by the Petitioner has time barred. This view is supported by the decisions of this

Court in the following cases:-

(i) ITC Infotech India Ltd. v. Venkataramana Uppada (Order dated 03.03.2016 in W.P. No.

27510 of 2015 passed by the High Court of Karnataka)

(ii) Management of Ashok Leyland v. Presiding Officer, Labour Court (Order dated

13.04.2016 in W.P. Nos. 9640 and 9641 of 2016 passed by this Court)

(iii) Ravi Kumar v. Management, Tamil Nadu State Road Transport Corporation (Order

dated 11.04.2017 in W.P. (MD) No. 4269 of 2017 passed by the Madurai Bench of this Court)

(iv) K. Settu v. Assistant Engineer, Tamil Nadu Electricity Board (Order dated 20.09.2019 in

W.P. No. 8413 of 2019 passed by this Court)

5. A feeble attempt is made on behalf of the Petitioner to suggest that the period of conciliation must

be excluded while computing the limitation. It is, no doubt, true that Section 2-A(2) of the Act

contemplates such application to be made to the Labour Court after the expiry of 45 days from the

date of application to the Conciliation Officer is made. However, it does not require that the

conciliation proceedings should have been completed before making that application under Section 2-

A(2) of the Act. The words in Section 2-A(3) of the Act are clear enough that the limitation has to be

reckoned on the expiry of three years from the date of termination. The Petitioner in the instant case

had made the application for conciliation on 12.04.2017 which had also concluded on 27.06.2017, but

the Petitioner had not approached the Labour Court after 45 days either from 12.04.2017 or even from

27.06.2017. As such, the contentions made on behalf of the Petitioner cannot be countenanced.”

(see also Kandasamy Spinning Mills Private Ltd. vs S. Palanisamy and Ors. MANU/RN/6831/2019

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2695

Thus, in view of above said fact, combined reading of section 2A (2) and 2A (3) of the Act, the legal position which

emerge out is that if a workman is aggrieved by order of discharge, dismissal, retrenchment or otherwise termination,

he may approach the Tribunal within a period three years from dated of passing of order.

Taking into consideration, above said facts and positon of law as well that “if law provides a particular thing that all

other modes or methods of doing that thing must be deemed to have been prohibited”, the said proposition of law is

first held in the case of Tylor Vs. Tylor (1875) LR 1 ChD 426 and adopted later by the Judicial Committee in Nazir

Ahmed Vs. King Emperor AIR 1936 PC 253 and thereafter by the Hon’ble Supreme Court in a series of judgments

including those in Rao Shiv Bahadur Singh & another Vs. State of Vindhya Pradesh AIR 1954 SC 322, State of

Uttar Pradesh Vs. Singhara Singh AIR 1964 SC 358, Chandra Kishore Jha Vs. Mahavir Prasad 1999 (8) SCC 266,

Dhananjaya Reddy Vs. State of Karnataka 2001 (4) SCC 9 and Gujarat Urja Vikas Nigam Ltd. Vs. Essar Power

Ltd. 2008 (4) SCC 755.

In the case of Grasim Industries Ltd. Vs. Collector of Customs, Bombay, (2002) 4 SCC 297, the Hon’ble Supreme

Court held as under:-

“No words or expressions used in any statute can be said to be redundant or superfluous. In matters of

interpretation one should not concentrate too much on one word and pay too little attention to other words.

No provision in the statute and no word in any section can be construed in isolation. Every provision and

every word must be looked at generally and in the context in which it is used. It is said that every statute is

an edict of the legislature. The elementary principle of interpreting any word while considering a statute is

to gather the mens or sententia legis of the legislature. Where the words are clear and there is no obscurity,

and there is no ambiguity and the intention of the legislature is clearly conveyed, there is no scope for the

Court to take upon itself the task of amending or alternating the statutory provisions. Wherever the language

is clear the intention of the legislature is to be gathered from the language used. While doing so what has

been said in the statute as also what has not been said has to be noted. The construction which requires for

its support addition or substitution of words or which results in rejection of words has to be avoided”.

Hon’ble the Apex Court in the case of Bhavnagar University Vs. Palitana Sugar Mill (P) Ltd., (2003) 2 SCC 111,

held as under:-

“24.

True meaning of a provision of law has to be determined on the basis of what provides by its clear

language, with due regard to the scheme of law.

25.

Scope of the legislation on the intention of the legislature cannot be enlarged when the language of

the provision is plain and unambiguous. In other words statutory enactments must ordinarily be construed

according to its plain meaning and no words shall be added, altered or modified unless it is plainly

necessary to do so to prevent a provision from being unintelligible, absurd, unreasonable, unworkable or

totally irreconcilable with the rest of the statute”.

In the case of Harshad S. Mehta Vs. State of Maharashtra, (2001) 8 SCC 257, it has been held as under:-

“There is no doubt that if the words are plain and simple and call for only one construction that construction

is to be adopted whatever be its effect”.

In the case of Union of India Vs. Hansoli Devo (2002) 7 SCC 273, Hon’ble the Supreme Court observed as under:-

“9.

It is a cardinal principle of construction of statute that when language of the statute is plain and

unambiguous, then the court must give effect to the words used in the statute and it would not be open to the

courts to adopt a hypothetical construction on the ground that such construction is more consistent with the

alleged object and policy of the Act.”

In the case of Patango Kadam Vs. Prithviraj Sayajiro Yadav Deshmukh (2001) 3 SCC 594, took the view:-

“12. Thus when there is an ambiguity in terms of a provision, one must look at well-settled principles of

construction but it is not open to first to create an ambiguity which does not exist and then try to resolve the

same by taking recourse to some general principle.”

Reverting to the facts of the present case, as per the admitted position, the services of the workman was retrenched on

28.03.2006 and the same has been challenged by him by filing the present industrial dispute on 24.03.2014 before this

Tribunal

So, keeping in view the above said facts as well as the workman cannot derive any benefit from the facts on which he

has approved the Tribunal after expiry of period three years from the date of his retrenchment, because his services

were retrenched on 28.03.2006 and filed the present case on 24.03.2014 u/s 2A (2) of the Act, as such, the claim

petition is barred by the period of limitation provided u/s 2A (3), liable to be rejected.

Accordingly, the same is rejected on the ground that same is barred by period of limitation as per section 2A (3) of the

Industrial Disputes Act, 1947.

2696

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

It is made clear that this Tribunal has not adjudication the present claim on merit; and workman may approach

appropriate forum for redressal of his grievances.

Award as above.

LUCKNOW.

October, 2023.

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1221.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सह -

] ल नऊ ds iapkV (ृिचान

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[

-22013/01/2024-

(सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1221.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 14/2014) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024

[No. L-22013/01/2024 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT

LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 14/2014

BETWEEN

बमलरार्म चौधरी पुत्र रार्म प्रसाद चौधरी निवासी-ग्रार्म-ररठठया, पोस्ट- र्महावीरपुर, जिला- बस्ती

AND

1. प्रबन्द्धक (डिपो), भारतीय खाद्य निगर्म, बस्ती

2. क्षेत्र प्रबन्द्धक, भारतीय खाद्य निगर्म, जिला कायाालय, गोरखपुर

3. र्महाप्रबन्द्धक, उ०प्र०, भारतीय खाद्य निगर्म, क्षेत्रीय कायाालय, टी.सी. /3वी., ववभूनत खण्ि, गोर्मती िगर, लखिऊ - 206010

4. कायाकारी निदेशक भारतीय खाद्य निगर्म, आंचमलक कायाालय (उत्तरी) 2ए, 2बी, सेक्टर-24, िोएिा - 201301

5. ठेकेदार - वविोद कुर्मार पाण्िेय, र्मैिेिर थ्री स्टार मसक्योररटी, बस्ती

AWARD

On 24.03.2014 the claimant/workman has filed the present industrial dispute as per the provisions of Section 2A (2)

of the Industrial Disputes Act, 1947 (hereinafter referred to as the Act); along with application for condonation of

delay.

Learned counsel for applicant while pressing the application for condonation of delay submits as under:

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2697

(a)

Applicant was appointed as security guard in the FCI, Depot Basti through contractor no. 5, contractor,

Vinod Kumar Pandey, Manager, Three Star Security, Basti and w.e.f. 28.03.2006 he was not allowed to work and

discharge his duties, so aggrieved by said facts the workman as per the legal advice given to him, approached Hon’ble

High Court by filing a Writ Petition no. 4880/2006 Bali Ram Chaudhari vs UoI & others, which was dismissed by

order dated 06.09.2006.

(b)

Thereafter, the workman approached Labour Court, Gorakhpur for redressal of this grievances.

Accordingly, before the Labour Court, Gorakhpur case was registered as adjudication no. 08/2006; however, the same

was dismissed by order dated 23.10.2007, passed by Dy. Labour Commissioner, Gorakhpur on the ground that the

same is not maintainable u/s 2A of the U.P. Industrial Disputes Act, 1947.

Learned counsel for applicant further submits that thereafter as per legal advice, given to the applicant, he approached

the CAT, Allahabad by filing O.A. No. 365/2013 under Section 19 of CAT Act, 1985, which was dismissed by an

order dated 01.04.2013.

Counsel for applicant further submits that after dismissal of O.A. No. 365/2013, the present industrial dispute has

been filed before this Tribunal. Accordingly, learned counsel for applicant submits that in view of the above said

facts and in view of the law as laid down in the following cases:

(i)

Hon’ble Allahabad High Court in cae of Milkiya Singh & others vs. Additional Commissioner

Lucknow Division & ors in Writ C No. 3000066 of 1992 decided on 12.05.2022.

(ii)

Hon’ble Supreme court in case of M/s Laxmi Srinivasa R and P Boiled Rice Mill v. The State of

Andhra Pradesh & Anr. 2023 (1) ICC 279.

(iii)

Hon’ble Jharkhand High Court in case of Rajesh Kumar vs. The Central Coalfields Limited &

others in W.P. (L) No. 311 of 2022 decided on 11.03.2022

The delay in filing present industrial dispute may be condoned.

Miss Deepti Tripathi, submits that as in the present case, aggrieved by the alleged impugned action by which the

services of the applicant was retrenched, he has approached this Tribunal by invoking the provisions of Section 2A of

the Act read with section 2A (3) of the Act, so, in view of provisions as provided in section 2A (3) of the Act, as

period of limitation is three years i.e. fixed period of limitation, thus, taking into consideration the provisions of

section 2A(3) of the Act, present claim petition filed by the applicant on 24.03.2014 allegedly aggrieved by the order

of retrenchment dated 28.03.2006 is totally illegal and arbitrary and even otherwise no cause of action has occurred

against the FCI in the present case.

I have heard learned counsel for parties and gone through the record.

The first and foremost question to be decided in present case is whether the present claim petition filed u/s 2 (2) of the

Act is maintainable and the arguments as raised by the learned counsel for respondent that same is barred by the

period limitation is devoid of merit, be rejected.

I have carefully gone through the judgments cited by the applicant in M/s Laxmi Srinivasa R and P Boiled Rice Mill

(supra) and from perusal of said judgments the position which emerged out that in all of said judgments the matter

was under consideration that for condoning delay the provision u/s 14 of the Limitation Act, 1963 can be taken into

consideration; however, in the present case in view of the facts and circumstances staged hereinabove, is concerned

admittedly u/s 2A (3) of the Act, the period of limitation is three years so that is the fixed period limitation, as such,

the benefit of section 14(2) of the Limitation Act cannot be accorded to the applicant. Further, in the case of Rajesh

Kumar (supra) decided by Hon’ble Jharkhand High Court vide order dated 11.03.1973, the position which emerged

out that applicant cannot be given any benefit because in the said matter Hon’ble High Court of Ranchi has held as

under:

“In reply, learned counsel for the petitioner has submitted that such application is only required under

Section 5 of the Limitation Act, but where the question of application of Section 14(2) of Limitation Act is

concerned, the same is to be considered by the learned Labour Court or court below on the basis of

averment made in the application, for which no separate application is required.”

Because as per the facts of present case the benefit u/s 14(2) of Limitation Act cannot be given even if it is not

pleaded in the garb of principles of natural justice taking into consideration that the applicant due to legal advices

engaged in litigation before wrong forum because as per the settled position of law as laid down by the Hon’ble

Supreme Court while giving a benefit u/s 14(2) of Limitation Act there should be bonafide and diligence on the part

of applicant which in the present case, prima facie does not exist.

However, looking into the facts and circumstances of the present case, specially that the applicant has been retrenched

on 28.03.2006 and thereafter he was continuously engaged in litigation on the basis of legal advice given to him, as

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THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

such, if he is so advised he may approach the appropriate forum for redressal of his grievances and it is expected from

said authority to take steps immediately in the matte in question as per law.

Before deciding the same it will be appropriate to go through aims and objects of Industrial Dispute Act, 1947 in brief

which are that Industrial Disputes Bill was introduced by the Government of India in the Legislative Assembly on the

28th October 1946. After the Select Committee’s report on 3rd February 1947, with some amendments, it was passed

in March 1947 and became the law from Ist April 1947 repealing the Trade Disputes Act 1929.

While retaining most of the provisions of the earlier law, this Act introduced two new institutions for the prevention

and settlement of industrial disputes; works committees consisting of representatives of employers and workers; and

machinery for industrial adjudication.

A reference to an industrial tribunal under this Act lies where both parties to any industrial dispute apply for such

reference, and also where the appropriate Government considers it expedient so to do. An award of a tribunal has

normally to be enforced by the Government and is binding on both parties to the dispute for such periods as may be

specified, up to a maximum of one year. This Act seeks to give a new orientation to the entire conciliation

machinery.

Another important new feature of the Act is the prohibition of strikes and lockouts during the pendency of

conciliation and adjudication proceedings of settlements reached in the course of conciliation proceedings and of

awards of industrial tribunals declared binding by the appropriate government.

Rules, orders or notifications requiring the larger industrial establishments to set up works committees were issued by

the Government of India and most of the State Governments.

Objectives: General

The objectives of industrial relations and industrial disputes legislation, may be outlined as under:-

(i)

Industrial Peace: For prosperity of industry, it is necessary that there be a continuous and growing

production which is only possible if (a) there are no interruptions and stoppages in production i.e. absence

of disputes, and (b) if the various agencies of production are satisfied and are in a harmonious bent to

work. In other words industrial peace is very necessary for the vitality of industry.

(ii)

Economic Justice: All interruptions in production arising out of industrial dispute are really caused by the

dissatisfaction of labour with their existing economic condition. The history of labour struggle is nothing

but a continuous demand for fair retrun to labour expressed in varied forms e.g. (a) increase in wages, (b)

resistance to decrease in wages, (c) grant of allowances and benefits etc.(Hariprasad Vs. A.D.Divelkar,

AIR 1957 SC 121)

Social and economic justice which is the bedrock of our Constitution and economic organisation also requires that

any industrial relations or disputes legislation, to be effective remedial statute, must embrace not only law for

regulation of labour relations with capital, process for channelizing collective bargaining methods for negotiation,

mediation, conciliation and settlements of industrial conflict, but also a system for giving fair play and justice to

labour and removal of economic injustice.

The preamble of the Act states that its main object is to make provision for investigation and settlement of industrial

disputes. Viewed in the above background, the Industrial Disputes Act 1947 is a progressive piece of social

legislation and is designed to settle the disputes on a new pattern known under the Act as adjudication machinery.

The object of all labour legislation is to ensure fair wages and to prevent disputes so that production might not be

adversely affected. (Banaras Ice Factory Ltd. Vs. Its Workmen, AIR 1957 SC 167)

The purpose of the Act is to provide machinery for a just and equitable settlement by adjudication, (G. Claridge and

Company Ltd. Vs. Industrial Tribunal, Bombay, AIR 1951 Bombay 100) and amelioration of the conditions of

workmen in industry.

Individual and collective industrial disputes: Individual as well as collective disputes may ripen into industrial

disputes. The true nature of an individual dispute is that it is a collective dispute. Though a dispute may at the

inception be initiated by an individual, yet if it is taken up by the fellow-workers or a union, or a sufficient number of

workers, it may assume the collective character and would become an industrial dispute. (Standard Vacum Oil Co.

Errakulam Vs. I.Tribunal, Errakulam 1952-II LLJ 612). A dispute which continues to retain its individual

character cannot be regarded as an industrial dispute. This being the basic law, it is within the competence of the

legislature to widen or narrow the coverage of an industrial dispute. The Industrial Disputes Act has also been

amended to cover some individual disputes. It is not necessary that a majority should take u[ an industrial dispute. It

is sufficient if a substantial group of workmen take it up. When thus taken, it becomes an industrial or collective

dispute.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2699

Individual dispute an industrial dispute: The important amongst the above are however the amendments of 1965.

By the Act of 1965, a new Section 2A has been added in Act whereby specified categories of individual disputes are

also deemed to be industrial disputes. The section reads as under:

“2A. Dismissal, etc of an individual workman to be deemed to be industrial dispute-

Where any employer discharges, dismisses, retrenches or otherwise terminates the services of an individual

workman, any dispute or difference between that workman and his employer connected with, or arising out

of, such discharge, dismissal, retrenchment or termination shall be deemed to be an industrial dispute

notwithstanding that no other workman nor any union of workmen is a party to the dispute.”

This amendment revives, impediment in the way of workman with the necessity that to make an industrial dispute it

must be taken up or espoused by substantial section of the workmen or any union of those workmen and gives an

individual workman a remedy for security of his service and indirectly freedom to join or not to join any union. Thus,

individual disputes could be referred to Tribunal as per Section 2A after 1.12.1965. (National Productivity Council,

1969-II LLJ 186).

Thereafter, by Industrial Disputes (Amendment) Act 2010 (Act No.24 of 2010), Section 2A(a), was renumbered as

Sub-section (1) and by the same Act i.e. Act No.24 of 2010 Sub-section (2) and Sub-section (3) have been inserted

after Section 2A (1) of Industrial Dispute Act 1947 which came into effect w.e.f. 15.09.2010, which reads as under:

"2A. Dismissal, etc., of an individual workman to be deemed to be an industrial dispute -

"(1) Where any employer discharges, dismisses, retrenches or otherwise terminates the services of an individual

workman, any dispute or difference between that workman and his employer connected with, or arising out of, such

discharge, dismissal, retrenchment or termination shall be deemed to be an industrial dispute notwithstanding that no

other workman nor any union of workmen is a party to the dispute.

(2) Notwithstanding anything contained in Section 10, any such workman as is specified in sub-Section(1) may, make

an application direct to the Labour Court or Tribunal for adjudication of the dispute referred to therein after the

expiry of forty-five days from the date he has made the application to the Conciliation Officer of the appropriate

Government for conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal shall

have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute referred to it by the appropriate

Government in accordance with the provisions of this Act and all the provisions of this Act shall apply in relation to

such adjudication as they apply in relation to an industrial dispute referred to it by the appropriate Government.

(3) The application referred to in sub-Section(2) shall be made to the Labour Court or Tribunal before the expiry of

three years from the date of discharge, dismissal, retrenchment or otherwise termination of service as specified in

sub-Section(1)."

Now the core question to be considered is that in view of the facts which are stated hereinabove, that admittedly the

services of applicant was terminated on 21.12.2001, thereafter he has filed the present case before this Tribunal u/s

2A of the Act on 28.02.2011 on the grounds as taken by him in his claim petition, is maintainable or barred by the

period of limitation as provided u/s 2A(3).

Answer to the said question find place in the judgment passed by Hon’ble the Karnataka High Court in ITC Infotech

India Ltd. vs. Venkataramana Uppada ILR 2016 Karnataka 3041, relevant potion quoted as under:

“19. Keeping the above principles in mind, a reading of Section 2A(3) would lead to an irresistible conclusion that

time stipulated for invoking the jurisdiction of the Labour Court or the Tribunal as the case may be, has to be

necessarily "before the expiry of three years from the date of discharge, dismissal, retrenchment or otherwise

termination of service as specified in sub-Section (1)." Time limit for making an application to the Labour Court

stipulated in sub-Section (3) of Section 2A does not appear to have a bearing to the provisions of sub-Section (2) of

Section 2A. In any event right conferred under Section 2A would lapse immediately preceding the date of expiry of

three years from the date of dismissal, discharge etc.,. In other words, the limitation of three years prescribed under

sub-Section (3) of Section 2A being mandatory, same cannot be condoned by taking recourse to Section 5 of the

Limitation Act, 1963 which has no application to the provisions of Industrial Disputes Act, 1947.

20. It is well settled principle that if an act is required to be performed within a specified time, the same would

primarily be mandatory. It has been held in the case of NAZIRUDDIN VS SITARAM AGARWAL reported in AIR

2003 SCW 908 to the following effect:

"The Courts jurisdiction to interpret a statute can be invoked when the same is ambiguous. It is well known that in a

given case, the Court can iron out the fabric but it cannot change the texture of the fabric. It cannot enlarge the scope

of legislation or intention when the language of provision is plain and unambiguous. It cannot add or subtract the

words to a statute or read something into it which is not there. It cannot re-write or recast legislation. It is also

necessary to determine that there exists a presumption that the legislature has not used any superfluous words. It is

well settled that the real intention of legislature must be gathered from the language used."

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THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

21. Thus, in the background of the dicta of the Apex Court in NAZIRUDDIN's case referred to supra, when Section

2A is perused, it would indicate that if the legislature really intended that the period of limitation provided in sub-

Section (3) of Section 2A was to be construed as directory, then it would not have prescribed the limitation of three

years and it would have used the words "at any time" instead of using the words "before the expiry of three years".

Though the words at any time' is found in Section 10(1), same is conspicuously absent in sub-Section(3) of Section 2A

which would clearly depict the intention of the legislature namely, it had deliberately imposed limitation period under

sub-Section (3) of Section 2A and as such legislature did not employ the words at any time' in the said provision as

found in Section 10(1) and in its place, it has specifically incorporated the words before the expiry of three years'.

Hence, to interpret the period of limitation found in sub-Section (3) of Section 2A as directory and not mandatory

would amount to adding something which is not provided in the provision by the legislature or it would amount to

doing violence to the provision, if such interpretation is sought to be made."

And Hon’ble Rajasthan High court in the case of Pankaj Swami vs. Rajasthan State Road Transport Corporation &

ors. MANU/RH/1788/2019 after taking into consideration the provisions of sedation 2A(2) & 2A(3) of the Act held

as under:

“The provisions are explicit, wherein the workman can approach the Labour Court for adjudication of the dispute in

case of discharge, dismissal, retrenchment etc., however, sub-section (3) provides that the application should be made

to the Labour Court before the expiry of three years from the date of discharge, dismissal, retrenchment or otherwise

termination of service as specified.

8. The submission made by learned Counsel for the petitioner that as the cause of action arose to the petitioner prior

to introduction of the provision of limitation by sub-section (3) the same would have no application is concerned, the

submission made is fallacious, inasmuch as, the provision under which the application has been filed by the petitioner

i.e. section 2-A(2) of the Act, itself was introduced by the amendment Act of 2010 alongwith the limitation therein and

therefore, the provision of limitation which was introduced in the year 2010 alongwith the main provision providing

for the limitation would apply with all force and the submission that the same would have no application to the cause

of action, which arose prior to 2007, has no basis.

The submissions as made, if accepted, would result in circumstances where if the cause of action has arisen post

2010, the same would be barred, whereas the causes, which arose prior to 2010 like in the year 2007 in the present

case and the application is filed after 7 years, the same would never become barred by limitation, such a result is

legally untenable.

9. The submission made by learned Counsel for the petitioner that as the petitioner had approached the Conciliation

Officer and had raised the dispute before him, where there was no limitation and the petitioner approached the

Labour Court only as per the directions of the Conciliation Officer the claim could not be rejected by barred by

limitation also does not advance the cause of the petitioner, inasmuch as, the petitioner could have taken advantage

of the said position, if the Conciliation Officer had sent a failure report to the appropriate Government who in turn

had referred the dispute to the Labour Court. Merely because the Conciliation Officer suggested approaching the

Labour Court, which suggestion was accepted by the petitioner, cannot be termed as a reference under section 10 of

the Act to the Labour Court.

10. In view of the above discussion in so far as the rejection of the claim of the petitioner by the Labour Court being

barred by limitation is concerned, the same cannot be faulted.”

And in the case of Parthasarathy vs. Souther Pins and Products Pvt. Ltd. and Ors. MANU/TN/6691/2020 Hon’ble

the High Court of Madras has held as under:

“Inasmuch as the notice of termination of the Petitioner in the present case has been made on 06.10.2014 under

Section 2-A(2) of the Act after the said amendment has come into force, the limitation of three years prescribed under

Section 2-A(3) of the Act would necessarily apply. As such, there is no infirmity in the decision-making process of the

Labour Court in refusing to entertain the application made by the Petitioner has time barred. This view is supported

by the decisions of this Court in the following cases:-

(i) ITC Infotech India Ltd. v. Venkataramana Uppada (Order dated 03.03.2016 in W.P. No. 27510 of 2015 passed by

the High Court of Karnataka)

(ii) Management of Ashok Leyland v. Presiding Officer, Labour Court (Order dated 13.04.2016 in W.P. Nos. 9640

and 9641 of 2016 passed by this Court)

(iii) Ravi Kumar v. Management, Tamil Nadu State Road Transport Corporation (Order dated 11.04.2017 in W.P.

(MD) No. 4269 of 2017 passed by the Madurai Bench of this Court)

(iv) K. Settu v. Assistant Engineer, Tamil Nadu Electricity Board (Order dated 20.09.2019 in W.P. No. 8413 of 2019

passed by this Court)

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2701

5. A feeble attempt is made on behalf of the Petitioner to suggest that the period of conciliation must be excluded

while computing the limitation. It is, no doubt, true that Section 2-A(2) of the Act contemplates such application to be

made to the Labour Court after the expiry of 45 days from the date of application to the Conciliation Officer is made.

However, it does not require that the conciliation proceedings should have been completed before making that

application under Section 2-A(2) of the Act. The words in Section 2-A(3) of the Act are clear enough that the

limitation has to be reckoned on the expiry of three years from the date of termination. The Petitioner in the instant

case had made the application for conciliation on 12.04.2017 which had also concluded on 27.06.2017, but the

Petitioner had not approached the Labour Court after 45 days either from 12.04.2017 or even from 27.06.2017. As

such, the contentions made on behalf of the Petitioner cannot be countenanced.”

(see also Kandasamy Spinning Mills Private Ltd. vs S. Palanisamy and Ors. MANU/RN/6831/2019

Thus, in view of above said fact, combined reading of section 2A (2) and 2A (3) of the Act, the legal position which

emerge out is that if a workman is aggrieved by order of discharge, dismissal, retrenchment or otherwise termination,

he may approach the Tribunal within a period three years from dated of passing of order.

Taking into consideration, above said facts and positon of law as well that “if law provides a particular thing that all

other modes or methods of doing that thing must be deemed to have been prohibited”, the said proposition of law is

first held in the case of Tylor Vs. Tylor (1875) LR 1 ChD 426 and adopted later by the Judicial Committee in Nazir

Ahmed Vs. King Emperor AIR 1936 PC 253 and thereafter by the Hon’ble Supreme Court in a series of judgments

including those in Rao Shiv Bahadur Singh & another Vs. State of Vindhya Pradesh AIR 1954 SC 322, State of

Uttar Pradesh Vs. Singhara Singh AIR 1964 SC 358, Chandra Kishore Jha Vs. Mahavir Prasad 1999 (8) SCC 266,

Dhananjaya Reddy Vs. State of Karnataka 2001 (4) SCC 9 and Gujarat Urja Vikas Nigam Ltd. Vs. Essar Power

Ltd. 2008 (4) SCC 755.

In the case of Grasim Industries Ltd. Vs. Collector of Customs, Bombay, (2002) 4 SCC 297, the Hon’ble Supreme

Court held as under:-

“No words or expressions used in any statute can be said to be redundant or superfluous. In matters of interpretation

one should not concentrate too much on one word and pay too little attention to other words. No provision in the

statute and no word in any section can be construed in isolation. Every provision and every word must be looked at

generally and in the context in which it is used. It is said that every statute is an edict of the legislature. The

elementary principle of interpreting any word while considering a statute is to gather the mens or sententia legis of

the legislature. Where the words are clear and there is no obscurity, and there is no ambiguity and the intention of the

legislature is clearly conveyed, there is no scope for the Court to take upon itself the task of amending or alternating

the statutory provisions. Wherever the language is clear the intention of the legislature is to be gathered from the

language used. While doing so what has been said in the statute as also what has not been said has to be noted. The

construction which requires for its support addition or substitution of words or which results in rejection of words has

to be avoided”.

Hon’ble the Apex Court in the case of Bhavnagar University Vs. Palitana Sugar Mill (P) Ltd., (2003) 2 SCC 111,

held as under:-

“24.

True meaning of a provision of law has to be determined on the basis of what provides by its clear

language, with due regard to the scheme of law.

25.

Scope of the legislation on the intention of the legislature cannot be enlarged when the language of the

provision is plain and unambiguous. In other words statutory enactments must ordinarily be construed according to

its plain meaning and no words shall be added, altered or modified unless it is plainly necessary to do so to prevent a

provision from being unintelligible, absurd, unreasonable, unworkable or totally irreconcilable with the rest of the

statute”.

In the case of Harshad S. Mehta Vs. State of Maharashtra, (2001) 8 SCC 257, it has been held as under:-

“There is no doubt that if the words are plain and simple and call for only one construction that construction is to be

adopted whatever be its effect”.

In the case of Union of India Vs. Hansoli Devo (2002) 7 SCC 273, Hon’ble the Supreme Court observed as under:-

“9. It is a cardinal principle of construction of statute that when language of the statute is plain and unambiguous,

then the court must give effect to the words used in the statute and it would not be open to the courts to adopt a

hypothetical construction on the ground that such construction is more consistent with the alleged object and policy

of the Act.”

2702

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

In the case of Patango Kadam Vs. Prithviraj Sayajiro Yadav Deshmukh (2001) 3 SCC 594, took the view:-

“12. Thus when there is an ambiguity in terms of a provision, one must look at well-settled principles of construction

but it is not open to first to create an ambiguity which does not exist and then try to resolve the same by taking

recourse to some general principle.”

Reverting to the facts of the present case, as per the admitted position, the services of the workman was retrenched on

28.03.2006 and the same has been challenged by him by filing the present industrial dispute on 24.03.2014 before this

Tribunal

So, keeping in view the above said facts as well as the workman cannot derive any benefit from the facts on which he

has approved the Tribunal after expiry of period three years from the date of his retrenchment, because his services

were retrenched on 28.03.2006 and filed the present case on 24.03.2014 u/s 2A (2) of the Act, as such, the claim

petition is barred by the period of limitation provided u/s 2A (3), liable to be rejected.

Accordingly, the same is rejected on the ground that same is barred by period of limitation as per section 2A (3) of the

Industrial Disputes Act, 1947.

It is made clear that this Tribunal has not adjudication the present claim on merit; and workman may approach

appropriate forum for redressal of his grievances.

Award as above.

LUCKNOW.

27th October, 2023.

Justice ANIL KUMAR, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1222.—vkS|ksfxd ookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-सह -

] ल नऊ ds iapkV (ृिचान

/

) dks

izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[

-22013/01/2024-

(सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1222.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 78/2012) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024.

[No. L-22013/01/2024 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 78/2012

BETWEEN

Kedar Prasad Kushwaha through Rajendra Pal,

Advocate, 82/23C, Guru Govind Singh Marg,

Lalkuan, Lucknow,

……… Workman

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2703

AND

(1)

The General Manager Food Corporation of India,

V-Vibhuti Khand, Gomti Nagar, Lucknow (UP)

(2)

Area Manager, Food Corporation of India, Civil Line, Faizabad

(3)

Manager (Depo) Depo Officer

FCI, Gaddoopur Depo,

Faizabad

……. Respondent

AWARD

On 10.09.2012 claimant Kedar Prasad Kushwaha filed claim petition under section 2-A of the Industrial Dispute Act,

(hereinafter referred as Act) relevant paragraph of the claim statement 1,2,3,4,5,9,10,12, held as under:-

(1) ;g fd Hkkjrh; [kk| fuxe] xn~nksiqj fMiks] QStkckn ¼izfroknh l[;ka&3½ }kjk izkFkhZ dks fnukad 28-08-2008 ls cxSj

fdlh izdkj dh fyf[kr lwpuk@tkudkjh fn;s gq,] vfu;fer o euekus rjhds ls xn~nksiqj fMiks] QStkckn ls izkFkhZ

dks fu/kkZfjr fd;s yksfMax@vuyksafMx vkfn ds dk;Z dks djus ls euk dj fn;k x;k gS rFkk ekSf[kd :i ls xn~nksiqj

fMiks] QStkckn ds eq[; }kj ij fuq;Dr lqj{kk izHkkjh dks funsZf”kr dj fn;k x;k gS fd dsnkj izlkn dq”kokgk ¼oknh½

dks fMiks izkax.k ds dnfi izos”k u djus fn;k tk;sA

(2) ;g fd bl dze esa dqN egRoiw.kZ rF; Hkh ekuuh; ihBklhu vf/kdkjh ds le{k U;k;fgr esa izLrqr dj jgk gWawA

(3) ;g fd izkFkhZ dks ,Q0lh0vkbZ0 odZlZ ;wfu;u o Hkkjrh; [kk| fuxe ds izcU/k i{k ds e/; Hkkjrh; [kk| fuxe ds

eq[;ky; ubZ fnYyh esa fnukad 04&4&1995 dks vkS0fo0vf/k0 1947 dh /kkjk&19¼1½ o vkS0fo0vf/k0 ¼dsUnzh; :Yl½

1957 dks :y 58 ds vUrxZr ,d le>kSrk gqvk FkkA

(4) ;g fd fnukad 04-07-1995 ds le>kSrs ds vUrxZr mRrj izns”k jkT; esa fLFkr yxHkx 10 fMiks ls Bsdsnkjh izFkk dks

lekIr djds Mk;jsDr isesUV dh n`f"V ls No work no pay System dks Hkkjrh; [kk| fuxe ds xn~nksiqj fMiks]

QStkckn esa izkjEHk fd;k x;k FkkA mDr 10 fMiks es fMiks xn~nksiqj] QStkckn dk uke Hkh lfEefyr FkkA

(5) ;g fd fnukad 04-07-1995 ds le>kSrs dh izfrfyfi;k¡ ekuuh; Je U;k;ky; ea=ky; ds vf/kdkfj;ksa dks Hkh lwpukFkZ

,oa vko';d dk;Zokgh gsrq izsf"kr dh xbZ FkhA

v& lgk;d Jek;qDr ¼dsUnzh;½] ubZ fnYyhA

c& {ks=h; Jek;qDr ¼dsUnzh;½] ubZ fnYyhA

l& eq[; Jek;qDr ¼dsUnzh;½] ubZ fnYyhA

n& lfpo] Hkkjr ljdkj] Je ea=ky;] ubZ fnYyhA

(6) ;g fd izkFkhZ dks vpkud fnukad 28-08-2008 ls cxSj dksbZ dkj.k crk;s gq;s voS/k o vfu;fer rjhds ls Je dkuwuksa

¼vkS0fo0vf/k0 1947 dh /kkjk&2,½ dh vuns[kh djrs gq, Hkkjrh; [kk| fuxe ds xn~nksiqj djrs gq, Hkkjrh; [kk|

fuxe ds xn~nksiqj fMiks] QStkckn gS.Mfyax yscj in ds dk;Z dks djus ls izfroknh la[;k&3 }kjk ekSf[kd jksd yxk

fn;k x;k gS vkSj fMiks izkxa.k esa izsos'k oftZr dj fn;k x;k gSA

(7) ;g fd izkFkhZ dks xSjdkuwuh rjhds ls foHkkx ds dk;Z dks djus ls ekSf[kd eukgh djds fMiks izakx.k esa izos'k ij

yxk;s x;s jksd dks gVkus gsrq izkFkhZ us vusdks izfrosnu izfroknhx.kksa dks i= fnukad 30-08-2008] 12-09-2008]

08@09&7&2009] 08-12-2009] 07-07-2010] 09-12-2010] 10-08-2011] 08-12-2011] 11@13-1-2012] 03-03-2012] 03@6-

03-2012 dks rFkk vusdks i= LihM iksLV ls izfroknhx.kksa dks Hksts x;s gS fdUrq izfroknhx.kksa }kjk izkFkhZ ds fdlh Hkh

i= dks dksbZ mRrj ugha fn;k x;k gSA

(8) ;g fd grk'k gksdj izkFkhZ us ekuuh; {ks=h; Jek;qDr ¼dsUnzh;½ vyhxat] y[kuÅ ds ;gka mi;qZDr izdj.k lecU/kh

f'kdk;rh i= fnukad 11-04-2012 dks vkS0fo0vf/k0 1947 dh /kkjk&2,] 25,Q o 25,p ds vUrxZr izLrqr fd;k FkkA

tgka ij ekuuh; {ks=h; Jek;qDr ds }kjk mHk; i{kksa dks uksfVl la[;k&y[k0&8 ¼2&15½@2012 fnukad 30-04-2012

tkjh fd;k x;k FkkA

vr,o ekuuh; dsUnzh; ljdkj vkS|ksfxd vf/kdj.k o Je U;k;ky;] y[kuÅ ls izkFkZuk gS fd izkFkhZ dks U;k;fgr esa

fuEufyf[kr fjyhQ fnykus dh d`ik djsa%&

2704

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

v&

izkFkhZ dks fnukad 28-08-2008 ls M~;wVh ij ysus gsrq izfroknh l0&2 o 3 dks vko';d vkns'k nsus dh

d`ik djsaA

c&

izkFkhZ dks fnukad 28-08-2008 ls jksds x;s osru dk Hkqxrku djus gsrq vko';d funsZ'k izfrokfn;ksa dks nsus

dh d`ik djsaA

l&

izkFkhZ dks M~;wVh ij cgky djds mldks ns; vU; leLr yfCcr Hkqxrku izfroknh la0&2 o 3 ls djkuk

lqfuf'pr djsaA

n&

fMiks izkax.k esa izos'k ds le; Jfedksa dh mifLFkfr@gLrk{kj eq[; }kj ij eq[;ky;] ubZ fnYyh ds

vkns'kkuqlkj djkuk lqfuf'pr fd;k tk;sA

;&

Jfedks dk Hkqxrku psd }kjk djk;k tk;s rkfd esVks dh desVh dh euekuh ij vadq'k yxk;k tk ldsaA

Thereafter the documents have been exchanged between the parties.

Today the matter was taken up in the revised cause list.

None appeared on behalf of claimant.

Sri W.A. Khan learned counsel appeared on behalf of respondent submitted as under:-

That the present industrial dispute has been raised by the claimant after an inordinate delay of 4 years from

the date of his alleged termination i.e. 28.08.2008 which is beyond the period prescribed for agitating the

cause of action, under provisions of section 2A (3) of the Industrial Disputes Act, 1947, hence this Hon'ble

Tribunal has no jurisdiction to take cognizance thereof. That the Industrial Disputes Act, 1947 and the Rules

framed there under are complete code in itself which contain the mandatory provisions prescribed for

empowering any cause before the expiry of three years from the date of discharge dismissal, retrenchment or

otherwise termination of service as specified in Sub-section (1) of Section 2A of the Industrial Disputes Act,

1947, it is specifically stated that this enactment has not conferred any jurisdiction or powers to condone any

delay by any of the authority including this Hon'ble Tribunal, appointed and constituted under Act.

In these circumstances the above noted claim may kindly be rejected with heavy costs.

Accordingly he requested that the present case filed by claimant is liable to be dismissed on the ground of limitation

as per section 2-A(3) of the I.D. Act.

I have heard learned counsel Sri W.A. Khan and going through the record.

Before deciding the same it will be appropriate to go through aims and objects of Industrial Dispute Act, 1947 in brief

which are that Industrial Disputes Bill was introduced by the Government of India in the Legislative Assembly on the

28th October 1946. After the Select Committee’s report on 3rd February 1947, with some amendments, it was passed

in March 1947 and became the law from Ist April 1947 repealing the Trade Disputes Act 1929.

While retaining most of the provisions of the earlier law, this Act introduced two new institutions for the prevention

and settlement of industrial disputes; works committees consisting of representatives of employers and workers; and

machinery for industrial adjudication.

A reference to an industrial tribunal under this Act lies where both parties to any industrial dispute apply for such

reference, and also where the appropriate Government considers it expedient so to do. An award of a tribunal has

normally to be enforced by the Government and is binding on both parties to the dispute for such periods as may be

specified, upto a maximum of one year. This Act seeks to give a new orientation to the entire conciliation machinery.

Another important new feature of the Act is the prohibition of strikes and lockouts during the pendency of

conciliation and adjudication proceedings of settlements reached in the course of conciliation proceedings and of

awards of industrial tribunals declared binding by the appropriate government.

Rules, orders or notifications requiring the larger industrial establishments to set up works committees were issued by

the Government of India and most of the State Governments.

Objectives: General

The objectives of industrial relations and industrial disputes legislation, may be outlined as under:-

(i) Industrial Peace: For prosperity of industry, it is necessary that there be a continuous and growing production

which is only possible if (a) there are no interruptions and stoppages in production i.e. absence of disputes,

and (b) if the various agencies of production are satisfied and are in a harmonious bent to work. In other

words, industrial peace is very necessary for the vitality of industry.

(ii) Economic Justice: All interruptions in production arising out of industrial dispute are really caused by the

dissatisfaction of labour with their existing economic condition. The history of labour struggle is nothing but

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2705

a continuous demand for fair return to labour expressed in varied forms e.g. (a) increase in wages, (b)

resistance to decrease in wages, (c) grant of allowances and benefits etc.(Hariprasad Vs. A.D.Divelkar, AIR

1957 SC 121)

Social and economic justice which is the bedrock of our Constitution and economic organization also requires that

any industrial relations or disputes legislation, to be effective remedial statute, must embrace not only law for

regulation of labour relations with capital, process for channelizing collective bargaining methods for negotiation,

mediation, conciliation and settlements of industrial conflict, but also a system for giving fair play and justice to

labour and removal of economic injustice.

The preamble of the Act states that its main object is to make provision for investigation and settlement of industrial

disputes. Viewed in the above background, the Industrial Disputes Act 1947 is a progressive piece of social

legislation and is designed to settle the disputes on a new pattern known under the Act as adjudication machinery.

The object of all labour legislation is to ensure fair wages and to prevent disputes so that production might not be

adversely affected. (Banaras Ice Factory Ltd. Vs. Its Workmen, AIR 1957 SC 167)

The purpose of the Act is to provide machinery for a just and equitable settlement by adjudication, (G. Claridge and

Company Ltd. Vs. Industrial Tribunal, Bombay, AIR 1951 Bombay 100) and amelioration of the conditions of

workmen in industry.

Individual and collective industrial disputes: Individual as well as collective disputes may ripen into industrial

disputes. The true nature of an individual dispute is that it is a collective dispute. Though a dispute may at the

inception be initiated by an individual, yet if it is taken up by the fellow-workers or a union, or a sufficient number of

workers, it may assume the collective character and would become an industrial dispute. (Standard Vacum Oil Co.

Errakulam Vs. I.Tribunal, Errakulam 1952-II LLJ 612). A dispute which continues to retain its individual

character cannot be regarded as an industrial dispute. This being the basic law, it is within the competence of the

legislature to widen or narrow the coverage of an industrial dispute. The Industrial Disputes Act has also been

amended to cover some individual disputes. It is not necessary that a majority should take an industrial dispute. It is

sufficient if a substantial group of workmen take it up. When thus taken, it becomes an industrial or collective

dispute.

Individual dispute an industrial dispute: The important amongst the above are however the amendments of 1965.

By the Act of 1965, a new Section 2A has been added in Act whereby specified categories of individual disputes are

also deemed to be industrial disputes. The section reads as under:

“2A. Dismissal, etc of an individual workman to be deemed to be industrial dispute-

Where any employer discharges, dismisses, retrenches or otherwise terminates the services of an individual

workman, any dispute or difference between that workman and his employer connected with, or arising out

of, such discharge, dismissal, retrenchment or termination shall be deemed to be an industrial dispute

notwithstanding that no other workman nor any union of workmen is a party to the dispute.”

This amendment revives, impediment in the way of workman with the necessity that to make an industrial dispute it

must be taken up or espoused by substantial section of the workmen or any union of those workmen and gives an

individual workman a remedy for security of his service and indirectly freedom to join or not to join any union. Thus,

individual disputes could be referred to Tribunal as per Section 2A after 1.12.1965. (National Productivity Council,

1969-II LLJ 186).

Thereafter, by Industrial Disputes (Amendment) Act 2010 (Act No. 24 of 2010), Section 2A(a), was renumbered as

Sub-section (1) and by the same Act i.e. Act No.24 of 2010 Sub-section (2) and Sub-section (3) have been inserted

after Section 2A (1) of Industrial Dispute Act 1947 which came into effect w.e.f. 10.09.2012, which reads as under:

"2A. Dismissal, etc., of an individual workman to be deemed to be an industrial dispute -

"(1) Where any employer discharges, dismisses, retrenches or otherwise terminates the

services of an individual workman, any dispute or difference between that workman and his

employer connected with, or arising out of, such discharge, dismissal, retrenchment or

termination shall be deemed to be an industrial dispute notwithstanding that no other

workman nor any union of workmen is a party to the dispute.

(2) Notwithstanding anything contained in Section 10, any such workman as is specified in

sub-Section(1) may, make an application direct to the Labour Court or Tribunal for

adjudication of the dispute referred to therein after the expiry of forty-five days from the date

he has made the application to the Conciliation Officer of the appropriate Government for

conciliation of the dispute, and in receipt of such application the Labour Court or Tribunal

shall have powers and jurisdiction to adjudicate upon the dispute, as if it were a dispute

referred to it by the appropriate Government in accordance with the provisions of this Act

2706

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

and all the provisions of this Act shall apply in relation to such adjudication as they apply in

relation to an industrial dispute referred to it by the appropriate Government.

(3) The application referred to in sub-Section(2) shall be made to the Labour Court or

Tribunal before the expiry of three years from the date of discharge, dismissal, retrenchment

or otherwise termination of service as specified in sub-Section(1)."

Now the core question to be considered is that in view of the facts which are stated hereinabove, that admittedly the

services of applicant was terminated on 28.08.2008, thereafter he has filed the present case before this Tribunal u/s

2A of the Act on 28.02.2011 on the grounds as taken by him in his claim petition, is maintainable or barred by the

period of limitation as provided u/s 2A(3) of the Act.

Answer to the said question find place in the judgment passed by Hon’ble the Karnataka High Court in ITC Infotech

India Ltd. vs. Venkataramana Uppada ILR 2016 Karnataka 3041, relevant potion quoted as under:

“19. Keeping the above principles in mind, a reading of Section 2A(3) would lead to an irresistible

conclusion that time stipulated for invoking the jurisdiction of the Labour Court or the Tribunal as the

case may be, has to be necessarily "before the expiry of three years from the date of discharge,

dismissal, retrenchment or otherwise termination of service as specified in sub-Section (1)." Time limit

for making an application to the Labour Court stipulated in sub-Section (3) of Section 2A does not

appear to have a bearing to the provisions of sub-Section (2) of Section 2A. In any event right

conferred under Section 2A would lapse immediately preceding the date of expiry of three years from

the date of dismissal, discharge etc.,. In other words, the limitation of three years prescribed under

sub-Section (3) of Section 2A being mandatory, same cannot be condoned by taking recourse to

Section 5 of the Limitation Act, 1963 which has no application to the provisions of Industrial Disputes

Act, 1947.

20. It is well settled principle that if an act is required to be performed within a specified time, the

same would primarily be mandatory. It has been held in the case of NAZIRUDDIN VS SITARAM

AGARWAL reported in AIR 2003 SCW 908 to the following effect:

"The Courts jurisdiction to interpret a statute can be invoked when the same is ambiguous. It

is well known that in a given case, the Court can iron out the fabric but it cannot change the

texture of the fabric. It cannot enlarge the scope of legislation or intention when the language

of provision is plain and unambiguous. It cannot add or subtract the words to a statute or

read something into it which is not there. It cannot re-write or recast legislation. It is also

necessary to determine that there exists a presumption that the legislature has not used any

superfluous words. It is well settled that the real intention of legislature must be gathered

from the language used."

21. Thus, in the background of the dicta of the Apex Court in NAZIRUDDIN's case referred to supra,

when Section 2A is perused, it would indicate that if the legislature really intended that the period of

limitation provided in sub-Section (3) of Section 2A was to be construed as directory, then it would not

have prescribed the limitation of three years and it would have used the words "at any time" instead of

using the words "before the expiry of three years". Though the words at any time' is found in Section

10(1), same is conspicuously absent in sub-Section(3) of Section 2A which would clearly depict the

intention of the legislature namely, it had deliberately imposed limitation period under sub-Section (3)

of Section 2A and as such legislature did not employ the words at any time' in the said provision as

found in Section 10(1) and in its place, it has specifically incorporated the words before the expiry of

three years'. Hence, to interpret the period of limitation found in sub-Section (3) of Section 2A as

directory and not mandatory would amount to adding something which is not provided in the provision

by the legislature or it would amount to doing violence to the provision, if such interpretation is sought

to be made."

And Hon’ble Rajasthan High court in the case of Pankaj Swami vs. Rajasthan State Road Transport Corporation &

ors. MANU/RH/1788/2019 after taking into consideration the provisions of sedation 2A(2) & 2A(3) of the Act held

as under:

“The provisions are explicit, wherein the workman can approach the Labour Court for adjudication of

the dispute in case of discharge, dismissal, retrenchment etc., however, sub-section (3) provides that

the application should be made to the Labour Court before the expiry of three years from the date of

discharge, dismissal, retrenchment or otherwise termination of service as specified.

8. The submission made by learned Counsel for the petitioner that as the cause of action arose to the

petitioner prior to introduction of the provision of limitation by sub-section (3) the same would have

no application is concerned, the submission made is fallacious, inasmuch as, the provision under

which the application has been filed by the petitioner i.e. section 2-A(2) of the Act, itself was

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2707

introduced by the amendment Act of 2010 alongwith the limitation therein and therefore, the provision

of limitation which was introduced in the year 2010 alongwith the main provision providing for the

limitation would apply with all force and the submission that the same would have no application to

the cause of action, which arose prior to 2007, has no basis.

The submissions as made, if accepted, would result in circumstances where if the cause of action has

arisen post 2010, the same would be barred, whereas the causes, which arose prior to 2010 like in the

year 2007 in the present case and the application is filed after 7 years, the same would never become

barred by limitation, such a result is legally untenable.

9. The submission made by learned Counsel for the petitioner that as the petitioner had approached

the Conciliation Officer and had raised the dispute before him, where there was no limitation and the

petitioner approached the Labour Court only as per the directions of the Conciliation Officer the

claim could not be rejected by barred by limitation also does not advance the cause of the petitioner,

inasmuch as, the petitioner could have taken advantage of the said position, if the Conciliation Officer

had sent a failure report to the appropriate Government who in turn had referred the dispute to the

Labour Court. Merely because the Conciliation Officer suggested approaching the Labour Court,

which suggestion was accepted by the petitioner, cannot be termed as a reference under section 10 of

the Act to the Labour Court.

10. In view of the above discussion in so far as the rejection of the claim of the petitioner by the

Labour Court being barred by limitation is concerned, the same cannot be faulted.”

And in the case of Parthasarathy vs. Souther Pins and Products Pvt. Ltd. and Ors. MANU/TN/6691/2020 Hon’ble

the High Court of Madras has held as under:

“Inasmuch as the notice of termination of the Petitioner in the present case has been made on

06.10.2014 under Section 2-A(2) of the Act after the said amendment has come into force, the

limitation of three years prescribed under Section 2-A(3) of the Act would necessarily apply. As such,

there is no infirmity in the decision-making process of the Labour Court in refusing to entertain the

application made by the Petitioner has time barred. This view is supported by the decisions of this

Court in the following cases:-

(i) ITC Infotech India Ltd. v. Venkataramana Uppada (Order dated 03.03.2016 in W.P. No.

27510 of 2015 passed by the High Court of Karnataka)

(ii) Management of Ashok Leyland v. Presiding Officer, Labour Court (Order dated

13.04.2016 in W.P. Nos. 9640 and 9641 of 2016 passed by this Court)

(iii) Ravi Kumar v. Management, Tamil Nadu State Road Transport Corporation (Order

dated 11.04.2017 in W.P. (MD) No. 4269 of 2017 passed by the Madurai Bench of this Court)

(iv) K. Settu v. Assistant Engineer, Tamil Nadu Electricity Board (Order dated 20.09.2019 in

W.P. No. 8413 of 2019 passed by this Court)

5. A feeble attempt is made on behalf of the Petitioner to suggest that the period of conciliation must

be excluded while computing the limitation. It is, no doubt, true that Section 2-A(2) of the Act

contemplates such application to be made to the Labour Court after the expiry of 45 days from the

date of application to the Conciliation Officer is made. However, it does not require that the

conciliation proceedings should have been completed before making that application under Section 2-

A(2) of the Act. The words in Section 2-A(3) of the Act are clear enough that the limitation has to be

reckoned on the expiry of three years from the date of termination. The Petitioner in the instant case

had made the application for conciliation on 12.04.2017 which had also concluded on 27.06.2017, but

the Petitioner had not approached the Labour Court after 45 days either from 12.04.2017 or even from

27.06.2017. As such, the contentions made on behalf of the Petitioner cannot be countenanced.”

(see also Kandasamy Spinning Mills Private Ltd. vs S. Palanisamy and Ors. MANU/RN/6831/2019

Thus, in view of above said fact, combined reading of section 2A (2) and 2A (3) of the Act, the legal position which

emerge out is that if a workman is aggrieved by order of discharge, dismissal, retrenchment or otherwise termination,

he may approach the Tribunal within a period three years from dated of passing of order.

Taking into consideration, above said facts and position of law as well that “if law provides a particular thing that all

other modes or methods of doing that thing must be deemed to have been prohibited”, the said proposition of law is

first held in the case of Tylor Vs. Tylor (1875) LR 1 ChD 426 and adopted later by the Judicial Committee in Nazir

Ahmed Vs. King Emperor AIR 1936 PC 253 and thereafter by the Hon’ble Supreme Court in a series of judgments

including those in Rao Shiv Bahadur Singh & another Vs. State of Vindhya Pradesh AIR 1954 SC 322, State of

Uttar Pradesh Vs. Singhara Singh AIR 1964 SC 358, Chandra Kishore Jha Vs. Mahavir Prasad 1999 (8) SCC 266,

2708

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Dhananjaya Reddy Vs. State of Karnataka 2001 (4) SCC 9 and Gujarat Urja Vikas Nigam Ltd. Vs. Essar Power

Ltd. 2008 (4) SCC 755.

In the case of Grasim Industries Ltd. Vs. Collector of Customs, Bombay, (2002) 4 SCC 297, the Hon’ble Supreme

Court held as under:-

“No words or expressions used in any statute can be said to be redundant or superfluous. In matters of

interpretation one should not concentrate too much on one word and pay too little attention to other words.

No provision in the statute and no word in any section can be construed in isolation. Every provision and

every word must be looked at generally and in the context in which it is used. It is said that every statute is

an edict of the legislature. The elementary principle of interpreting any word while considering a statute is

to gather the mens or sententia legis of the legislature. Where the words are clear and there is no obscurity,

and there is no ambiguity and the intention of the legislature is clearly conveyed, there is no scope for the

Court to take upon itself the task of amending or alternating the statutory provisions. Wherever the language

is clear the intention of the legislature is to be gathered from the language used. While doing so what has

been said in the statute as also what has not been said has to be noted. The construction which requires for

its support addition or substitution of words or which results in rejection of words has to be avoided”.

Hon’ble the Apex Court in the case of Bhavnagar University Vs. Palitana Sugar Mill (P) Ltd., (2003) 2 SCC 111,

held as under:-

“24. True meaning of a provision of law has to be determined on the basis of what provides by its clear

language, with due regard to the scheme of law.

25. Scope of the legislation on the intention of the legislature cannot be enlarged when the language of the

provision is plain and unambiguous. In other words statutory enactments must ordinarily be construed

according to its plain meaning and no words shall be added, altered or modified unless it is plainly

necessary to do so to prevent a provision from being unintelligible, absurd, unreasonable, unworkable or

totally irreconcilable with the rest of the statute”.

In the case of Harshad S. Mehta Vs. State of Maharashtra, (2001) 8 SCC 257, it has been held as under:-

“There is no doubt that if the words are plain and simple and call for only one construction that construction

is to be adopted whatever be its effect”.

In the case of Union of India Vs. Hansoli Devo (2002) 7 SCC 273, Hon’ble the Supreme Court observed as under:-

“9.It is a cardinal principle of construction of statute that when language of the statute is plain and

unambiguous, then the court must give effect to the words used in the statute and it would not be open to the

courts to adopt a hypothetical construction on the ground that such construction is more consistent with the

alleged object and policy of the Act.”

In the case of Patango Kadam Vs. Prithviraj Sayajiro Yadav Deshmukh (2001) 3 SCC 594, took the view:-

“12. Thus when there is an ambiguity in terms of a provision, one must look at well-settled principles of

construction but it is not open to first to create an ambiguity which does not exist and then try to resolve the

same by taking recourse to some general principle.”

Also, Hon’ble the Supreme Court in the case of Popat Bahiru Govardhane & others vs. Special Land Acquisition

Officer & another (2013) 10 SCC 765 has held as under:

“16. It is a settled legal proposition that law of limitation may harshly affect a particular party but it

has to be applied with all its rigour when the statute so prescribes. The court has no power to extend

the period of limitation on equitable grounds. The statutory provision may cause hardship or

inconvenience to a particular party but the court has no choice but to enforce it giving full effect to

the same. The legal maxim dura lex sed lex which means "the law is hard but it is the law", stands

attracted in such a situation. It has consistently been held that, "inconvenience is not" a decisive

factor to be considered while interpreting a statute. "A result flowing from a statutory provision is

never an evil. A court has no power to ignore that provision to relieve what it considers a distress

resulting from its operation."

(See Martin Burn Ltd. v. Corpn. of Calcutta10, AIR p. 535, para 14 and Rohitash Kumar v. Om

Prakash Sharma11.)

Reverting to the facts of the present case, as per admitted position as the services of the workman was terminated on

28.08.2008, challenged by him by filing the present industrial dispute on 10.09.2012, so the same is barred by period

of limitation as per section 2A (3) of the Industrial Disputes Act 1947.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2709

In view of the above said facts present claim statement filed by the claimant is barred by period of limitation i.e.

beyond 3 years as provided under section 2-A(3) of the Act, so same is dismissed on the ground of limitation.

Award as above.

Lucknow.

Justice ANIL KUMAR, Presiding Officer

13.02.2024

नई दिल्ली, 18 िून, 2024

का.आ. 1223.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सह -

] ल नऊ ds iapkV (ृिचान

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[

- 22013/01/2024-

(सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1223.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 59/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024.

[No. L-22013/01/2024 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 59/2020

Ref. No. D-844/AB/2020/36/IR/DDN

Bajaj Ahmad Vs. FCI

BETWEEN

Sri Bajaj Ahmad S/o Sri Rauf Ahmad

Village and Post- Virampur, Tehsil- Mitauli,

District- Lakhimpur-Kheri (U.P.)

……… Workman

AND

(1)

The General Manager (Principal Employer)

Food Corporation of India,

Regional Office, T.C.3, V-Vibhuti Khand, Gomti Nagar, Lucknow (UP)

(2)

The Regional Manager (Appointing Authority)

Food Corporation of India (FCI),

District, Office, Shahjahanpur (U.P.)

2710

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

(3)

Sri Rajendra Saxena (Representative)

M/s Keshav Singh and Ors. T.P. No. 315. Katia Tolla,

Shahajanpur (U.P.)

……. Respondent

AWARD

By letter/order dated 09.09.2020 the following reference has been referred to this Tribunal for adjudication.

“Whether the termination of the service of Sri Bajaj Ahmad S/o Sri Rauf Ahmad, who was engaged in Roja

Depot of FCI, Shahajanpur, (UP) by M/s Keshav Singh, Contractor of FCI, for the period 03.08.2008 to

23.04.2010 is proper and justified”.

If not, to what relief, the workman is entitled to?”

From the perusal of the record the position which emerged out that on 21.10.2023 notice was issued to the workman

to file statement of claim along with witness and documents.

Thereafter on the following dates i.e. on 01.01.2021, 08.11.2021, 07.03.2021, 20.05.2022, 12.8.2022, 26.10.2022,

11.01.2023 time was granted to file statement of claim by claimant however the same was not filed.

11.01.2023

Matter taken up revised list.

Parties absent.

Last opportunity is granted for CS.

List on 21.03.2023.

On 21.03.2023 an order was passed quoted herein below:-

Matter taken up in revised list.

Sri Neeraj Singh holding brief Sri Dhirendra Singh for FCI.

None for claimant.

In spite of last opportunity, claim statement is not filed, accordingly opportunity for statement of claim is closed.

List on 13.03.2023 for ex-parte hearing.

On 08.08.2023 was passed held as under:-

Matter taken up in revised list.

Sri Dhirendra Sing For FCI.

None for claimant.

List on 03.11.2023 for ex-parte haring. Notice to clamant.

Today when the matter was taken up in the revised cause list neither the workman nor any legal representative

appeared also till date no statement of claimant has been filed.

Accordingly after hearing Sri Dhirendra Singh learned counsel for the respondent and going through the record,

taking into consideration the facts, stated here and above that in spite of due opportunity statement of claim has not

been filed by claimant.

So taking into consideration the said facts and the law as laid by the Hon'ble High Court in the case of V. K. Raj

Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2711

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workmen/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; the workman is not entitled for any relief.

Award as above.

Lucknow.

Justice ANIL KUMAR, Presiding Officer

Date 08.02.2024

नई दिल्ली, 18 िून, 2024

का.आ. 1224.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (83/2015) izdkf”kr djrh gSA

[la. ,y- 12012/72/2015- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1224.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.83/2015) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India

and their workmen.

[No. L-12012/72/2015-IR (B-I)

SALON, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/83/2015

Present: P.K.Srivastava

H.J.S..( Retd)

Shri Mukesh Sarjele,

S/o Narayan Sarjele,

Behind Shankargarh P.O. Makronia,

Distt. Sagar (M.P.)

Workman

2712

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Versus

The Regional Manager,

State Bank of India,

Shop No.9, 10 & 13-18, Dwarika

Civil Lines, Sagar (M.P.)

The Branch Manager,

State Bank of India, Gujrati Bazar Branch,

Sagar Distt. Sagar (M.P.)

The Chief Manager(GB),

State Bank of India, Zonal Office,

Local Head Office Building, Hoshangabad Road,

Bhopal (M.P.)

Management

A W A R D

(Passed on this 10th day of April-2024.)

As per letter dated 04/09/2015 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number L-

12012/72/2015 - (IR(B-I)) dt. 04/09/2015. The dispute under reference related to :-

“Whether the action of the management of Regional Manager, State Bank of India, Civil Lines, Sagar

(MP)/Branch Manager, State Bank of India, Gujrati Bazar Branch, Sagar/Chief Genral Manager, State Bank

of India, Local Head Office, Bhopal (MP) in discontinuing the services of Shri Mukesh Sarjesh S/o Narayan

Sarjele Ex-Peon on daily rated w.e.f. September, 2010 and not absorbing him into State Bank of India from

State Bank of Indore pursuant to the merging of State Bank of Indore into State Bank of India is just valid and

reasonable? If not, what relief the workman is entitled to and from which date?”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Both the sides appeared and filed their respective Statements of Claim and Defense.

According to the workman, he was engaged as a daily casual worker by management and worked from

1997 till August 2010 continuously. He was terminated by management without any notice or compensation which is

against law. He has sort the relief of his reinstatement with all back wages and benefits.

Case of management is that he was a daily wager engaged as and when required and not a regular worker,

never completed 240 days in any year.

The workman never filed any evidence in this Tribunal. Management also did not file any evidence.

I have perused the records; reference is itself the issue for determination. No evidence was ever produced by

any of the parties in this Tribunal.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of the workman not proved, the

reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

P. K. SRIVASTAVA, Presiding Officer

DATE: 10/04/2024

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2713

नई दिल्ली, 18 िून, 2024

का.आ. 1225.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (45/2018) izdkf”kr djrh

[la. ,y - 12011/16/2018- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1225.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.45/2018) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India

and their workmen.

[No. L-12011/16/2018-IR (B-I)

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/45/2018

Present: P.K.Srivastava

H.J.S..( Retd)

The General Secretary,

Dainik Vetan Bhogi Bank Karmchari Sangathan,

F-1, Tripti Vihar, Opp. Engg. College,

Ujjain (M.P.) - 456001

Workman

Versus

The Chief General Manager,

State Bank of India,

Hosangabad Road,

Bhopal (M.P.) – 462004

Management

A W A R D

(Passed on this 10th day of April-2024.)

As per letter dated 22/10/2018 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this tribunal under section-10 of I.D. Act, 1947 as per reference number L-

12011/16/2018 - (IR(B-I)) dt. 22/10/2018. The dispute under reference related to :-

“1. Whether Shri Virendra Narvale is a workman as defined under ID Act.

2. Whether the termination of Shri Virendra Narvale w.e.f. 16.08.2012 (working since 20.07.2000) by

the management of State Bank of India, Bhopal is legal and justified? If not, what relief he is entitled to and to

what extent? ”

After registering the case on reference received, notices were sent to the parties and were duly served on

them. Both the sides appeared and filed their respective Statements of Claim and Defense.

2714

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

According to the workman, he was engaged as a daily casual worker by management and worked from

20.07.2000 till 16.08.2012 continuously. He was terminated by management without any notice or compensation

which is against law. He has sort the relief of his reinstatement with all back wages and benefits.

Case of management is that he was a daily wager engaged as and when required and not a regular worker,

never completed 240 days in any year.

In evidence, though the workman filed photocopied document, he never cared to prove them; no evidence

adduced by workman. Management also did not filed any evidence at argument stage.

Non appeared for workman. Heard Learned Counsel for management Shri Vijay Tripathi, perused record,

reference is the issue for determination.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of the workman not proved, the

reference deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the

reference deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

P. K. SRIVASTAVA, Presiding Officer

DATE: 10/04/2024

नई दिल्ली, 18 िून, 2024

का.आ. 1226.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (90/2014) izdkf”kr djrh gSA

[la. ,y.- 41012/29/2014- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1226.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.90/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Western Railway

and their workmen.

[No. L-41012/29/2014-IR (B-I)

SALON, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/90/2014

Present: P.K.Srivastava

H.J.S..(Retd)

Shri Ramsahay

S/o. Shri Girdhari Lal

R/o. Khiriya Ward, Behind Police Thana,

Infront of Putri Shaala, Beena, Sagar (MP)

Workman

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2715

Versus

The General Manager

Western Railway,

Churchgate, Mumbai - 400020

Management

(J U D G EM E N T)

(Passed on this 4th day of April 2024)

As per letter dated 21/11/2014 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this Tribunal under Section -10 of I.D.Act, 1947 as per Notification No. L-

41012/29/2014 IR(B-I) dt. 21/11/2014. The dispute under reference relates to:

“Whether the action of management of General Manager Western Railway Mumbai in terminating

the services of workman Shri Ramsahay S/o. Shri Girdhari Lal w.e.f. 17.06.1990 is justified ? If not, to what

relief the workman is entitled to ?”

After registering a case on the basis of the reference, notices were sent to the parties and were served. Parties

appeared and file their respective Statement of Claims and Defense.

The case of the workman is mainly that he had been working in the railways since 19.03.1977. In the year

1983, he got MRCL (Muster Roll Casual Labour) status. He was transferred in 1988 to Vidisha from Beena

Workshop and from Beena to Bhopal. He was issued a charge sheet and without conducting a proper enquiry his

services were terminated by management on the allegation that he had secured appointment by producing a false

service card. He filed a petition before the Central Administrative Tribunal Jabalpur which was O.A. No.- 293/1991.

This petition was finally decided on 02.04.1996. His termination order was quashed by The Central Administrative

Tribunal Jabalpur Bench and matter was remanded to the management for conducting a proper enquiry. The

management conducted enquiry which was contrary to principle of natural justice and after issuing a show cause the

punishment order dt. 17.06.1990 was passed by management. An appeal against this order was dismissed by the

Appellate Authority. According to the workman the Enquiry Officer wrongly concluded the charges proved and the

Disciplinary Authority as well the Appellate Authority also acted arbitrarily in concurring with the findings of the

Enquiry Officer and committed illegality in passing the impugned termination order. The workman has thus prayed

that setting aside the termination order dated 17.06.1990, he be reinstated with all back wages and benefits.

The case of management is mainly that firstly, the claim is barred by delay and latches on the part of the

workman in raising the dispute. Management has further rebutted the allegation of the workman and has stated that

the impugned order was passed after conducting a departmental enquiry as per law. The finding of the Enquiry

Officer is based on evidence on record and there is no illegality in the findings recorded and also that the punishment

is not disproportionate to the charge.

Following issues were framed on the basis of pleadings :-

1. Whether the departmental enquiry conducted is legal and proper ?

2. Whether the charges are proved from the enquiry ?

3. Whether punishment is disproportionate to the charges ?

4. Whether the workman is entitled to any relief ?

Issue No.-1 was taken as preliminary issue and has been decided vide order dated 15.03.2022. The

departmental enquiry has been held legal and proper.

Parties were given opportunity to lead evidence on remaining issues. No evidence was adduced by any of the

parties on remaining issues.

I have heard argument of learned Counsel Shri Arun Patel for workman. Management did not prefer any oral

argument, they filed written argument. The workman side has also filed written argument. I have gone through the

written arguments from both the sides as well the record of the case.

Issue No.-2

As it is evident from the original enquiry papers that the charge against the workman was as follows-

2716

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

KSY/SE/22

The management witness M.K. Shrivastava who was the enquiry officer, has filed his affidavit as his

examination in chief and has proved the enquiry proceedings 34 page in his cross examination, he states that where

this card was printed he does not know, entry is made in the relevant register while issuing the card. This registered

was never produced before him, only a letter was received during the enquiry from the department stating that no such

service card was issued by department. He further states that he had sent a letter dated 11.08.1989 to PWI (Permanent

Way Inspector) to appear in the enquiry on 28.08.1989 alongwith concerned documents. He did not appear and sent

only a letter which was taken in the enquiry. His statement was not recorded during the enquiry.

There is certified copy of order of Central Administrative Tribunal dated 07.05.1991 passed in O.A. No.-

223/1991, in which direction was given to the appellate authority to decide the appeal filed by the workman applicant

within two months from the date of communication of the order to him. Though the workman has alleged that he filed

O.A. No.-293/1991 before Central Administrative Tribunal Jabalpur which was decided on 02.04.1996 quashing the

order of termination and remanding the matter back to the department for conducting a proper enquiry but there is no

such order on record. Management has denied any such order passed by Central Administrative Tribunal in O.A. No.-

293/1991. Hence, burden to prove this fact is on the workman. By not filing any certified copy of the petition of OA

No.-293/1991 or any order as stated by workman he has failed to discharge this burden.

From the perusal of enquiry records it comes out that the basis of the charge is letter of the PWI who had

issued a letter that the Casual Labour Service Card No.- 129000 is not issued by him and is fake. This letter is on

record. The witness who has prepared this letter never appeared during the enquiry to prove the contents of the letter

no other witness was examined during the enquiry to prove this letter. This letter is the only piece of evidence in

support of charge as has been stated in the charge sheet itself. Now the question arising whether the enquiry officer

committed any error in law in relying on this letter which was not proved as per law and the recording is finding that

the charge was proved.

In the cases of Roop Singh Negi Vs Punjab National Bank & Others, (2009) 2 SCC 570 (paras 14, 15 &

23) and Naresh Singh Vs State of UP & Others, 2013 (1) ESC 429 (Allahabad)(DB)(LB)(para 43), it has been held

by the Hon'ble Supreme Court and also by the Hon'ble Allahabad High Court that in the departmental enquiry, mere

production of documents is not enough. The contents of the documentary evidence has to be proved by examining

witnesses. In the absence of examination of any such witness in support of the contents of the documents relied on by

the enquiry officer in support of the charges leveled against the delinquent, the contents of the said documents as

mentioned in the charges and the enquiry report dated 23.12.2006 cannot be said to have been proved as per the

requirement of law and, therefore, the findings recorded by the enquiry officer against the delinquent on the basis of

those documents are not sustainable.

In its judgment in the case of United Bank of India vs Biswanath Bhattacharjee, 2021 LiveLaw (SC) 109, Hon’ble

The Apex Court laid following principles when courts can interfere with the findings of facts recorded in the enquiry

reports under any of the following conditions:

(i) When finding of fact in the enquiry report is beyond record i.e. based on no evidence

(ii) when finding of fact is based on any irrelevant or extraneous factors

(iii) when finding of fact has been recorded by ignoring material evidence

(iv) when finding of fact appears to be mala-fide

(v) when finding of fact is perverse

Hence, in the light of aforesaid principle of law, the finding of the Enquiry Officer is held to be vitiated in

law. Consequently, the action of the Disciplinary Authority in accepting the finding of Enquiry Officer is also held

vitiated in law. The charge against the workman is held not proved.

Issue No.-2 is answered accordingly.

Issue No.-3 :-

In the light of findings recorded on issue no.-2, the impugned punishment passed by The Disciplinary

Authority and affirmed by Appellate Authority is held vitiated in law and is liable to be set aside. Issue no.-3 is

answered accordingly.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2717

Issue No.-4 :-

Management has opposed the relief on the ground of delay and latches. The Industrial Disputes Act 1947

nowhere provides any limitation for any relief to be sought. Atleast this fact is established that the workman did

agitate against his termination before Central Administrative Tribunal. It is true that he raised this dispute after along

gap of time. The question arises is whether he be refused justice only on the ground of delay when there is no

limitation provided in the Act itself and the action of management has been found grossly illegal. Answer to this

question in my view is a big NO. An illegality cannot be allowed to perpetuate to the prejudice of a workman only on

technical grounds. Many of litigants who are not fortunate enough to get proper legal advice and legal assistance due

to their poverty and ignorance. After all to get justice is a basic human right, howsoever delayed it is.

Accordingly, the workman is held entitled to be reinstated but without back wages and is further held entitled

to all the other in service benefits till date of his retirement and post retiral benefits admissible to him as per rules

governing his service. Issue no.-4 is answered accordingly.

In the light of above discussion and findings, the reference deserves to be answered as follows-

A W A R D

Holding the action of management of General Manager, Western Railway Mumbai in terminating the

services of the workman Shri Ramsahay S/o. Girdhari Lal, w.e.f. 17.06.1990 unjustified and against law, he is

held entitled to be reinstated but without back wages and is further held entitled to all the other in service

benefits till date of his retirement, deeming him to be in continuous service and also to post retiral benefits

admissible to him as per rules governing his service. No order as to cost.

DATE:- 04/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1227.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (10/2015) izdkf”kr djrh

[la. ,y - 12025/01/2024- vkbZ vkj (ch-I) -163]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1227.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.10/2015) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India

and their workmen.

[No. L-12025/01/2024-IR (B-I)-163]

SALON, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/RC/10/2015

Present: P.K.Srivastava

H.J.S..(Retd)

Mrs. Madhu Narwani,

Daily Wager Messenger State Bank of India,

Dist. Neemuch Branch Code No. 10215

Via: The General Secretary,

Daily Wages Bank Employees Organization,

F-1, Trupti Vihar, Ujjain (M.P.)

Workman

2718

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Versus

The Assistant General Manager,

Region-7 State Bank of India,

Regional Business Office,

Mhow- Neemuch Road, Mandsaur (M.P.)

The Branch Manager,

State Bank of India,

Branch Neemuch (10251) (M.P.)

Management

(J U D G E M E N T)

(Passed on this 22nd day of April 2024)

The workman has filed this petition Under Section 2-A (2 & 3) of the Industrial Disputes Act, hereinafter,

referred to by the word ‘Act’ seeking the relief of his reinstatement with all back wages and benefits setting aside the

punishment of his dismissal from service passed by the management.

Case of the workman is mainly that, He was appointed by the Branch Manager in November 2008 and

discharged, all works of Peon/ Messenger till March 07, 2015 when he was terminated under an, on oral order of the

Manager without any prior notice or compensation which is bad in Law. He has sought his reinstatement with back

wages and benefits.

Management had denied her allegation with a case that, the workman was a daily wager, engaged on daily

basis as and when required. He never completed 240 days in continues service.

No evidence was ever produced by any of the parties in this Tribunal. No affidavit was filed by any of the

parties at stage of proceeding.

The Initial burden to prove his claim is on the workman. Since the workman did not file any evidence, in the

absence of any evidence in support of holding the claim of workman not proved the petition deserves to be answered

against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the workman is not proved, the petition

deserves to be answered against the Workman and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

DATE:- 22/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1228.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (04/2013) izdkf”kr djrh gSA

[la. ,y.- 12025/01/2024- vkbZ vkj (ch-I)-164]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1228.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.04/2013) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India and

their workmen.

[No. L-12025/01/2024-IR (B-I) -164]

SALONI, Dy. Director

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2719

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/RC/04/2013

Present: P.K.Srivastava

H.J.S..(Retd)

Shri Govind Kanungo

S/o. Poonam Chand Kanungo

R/o. 17, Vivekanand Colony

Barwah (MP)

Workman

Versus

The General Manager

State Bank of India

Bhopal (MP)

Management

(J U D G E M E N T)

(Passed on this 8th day of April 2024)

The workman has filed this petition U/S. 2-A (2 & 3) of the Industrial Disputes Act, hereinafter, referred to

by the word ‘Act’ seeking the relief of his reinstatement with all back wages and benefits setting aside the punishment

of his dismissal from service passed by the management on 12.05.2011.

According to the workman, he was first appointed as a Peon on 12.09.1975 and was promoted as Clerk on

01.12.2008, he was posted as a Head Cashier in the Karhi Branch of the Bank. He was sent by the Branch Manager to

collect Rs. 50,00,000/- Lack cash remittance from Maheshwar Branch of the Bank on 05.04.2010. He proceeded at

1200 hours from the Bank and came back at 4.30 pm with the cash remittance. He left the bank thereafter and when

came back in the branch on the next date he was asked to handover the charge to Shri Devendra Sharma. He was

made the sign the charge handover on 05.04.2010. It is further his case he had proceeded to collect the cash

remittance on 05.04.2010 without formally handing over charge of the cash, only by handing over the keys of the cash

box to the Dy. Manager and taking advantage of this, he was charged with shortage of Rs. 115000/- in the cash and

was forced to sign letter accepting his responsibility. He was suspended for the charge. A charge sheet was issued

against him by the management. He was forced to sign letter admitting that in fact he had taken this amount of Rs.

115000/- and without conducting a just and proper enquiry, the Enquiry Officer submitted his enquiry report holding

him guilty of the charge. The Disciplinary Authority passed the impugned order of punishment ignore his

representation on the enquiry report and ignoring the fact that he had unblemished service record, hence the

punishment was excessive and disproportionate to the charge.

In its written statement of Defense, management has taken a case that while the applicant was working as

Special Assistant in Karhi Branch on 05.04.2010, Rs. 115000/- was found short in cash. This fact was informed to

Police by the Branch Manager. The applicant workman accepted in writing and under his signature that he himself

had taken this amount from the cash box. He further filed an application/ letter to the Branch Manager on 06.04.2010

wherein he again accepted that he had taken this money to meet out his personal need. This incident was reported to

the Assistant General Manager by the Branch Manager. The workman was suspended on 07.04.2010. He was issued a

charge sheet dated 18.08.2010 leveling the charge of gross misconduct as per point no.-5 (GHA) of Bank circular

PER 29/02 dt. 23.08.2002. After receiving charge sheet, the workman submitted his reply dt. 27.08.2010 admitting

the misconduct and begging excuse. Management decided to conduct regular enquiry and Enquiry Officer as well

Presenting Officer were appointed. During the enquiry also, firstly he denied the charges and then management was

asked to lead its evidence. After management led evidence, he again file a letter dt. 22.12.2010 admitting the

misconduct. The Enquiry Officer submitted his report on 15.01.2011 holding the workman guilty of the misconduct.

The Disciplinary Authority issued a show cause notice to him against the enquiry report and proposed punishment.

The workman again admitted the misconduct in his reply and promised not to repeat in future. The Disciplinary

Authority awarded the punishment of Dismissal from Service vide order dated 15.05.2011. The Appellate Authority

dismissed the appeal on 09.12.2011 by a speaking order. According to management the enquiry was conducted as per

rules, charges were proved, the workman admitted the misconduct at every stage hence charges were rightly held

proved and punishment is also not disproportionate to the charges. Accordingly, management has prayed that the

petition be dismissed.

2720

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Following issues were framed by my learned Predecessor vide order dt. 28.04.2015 :-

1. Whether departmental enquiry conducted against workman is proper and legal ?

2. Whether charges imposed against workman are proved from the evidence in the enquiry ?

3. Whether the punishment is legal ?

4. What relief the workman is entitled ?

Issue no.-1 was taken as preliminary issue. The workman filed his affidavit as his examination in chief. He

was cross examined by management. Management examined its witness and proved enquiry papers Ex. M/1 to Ex.

M/19.

On the basis of the evidence on record, preliminary issue was decided by my learned Predecessor vide order

dated 23.06.2016 holding the departmental enquiry legal and proper. This order is part of this award.

Parties were given opportunity to lead evidence on remaining issues. No evidence was given by any of the

parties.

At the stage of argument, learned Counsel Shri Arun Patel appeared for the workman, his argument were

heard. Argument of learned Counsel for Bank Shri Vijay Tripathi were heard by me and the record has also been

perused. Both the parties have filed written arguments which is the part of record. I have gone through the written

arguments as well.

Issue No.-2:-

It comes out from perusal of enquiry papers during enquiry, that the workman has filed letter before the

Enquiry Officer during the enquiry proceedings admitting the misconduct. As has been mentioned earlier, the

workman has been consistently admitting his guilt right from day one and has filed letter to the management in this

respect. Further more, management has examined its witness, who has proved the documents.

The settled law is that the standard of proof required to prove a charge during departmental enquiry and in

criminal trial is different. In the former, charge is to be proved to the extent of preponderance whereas in the later,

charge is to be proved beyond reasonable doubt.

Scope of disciplinary proceedings and scope of criminal proceedings are quite distinct, exclusive and

independent of each other. Standards of proof in the two proceedings are also different. Ref. T.N.C.S. Corpn. Ltd. vs.

K. Meerabai, (2006) 2 SCC 255

Standard of proof in a departmental enquiry which is quasicriminal/quasi-judicial in nature: Disciplinary

proceedings, however, being quasi-criminal in nature, there should be some evidence to prove the charge. Although

the charges in a departmental proceedings are not required to be proved like a criminal trial i.e. beyond all

reasonable doubts, we cannot lose sight of the fact that the enquiry officer performs a quasijudicial function, who

upon analyzing the documents must arrive at a conclusion that there had been a preponderance of probability to

prove the charges on the basis of materials on record. While doing so, he cannot take into consideration any

irrelevant fact. He cannot refuse to consider the relevant facts. He cannot shift the burden of proof. He cannot reject

the relevant testimony of the witnesses only on the basis of surmises and conjectures. Ref: (i) Nirmala J. Jhala Vs.

State of Gujarat & Another, AIR 2013 SC 1513 (paras 10 , 11, 12 & 13). (ii) M.V. Bijlani Vs. Union of India,

(2006) 5 SCC 88 (Para 25)

In the cases of (i) NOIDA Entrepreneurs Association Vs NOIDA & others, AIR 2007 SC 1161 (i4i) State

Bank of India Vs. R.B. Sharma, (2004) 7 SCC 27 (iii) Kendriya Vidyalaya Sangathan Vs. T. Srinivas, (2004) 7

SCC 442 (iv) Depot Manager, APSRTC Vs. Mohd. Yousuf Miya, (1997) 2 SCC 699 (v) Captain M. Paul Anthony

Vs. Bharat Gold Mines Limited (1999) 3 SCC 679 and (vi) State of Rajasthan Vs. B.K. Meena, (1996) 6 SCC 417

(vi) Pratap Singh Vs. State of Punjab, AIR 1964 SC 72 (vii) Jang Bahadur Singh Vs. Baij Nath, AIR 1969 SC 30,

it has been laid down by the Hon'ble Supreme Court that "the purpose of departmental enquiry and of prosecution are

two different and distinct aspects. Departmental Enquiry is to maintain discipline in the service and efficiency of

public service. Crime is an act of commission in violation of law or of omission of public duty. The enquiry in a

departmental proceeding relates to the conduct or breach of duty by the delinquent officer to punish him for his

misconduct defined under the relevant statutory rules or law. It is the settled legal position that the strict standard of

proof or applicability of the Evidence Act stands excluded in a departmental proceeding. Criminal Proceedings and

the departmental proceeding under enquiry can go on simultaneously."

In the case of T.N.C.S. Corporation Ltd. Vs. K. Meerabai, (2006) 2 SCC 255, it has been held by the

Hon'ble Supreme Court that the scopes of the disciplinary proceedings and of criminal proceedings are quite distinct,

exclusive and independent of each other. Standards of proof in the two proceedings are also different.

In the cases of Mohd. Saleem Siddiqui Vs. State of UP & others, (2011) 2 UPLBEC 1575 (Allahabad High

Court) and Ajeet Kumar Naag Vs. General Manager Indian Oil Corporation Ltd. Haldia, JT 2005 (8) SC 425, the

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2721

distinction between departmental enquiry and criminal proceedings has been drawn as under: "The two proceedings

i.e. criminal and departmental are entirely different. They operate in different fields and have different objectives. The

object of criminal proceedings is to inflict appropriate punishment on offender and the purpose of enquiry

proceedings is to deal with the delinquent departmentally and to impose penalty in accordance service rules the rule

relating to appreciation of evidence in the two proceedings is also not similar. In criminal law burden of proof is on

the prosecution and unless the prosecution is able to prove the guilt of accused beyond reasonable doubts, he cannot

be convicted by a court of law. In departmental enquiry, on the other hand, penalty can be imposed on the delinquent

officer on a finding recorded on the basis of preponderance of probability. Procedure with respect to standard of

proof in criminal case and departmental enquiry are different. In the case of departmental enquiry the technical rules

of evidence have no application and the doctrine of "proof beyond doubt" has also no application in the departmental

enquiry. Criminal prosecution is launched for an offence for violation of a duty the offender owes to the society or for

breach of which law has provided that the offender shall make satisfaction to the public. So crime is an act of

commission in violation of law or of omission of public duty. The departmental enquiry is to maintain discipline in the

service and efficiency of public service. There would be no bar to proceed simultaneously with departmental enquiry

and trial of criminal case. "

IN Judgment dated 20.05.2022 of the Supreme Court in Civil Appeal No. 3490/2022, State Bank of India

Vs. K.S. Vishwanath. (ii) Maharashtra State Road Transport Corporation Vs. Dilip Uttam Jaya Bhay, 2022

LiveLaw (SC) 3 it has been held that acquittal in criminal trial has no bearing or relevance on disciplinary

proceeding as the standard of proof in both the cases are different.

This extract is taken from SBI v. R. Periyasamy, (2015) 3 SCC 101 : (2015) 1 SCC (L&S) 613 : 2014 SCC OnLine

SC 992 at page 108

11. It is interesting to note that the learned Single Judge went to the extent of observing that the concept of

preponderance of probabilities is alien to domestic enquiries. On the contrary, it is well known that the standard of

proof that must be employed in domestic enquiries is in fact that of the preponderance of probabilities. In Union of

India v. Sardar Bahadur [(1972) 4 SCC 618 : (1972) 2 SCR 218] , this Court held that a disciplinary proceeding is

not a criminal trial and thus, the standard of proof required is that of preponderance of probabilities and not proof

beyond reasonable doubt. This view was upheld by this Court in SBI v. Ramesh Dinkar Punde [(2006) 7 SCC 212 :

2006 SCC (L&S) 1573] . More recently, in SBI v. Narendra Kumar Pandey [(2013) 2 SCC 740 : (2013) 1 SCC

(L&S) 459] , this Court observed that a disciplinary authority is expected to prove the charges levelled against a

bank officer on the preponderance of probabilities and not on proof beyond reasonable doubt.

12. Further, in Union Bank of India v. Vishwa Mohan [(1998) 4 SCC 310 : 1998 SCC (L&S) 1129] , this

Court was confronted with a case which was similar to the present one. The respondent therein was also a bank

employee, who was unable to demonstrate to the Court as to how prejudice had been caused to him due to non-

supply of the inquiry authorities report/findings in his case. This Court held that in the banking business absolute

devotion, diligence, integrity and honesty needs to be preserved by every bank employee and in particular the bank

officer. If this were not to be observed, the Court held that the confidence of the public/depositors would be

impaired. Thus, in that case the Court set aside the order of the High Court and upheld the dismissal of the bank

employee, rejecting the ground that any prejudice had been caused to him on account of non-furnishing of the

inquiry report/findings to him.

13. While dealing with the question as to whether a person with doubtful integrity ought to be allowed to

work in a government department, this Court in Commr. of Police v. Mehar Singh [(2013) 7 SCC 685 : (2013) 3

SCC (Cri) 669 : (2013) 2 SCC (L&S) 910] , held that while the standard of proof in a criminal case is proof beyond

all reasonable doubt, the proof in a departmental proceeding is merely the preponderance of probabilities. The

Court observed that quite often the criminal cases end in acquittal because witnesses turn hostile and therefore,

such acquittals are not acquittals on merit. An acquittal based on benefit of doubt would not stand on a par with a

clean acquittal on merit after a full-fledged trial, where there is no indication of the witnesses being won over. The

long-standing view on this subject was settled by this Court in R.P. Kapur v. Union of India [AIR 1964 SC 787] ,

whereby it was held that a departmental proceeding can proceed even though a person is acquitted when the

acquittal is other than honourable. We are in agreement with this view.

In the light of the aforesaid evidence as well the written admission of the workman against which there is

nothing to indicate that it was involuntary, the finding of the Enquiry Officer holding the charges proved is held

perfectly legal and issue no.-2 is answered accordingly.

Issue No.-3 :-

The settled proposition of law is that Courts will not interfere in the punishment unless it is found to be

shockingly disproportionate to the charges.

Hon’ble Apex Court in B.C. Chayurvedi v. Union of India, (1995) 6 SCC 749 while discussing about the

scope of judicial review, in disciplinary matters, has observed as under:

2722

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

“The High Court/Tribunal, while exercising the power of judicial review, cannot normally

substitute its own conclusion on penalty and impose some other penalty. If the punishment imposed

by the disciplinary authority or the appellate authority shocks the conscience of the High

Court/Tribunal, it would appropriately mold the relief, either directing the disciplinary/appellate

authority to reconsider the penalty imposed, or to shorten the litigation, it may itself, in exceptional

and rare cases, imposed appropriate punishment with cogent reasons in support thereof.”

In DG, RPF vs. Sai Babu (2003) 4 SCC 331, Hon’ble Apex Court has observed that:

“6…………. Normally, the punishment imposed by a disciplinary authority should not be disturbed

by the High Court or a tribunal except in appropriate cases that too only after reaching a

conclusion that the punishment imposed is grossly or shockingly disproportionate, after examining

all the relevant factors including the nature of charges proved against, the past conduct, penalty

imposed earlier, the nature of duties assigned having due regard to their sensitiveness, exactness

expected of an discipline required to be maintained, and the department/establishment which the

delinquent person concerned works.”

In United Commercial Bank vs. P.C. Kakkar (2003) 4 SCC 364 Hon’ble Apex Court on review of a long

line of cases and the principles of judicial review of administrative action under English law summarized the legal

position in the following words:

“11.

The common thread running through in all these decisions is that the court should not

interfere with the administrators’ decision unless it was illogical or suffers from procedural

impropriety or was shocking to the conscience of the court, in the sense that it was in defiance of

logic or moral standards. In view of what has been stated in Wednesbury case the court would not

go into the correctness of the choice made by the administrator open to him and the court should

not substitute its decision to that of the administrator. The scope of judicial review is judicial

review is limited to the deficiency in decision-making process and not the decision.

12.

To put it differently, unless the punishment imposed by the disciplinary authority or the

appellate authority shocks the conscience of the court/tribunal, there is no scope for interference.

Further, to shorten litigation it may, in exceptional and rare cases, impose appropriate punishment

by recording cogent reasons in support thereof.”

In Union of India vs. S.S. Ahluwalia (2007) 7 SCC 257 Hon’ble Supreme Court reiterated the legal position

as follows:

“8.

……… The scope of judicial review in the matter of imposition of penalty as a

result of disciplinary proceedings is very limited. The court can interfere with the

punishment only if it finds the same to be shockingly disproportionate to the charges found

to be proved.”

In State of Meghalaya v. Mecken Singh N. Marak (2008) 7 SCC 580 Hon’ble Supreme Court stated that:

“The punishment imposed by the disciplinary authority or the appellate authority unless

shocking to the conscience of the court, cannot be subjected to judicial review.

Hon’ble Apex Court in Administrator, UnionTerritory of Dadra and Nagar Haveli vs. Gulbhia M. Lad

(2010) 2 SCC (L&S) 101 has observed that

“The legal position is fairly well settled that while exercising the power of judicial review,

the High Court or a Tribunal cannot interfere with the discretion exercised by the

disciplinary authority, and/or on appeal the appellate authority with regard to the

imposition of punishment unless such discretion suffers from illegality or material

procedural irregularity or that would shock the conscience of the court/tribunal. The

exercise of discretion in imposition of punishment by the disciplinary authority or

appellate authority is dependent on host of factors such as gravity of misconduct, past

conduct, the nature of duties assigned to the delinquent, responsibility of the position that

the delinquent holds, previous penalty, if any, and the discipline required to be maintained

in the department or establishment he works. Ordinarily the court or the tribunal would

not substitute its opinion on reappraisal of facts.

In the case of State of T.N. vs. K. Guruswami, (1996) 7 SCC 114 held that

2. This appeal is preferred against the judgment of the Tamil Nadu Administrative Tribunal. The respondent

was a Sales Tax Officer. He was prosecuted for offences under Section 5(1)(d) read with Section 5(2) of the

Prevention of Corruption Act, 1947 as well as Section 201 of the Penal Code, 1860. The trial court found him

guilty under the said provisions and sentenced him to imprisonment by its order dated 7-9-1976. On 31-10-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2723

1978, a notice was issued to the respondent by the State asking him to show cause why he should not be

dismissed on the basis of the conduct which led to his conviction aforesaid. The respondent was dismissed on

27-11-1978 with reference to Rule 17(c) of Tamil Nadu Civil Services Rules which is evidently referable to

proviso (a) to Article 311(2) of the Constitution of India. Subsequently, on 10-12-1981, the High Court

dismissed the appeal preferred by the respondent against his conviction and sentence. The special leave

petition filed by him has also been dismissed. After all this was over, the respondent approached the High

Court by way of a writ petition questioning the order of his dismissal which was transferred to the Tamil Nadu

State Administrative Tribunal. The Tribunal has set aside the said dismissal order on the ground that no

ample opportunity was given to the respondent to show cause against the action proposed. The Tribunal holds

that though the respondent did not show cause pursuant to the show-cause notice, yet it was obligatory upon

the authority to consider the appropriate punishment called for in the facts and circumstances of the case. In

our opinion, the said principle can make no difference in the facts of this case. Here, the respondent has been

convicted for corruption and there can be nothing short of dismissal in such cases. No other lesser

punishment can be contemplated in such cases.

In another case Rajasthan SRTC vs. Bajrang Lal (2014) 4 SCC 693 para 21 & 22 are being reproduced as

follows :-

21. As regards the question of disproportionate punishment is concerned, the issue is no more res integra.

In U.P. SRTC v. Suresh Chand Sharma [(2010) 6 SCC 555 : (2010) 2 SCC (L&S) 239] , it was held as

under : (SCC p. 561, para 22)

“22. In Municipal Committee, Bahadurgarh v. Krishnan Behari [(1996) 2 SCC 714 : 1996 SCC (L&S)

539 : (1996) 33 ATC 238] this Court held as under : (SCC p. 715, para 4)

‘4. … In a case of such nature—indeed, in cases involving corruption—there cannot be any other

punishment than dismissal. Any sympathy shown in such cases is totally uncalled for and opposed to

public interest. The amount misappropriated may be small or large; it is the act of misappropriation that is

relevant.’

Similar view has been reiterated by this Court in Ruston & Hornsby (I) Ltd. v. T.B. Kadam [(1976) 3

SCC 71 : 1976 SCC (L&S) 381] , U.P. SRTC v. Basudeo Chaudhary [(1997) 11 SCC 370 : 1998 SCC

(L&S) 155] , Janatha Bazar (South Kanara Central Coop. Wholesale Stores Ltd.) v. Sahakari Noukarara

Sangha [(2000) 7 SCC 517 : 2000 SCC (L&S) 962] , Karnataka SRTC v. B.S. Hullikatti [(2001) 2 SCC

574 : 2001 SCC (L&S) 469] and Rajasthan SRTC v. Ghanshyam Sharma [(2002) 10 SCC 330 : 2003 SCC

(L&S) 714] .”

22. In view of the above, the contention raised on behalf of the respondent employee, that the punishment of

removal from service is disproportionate to the delinquency is not worth acceptance. The only punishment in

case of the proved case of corruption is dismissal from service.

This extract is taken from State Bank of Bikaner & Jaipur v. Nemi Chand Nalwaya, (2011) 4 SCC 584 : (2011)

1 SCC (L&S) 721 : 2011 SCC OnLine SC 416 at page 587

7. It is now well settled that the courts will not act as an appellate court and reassess the evidence led in the

domestic enquiry, nor interfere on the ground that another view is possible on the material on record. If the

enquiry has been fairly and properly held and the findings are based on evidence, the question of adequacy of

the evidence or the reliable nature of the evidence will not be grounds for interfering with the findings in

departmental enquiries. Therefore, courts will not interfere with findings of fact recorded in departmental

enquiries, except where such findings are based on no evidence or where they are clearly perverse. The test to

find out perversity is to see whether a tribunal acting reasonably could have arrived at such conclusion or

finding, on the material on record. The courts will however interfere with the findings in disciplinary matters,

if principles of natural justice or statutory regulations have been violated or if the order is found to be

arbitrary, capricious, mala fide or based on extraneous considerations. (Vide B.C. Chaturvedi v. Union of

India [(1995) 6 SCC 749 : 1996 SCC (L&S) 80 : (1996) 32 ATC 44] , Union of India v. G.

Ganayutham [(1997) 7 SCC 463 : 1997 SCC (L&S) 1806] , Bank of India v. Degala Suryanarayana [(1999) 5

SCC 762 : 1999 SCC (L&S) 1036] and High Court of Judicature at Bombay v. Shashikant S. Patil [(2000) 1

SCC 416 : 2000 SCC (L&S) 144] .)

8. When a court is considering whether the punishment of “termination from service” imposed upon a bank

employee is shockingly excessive or disproportionate to the gravity of the proved misconduct, the loss of

confidence in the employee will be an important and relevant factor. When an unknown person comes to the

bank and claims to be the account-holder of a long inoperative account, and a bank employee, who does not

know such person, instructs his colleague to transfer the account from “dormant” to “operative” category

(contrary to the instructions regulating dormant accounts) without any kind of verification, and accepts the

money withdrawal form from such person, gets a token and collects the amount on behalf of such person for

2724

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

the purpose of handing it over to such person, he in effect enables such unknown person to withdraw the

amount contrary to the banking procedures; and ultimately, if it transpires that the person who claimed to be

the account-holder was an impostor, the bank cannot be found fault with if it says that it has lost confidence in

the employee concerned. A bank is justified in contending that not only the employees who are dishonest, but

those who are guilty of gross negligence, are not fit to continue in its service.

This extract is taken from U.P. SRTC v. Suresh Chand Sharma, (2010) 6 SCC 555 : (2010) 2 SCC (L&S) 239 :

2010 SCC OnLine SC 648 at page 561

21. We do not find any force in the submissions made by Dr. J.N. Dubey, learned Senior Counsel for the

employee that for embezzlement of such a petty amount, punishment of dismissal could not be justified for the

reason that it is not the amount embezzled by a delinquent employee but the mens rea to misappropriate the

public money.

22. In Municipal Committee, Bahadurgarh v. Krishnan Behari [(1996) 2 SCC 714 : 1996 SCC (L&S) 539 :

AIR 1996 SC 1249] this Court held as under : (SCC p. 715, para 4)

“4. … In a case of such nature—indeed, in cases involving corruption—there cannot be any other

punishment than dismissal. Any sympathy shown in such cases is totally uncalled for and opposed to public

interest. The amount misappropriated may be small or large; it is the act of misappropriation that is relevant.”

Similar view has been reiterated by this Court in Ruston & Hornsby (I) Ltd. v. T.B. Kadam [(1976) 3

SCC 71 : 1976 SCC (L&S) 381 : AIR 1975 SC 2025] , U.P. SRTC v. Basudeo Chaudhary [(1997) 11 SCC 370 :

1998 SCC (L&S) 155] , Janatha Bazar (South Kanara Central Coop. Wholesale Stores Ltd.) v. Sahakari

Noukarara Sangha [(2000) 7 SCC 517 : 2000 SCC (L&S) 962] , Karnataka SRTC v. B.S. Hullikatti [(2001) 2

SCC 574 : 2001 SCC (L&S) 469 : AIR 2001 SC 930] and Rajasthan SRTC v. Ghanshyam Sharma [(2002) 10

SCC 330 : 2003 SCC (L&S) 714] .

23. In NEKRTC v. H. Amaresh [(2006) 6 SCC 187 : 2006 SCC (L&S) 1290 : AIR 2006 SC 2730] and U.P.

SRTC v. Vinod Kumar [(2008) 1 SCC 115 : (2008) 1 SCC (L&S) 1] this Court held that the punishment should

always be proportionate to the gravity of the misconduct. However, in a case of corruption/misappropriation,

the only punishment is dismissal.

24. Thus, in view of the above, the contention raised on behalf of the employee that punishment of dismissal

from service was disproportionate to the proved delinquency of the employee, is not worth acceptance.

This extract is taken from SBI v. Ajai Kumar Srivastava, (2021) 2 SCC 612 : (2021) 1 SCC (L&S) 457 : 2021

SCC OnLine SC 4 at page 631

42. Before we conclude, we need to emphasise that in banking business absolute devotion, integrity and

honesty is a sine qua non for every bank employee. It requires the employee to maintain good conduct and

discipline and he deals with money of the depositors and the customers and if it is not observed, the confidence

of the public/depositors would be impaired. It is for this additional reason, we are of the opinion that the High

Court has committed an apparent error in setting aside the order of dismissal of the respondent dated 24-7-

1999 confirmed in departmental appeal by order dated 15-11-1999.

In the instant case the workman, committed gross misconduct; whereby he took away Rs. 115000/- from the

cash of the bank has been found proved after enquiry. This charge involves lack of integrity and devotion for duty

which is the core of any service punishment for which is major punishment including dismissal from service also.

This is definitely an act prejudicial to the interest of the Bank, which leads to loss of faith in the workman. It has been

submitted from the side of the workman that the unblemished service record of the workman was ignored and also

ignored was the fact that there was no loss to the management because the workman himself deposited the amount on

the same day. I am not inclined to accept this argument because the misconduct involves lack of integrity and is an act

of moral turpitude. No employer can afford to have an employee in whom it has lost confidence. Thus, the Bank

being a financial institution dealing with the public money, the employees of the Bank are required to exhibit utmost

honesty and integrity in day to day transaction/functioning. The act of dishonesty or fraud or misappropriation lowers

down the reputation of Bank in public. The public lose their confidence in Bank, which affects Bank’s business and

finally the national economy.

In Air India Corporation Bombay vs. V.A. Ravellow 1972 (25) FLR 319 (SC) it has been observed that:

“Once the employer has lost the confidence in the employee and the bona fide loss of

confidence is affirmed, the order of punishment must be considered to be immune from

challenge, for the reason that discharging the office of trust and confidence requires

absolute integrity, and in a case of loss of confidence, reinstatement cannot be directed.”

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2725

In Knhaiyalal Agarwal and others vs. Factory Manager, Gwaliar Sugar Co. Ltd. AIR 2001 SC 3645

Hon’ble Apex Court laid down the test for loss of confidence to find out as to whether there was bona fide loss of

confidence in the employee, observing that:

“(i)

the workman is holding the position of trust and confidence; (ii) by abusing such

position, be commits act which results in forfeiting the same; and (iii) to continue him in

service/establishment would be embarrassing the inconvenient to the employee, or would

be detrimental to the discipline or security of the establishment. Loss of confidence cannot

be subjective, based upon the mind of the management. Objective facts which would lead

to a definite inference of apprehension in the mind of the management, regarding trust

worthiness or reliability of the employee, must be alleged and proved.”

In State Bank of India and another v. Bela Bagchi and others AIR 2005 SC 3272, repelled the contention

that even if by the misconduct of the employee the employer does not suffer any financial loss, he can be removed

from service in a case of loss of confidence.

Hon’ble Apex Court in (2011) 1 Supreme Court Cases (L&S) 721 has observed that:

“7.

It is now well settled that the courts will not act as an appellate court and reassess the evidence led in the

domestic enquiry, nor interfere on the ground that another view is possible on the material on record. If the

inquiry has been fairly and properly held and the findings are based on evidence, the question of adequacy of the

evidence or the reliable nature of the evidence will not be grounds for interfering with the findings in departmental

enquiries. Therefore, the courts will not interfere with findings of fact recorded in departmental inquiries, except

where such findings are based on no evidence or where they are clearly perverse. The test to find out perversity is

to see whether a tribunal acting reasonably could have arrived at such conclusion or findings, on the material on

record. The courts will however interfere with the findings in disciplinary matters, if principles of natural justice

or statutory regulations have been violated or if the order is found to be arbitrary, capricious, mala fide or based

on extraneous considerations.”

On the basis of above discussion the punishment is held not disproportionate to the charge and issue no.-3 is

answered accordingly.

Issue No.-4 :-

In the light of findings recorded, the workman is held entitled to no relief.

No other point was argued.

Accordingly, the petition is held sans merit and is liable to be dismissed.

A W A R D

Holding the action of management of Assistant General Manager State Bank of India, in issuing

orders of dismissal from service to Shri Govind Kanungo S/o. Poonam Chand Kanungo w.e.f. 12.05.2011

justified, the petition is dismissed.

DATE:- 08/04/2024

P. K. SRIVASTAVA, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1129.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (09/2015) izdkf”kr djrh gSA

[la. ,y - 12025/01/2024- vkbZ vkj (ch-I)-165]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1229.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.09/2015) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India and

their workmen.

[No. L-12025/01/2024-IR (B-I)-165)

SALONI, Dy. Director

2726

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/RC/09/2015

Present: P.K.Srivastava

H.J.S..(Retd)

Shri Vikas Sonkar,

Daily Wage Employee State Bank of India,

Branch Harda, Siangaj Indore, Simrol

MPST, Indore and through,

The General Secretary,

Daily Wage Bank Employees Organization,

F-1, Trupti Vihar Ujjain (M.P.)

Applicant/Workman

Versus

The Deputy General Manager,

State Bank of India, Administrative Office,

5, Yashant Niwas Road, Indore (M.P.)

Non-Applicant/Management

(J U D G E M E N T)

(Passed on this 15th day of April 2024)

The applicant workman has filed this petition U/S. 2-A (2 & 3) of the Industrial Disputes Act, hereinafter,

referred to by the word ‘Act’ seeking the relief of his reinstatement with all back wages and benefits setting aside the

punishment of his dismissal from service passed by the non-applicant.

According to the applicant, he was engaged as a daily casual worker by management and worked from

February, 2001 till 31.12.2013 continuously. He was terminated by management without any notice or compensation

which is against law. He has sought the relief of his reinstatement with all back wages and benefits.

Case of the non-applicant is that he was a daily wager engaged as and when required and not a regular

worker, engaged as and when required, never completed 240 days in any year.

No evidence was ever filed by any of the parties in this Tribunal, though the workman filed photocopied

document, he never cared to prove them; no evidence adduced by workman. Management also did not filed any

evidence .

At argument stage, none appeared for applicant. Heard Learned Counsel for Non-applicant Shri Pranay

Choubey.

The Initial burden to prove his claim is on the workman. Since the workman did not file any pleading nor did

he file any evidence, in the absence of any evidence in support of holding the claim of the workman not proved, the

petition deserves to be answered against the workman and is answered accordingly.

AWARD

In the light of this factual backdrop, holding that the claim of the Appellant is not proved, the petition

deserves to be answered against the Applicant and is answered accordingly.

Let the copies of the award be sent to the Government of India, Ministry of Labour & Employment as per

rules.

DATE: 15/04/2024

P. K. SRIVASTAVA, Presiding Officer

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2727

नई दिल्ली, 18 िून, 2024

का.आ. 1230.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

नमविा झाबुआ ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (02/2016) izdkf”kr djrh gSA

[la. ,y - 12025/01/2024- vkbZ vkj (ch-I) -166]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1230.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.02/2016) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of Narmada Jhabua

Gramin Bank and their workmen.

[No. L-12025/01/2024-IR (B-I)-166]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/RC/02/2016

Present: P.K.Srivastava

H.J.S..(Retd)

Shri Devla Behra

Clerk cum Cashier

Narmada Jhabua Gramin Bank

Branch Karwad, Distt.- Jhabua (MP)

Workman

Versus

Chairman

Narmada Jhabua Gramin Bank

Head Office – 56, New Palasiya

Indore (MP)

Management

(J U D G E M E N T)

(Passed on this 12th day of April 2024)

The workman has filed this petition U/S. 2-A (2 & 3) of the Industrial Disputes Act, hereinafter, referred to

by the word ‘Act’ seeking the relief of his reinstatement with all back wages and benefits setting aside the punishment

of his dismissal from service passed by the management on 16.04.2014.

According to the workman, he was first appointed as a Clerk on 03.01.1991, while he was posted as a

Cashier in the Karwad Branch of the Bank, he received money from different account holders on 10.06.2013 &

11.06.2013 for being deposited in their accounts but he forgot to deposit and he was issued a charge sheet on

08.08.2013 in this respect. He submitted his reply on 22.08.2013 admitting his fault assured the management not

repeat this mistake. A departmental enquiry was conducted against him against rules and procedures. He was made to

admit his guilt under pressure and under an assurance that no severe punishment will be awarded to him. He was

terminated from service on the basis of the charge sheet which is against law and disproportionate to the charge. His

appeal was also wrongly dismissed. He has prayed that setting aside his dismissal, he be reinstated with all back

wages and service benefits.

2728

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

In its written statement of Defense, management has taken a case that while the applicant was working as

Cashier cum Clerk, he was found to have misappropriated between the period 10.06.2011 to 11.06.2011. Several

complaint from the account holders were received alleging that the workman received money from the account

holders for depositing in their accounts he made entry in the passbooks of the account holders but he did not credit the

amounts received in the bank record nor did he deposit with the bank and thus misappropriated amount of Rs.

6,34,800/- relating to as many as 17 accounts. A show cause notice was issued to him with a copy of charge sheet

after placing him under suspension he admitted his fault in his reply. Management decided to conduct a departmental

enquiry and during the enquiry, the workman admitted the charges. The Enquiry Officer submitted his report holding

the workman guilty of misconduct. In reply to the show cause notice issued by the disciplinary authority on enquiry

report, he again admitted the charges. Hence, he was rightly held guilty for the misconduct and was adequately

punished for his misconduct. Accordingly, management has prayed that the petition be dismissed.

Following preliminary issue was framed vide order dt. 01.09.2022 :-

5. Whether departmental enquiry conducted against workman is proper and legal ?

Issue no.-1 was taken as preliminary issue. The workman filed his affidavit as his examination in chief. He

was cross examined by management. Management examined its witness and proved enquiry papers Ex. M/1 to Ex.

M/8.

On the basis of the evidence on record, preliminary issue was decided vide order dated 01.09.2022 holding

the departmental enquiry legal and proper. This order is part of this award.

Thereafter, following additional issues were framed :-

1. Whether charges imposed against workman are proved from the evidence in the enquiry ?

2. Whether the punishment is legal and proper ?

3. What relief the workman is entitled ?

Parties were given opportunity to lead evidence on remaining issues. No evidence was given by any of the

parties.

At the stage of argument, learned Counsel Shri Arun Patel appeared for the workman, his argument were

heard. Argument of learned Counsel for Bank Shri Ashish Shroti were heard by me and the record has also been

perused.

Issue No.-2:-

The charges against the workman were as follows:-

That, while being posted as Clerk cum Cashier no 10.06.2013 & 11.06.2013 he received total Rs. 6,34,800/-

from different account holders (total 17 in numbers) and made a entry in this respect in their passbooks but did not

credit these amounts in their accounts and also did not deposit the amount received with the bank and thus committed

misconduct under Service Rules.

It comes out from perusal of enquiry papers during enquiry, that the workman has filed letter before the

Enquiry Officer during the enquiry proceedings admitting the misconduct. As has been mentioned earlier, the

workman has been consistently admitting his guilt right from day one and has filed letter to the management in this

respect. Furthermore, management has examined its witness, who has proved the documents.

The settled law is that the standard of proof required to prove a charge during departmental enquiry and in

criminal trial is different. In the former, charge is to be proved to the extent of preponderance whereas in the later,

charge is to be proved beyond reasonable doubt.

Scope of disciplinary proceedings and scope of criminal proceedings are quite distinct, exclusive and

independent of each other. Standards of proof in the two proceedings are also different. Ref. T.N.C.S. Corpn. Ltd. vs.

K. Meerabai, (2006) 2 SCC 255

Standard of proof in a departmental enquiry which is quasicriminal/quasi-judicial in nature: Disciplinary

proceedings, however, being quasi-criminal in nature, there should be some evidence to prove the charge. Although

the charges in a departmental proceedings are not required to be proved like a criminal trial i.e. beyond all

reasonable doubts, we cannot lose sight of the fact that the enquiry officer performs a quasijudicial function, who

upon analyzing the documents must arrive at a conclusion that there had been a preponderance of probability to

prove the charges on the basis of materials on record. While doing so, he cannot take into consideration any

irrelevant fact. He cannot refuse to consider the relevant facts. He cannot shift the burden of proof. He cannot reject

the relevant testimony of the witnesses only on the basis of surmises and conjectures. Ref: (i) Nirmala J. Jhala Vs.

State of Gujarat & Another, AIR 2013 SC 1513 (paras 10 , 11, 12 & 13). (ii) M.V. Bijlani Vs. Union of India,

(2006) 5 SCC 88 (Para 25)

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2729

In the cases of (i) NOIDA Entrepreneurs Association Vs NOIDA & others, AIR 2007 SC 1161 (i4i) State

Bank of India Vs. R.B. Sharma, (2004) 7 SCC 27 (iii) Kendriya Vidyalaya Sangathan Vs. T. Srinivas, (2004) 7

SCC 442 (iv) Depot Manager, APSRTC Vs. Mohd. Yousuf Miya, (1997) 2 SCC 699 (v) Captain M. Paul Anthony

Vs. Bharat Gold Mines Limited (1999) 3 SCC 679 and (vi) State of Rajasthan Vs. B.K. Meena, (1996) 6 SCC 417

(vi) Pratap Singh Vs. State of Punjab, AIR 1964 SC 72 (vii) Jang Bahadur Singh Vs. Baij Nath, AIR 1969 SC 30,

it has been laid down by the Hon'ble Supreme Court that "the purpose of departmental enquiry and of prosecution are

two different and distinct aspects. Departmental Enquiry is to maintain discipline in the service and efficiency of

public service. Crime is an act of commission in violation of law or of omission of public duty. The enquiry in a

departmental proceeding relates to the conduct or breach of duty by the delinquent officer to punish him for his

misconduct defined under the relevant statutory rules or law. It is the settled legal position that the strict standard of

proof or applicability of the Evidence Act stands excluded in a departmental proceeding. Criminal Proceedings and

the departmental proceeding under enquiry can go on simultaneously."

In the case of T.N.C.S. Corporation Ltd. Vs. K. Meerabai, (2006) 2 SCC 255, it has been held by the

Hon'ble Supreme Court that the scopes of the disciplinary proceedings and of criminal proceedings are quite distinct,

exclusive and independent of each other. Standards of proof in the two proceedings are also different.

In the cases of Mohd. Saleem Siddiqui Vs. State of UP & others, (2011) 2 UPLBEC 1575 (Allahabad High

Court) and Ajeet Kumar Naag Vs. General Manager Indian Oil Corporation Ltd. Haldia, JT 2005 (8) SC 425, the

distinction between departmental enquiry and criminal proceedings has been drawn as under: "The two proceedings

i.e. criminal and departmental are entirely different. They operate in different fields and have different objectives. The

object of criminal proceedings is to inflict appropriate punishment on offender and the purpose of enquiry

proceedings is to deal with the delinquent departmentally and to impose penalty in accordance service rules the rule

relating to appreciation of evidence in the two proceedings is also not similar. In criminal law burden of proof is on

the prosecution and unless the prosecution is able to prove the guilt of accused beyond reasonable doubts, he cannot

be convicted by a court of law. In departmental enquiry, on the other hand, penalty can be imposed on the delinquent

officer on a finding recorded on the basis of preponderance of probability. Procedure with respect to standard of

proof in criminal case and departmental enquiry are different. In the case of departmental enquiry the technical rules

of evidence have no application and the doctrine of "proof beyond doubt" has also no application in the departmental

enquiry. Criminal prosecution is launched for an offence for violation of a duty the offender owes to the society or for

breach of which law has provided that the offender shall make satisfaction to the public. So crime is an act of

commission in violation of law or of omission of public duty. The departmental enquiry is to maintain discipline in the

service and efficiency of public service. There would be no bar to proceed simultaneously with departmental enquiry

and trial of criminal case. "

IN Judgment dated 20.05.2022 of the Supreme Court in Civil Appeal No. 3490/2022, State Bank of India

Vs. K.S. Vishwanath. (ii) Maharashtra State Road Transport Corporation Vs. Dilip Uttam Jaya Bhay, 2022

LiveLaw (SC) 3 it has been held that acquittal in criminal trial has no bearing or relevance on disciplinary

proceeding as the standard of proof in both the cases are different.

This extract is taken from SBI v. R. Periyasamy, (2015) 3 SCC 101 : (2015) 1 SCC (L&S) 613 : 2014 SCC OnLine

SC 992 at page 108

11. It is interesting to note that the learned Single Judge went to the extent of observing that the concept of

preponderance of probabilities is alien to domestic enquiries. On the contrary, it is well known that the standard of

proof that must be employed in domestic enquiries is in fact that of the preponderance of probabilities. In Union of

India v. Sardar Bahadur [(1972) 4 SCC 618 : (1972) 2 SCR 218] , this Court held that a disciplinary proceeding is

not a criminal trial and thus, the standard of proof required is that of preponderance of probabilities and not proof

beyond reasonable doubt. This view was upheld by this Court in SBI v. Ramesh Dinkar Punde [(2006) 7 SCC 212 :

2006 SCC (L&S) 1573] . More recently, in SBI v. Narendra Kumar Pandey [(2013) 2 SCC 740 : (2013) 1 SCC

(L&S) 459] , this Court observed that a disciplinary authority is expected to prove the charges levelled against a

bank officer on the preponderance of probabilities and not on proof beyond reasonable doubt.

12. Further, in Union Bank of India v. Vishwa Mohan [(1998) 4 SCC 310 : 1998 SCC (L&S) 1129] , this

Court was confronted with a case which was similar to the present one. The respondent therein was also a bank

employee, who was unable to demonstrate to the Court as to how prejudice had been caused to him due to non-

supply of the inquiry authorities report/findings in his case. This Court held that in the banking business absolute

devotion, diligence, integrity and honesty needs to be preserved by every bank employee and in particular the bank

officer. If this were not to be observed, the Court held that the confidence of the public/depositors would be

impaired. Thus, in that case the Court set aside the order of the High Court and upheld the dismissal of the bank

employee, rejecting the ground that any prejudice had been caused to him on account of non-furnishing of the

inquiry report/findings to him.

13. While dealing with the question as to whether a person with doubtful integrity ought to be allowed to

work in a government department, this Court in Commr. of Police v. Mehar Singh [(2013) 7 SCC 685 : (2013) 3

2730

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

SCC (Cri) 669 : (2013) 2 SCC (L&S) 910] , held that while the standard of proof in a criminal case is proof beyond

all reasonable doubt, the proof in a departmental proceeding is merely the preponderance of probabilities. The

Court observed that quite often the criminal cases end in acquittal because witnesses turn hostile and therefore,

such acquittals are not acquittals on merit. An acquittal based on benefit of doubt would not stand on a par with a

clean acquittal on merit after a full-fledged trial, where there is no indication of the witnesses being won over. The

long-standing view on this subject was settled by this Court in R.P. Kapur v. Union of India [AIR 1964 SC 787] ,

whereby it was held that a departmental proceeding can proceed even though a person is acquitted when the

acquittal is other than honourable. We are in agreement with this view.

In the light of the aforesaid evidence as well the written admission of the workman against which there is

nothing to indicate that it was involuntary, the finding of the Enquiry Officer holding the charges proved is held

perfectly legal and issue no.-2 is answered accordingly.

Issue No.-3 :-

The settled proposition of law is that Courts will not interfere in the punishment unless it is found to be

shockingly disproportionate to the charges.

Hon’ble Apex Court in B.C. Chayurvedi v. Union of India, (1995) 6 SCC 749 while discussing about the

scope of judicial review, in disciplinary matters, has observed as under:

“The High Court/Tribunal, while exercising the power of judicial review, cannot normally

substitute its own conclusion on penalty and impose some other penalty. If the punishment imposed

by the disciplinary authority or the appellate authority shocks the conscience of the High

Court/Tribunal, it would appropriately mold the relief, either directing the disciplinary/appellate

authority to reconsider the penalty imposed, or to shorten the litigation, it may itself, in exceptional

and rare cases, imposed appropriate punishment with cogent reasons in support thereof.”

In DG, RPF vs. Sai Babu (2003) 4 SCC 331, Hon’ble Apex Court has observed that:

“6 Normally, the punishment imposed by a disciplinary authority should not be disturbed by the

High Court or a tribunal except in appropriate cases that too only after reaching a conclusion that

the punishment imposed is grossly or shockingly disproportionate, after examining all the relevant

factors including the nature of charges proved against, the past conduct, penalty imposed earlier,

the nature of duties assigned having due regard to their sensitiveness, exactness expected of an

discipline required to be maintained, and the department/establishment which the delinquent

person concerned works.”

In United Commercial Bank vs. P.C. Kakkar (2003) 4 SCC 364 Hon’ble Apex Court on review of a long

line of cases and the principles of judicial review of administrative action under English law summarized the legal

position in the following words:

“11.

The common thread running through in all these decisions is that the court should not

interfere with the administrators’ decision unless it was illogical or suffers from procedural

impropriety or was shocking to the conscience of the court, in the sense that it was in defiance of

logic or moral standards. In view of what has been stated in Wednesbury case the court would not

go into the correctness of the choice made by the administrator open to him and the court should

not substitute its decision to that of the administrator. The scope of judicial review is judicial

review is limited to the deficiency in decision-making process and not the decision.

12.

To put it differently, unless the punishment imposed by the disciplinary authority or the

appellate authority shocks the conscience of the court/tribunal, there is no scope for interference.

Further, to shorten litigation it may, in exceptional and rare cases, impose appropriate punishment

by recording cogent reasons in support thereof.”

In Union of India vs. S.S. Ahluwalia (2007) 7 SCC 257 Hon’ble Supreme Court reiterated the legal position

as follows:

“8. The scope of judicial review in the matter of imposition of penalty as a result of

disciplinary proceedings is very limited. The court can interfere with the punishment only

if it finds the same to be shockingly disproportionate to the charges found to be proved.”

In State of Meghalaya v. Mecken Singh N. Marak (2008) 7 SCC 580 Hon’ble Supreme Court stated that:

“The punishment imposed by the disciplinary authority or the appellate authority unless

shocking to the conscience of the court, cannot be subjected to judicial review.

Hon’ble Apex Court in Administrator, UnionTerritory of Dadra and Nagar Haveli vs. Gulbhia M. Lad

(2010) 2 SCC (L&S) 101 has observed that

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2731

“The legal position is fairly well settled that while exercising the power of judicial review,

the High Court or a Tribunal cannot interfere with the discretion exercised by the

disciplinary authority, and/or on appeal the appellate authority with regard to the

imposition of punishment unless such discretion suffers from illegality or material

procedural irregularity or that would shock the conscience of the court/tribunal. The

exercise of discretion in imposition of punishment by the disciplinary authority or

appellate authority is dependent on host of factors such as gravity of misconduct, past

conduct, the nature of duties assigned to the delinquent, responsibility of the position that

the delinquent holds, previous penalty, if any, and the discipline required to be maintained

in the department or establishment he works. Ordinarily the court or the tribunal would

not substitute its opinion on reappraisal of facts.

In the case of State of T.N. vs. K. Guruswami, (1996) 7 SCC 114 held that

2. This appeal is preferred against the judgment of the Tamil Nadu Administrative Tribunal. The respondent

was a Sales Tax Officer. He was prosecuted for offences under Section 5(1)(d) read with Section 5(2) of the

Prevention of Corruption Act, 1947 as well as Section 201 of the Penal Code, 1860. The trial court found him

guilty under the said provisions and sentenced him to imprisonment by its order dated 7-9-1976. On 31-10-

1978, a notice was issued to the respondent by the State asking him to show cause why he should not be

dismissed on the basis of the conduct which led to his conviction aforesaid. The respondent was dismissed on

27-11-1978 with reference to Rule 17(c) of Tamil Nadu Civil Services Rules which is evidently referable to

proviso (a) to Article 311(2) of the Constitution of India. Subsequently, on 10-12-1981, the High Court

dismissed the appeal preferred by the respondent against his conviction and sentence. The special leave

petition filed by him has also been dismissed. After all this was over, the respondent approached the High

Court by way of a writ petition questioning the order of his dismissal which was transferred to the Tamil Nadu

State Administrative Tribunal. The Tribunal has set aside the said dismissal order on the ground that no

ample opportunity was given to the respondent to show cause against the action proposed. The Tribunal holds

that though the respondent did not show cause pursuant to the show-cause notice, yet it was obligatory upon

the authority to consider the appropriate punishment called for in the facts and circumstances of the case. In

our opinion, the said principle can make no difference in the facts of this case. Here, the respondent has been

convicted for corruption and there can be nothing short of dismissal in such cases. No other lesser

punishment can be contemplated in such cases.

In another case Rajasthan SRTC vs. Bajrang Lal (2014) 4 SCC 693 para 21 & 22 are being reproduced as

follows :-

21. As regards the question of disproportionate punishment is concerned, the issue is no more res integra.

In U.P. SRTC v. Suresh Chand Sharma [(2010) 6 SCC 555 : (2010) 2 SCC (L&S) 239] , it was held as

under : (SCC p. 561, para 22)

“22. In Municipal Committee, Bahadurgarh v. Krishnan Behari [(1996) 2 SCC 714 : 1996 SCC (L&S)

539 : (1996) 33 ATC 238] this Court held as under : (SCC p. 715, para 4)

‘4. … In a case of such nature—indeed, in cases involving corruption—there cannot be any other

punishment than dismissal. Any sympathy shown in such cases is totally uncalled for and opposed to

public interest. The amount misappropriated may be small or large; it is the act of misappropriation that is

relevant.’

Similar view has been reiterated by this Court in Ruston & Hornsby (I) Ltd. v. T.B. Kadam [(1976) 3

SCC 71 : 1976 SCC (L&S) 381] , U.P. SRTC v. Basudeo Chaudhary [(1997) 11 SCC 370 : 1998 SCC

(L&S) 155] , Janatha Bazar (South Kanara Central Coop. Wholesale Stores Ltd.) v. Sahakari Noukarara

Sangha [(2000) 7 SCC 517 : 2000 SCC (L&S) 962] , Karnataka SRTC v. B.S. Hullikatti [(2001) 2 SCC

574 : 2001 SCC (L&S) 469] and Rajasthan SRTC v. Ghanshyam Sharma [(2002) 10 SCC 330 : 2003 SCC

(L&S) 714] .”

22. In view of the above, the contention raised on behalf of the respondent employee, that the punishment of

removal from service is disproportionate to the delinquency is not worth acceptance. The only punishment in

case of the proved case of corruption is dismissal from service.

This extract is taken from State Bank of Bikaner & Jaipur v. Nemi Chand Nalwaya, (2011) 4 SCC 584 : (2011)

1 SCC (L&S) 721 : 2011 SCC OnLine SC 416 at page 587

7. It is now well settled that the courts will not act as an appellate court and reassess the evidence led in the

domestic enquiry, nor interfere on the ground that another view is possible on the material on record. If the

enquiry has been fairly and properly held and the findings are based on evidence, the question of adequacy of

the evidence or the reliable nature of the evidence will not be grounds for interfering with the findings in

2732

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

departmental enquiries. Therefore, courts will not interfere with findings of fact recorded in departmental

enquiries, except where such findings are based on no evidence or where they are clearly perverse. The test to

find out perversity is to see whether a tribunal acting reasonably could have arrived at such conclusion or

finding, on the material on record. The courts will however interfere with the findings in disciplinary matters,

if principles of natural justice or statutory regulations have been violated or if the order is found to be

arbitrary, capricious, mala fide or based on extraneous considerations. (Vide B.C. Chaturvedi v. Union of

India [(1995) 6 SCC 749 : 1996 SCC (L&S) 80 : (1996) 32 ATC 44] , Union of India v. G.

Ganayutham [(1997) 7 SCC 463 : 1997 SCC (L&S) 1806] , Bank of India v. Degala Suryanarayana [(1999) 5

SCC 762 : 1999 SCC (L&S) 1036] and High Court of Judicature at Bombay v. Shashikant S. Patil [(2000) 1

SCC 416 : 2000 SCC (L&S) 144] .)

8. When a court is considering whether the punishment of “termination from service” imposed upon a bank

employee is shockingly excessive or disproportionate to the gravity of the proved misconduct, the loss of

confidence in the employee will be an important and relevant factor. When an unknown person comes to the

bank and claims to be the account-holder of a long inoperative account, and a bank employee, who does not

know such person, instructs his colleague to transfer the account from “dormant” to “operative” category

(contrary to the instructions regulating dormant accounts) without any kind of verification, and accepts the

money withdrawal form from such person, gets a token and collects the amount on behalf of such person for

the purpose of handing it over to such person, he in effect enables such unknown person to withdraw the

amount contrary to the banking procedures; and ultimately, if it transpires that the person who claimed to be

the account-holder was an impostor, the bank cannot be found fault with if it says that it has lost confidence in

the employee concerned. A bank is justified in contending that not only the employees who are dishonest, but

those who are guilty of gross negligence, are not fit to continue in its service.

This extract is taken from U.P. SRTC v. Suresh Chand Sharma, (2010) 6 SCC 555 : (2010) 2 SCC (L&S) 239 :

2010 SCC OnLine SC 648 at page 561

21. We do not find any force in the submissions made by Dr. J.N. Dubey, learned Senior Counsel for the

employee that for embezzlement of such a petty amount, punishment of dismissal could not be justified for the

reason that it is not the amount embezzled by a delinquent employee but the mens rea to misappropriate the

public money.

22. In Municipal Committee, Bahadurgarh v. Krishnan Behari [(1996) 2 SCC 714 : 1996 SCC (L&S) 539 :

AIR 1996 SC 1249] this Court held as under : (SCC p. 715, para 4)

“4. … In a case of such nature—indeed, in cases involving corruption—there cannot be any other

punishment than dismissal. Any sympathy shown in such cases is totally uncalled for and opposed to public

interest. The amount misappropriated may be small or large; it is the act of misappropriation that is relevant.”

Similar view has been reiterated by this Court in Ruston & Hornsby (I) Ltd. v. T.B. Kadam [(1976) 3

SCC 71 : 1976 SCC (L&S) 381 : AIR 1975 SC 2025] , U.P. SRTC v. Basudeo Chaudhary [(1997) 11 SCC 370 :

1998 SCC (L&S) 155] , Janatha Bazar (South Kanara Central Coop. Wholesale Stores Ltd.) v. Sahakari

Noukarara Sangha [(2000) 7 SCC 517 : 2000 SCC (L&S) 962] , Karnataka SRTC v. B.S. Hullikatti [(2001) 2

SCC 574 : 2001 SCC (L&S) 469 : AIR 2001 SC 930] and Rajasthan SRTC v. Ghanshyam Sharma [(2002) 10

SCC 330 : 2003 SCC (L&S) 714] .

23. In NEKRTC v. H. Amaresh [(2006) 6 SCC 187 : 2006 SCC (L&S) 1290 : AIR 2006 SC 2730] and U.P.

SRTC v. Vinod Kumar [(2008) 1 SCC 115 : (2008) 1 SCC (L&S) 1] this Court held that the punishment should

always be proportionate to the gravity of the misconduct. However, in a case of corruption/misappropriation,

the only punishment is dismissal.

24. Thus, in view of the above, the contention raised on behalf of the employee that punishment of dismissal

from service was disproportionate to the proved delinquency of the employee, is not worth acceptance.

This extract is taken from SBI v. Ajai Kumar Srivastava, (2021) 2 SCC 612 : (2021) 1 SCC (L&S) 457 : 2021

SCC OnLine SC 4 at page 631

42. Before we conclude, we need to emphasise that in banking business absolute devotion, integrity and

honesty is a sine qua non for every bank employee. It requires the employee to maintain good conduct and

discipline and he deals with money of the depositors and the customers and if it is not observed, the confidence

of the public/depositors would be impaired. It is for this additional reason, we are of the opinion that the High

Court has committed an apparent error in setting aside the order of dismissal of the respondent dated 24-7-

1999 confirmed in departmental appeal by order dated 15-11-1999.

In the instant case the workman, committed gross misconduct; whereby he misappropriated Rs. 6,34,800/-

has been found proved after enquiry. This charge involves lack of integrity and devotion for duty which is the core of

any service punishment for which is major punishment including dismissal from service also. This is definitely an act

prejudicial to the interest of the Bank, which leads to loss of faith in the workman. It has been submitted from the side

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2733

of the workman that the unblemished service record of the workman was ignored and also ignored was the fact that

there was no loss to the management because the workman himself deposited the amount on the same day. I am not

inclined to accept this argument because the misconduct involves lack of integrity and is an act of moral turpitude. No

employer can afford to have an employee in whom it has lost confidence. Thus, the Bank being a financial institution

dealing with the public money, the employees of the Bank are required to exhibit utmost honesty and integrity in day

to day transaction/functioning. The act of dishonesty or fraud or misappropriation lowers down the reputation of Bank

in public. The public lose their confidence in Bank, which affects Bank’s business and finally the national economy.

In Air India Corporation Bombay vs. V.A. Ravellow 1972 (25) FLR 319 (SC) it has been observed that:

“Once the employer has lost the confidence in the employee and the bona fide loss of

confidence is affirmed, the order of punishment must be considered to be immune from

challenge, for the reason that discharging the office of trust and confidence requires

absolute integrity, and in a case of loss of confidence, reinstatement cannot be directed.”

In Knhaiyalal Agarwal and others vs. Factory Manager, Gwaliar Sugar Co. Ltd. AIR 2001 SC 3645

Hon’ble Apex Court laid down the test for loss of confidence to find out as to whether there was bona fide loss of

confidence in the employee, observing that:

“(i)

the workman is holding the position of trust and confidence; (ii) by abusing such

position, be commits act which results in forfeiting the same; and (iii) to continue him in

service/establishment would be embarrassing the inconvenient to the employee, or would

be detrimental to the discipline or security of the establishment. Loss of confidence cannot

be subjective, based upon the mind of the management. Objective facts which would lead

to a definite inference of apprehension in the mind of the management, regarding trust

worthiness or reliability of the employee, must be alleged and proved.”

In State Bank of India and another v. Bela Bagchi and others AIR 2005 SC 3272, repelled the contention

that even if by the misconduct of the employee the employer does not suffer any financial loss, he can be removed

from service in a case of loss of confidence.

Hon’ble Apex Court in (2011) 1 Supreme Court Cases (L&S) 721 has observed that:

“7.

It is now well settled that the courts will not act as an appellate court and reassess the evidence led in the

domestic enquiry, nor interfere on the ground that another view is possible on the material on record. If the

inquiry has been fairly and properly held and the findings are based on evidence, the question of adequacy of the

evidence or the reliable nature of the evidence will not be grounds for interfering with the findings in departmental

enquiries. Therefore, the courts will not interfere with findings of fact recorded in departmental inquiries, except

where such findings are based on no evidence or where they are clearly perverse. The test to find out perversity is

to see whether a tribunal acting reasonably could have arrived at such conclusion or findings, on the material on

record. The courts will however interfere with the findings in disciplinary matters, if principles of natural justice

or statutory regulations have been violated or if the order is found to be arbitrary, capricious, mala fide or based

on extraneous considerations.”

On the basis of above discussion the punishment is held not disproportionate to the charge and issue no.-3 is

answered accordingly.

Issue No.-4 :-

In the light of findings recorded, the workman is held entitled to no relief.

No other point was argued.

Accordingly, the petition is held sans merit and is liable to be dismissed.

A W A R D

Holding the action of management of Narmada Jhabua Gramin Bank, in issuing orders of dismissal

from service to Shri Devla Behra w.e.f. 20.04.2015 justified, the petition is dismissed. No order as to cost.

DATE:- 12/04/2024

P. K. SRIVASTAVA, Presiding Officer

2734

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

नई दिल्ली, 18 िून, 2024

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vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky; ua 1 fnYyh ds iapkV (146/2019) izdkf”kr djrh

gSA

[la. ,y - 42012/12/2019- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1231.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.146/2019) of the Cent.Govt.Indus.Tribunal-cum-Labour Court No.1

Delhi as shown in the Annexure, in the industrial dispute between the management of M/s. Ekta enterprise H & T

Contractor and their workmen.

[No. L-42012/12/2019-IR (B-I]

SALONI, Dy. Director

ANNEXURE

Before the Justice Vikas Kumar Srivastava (Retd.) Presiding Officer,

Government of India Ministry of Labour & Employment,

Central Government Industrial Tribunal

Cum – Labour Court-I, New Delhi

ID No.146/2019

Shri Sonu Kumar,

Through Indian Steel & Metal Worker’s Union,

1800/9, Govindpuri Extention, Nain Raod,

Kalkaji, New Delhi – 110019.

Workman…

Versus

1.

M/s. Ekta Enterprises H & T Contractor,

Malgodown Road, Kanakpur,

Rajasthan, Jaipur – 303801.

2.

The Container Corporation of India Ltd.,

CONCOR, Bhawan, C-3, Mathura Road,

Opp. Apollo Hospital, New Delhi – 110076.

Management…

AWARD

In the present case, a reference was received from the appropriate Government vide letter No-L-

42012/12/2019-IR(B-I) dated 04.06.2019 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of the

Act, for adjudication of a dispute, terms of which are as under:

SCHEDULE

“1). Whether Shri Sonu Kumar has been working with the contract M/s Ekta Enterprises H&T? If so, has be ever

been deployed by the contractor with M/s Container Corporation of India Ltd.?

2).

Whether the action of the management of M/s Ekta Enterprises H&T Contractor of Container Corporation of

India, in terminating the services of Sh. Sonu Kumar w.e.f. 11.07.2016 is justified or not? If not, what relief will

be given to the workmen and from which date?

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2735

3). Whether the action of the management of M/s Ekta Enterprises H&T Contractor by not paying earned wages of

the workman during the period of 31.03.2016 to 10.07.2016 is justified or not? If not, what relief will be given to

the workman and from which date?’

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to the opposite parties involved in

the dispute. Despite directions so given, Claimant union opted not to file the claim statement with the Tribunal.

3.

On receipt of the above reference, notice was sent to the workman as well as the managements. Neither the

postal article sent to the claimant, referred above, was received back nor was it observed by the Tribunal that postal

services remained unserved in the period, referred above. Therefore, every presumption lies in favor of the fact that

the above notice was served upon the claimant. Despite service of the notice, claimant opted to abstain away from the

proceedings. No claim statement was filed on his behalf. Thus, it is clear that the workman is not interested in

adjudication of the reference on merits.

4.

Since the workman has neither put in his appearance nor he led any evidence so as to prove his cause against

the management, this Tribunal is left with no choice, except to pass a ‘No Dispute/Claim’ award. Let this award be

sent to the appropriate Government, as required under Section 17 of the Industrial Disputes Act, 1947, for publication.

Justice VIKAS KUNVAR SRIVASTAVA (Retd.), Presiding Officer

Date: 18.10.2023

नई दिल्ली, 18 िून, 2024

का.आ. 1232.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh; ljdkj

भारतीय ाद्य जनगम ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

-

सि

-

] ल नऊ ds iapkV (ृिचान

/

) dks

izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la. ,y - 22013/01/2024- vkbZ vkj (सी. एर्म. (ch-II)]

मजणकंिन. एन, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1232.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (ID. No. 65/2020) of the Central Government Industrial Tribunal-cum-

Labour Court, Lucknow as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India and their workmen, received by the Central Government on 11/06/2024.

[No. L-22013/01/2024–IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL –CUM- LABOUR COURT, LUCKNOW

PRESENT

JUSTICE ANIL KUMAR

PRESIDING OFFICER

I.D. No. 65/2020

Ref. No. D-853/AB/2020/42/IR/DDN

Suresh Chandra Vs. FCI

BETWEEN

Sri Suresh Chandra S/o Sri Rampal,

Village- Karnapur, Post- Karod, Tehsil- Bisalpur

District- Pilibhit (U.P.)

……… Workman

2736

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

AND

(1)

The General Manager (Principal Employer)

Food Corporation of India,

Regional Office, T.C.3, V-Vibhuti Khand, Gomti Nagar, Lucknow (UP)

(2)

The Regional Manager (Appointing Authority)

Food Corporation of India (FCI),

District, Office, Shahjahanpur (U.P.)

(3)

Sri Rajendra Saxena (Representative)

M/s Keshav Singh and Ors. T.P. No. 315. Katia Tolla,

Shahajanpur (U.P.)

……. Respondent

AWARD

By letter/order dated 09.09.2020 the following reference has been referred to this Tribunal for adjudication.

“Whether the termination of the service of Sri Suresh Chandra S/o Sri Rampal, who was engaged in Roja

Depot of FCI, Shahajanpur, (UP) by M/s Keshav Singh, Contractor of FCI, for the period 08.08.2008 to

23.04.2010 is proper and justified”.

If not, to what relief, the workman is entitled to?”

From the perusal of the record the position which emerged out that on 21.10.2023 notice was issued to the workman

to file statement of claim along with witness and documents.

Thereafter on the following dates i.e. on 01.01.2021, 08.11.2021, 07.03.2021, 20.05.2022, 12.8.2022, 26.10.2022,

11.01.2023 time was granted to file statement of claim by claimant however the same was not filed.

11.01.2023

Matter taken up revised list.

Parties absent.

Last opportunity is granted for CS.

List on 21.03.2023.

On 21.03.2023 an order was passed quoted herein below:-

Matter taken up in revised list.

Sri Neeraj Singh holding brief Sri Dhirendra Singh for FCI.

None for claimant.

In spite of last opportunity, claim statement is not filed, accordingly opportunity for statement of claim is closed.

List on 13.03.2023 for ex-parte hearing.

On 08.08.2023 was passed held as under:-

Matter taken up in revised list.

Sri Dhirendra Sing For FCI.

None for claimant.

List on 03.11.2023 for ex-parte haring. Notice to clamant.

Today when the matter was taken up in the revised cause list neither the workman nor any legal representative

appeared also till date no statement of claimant has been filed.

Accordingly after hearing Sri Dhirendra Singh learned counsel for the respondent and going through the record,

taking into consideration the facts, stated here and above that in spite of due opportunity statement of claim has not

been filed by claimant.

So taking into consideration the said facts and the law as laid by the Hon'ble High Court in the case of V. K. Raj

Industries v. Labour Court (I) and others 1981 (29) FLR 194 as under:

"It is well settled that if a party challenges the legality of an order, the burden lies upon him to prove

illegality of the order and if no evidence is produced the party invoking jurisdiction of the Court must fail.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2737

Whenever a workman raises a dispute challenging the validity of the termination of service if is imperative

for him to file written statement before the Industrial Court setting out grounds on which the order is

challenged and he must also produce evidence to prove his case. If the workman fails to appear or to file

written statement or produce evidence, the dispute referred by the State Government cannot be answered in

favour of the workman and he would not be entitled to any relief."

In the case of M/s Uptron Powertronics Employees' Union, Ghaziabad through its Secretary v. Presiding

Officer, Labour Court (II), Ghaziabad and others 2008 (118) FLR 1164 Hon'ble Allahabad High Court has held

as under:

"The law has been settled by the Apex Court in case of Shanker Chakravarti v. Britannia Biscuit Co. Ltd.,

V.K. Raj Industries v. Labour Court and Ors., Airtech Private Limited v. State of U.P. and Ors. 1984 (49)

FLR 38 and Meritech India Ltd. v. State of U.P. and Ors. 1996 FLR that in the absence of any evidence led

by or on behalf of the workman the reference is bound to be answered by the court against the workman. In

such a situation it is not necessary for the employers to lead any evidence at all. The obligation to lead

evidence to establish an allegation made by a party is on the party making the allegation. The test would be,

who would fail if no evidence is led."

And by the Hon'ble Allahabad High Court in the case of District Administrative Committee, U.P. P.A.C.C.S.C.

Services v. Secretary- cum-G.M. District Co-operative Bank Ltd. 2010 (126) FLR 519; wherein it has been held

as under:

"The submission is that even if the petitioner failed to lead the evidence, burden was on the shoulders of the

respondent to prove the termination order as illegal. He was required to lead evidence first which he failed.

A perusal of the impugned award also does not show that any evidence either oral or documentary was led

by the respondent. In the case of no evidence, the reference has to be dismissed."

As the workmen/claimant has filed any statement of claim, so the present case is liable to be dismissed.

For the foregoing reasons, the case is dismissed and; the workman is not entitled for any relief.

Award as above.

Lucknow.

Justice ANIL KUMAR, Presiding Officer

Date 08.02.2024

नई दिल्ली, 18 िून, 2024

का.आ. 1233.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (111/2014) izdkf”kr djrh gSA

[la. ,y - 12012/03/2015- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1233.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.111/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/03/2015-IR (B-I)

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.111/2014

Registered on:-02.03.2015

Sh. Tarun Kumar S/o Sh. Suresh Chander Bansal, R/o Village Gurwadi, Tehsil & Distt. Palwal, Haryana.

2738

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

…......Workman

Versus

4.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

5.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

6.

The Sr. Manager, Serve Haryana Gramin Bank, Sikri, Palwal(Haryana).

........…Respondents/Management

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/03/2015-IR(B-I) Dated 22.01.2015, under clause (d) of sub-

section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act), has

referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as Gurgaon

Gramin Bank), Gurgaon in terminating the services of Sh. Tarun Kumar S/o ShSuresh Chander w.e.f.

05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and from which

date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 17.05.2009 at the payment of Rs.280/-

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of

the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman worked from

17.05.2009 in Dudhola Branch upto 07.11.2011 under the Manager Vijay Kumar Gupta. The workman moved an

application before the Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed

from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all

benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 80 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 25.02.2016/23.02.2021 for production of attendance

record, salary record, provident fund details and ESI details of the workman but the management did not filed any

record. The said application was dismissed by my Ld. Predecessor on 22.03.2021

7.

Both the parties have not filed any written arguments.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2739

8.

I have heard learned counsels for the parties and have gone through the entire evidence placed on file by the

parties.

9.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs. Sowaran

Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs. Bhikubhai

Meghajibhai Gavda(2012) 1 SCC 47.

10.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 17.5.2009

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Dudhola

Branch, Palwal for the whole day. He was drawing salary @Rs.280/- per day from the management. He had

completed more than 240 days in the management without any break and his services were terminated orally on

05.12.2013. During his cross-examination, the workman has admitted that few times payments were made by voucher

and sometime through bank and amount is deposited in his bank account.

11.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman the workman has

admitted that a few times payments were made by vouchers and sometime through bank and amount is deposited in

his bank account. When he was being paid through vouchers and sometime through bank and the amount is deposited

in his bank-account then the same might have reflected in his bank-account but surprisingly the workman has not

placed on record his bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his

bald statement maintaining that he worked from 17.5.2009 to 05.12.2013 is not proved when the workman was

having best evidence in his possession. So far as vouchers placed on record by the workman are concerned, these

vouchers were never proved by calling official of the bank. Moreover, from these vouchers it cannot be said

conclusively that workman worked 240 days prior to the year of his retrenchment.

12.

It is added here that workman had moved an application on 25.2.2016 for issuing direction to the respondent-

bank to place on record the following documents i.e. attendance record, salary record, provident fund details and ESI

details of the workman. In reply thereto, it is maintained by the management that since the workman was only daily

wager so the above said record of the workman is not with the respondent as the workman was paid through debit

voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the management has

stated that the workman was engaged for a day and was called for a day from morning and his services ends in the

evening on the same day and engagement of the workman was for a day. There was no provision of maintaining

record or ACR of the workman because his engagement was on daily basis as and when necessity. He has not worked

continuously for 240 days in a calendar year. This witness in his cross-examination has also stated that no attendance

was marked of the workman for the respective day he was paid through voucher and vouchers are weeded out.

Further, application dated 25.02.2016/23.02.2021 for production of record was dismissed by my Ld. Predecessor on

22.03.2021.

13.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

14.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

15.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this reference

is decided against the workman.

16.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1234.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (77/2014) izdkf”kr djrh gSA

[la. ,y - 12012/70/2014- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

2740

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 18th June, 2024

S.O. 1234.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.77/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/70/2014-IR (B-I)

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.77/2014

Registered on:-02.02.2015

Sh. Itwari Lal S/o Sh. Yuvraj, R/o VPO Hasanpur, Distt. Palwal(Haryana).

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-

124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Branch Hasanpur, Palwal(Haryana).

........…Respondents/Management

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/70/2014-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. Itwari Lal S/o Late Shri Yuvraj

w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to

and from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 01.11.2010 at the payment of Rs.280/-

per day with respondent no.3. Respondent/management had not provided any appointment letter, PF, ESI Card or any

other documents by using unfair labour practice. The respondents/management has obtained workman’s signature on

some printed documents by stating that it shall be used as a record of service. The record of the workman relating to

his salary is reserved in the contingency account section of respondent which is available with the management. The

workman rendered his services with utmost honesty without any complaint but in spite of that, management began to

harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank. Ultimately,

against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of the

workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had worked

more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on 01.11.2010 at

Hasanpur Branch and worked upto 05.12.2013 under the Manager Kishan Singh Sarot. The workman moved an

application before the Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed

from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all

benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2741

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 73 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 27.07.2016 for production of attendance record, salary

record, provident fund details and ESI details of the workman but the management did not filed any record. The said

application was dismissed by my Ld. Predecessor on 22.03.2021.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 01.11.2010 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Hasan Pur Branch,

Palwal and used to work for the whole day. The workman was granted TA, DA for his travel allowance by the

management. The management violated the provisions of the Industrial Disputes Act and did not supply appointment

letter, PF account number, ESI card to the workman. The management got sign from the workman on plain papers on

the pretext of using these papers for the service record and workman did sign these blank papers on the asking of the

officials of the bank as the requirement of the service of the workman. The workman did not protest against the

official for getting the signatures on the blank papers, being afraid of losing the job. The record pertaining to the

salary of workman is available with the concerned-branch of the bank in the shape of debit slips and contingency

account. The work of the workman was satisfactory and at no point of time any complaint was made against the work

of the workman. On the change of the name of the bank to Sarv Haryana Gramin Bank, management started harassing

the workman on one pretext or the other. The services of the workman were terminated orally on 05.12.2013 without

issuing any notice or retrenchment compensation. The workman has completed more than 240 days in a calendar year

in the employment of the management without any break. The work is still available with the management and the

workman is no where gainfully employed. The workman filed an application for summoning the attendance record,

salary record, provident fund details and ESI details of the workman but the management failed to supply the record.

Adverse inference may kindly be drawn against the management for not producing the summoned record. On

28.04.2014, after terminating the services of workman, management advertised 175 post of Office

Attendant(Multipurpose) Group C whereas workman is available to serve on this post. Workman along with others

challenged this advertisement before the Hon’ble Punjab & Haryana High Court by filing CWP No.9254 of 2014 and

the Hon’ble High Court directed that in the meanwhile, the applications made by the workmen for the above said

posts shall be accepted by the respondent-bank subject to the decision of the writ petition(Annexure P-2 & P-3). The

management decided to withdraw the advertisement dated 28.04.2014 on 26.04.2016 and the said writ petition was

disposed of as become infructuous(Annexure P-4). Earlier the management has issued letter dated

25.11.2009(Annexure P-5) raising requirement of Part Time worker and engaging part time workers for the smooth

working of the branch. On 14.09.2010(Annexure P-6) a letter was issued by the General Manager of Gurgaon Gramin

Bank directing not to engage a particular person for more than 55 days in continuity and to ensure that the person

engaged as per point no.1 mentioned above is not engaged for more that 230 days in a year, whereas the workman had

worked more than 240 days in many calendar years. On 08.11.2011 a letter was issued to the workman by the

management to appear for the post of office attendant on 17.11.2011 at 01.00 pm but the workman was not allowed to

attend the interview for the reason best known to the management(Annexure P-7). The workman applied for the post

advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan form deposited by the workman is

attached as Annexure P-8. During the pendency of the present case, the management issued circular dated 23.06.2023

wherein offices/branches has been directed to fix the charges of the daily wagers(Annexure P-9). Earlier also the

management has employed person on the post and one of the employment letter issued is attached herewith as

Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsels for the parties and have gone through the entire evidence placed on file by

the parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment

of management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum

of his employment with the management. Such evidence may be in the form of receipt of salary of wages for 240

days or record of his/her appointment or engagement for that year to show that he/she has worked with the

employer for 240 days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar

2742

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Mills Ltd. Vs. Sowaran Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated

Division Vs. Bhikubhai Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 1.11.2010

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Hasan Pur

Branch, Palwal and worked for the whole day. He was drawing salary @Rs.280/- per day from the management. He

had completed more than 240 days in the management without any break and his services were terminated orally on

05.12.2013. During his cross-examination, the workman has admitted that few times payments were made by

voucher and sometime through bank and amount is deposited in his bank account.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman has admitted that a few

times payments were made by vouchers and sometime through bank and amount is deposited in his bank account.

When he was being paid through vouchers and sometime through bank and the amount is deposited in his bank-

account then the same might have reflected in his bank-account but surprisingly the workman has not placed on

record his bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald

statement maintaining that he worked from 1.11.2010 to 05.12.2013 is not proved when the workman was having best

evidence in his possession. So far as vouchers placed on record by the workman are concerned, these vouchers were

never proved by calling official of the bank. Moreover, from these vouchers it cannot be said conclusively that

workman worked 240 days prior to the year of his retrenchment.

13.

It is added here that workman had moved an application on 27.07.2016/23.02.2021 for issuing directions to

the respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 27.07.2016/23.02.2021 for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this reference

is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1235.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (74/2014) izdkf”kr djrh gSA

[la. ,y - 12012/81/2014- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2743

New Delhi, the 18th June, 2024

S.O. 1235.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.74/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/81/2014-IR (B-I)

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.74/2014

Registered on:-02.02.2015

Sh. Heera Singh S/o Sh. Mool Chand, R/o Village Chiranata, Teh. & Distt. Palwal.

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Atali Branch, Haryana.

........…Respondents/Managements

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/81/2014-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as

Gurgaon Gramin Bank), Gurgaon in terminating the services of Sh. Heera Singh S/o Sh. Mool

Chand w.e.f. 05.12.2013 is valid, just and legal? If not to what relief the concerned workman is

entitled to and from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/managements on 02.04.2013 at the payment of Rs.280/-

per day with respondent no.3. Respondent/management had not provided any appointment letter, PF, ESI Card or any

other documents by using unfair labour practice. The respondent/management has obtained workman’s signature on

some printed documents by stating that it shall be used as a record of service. The record of the workman relating to

his salary is reserved in the contingency account section of respondent which is available with the management. The

workman rendered his services with utmost honesty without any complaint but in spite of that, management began to

harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank. Ultimately,

against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of the

workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had worked

more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on 02.04.2013 at

Atali Branch and worked upto 05.12.2013 under the Manager Karnail Singh. The workman moved an application

before the Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed from the

date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all benefits with

continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

2744

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 7 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 25.02.2016 -23.2.21 for production of attendance record,

salary record, provident fund details and ESI details of the workman but the management did not filed any record and

same was dismissed by my Ld. Predecessor on 22.03.2021.

7.

Both the parties have not filed any written arguments.

8.

I have heard learned counsel for the parties and have gone through the entire evidence placed on file by the

parties.

9.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs. Sowaran

Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs. Bhikubhai

Meghajibhai Gavda(2012) 1 SCC 47.

10.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 02.04.2013

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Atali Palwal

for the whole day. He was drawing salary @Rs.280/- per day from the management. He had completed more than

240 days in the management without any break and his services were terminated orally on 05.12.2013. During his

cross-examination, the workman has admitted that few times payments were made by voucher and sometime

through bank and amount is deposited in his bank account. He has no document original from the bank.

11.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman had admitted that few

times payments were made by vouchers and sometime through bank and amount is deposited in his bank account. He

has no document original from the bank. When he was being paid through voucher and sometime through bank and

amount is deposited in his bank-account then the same might have reflected in his bank-account but surprisingly the

workman has not placed on record his bank account statement to prove that he was drawing salary from the

respondent-bank. Photocopies of vouchers of sweeping charges already issued by the bank have been placed on file

which have not been proved by calling the official of the bank. Moreover, from the said photocopies of vouchers it

cannot be said that workman had worked 240 days in the preceding year prior to his termination on 05.12.2013.

Thus, his bald statement maintaining that he worked from 02.04.2013 to 05.12.2013 is not proved when the workman

was having best evidence in his possession.

12.

It is added here that workman had moved an application on 25.02.2016 for issuing direction to the

respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 25.02.2016 for production of record was dismissed by my Ld. Predecessor on

22.03.2021.

13.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2745

14.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

15.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this

reference is decided against the workman.

16.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1236.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV (69/2014) izdkf”kr djrh gSA

[la. ,y - 12012/65/2014- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1236.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.69/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen.

[No. L-12012/65/2014-IR (B-I)

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.69/2014

Registered on:-02.02.2015

Sh. Harkesh Kumar S/o Sh. Mahendra, R/o Village Ranipur, Teh. & Distt. Palwal.

…......Workman

Versus

1.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

2.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

3.

The Sr. Manager, Serve Haryana Gramin Bank, Branch(Palwal Main), Haryana.

........…Respondents/Management

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/65/2014-IR(B-I) Dated 05.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as Gurgaon

Gramin Bank), Gurgaon in terminating the services of Sh. Haresh Kumar S/o Sh. Mahendra Avtar w.e.f.

05.12.2013 is valid, just and legal? If not to what relief the concerned workman is entitled to and from which

date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/management on 15.03.2010 at the payment of Rs.280/-

2746

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

per day with respondent no.3. Respondents/management had not provided any appointment letter, PF, ESI Card or

any other documents by using unfair labour practice. The respondent/management has obtained workman’s signature

on some printed documents by stating that it shall be used as a record of service. The record of the workman relating

to his salary is reserved in the contingency account section of respondent which is available with the management.

The workman rendered his services with utmost honesty without any complaint but in spite of that, management

began to harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank.

Ultimately, against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of

the workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had

worked more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on

05.02.2011 at Gharot Branch and worked upto November, 2013 under the Manager Vijay Pal. The workman moved

an application before the Assistant Labour Commissioner for conciliation but of no result. The workman is

unemployed from the date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed

with all benefits with continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 24 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 27.07.2016/23.02.2021 for production of attendance

record, salary record, provident fund details and ESI details of the workman but the management did not filed any

record.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 15.03.2010 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Rajinder Park Branch,

Gurgaon for the whole day. The workman was drawing salary @Rs.280/- per day from the management. The

workman was granted TA, DA for his travel allowance by the management. The management violated the provisions

of the Industrial Disputes Act and did not supply appointment letter, PF account number, ESI card to the workman.

The management got sign from the workman on plain papers on the pretext of using these papers for the service

record and workman did sign these blank papers on the asking of the officials of the bank as the requirement of the

service of the workman. The workman did not protest against the official for getting the signatures on the blank

papers, being afraid of losing the job. The record pertaining to the salary of workman is available with the concerned-

branch of the bank in the shape of debit slips and contingency account. The work of the workman was satisfactory

and at no point of time any complaint was made against the work of the workman. On the change of the name of the

bank to Sarv Haryana Gramin Bank, management started harassing the workman on one pretext or the other. The

services of the workman were terminated orally on 05.12.2013 without issuing any notice or retrenchment

compensation. The workman has completed more than 240 days in a calendar year in the employment of the

management without any break. The work is still available with the management and the workman is no where

gainfully employed. The workman filed an application for summoning the attendance record, salary record, provident

fund details and ESI details of the workman but the management failed to supply the record. Adverse inference may

kindly be drawn against the management for not producing the summoned record. The management replied to the RTI

Application filed by the workman and the management accepted that workman having worked with the management.

The management issued certificate of the employment of the workman with it whereas the present management of

Haryana Gramin Bank also accepted the employment of the workman with the new entity i.e. Haryana Gramin

Bank(Annexure P-1). On 28.04.2014, after terminating the services of workman, management advertised 175 post of

Office Attendant(Multipurpose) Group C whereas workman is available to serve on this post. Workman along with

others challenged this advertisement before the Hon’ble Punjab & Haryana High Court by filing CWP No.9254 of

2014 and the Hon’ble High Court directed that in the meanwhile, the applications made by the workmen for the above

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2747

said posts shall be accepted by the respondent-bank subjected to the decision of the writ petition(Annexure P-2 & P-

3). The management decided to withdraw the advertisement dated 28.04.2014 on 26.04.2016 and the said writ petition

was disposed of as become infructuous(Annexure P-4). Earlier the management has issued letter dated

25.11.2009(Annexure P-5) raising requirement of Part Time worker and engaging part time workers for the smooth

working of the branch. On 14.09.2010Annexure P-6) a letter was issued by the General Manger of Gurgaon Gramin

Bank directing not to engage a particular person for more than 55 days in continuity and to ensure that the person

engaged as per point no.1 mentioned above is not engaged for more that 230 days in a year, whereas the workman had

worked more than 240 days in many calendar years. On 08.11.2011 a letter was issued to the workman by the

management to appear for the post of office attendant on 17.11.2011 at 01.00 pm but the workman was not allowed to

attend the interview for the reason best known to the management(Annexure P-7). The workman applied for the post

advertised vide advertisement dated 28.04.2014(P-2) and copy of the challan form deposited by the workman is

attached as Annexure P-8. During the pendency of the present case, the management issued circular dated 23.06.2023

wherein offices/branches has been directed to fix the charges of the daily wagers(Annexure P-9). Earlier also the

management has employed person on the post and one of the employment letter issued is attached herewith as

Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsel for the parties and have gone through the entire evidence placed on file by the

parties.

10.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs. Sowaran

Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs. Bhikubhai

Meghajibhai Gavda(2012) 1 SCC 47.

11.

In his affidavit Ex.WW1/A the workman has reiterated his case that he was

appointed as Peon on 15.03.2010 in the office of Manager of Sarv Haryana Gramin Bank, previously known as

Gurgaon Gramin Bank, Rajinder Park Branch, Gurgaon for the whole day. He was drawing salary @Rs.280/- per day

from the management. He had completed more than 240 days in the management without any break and his services

were terminated orally on 05.12.2013. During his cross-examination, the workman has admitted that few times

payments were made by voucher and sometime through bank and amount is deposited in his bank-account.

12.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman had admitted that few

times payments were made by voucher and sometime through bank and amount is deposited in his bank account.

When he was being paid through voucher and sometime through bank and amount is deposited in his bank-account

then the same might have reflected in his bank-account but surprisingly the workman has not placed on record his

bank account statement to prove that he was drawing salary from the respondent-bank. Thus, his bald statement

maintaining that he worked from 15.03.2010 to 05.12.2013 is not proved when the workman was having best

evidence in his possession. So far as vouchers placed on record by the workman are concerned, these vouchers were

never proved by calling official of the bank. Moreover, from these vouchers it cannot be said conclusively that

workman worked 240 days prior to the year of his retrenchment.

13.

It is added here that workman had moved an application on 27.07.2016/23.02.2021 for issuing direction to

the respondent-bank to place on record the following documents i.e. attendance record, salary record, provident fund

details and ESI details of the workman. In reply thereto, it is maintained by the management that since the workman

was only daily wager so the above said record of the workman is not with the respondent as the workman was paid

through debit voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the

management has stated that the workman was engaged for a day and was called for a day from morning and his

services ends in the evening on the same day and engagement of the workman was for a day. There was no provision

of maintaining record or ACR of the workman because his engagement was on daily basis as and when necessity. He

has not worked continuously for 240 days in a calendar year. This witness in his cross-examination has also stated

that no attendance was marked of the workman for the respective day he was paid through voucher and vouchers are

weeded out. Further, application dated 27.07.2016/23.02.2021for production of record was dismissed by my Ld.

Predecessor on 22.03.2021.

14.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

him in the shape of his bank account where his salary was deposited by the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

2748

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

15.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

16.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his retrenchment and onus to prove this fact is always on the workman which the workman has failed to prove it.

Thus, protection of Section 25-F of the Act is not available to the workman.

17.

In view of my findings on the above discussed issues as discussed in the preceding paragraphs, this reference

is decided against the workman.

18.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 18 िून, 2024

का.आ. 1237.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa

dsUnzh; ljdkj सवव िररयाणा ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k

esa fufnZ’V vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-II ds iapkV

(71/2014) izdkf”kr djrh gSA

[la0 ,y - 12012/77/2014- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 18th June, 2024

S.O. 1237.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.71/2014) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-II as shown in the Annexure, in the industrial dispute between the management of Serve Haryana

Gramin Bank and their workmen

[No. L-12012/77/2014-IR (B-I)]

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-II, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer.

ID No.71/2014

Registered on:-02.02.2015

Sh. Dalel Singh S/o Sh. Hukam Chand, R/o Village & Post Office Pinana, Distt. Sonepat, Haryana.

…......Workman

Versus

4.

The Chairman, Serve Haryana Gramin Bank, H.O.-Near Bajrang Bhawan, Delhi Road, Rohtak(HR)-124001.

5.

The Nodal/Regional Officer, Serve Haryana Gramin Bank, Pargati Bhawan, Sector-44, Gurgaon(HR).

6.

The Sr. Manager, Serve Haryana Gramin Bank, Branch Pinana, Distt. Sonipat(Haryana).

........…Respondents/Managements

AWARD

Passed on:-23.01.2024

Central Government vide Notification No. L-12012/77/2014-IR(B-I) Dated 11.12.2014, under clause (d) of

sub-section (1) and sub-section (2A) of Section 10 of the Industrial Disputes Act, 1947(hereinafter called the Act),

has referred the following Industrial dispute for adjudication to this Tribunal:-

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2749

“Whether the action of the management of Serve Haryana Gramin Bank(Formerly known as Gurgaon

Gramin Bank), Gurgaon in terminating the services of Sh. Dalel Singh S/o Sh. Hukum Chand w.e.f. 05.12.2013

is valid, just and legal? If not to what relief the concerned workman is entitled to and from which date?”

1.

Both the parties were served with notices. The workman/claimant filed his statement of claim with the

averment that he was appointed as Peon by the respondents/managements on 30.3.2011 at the payment of Rs.280/-

per day with respondent no.3. Respondent/management had not provided any appointment letter, PF, ESI Card or any

other documents by using unfair labour practice. The respondent/management has obtained workman’s signature on

some printed documents by stating that it shall be used as a record of service. The record of the workman relating to

his salary is reserved in the contingency account section of respondent which is available with the management. The

workman rendered his services with utmost honesty without any complaint but in spite of that, management began to

harass the workman when the name of Gurgaon Gramin Bank is changed as Serve Haryana Gramin Bank. Ultimately,

against the provision of Section 25-F of the Industrial Dispute Act, management retrenched the services of the

workman on 05.12.2013 without any enquiry or without giving any retrenchment compensation while he had worked

more than 240 days on each calendar year before his retrenchment. Claimant/workman was engaged on 23.06.2010 at

Shikohpur Branch and worked upto 27.11.2013 under the Manager Anil Rastogi. The workman moved an application

before the Assistant Labour Commissioner for conciliation but of no result. The workman is unemployed from the

date of retrenchment till date. It is therefore, prayed that workman be ordered to be reappointed with all benefits with

continuous service.

2.

The management has filed its written statement, alleging therein that petition moved by claimant/workman is

not maintainable because there is no Industrial Dispute between the parties. The workman was a daily wager and

engaged for a day and the services of the workman starts from morning and come to an end in the evening. The

claimant/workman was never engaged as daily worker for regular work. The engagement of the workman was not

under any recruitment process. The workman was engaged as daily wager by erstwhile Gurgaon Gramin Bank. The

Gurgaon Gramin Bank with its Head Office at Gurgaon and erstwhile Haryana Gramin Bank with its Head Office at

Rohtak have been amalgamated and a new entity has come into being know as Sarva Haryana Gramin Bank vide

Notification dated 29.11.2013 of Govt. of India, Ministry of Finance, Department of Financial Services, New Delhi.

After the alleged amalgamation, respondent-management of Sarva Haryana Gramin Bank did not engage the

applicant/workman because his hiring as daily wager not under the prescribed lawful recruitment process as provided

in the Regional Rural Banks(Appointment and Promotion of Officers and Employees) Rules, 2010. In view of the

facts and circumstances mentioned above, it is therefore, respectfully prayed that the case of the workman may kindly

be dismissed with heavy costs, being devoid of merits in the interest of justice.

3.

Parties were given opportunity to lead evidence.

4.

The workman has examined himself as WW1 and filed his affidavit in evidence as Ex.WW1/A along with

payment vouchers bearing page no.1 to 36 and has been cross-examined by the learned counsel of management.

5.

The management has filed affidavit of Vijay Kumar Sharma, Senior Manager, Sarva Haryana Gramin Bank,

who filed his affidavit in evidence as Ex.MW1/A and has been cross-examined by the learned counsel of workman.

6.

The workman has also moved an application dated 23.2.2021 for production of attendance record, salary

record, provident fund details and ESI details of the workman but the management did not filed any record.

7.

The workman filed written arguments, alleging therein that he was appointed as Peon on 30.03.2011 in the

office of Manager of Sarv Haryana Gramin Bank previously known as Gurgaon Gramin Bank, Pinana, District

Sonepat and worked till 05.12.2003 for the whole day. The workman was drawing salary @Rs.280/- per day. The

workman was granted TA, DA for his travel allowance by the management. The management violated the provisions

of the Industrial Disputes Act and did not supply appointment letter, PF account number, ESI card to the workman.

The management got sign from the workman on plain papers on the pretext of using these papers for the service

record and workman did sign these blank papers on the asking of the officials of the bank as the requirement of the

service of the workman. The workman did not protest against the official for getting the signatures on the blank

papers, being afraid of losing the job. The record pertaining to the salary of workman is available with the concerned-

branch of the bank in the shape of debit slips and contingency account. The work of the workman was satisfactory

and at no point of time any complaint was made against the work of the workman. on the change of the name of the

bank to Sarv Haryana Gramin Bank, management started harassing the workman on one pretext or the other. The

services of the workman were terminated orally on 05.12.2013 without issuing any notice or retrenchment

compensation. The workman has completed more than 240 days in a calendar year in the employment of the

management without any break. The work is still available with the management and the workman is no where

gainfully employed. The workman filed an application for summoning the attendance record, salary record, provident

fund details and ESI details of the workman but the management failed to supply the record. Adverse inference may

kindly be drawn against the management for not producing the summoned record. The management replied to the RTI

Application filed by the workman and the management accepted that workman having worked with the management.

The management paid the salary to the workman against signatures and receipts(Annexure P-1). On 28.04.2014, after

2750

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

terminating the services of workman, management advertised 175 post of Office Attendant(Multipurpose) Group C

whereas workman is available to serve on this post. Workman along with others challenged this advertisement before

the Hon’ble Punjab & Haryana High Court by filing CWP No.9254 of 2014 and the Hon’ble High Court directed that

in the meanwhile, the applications made by the workmen for the above said posts shall be accepted by the respondent-

bank subjected to the decision of the writ petition(Annexure P-2 & P-3). The management decided to withdraw the

advertisement dated 28.04.2014 on 26.04.2016 and the said writ petition was disposed of as become

infructuous(Annexure P-4). Earlier the management has issued letter dated 25.11.2009(Annexure P-5) raising

requirement of Part Time worker and engaging part time workers for the smooth working of the branch. On

14.09.2010Annexure P-6) a letter was issued by the General Manger of Gurgaon Gramin Bank directing not to

engage a particular person for more than 55 days in continuity and to ensure that the person engaged as per point no.1

mentioned above is not engaged for more that 230 days in a year, whereas the workman had worked more than 240

days in many calendar years. On 08.11.2011 a letter was issued to the workman by the management to appear for the

post of office attendant on 17.11.2011 at 01.00 pm but the workman was not allowed to attend the interview for the

reason best known to the management(Annexure P-7). The workman applied for the post advertised vide

advertisement dated 28.04.2014(P-2) and copy of the challan form deposited by the workman is attached as Annexure

P-8. During the pendency of the present case, the management issued circular dated 23.06.2023 wherein

offices/branches has been directed to fix the charges of the daily wagers(Annexure P-9). Earlier also the management

has employed person on the post and one of the employment letter issued is attached herewith as Annexure P-10.

8.

Management has not filed any written argument but has argued orally.

9.

I have heard learned counsesl for the parties and have gone through the entire evidence placed on file by the

parties.

8.

There is no dispute about the preposition of law that onus to prove that workman was in the employment of

management is always on the workman/claimant and it is for the workman to adduce evidence to prove factum of his

employment with the management. Such evidence may be in the form of receipt of salary of wages for 240 days or

record of his/her appointment or engagement for that year to show that he/she has worked with the employer for 240

days or more in a calendar year. In this regard, reference may be made to Batala Coop. Sugar Mills Ltd. Vs. Sowaran

Singh(2005) 8 Supreme Court cases 481 as well as Director Fisheries Terminated Division Vs. Bhikubhai

Meghajibhai Gavda(2012) 1 SCC 47.

9.

In his affidavit Ex.WW1/A the workman has retreated his case that he was appointed as Peon on 30.03.2011

in the office of Manager of Sarv Haryana Gramin Bank, previously known as Gurgaon Gramin Bank, Pinana, District

Sonepat and worked till 05.12.2013 for the whole day. He was drawing salary @Rs.280/- per day from the

management. He had completed more than 240 days in the management without any break and his services were

terminated orally on 05.12.2013. During his cross-examination, the workman has admitted that few times payments

were made by voucher and sometime through bank and amount is deposited in his bank account.

10.

It was incumbent upon the workman to prove that he had worked for 240 days preceding the year of his

alleged termination on 05.12.2013. Except his bald statement, there is nothing on the record to prove that he had

worked for 240 days with the respondent-bank. Even in his cross-examination, the workman has admitted that few

times payments were made by voucher and sometime through bank and amount is deposited in his bank account.

When he was being paid sometime through bank and the amount was deposited in his bank-account then the same

might have reflected in his bank-account but surprisingly the workman has not placed on record his bank account

statement to prove that he was drawing salary from the respondent-bank. He has placed on record photocopy of some

vouchers which have not been got proved by calling any witness from the bank. Moreover, from the vouchers it

cannot be deduced that workman worked 240 days preceding the year of his termination on 05.12.2013. Thus, his

bald statement maintaining that he worked from 30.3.2011 to 05.12.2013 is not proved when the workman was

having best evidence in his possession.

11.

It is added here that workman had moved an application on 23.2.2021 for issuing direction to the respondent-

bank to place on record the following documents i.e. attendance record, salary record, provident fund details and ESI

details of the workman. In reply thereto, it is maintained by the management that since the workman was only daily

wager so the above said record of the workman is not with the respondent as the workman was paid through debit

voucher. Even in the affidavit of the management witness Vijay Kumar filed as Ex.MW1/A, the management has

stated that the workman was engaged for a day and was called for a day from morning and his services ends in the

evening on the same day and engagement of the workman was for a day. There was no provision of maintaining

record or ACR of the workman because his engagement was on daily basis as and when necessity. He has not worked

continuously for 240 days in a calendar year. This witness in his cross-examination has also stated that no attendance

was marked of the workman for the respective day he was paid through voucher and vouchers are weeded out.

Further, application dated 18.02.2016 for production of record was dismissed by my Ld. Predecessor on 22.03.2021.

12.

In this case, non-production of the above said record by the respondent-bank as asked by the workman was

not necessary as there was no record of the workman with the bank. Moreover, workman is having best evidence with

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2751

him in the shape of his bank account where his salary was deposited in the bank which he has not produced in the

Court. Thus, rather adverse inference can be drawn against the workman.

13.

In his written argument, the workman has placed on record certain documents which are irrelevant for

proving that workman had worked for 240 days preceding the year of his termination. These documents which he has

attached with his written argument are not admissible in evidence because these documents were never exhibited by

the workman in his statement or by calling any other person.

14.

It is entirely for workman to prove the completion of 240 days of his service with the respondent-bank prior

to his and onus to prove this fact is always on the workman which the workman has failed to prove it. Thus,

protection under Section 25 F of the Act is not available to the workman.

15.

In view of my findings on the above discussed issues in the preceding paragraphs, this reference is decided

against the workman.

16.

Let copy of this award be sent to Central Government for publication as required under Section 17 of ID Act,

1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1238.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa

dsUnzh; ljdkj

बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k

esa fufnZ’V vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-I ds iapkV

(15/2020) izdkf”kr djrh gSA

[la. ,y - 12025/01/2024- vkbZ vkj (ch-I)-167]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1238.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.15/2020) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-I as shown in the Annexure, in the industrial dispute between the management of ICICI Bank and

their workmen.

[No. L-12025/01/2024-IR (B-I)-167]

SALONI, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT-I, CHANDIGARH.

Present: Sh. Kamal Kant, Presiding Officer-cum-Link Officer, Chandigarh.

ID No.15/2020

Registered on:-17.12.2020

Manpreet Kaur H.No.3153, Sector 19-D, Chandigarh Permanent Address: H.No.714, Ward No.9, Street No.4, Nanak

Nagri Moga, Punjab-142001.

…….Workman

Versus

1.

Zonal Head- Retail, PHHJ Zonal Office, ICICI Bank Limited SCO 143-A, 2nd Floor, City Emporium Mall,

Industrial Area Phase-1, Chandigarh-160002.

2.

ICICI Bank Ltd. through its Chairman cum Managing Director ICICI Bank Towers, Bandra-Kurla Complex

Mumbai-400051.

..….Managements

2752

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

AWARD

Passed On:-19.03.2024

1.

The workman Manpreet Kaur has directly filed statement of claim under section 2-A of the Industrial

Disputes Act, 1947 (hereinafter called the Act), with a prayer to reinstate the workman with back wages.

2.

During the pendency of the proceedings before this Tribunal the case was fixed for filing affidavit by

workman.

3.

Since the Ld. Counsel of workman has withdrawn the present case, therefore there is no need to proceed the

case further. Hence the present case is dismissed as withdrawn. File after completion be consigned in the

record room.

4.

Let copy of this award be sent to Central Government for publication as required under Section 17 of the ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1239.—vkS|ksfxd fookn vf/kfu;e 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़- ds iapkV (14/2020) izdkf”kr djrh gSA

[la. ,y - 12025/01/2024- vkbZ vkj (ch-I)-168]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1238.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.14/2020) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-I as shown in the Annexure, in the industrial dispute between the management of State Bank of

India and their workmen.

[No. L-12025/01/2024-IR (B-I)-168]

SALONI, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT-I,

CHANDIGARH.

Present: Sh. Kamal Kant, Presiding Officer-cum-Link Officer, Chandigarh.

ID No.14/2020

Registered on:-11.11.2020

Ms. Anita Devi, # 726/28, Bapu Dham Colony,Sector-26,Chandigarh

…….Workman

Versus

1. State Bank of India, Local Head Office, Sector-17-A, Chandigarh. Through its General Manager.

2. State Bank of India, Grain Market Sector-26, Chandigarh. Through its Branch Manager.

..….Managements

AWARD

Passed On:-24.04.2024

1. The workman Anita Devi has directly filed statement of claim under section 2-A of the Industrial

Disputes Act, 1947 (hereinafter called the Act), with a prayer to reinstate the workman with full back

wages.

2. During the pendency of the proceedings before this Tribunal the case was fixed for remaining evidence

of workman. The workman Smt. Anita Devi has made a statement that she is not interested in pursuing the

case and the same may be dismissed as withdrawn, which is recorded separately.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2753

3. Since the workman has withdrawn the present case, therefore there is no need to proceed with the case

further. Hence the present case is dismissed as withdrawn. File after completion be consigned to the record

room.

4. Let copy of this award be sent to Central Government for publication as required under Section 17 of the ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1240.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

कोटक मडिंरा ओल्ड म्यूचुअल लाइफ इंश्योरेंस जलजमटेड ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-I ds iapkV (84/2018) izdkf”kr

djrh gSA

[la. ,y - 12012/32/2018- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1240.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.84/2018) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-I as shown in the Annexure, in the industrial dispute between the management of Kotak Mahindra

Old Mutual Life Insurance Ltd. and their workmen.

[No. L-12012/32/2018-IR (B-I)]

SALONI, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT-I, CHANDIGARH.

Present: Sh. Kamal Kant, Presiding Officer-cum-Link Officer, Chandigarh.

ID No.84/2018

Registered On: 30/11/2018

Sh. Joginder Pal Singh, S/o Sh. Sardar Singh, R/o 1420, Gali Guru Nanak Haveli Able Waian Chowk, Jai Singh,

Amritsar(Punjab)-143001.

...........Workman

Versus

The Managing Director, Kotak Mahindra Old Mutual Life Insurance Ltd., Building No. 21, Journal A.K. Vaidya

Marg, Malaad(East) Mumbai-400097.

Branch Manager, Kotak Mahindra Old Mutual Life Insurance Ltd., SCO 2nd Floor Above Diwan Sahib Ranjit

Avenue, District Shopping Complex, Amritsar(Punjab)-143001.

........Managements

AWARD

Passed On: 25.04.2024

Central Government vide Notification No. L-12012/32/2018 (IR(B-I) dated 13.11.2018, under clause (d) of

Sub-Section (1) sub-section (2) of Section 10 of the Industrial Disputes Act, 1947 (hereinafter called the Act), has

referred the following Industrial dispute for adjudication to this Tribunal:-

“Whether the action of the management of Kotak Mahindra Old Mutual Life Insurance Limited in

terminating the services of workman Sh. Joginder Pal Singh S/o Sh. Sardar Singh w.e.f. 06.12.2013 is legal,

fair and justified? If not, what relief the workman is entitled to and from which date?”

1.

During the pendency of the proceedings before this Tribunal the case was fixed for filing replication by

workman but none is responding on behalf of workman since long i.e. from 25.11.2019. It is submitted by the Ld.

Counsel for the management that workman is not turning up since long and prayed for dismissal of the present claim

petition.

2754

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

2.

Perused the file and it is found that the submissions made by the Ld. Counsel for management is true.

Several opportunities have already been given to the workman for filing replication by workman but of no use, which

denotes that the workman is not interested in adjudication of the matter on merits as such, this Tribunal is left with no

choice except to pass a ‘No Claim Award’. Accordingly, no claim award is passed in the present case for the non-

prosecution of workman. File after completion be consigned in the record room.

3.

Let copy of this award be sent to Central Government for publication as required under Section 17 of the ID

Act, 1947.

KAMAL KANT, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1241.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

Hkkjrh; LVsV cSad ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa dsUnzh;

ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;] चंडीगढ़-I ds iapkV (6/2010) izdkf”kr djrh gSA

[la. ,y - 12012/09/2010- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1241.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. 6/2010) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Chandigarh-I as shown in the Annexure, in the industrial dispute between the management of State Bank of

India and their workmen.

[No. L-12012/09/2010-IR (B-I)]

SALONI, Dy. Director

ANNEXURE

In the Central Government Industrial Tribunal-cum-Labour Court-I, Chandigarh.

Present: Sh. Kamal Kant, Presiding Officer-cum-Link Officer.

Case No.6/2010

Registered on 24.02.2017

Rajinder Kumar, S/o Sh. Giyan Chand, R/o Village Kambawal, PO Mandhala, Tehsil Baddi, Distt. Solan, Himachan

Pradesh.

…...Workman

Versus

The Assistant General Manager, Adm., State Bank of India, Regional Office, Punjab, SCO No.103-110, Opposite

K.C. Theatre, Sector 17-B, Chandigarh.

…Management

AWARD

Passed On:-14.03.2024

Vide Order No.L-12012/09/2010-IR(B-I), dated 02.06.2010, the Central Government in exercise of the

powers conferred by Clause (d) of Sub-Section (1) and Sub-Section 2(A) of Section 10 of Industrial Disputes Act,

1947 (in short Act) has referred the following industrial dispute for adjudication to this Tribunal.

“Whether the action of the management of State Bank of India in terminating services of Sh. Rajinder

Kumar w.e.f. 24.04.2004 is legal and justified? If not, what relief the workman concerned is entitled to?”

1.

Both the parties were put to notice and workman filed statement of claim with the averment that he joined

the service with the respondent-bank as Clerk on 01.10.1982 at Main Branch, Ludhiana, Punjab. Consequently in the

year 1984, he was transferred to Air Force Station Branch, Chandigarh. The workman has performing his duties with

full devotion and without any complaint of any kind till 1989.

2.

It is alleged in Para 3 of the claim statement that he was put under suspension vide order dated 12.09.1989.

An FIR was also registered against the workman on the ground that he had defrauded the bank and misappropriated

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2755

some amount. The Police had filed 24 challans against the workman before Judicial Magistrate, First Class,

Chandigarh and trial was also heading the said challans. The management also initiated departmental proceedings

against the workman as management sensed that criminal cases will not succeed against the workman. The action of

the management in initiating departmental proceedings was against the Shastri Award. The enquiry was conducted

against the workman ex parte and the same concluded on 19.03.2009. Due to ill-health, workman did not join the

proceedings and has informed the enquiry officer regarding the illness from time to time.

3.

The management has already made his mind to dismiss the workman from service. The workman was not

supplied with the documents during the course of the domestic enquiry. The order of the punishment was passed by

the disciplinary authority on 31.03.2004 whereby workman was dismissed from service. The disciplinary authority

has confirmed the order of the punishment vide order dated 24.04.2004. Thereafter, an appeal was filed by the

workman against the order of the management which was also rejected by non-speaking order.

4.

The management has contested the claim of the workman by filing written statement wherein preliminary

objections has been taken. It is alleged that workman was dismissed from service by the competent authority after

holding fair and proper enquiry. The workman was given full opportunity to participate in the enquiry. On merits,

management denied most of the allegations.

5.

Initially in this case vide order dated 24.02.2016 issues were framed and it was held that issue of fairness of

inquiry would be adjudicated along with other issues. However, later on vide order dated 24.04.2018 it was decided to

treat the issue of fairness of domestic inquiry as preliminary issue. In preliminary enquiry workman himself got

examined as WW2 and also examined Dr. Rohit Khurana, MD Medicine, Khurana Hospital, Pinjore as WW1. On the

other hand management has filed affidavit of Sh. G.B. Rastogi, Deputy Manager, State Bank of India, Sector 17,

Chandigarh. However, later on management on 29.08.2012 made statement that it does not want to lead any evidence.

6.

It is added here that my Predecessor Sh. A.C. Dogra vide its order dated 28.08.2018 has held that the enquiry

conducted in the present case is not fair and proper and opportunities were given to the management to lead evidence.

7.

It is pertinent to mention here that the opportunity of the management for adducing evidence was closed by

my Predecessor on 17.07.2023 as management failed to adduce evidence and the case was fixed for arguments.

8.

Workman filed written arguments, alleging therein that the workman joined as Clerk on 01.10.1982 at

Ludhiana and therafter was transferred to Air Force Station, Chandigarh in the year 1984. The workman was

performing his duties with full devotion and without any complaint till 1989. The workman was put under suspension

vide order dated 12.09.1989 and FIR in the year 1990 was also registered against the workman on the ground that he

had defrauded the bank and misappropriated some amount. 24 challans were filed by the police against the workman

before Ld. JMIC, Chandigarh and workman was ultimately put to trial in 1995 and during this period workman was

not served any charge sheet. The preliminary issue was framed on 24.02.2016 with regard to fairness of inquiry and

the workman led his evidence and this Tribunal after considering the evidence of workman passed an order dated

28.08.2018 and held that domestic inquiry conducted against the workman is unfair and against the principle of

justice and the management was given opportunity to lead evidence. The management was given sufficient time to

lead evidence and this Tribunal passed an order 17.07.2023 whereby the opportunity of management to lead its

evidence was closed. Therefore, the punishment order is liable to be quashed and the workman is entitled for

reinstatement into service with full back wages and continuity of service along with consequential benefits in the

interest of justice.

9.

Management has not filed any written arguments but argued the case orally.

10.

I have heard Ld. Counsels for the parties and have gone through the entire record of the case.

11.

It is settled position of law that if the Industrial Tribunal has come to the conclusion that domestic enquiry is

illegal because it was conducted against the principle of natural justice against the workman, respondent-bank is

under legal obligation to prove the misconduct/charges against the charged employee before the Tribunal in order to

prove the charges against the charge-sheeted workman. It is also fairly settled that in any industrial dispute, the

respondent-bank is required to prove the charges on preponderance of probability and not on proof beyond reasonable

doubt. Reference may be made of the judgment of Supreme Court in the case of Union of India Vs. Sardar

Bahadur(1974)4 SCC 618, R.S. Singh Vs. State of Punjab and Other(1999)8 SCC page 90, State Bank of India Vs.

Narender Kumar Pandey, Civil Appeal No.263/2013 dated 14.01.2013.

12.

It is a settled principle of law as laid down by the Hon’ble Supreme Court in the case of Neeta Kaplish Vs.

Presiding Officer, Labouir Court, arising from Appeal(Civil) 6079 of 1998, decided on 04.12.1998, that record

2756

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

pertaining to the domestic enquiry would not constitute fresh evidence and the management is required to prove its

case on fresh evidence. The Hon’ble Supreme Court has held as follow:-

“The record pertaining to the domestic enquiry would not constitute “fresh evidence” as those proceedings have

already been found by the Labour Court to be defective. Such record would also not constitute “material on

record”, as contended by the counsel for the respondent, within the meaning of Section 11-A as the enquiry

proceedings, on being found to be bad, have to be ignored altogether. The proceedings of the domestic enquiry

could be, and, were, in fact, relied upon by the management for the limited purpose of showing at the preliminary

stage that the action taken against the appellant was just and proper and that full opportunity of hearing was given

to her in consonance with the principles of natural justice. This contention has not been accepted by the Labour

Court and the enquiry has held to be bad. In view of the nature of objections raised by the appellant, the record of

enquiry held by the management ceased to be “material on record” within the meaning of section 11-A of the Act

and the only course open to the management was to justify its action by leading fresh evidence as required by the

Labour Court. If such evidence has not been led, the management has to suffer the consequences.”

Thus, the proposition of law which emerges from the judgment of Hon’ble Supreme Court is crystal clear and

management has to prove the charges on the basis of fresh evidence but the management-bank has not led any oral

and documentary evidence for the reasons best known to it.

13.

It is also added here that respondent-bank has even not examined the enquiry officer as witness in this Court

despite of the fact that Sh. A.C. Dogra my Ld. Predecessor has pointed out in his order dated 28.08.2018. Thus,

enquiry proceeding stands vitiated on this score alone.

14.

Since no new evidence has been led by the management before this Tribunal, so finding of my Ld.

Predecessor Sh. A.C. Dogra dated 28.08.2018 cannot be reversed.

15.

Now the question arises whether the claimant/workman is entitled to any incidental relief of payment of back

wages and or reinstatement in service with continuity of service. It is added here that the workman had attained the

age of superannuation on 31.07.2017 and he remained compulsory retire from 31.03.2004 to 31.07.2017. It is added

here that workman has not pleaded anything about his post employment after his compulsory retirement from service

in his claim statement as well as in his affidavit.

16.

The Hon’ble Supreme Court in the case titled as “Deepali Gundu Surwase v. Kranti Junion Adhyapak

Mahavidyalaya” reported as (2013) 10 SCC 324 has held as under:-

“The propositions which can be culled out from the aforementioned judgments are:

i)

In cases of wrongful termination of service, reinstatement with continuity of service and back

wages is the normal rule.

ii)

The aforesaid rule is subject to the rider that while deciding the issue of back wages the

adjudicating authority or Court may to take into consideration the nature of job and misconduct if

any found proved against the employee/workman the financial condition of the employer and

similar other factors.

iii)

Ordinarily, an employee or workman whose services are terminated and who is desirous of getting

back wages is required to either plead or at least make a statement before the adjudicating

authority or the Court of first instance that he/she was not gainfully employed or was employed on

lesser wages. If the employer wants to avoid payment of full back wages, then it has to plead and

also lead cogent evidence to prove that the employee/workman was gainfully employed and was

getting wages equal to the wages he/she was drawing prior to the termination of service. This is so

because it is settled law that the burden of proof of the existence of a particular fact lies on the

person who makes a positive averments about its existence. It is always easier to prove a positive

fact than to prove a negative fact. Therefore, once the employee shows that he was employed, the

onus lies on the employer to specifically plead and prove that the employee was gainfully employed

and was getting the same or substantially similar emoluments.”

17.

The Hon’ble Punjab & Haryana High Court while referring different judgments of Hon’ble Supreme Court

including Deepali Gundu Surwase(supra), and Hindustan Tin Works Private Limited v. Employees of Hindustan

Tin Works Private Limited (1979) 2 SCC 80 as well as in the case of Tapash Kumar Paul Vs. BSNL,(2014) 15 SCC

313, Surender Kumar Verma Vs. Central Government Industrial Tribunal-cum-Labour Court,(1980) 4 SCC 443,

has observed that there cannot be a straight jacket formula for awarding relief of back wages along with all the

relevant benefits. More or less, it can be address to the discussion of the Tribunal with full back wages could be the

normal rule and the party objecting to it must establish. The circumstances insisting the departure at this stage, the

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2757

Tribunal while exercises its consideration keeping in view of the relevant circumstances but the discretion must be

exercises judiciously must be cogent and convincing and must be appear on the face on record. When it is within the

discussion of the authority that something has to be done according to the rules, reasons and justice is not according to

law and not he humour it is not arbitrary, vague but legal and regular.

18.

So far as the facts and evidence of the case is concerned, nothing has been stated in the claim petition and

affidavit with respect to the post employment after alleged compulsory retirement by the workman. Thus, the facts in

the claim petition lacks the basic requirement for providing back wages. No doubt, this Tribunal has got power to

mould a relief or cover it. The incidental relief for the consequences rendered by illegal compulsory retirement of the

workman.

19.

In these circumstances, where workman has superannuated on 31.07.2017, the workman is entitled for 25%

back wages from the date of compulsory retirement upto the date of superannuation with all retiral benefits under the

relevant rules. The management-bank is directed to pay the aforesaid benefits to the workman within 2 months from

the publication of the award. The reference is answered accordingly.

20.

The reference is answered accordingly. Let copy of the award be sent to the Central Government for

publication as required under Section 17(1) of the Act.

KAMAL KANT, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1242.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

dsUnzh; ljdkj vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (60/2008) izdkf”kr djrh gSA

[la. ,y - 12012/11/2008- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1242.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.60/2008) of the Cent.Govt.Indus.Tribunal-cum-Labour Court

Jabalpur as shown in the Annexure, in the industrial dispute between the management of State Bank of India

and their workmen.

[No. L-12012/11/2008-IR (B-I)]

SALONI, Dy. Director

ANNEXURE

BEFORE THE CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL CUM LABOUR COURT,

JABALPUR

NO. CGIT/LC/R/60/2008

Present: P.K.Srivastava

H.J.S..(Retd)

Shri Mukesh Jawa

S/o. Late Shivnath Jawa

6, Residency Area,

Near Lok Sewa Commission Office, Indore

Workman

2758

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Versus

The Assistant General Manager-III

State Bank of India

Zonal Office, Local Head Office,

Hoshangabad Road, Bhopal M.P.

Management

(J U D G E M E N T)

(Passed on this 5th day of April 2024)

As per letter dated 11/04/2008 by the Government of India, Ministry of Labour, New Delhi, the reference is

received. The reference is made to this Tribunal under Section -10 of I.D.Act, 1947 as per Notification No. L-

12012/11/2008 IR(B-1) dt. 11/04/2008. The dispute under reference relates to:

“Whether the action of management of Assistant General Manager-III State Bank of India, Zonal Office

Bhopal in issuing orders of dismissal from service to Shri Mukesh Jawa S/o. Late Shivnath Jawa w.e.f.

25.08.2005 is justified ? If not, to what relief the workman is entitled to ?”

After registering a case on the basis of the reference, notices were sent to the parties and were served. Both the sides

appeared and filed their Statements of Claim and Defense.

According to the workman, he was first appointed as a Waterman in the Bank in Godha Colony Branch at Indore on

27.09.2002 and was made permanent on 09.04.2003. He was issued a charge sheet on 27.01.2004 leveling following

charges against him:-

1.

That he committed theft in the midnight of 19.07.2003 in the Branch and was detained by Police where he

confessed his crime.

2.

That, stolen articles belonging to the Bank, 1 monitor, 1 keyboard, 1 CPU & 1 printer, were recovered by

Police from his possession.

He denied the charges in his explanation and stated that he was falsely implicated and recovery was also planted

against him by Police in connivance with some co-workers who were his enemies inimical. The Bank instituted a

departmental enquiry against him vide order dated 10.02.2004. Enquiry Officer and presenting Officer were

appointed and enquiry was conducted against him. His prayer that the enquiry be stayed till the decision of criminal

case against him was turn down. The Enquiry Officer wrongly held him guilty of the charges of misconduct. The

Disciplinary Authority wrongly concurred with the findings and ignoring his representation on the enquiry report,

passed the punishment of dismissal from service. The appellate authority also wrongly dismissed his appeal. He was

acquitted by the Court of Magistrate after trial from all the charges. Thereafter, he again file a representation before

the management to reinstate him on the ground that he was acquitted from the charges by Criminal Court but it was

wrongly dismissed by the management though the basis of the charges was one and same in the departmental enquiry

and criminal trial. Accordingly, he has prayed that setting aside his dismissal, he be reinstated with back wages and

benefits.

The case of management is mainly that the workman was charged of theft in the branch and stolen property belonging

to the bank was recovered from his possession by Police. A First Information Report was registered against him and

he was sent to jail where he remained in judicial custody for 47 days and was released on bail. The enquiry was

conducted as per rules and he was found guilty of the charges. The Disciplinary authority rightly awarded punishment

ignoring his representation on the enquiry report and appeal was also rightly dismissed. Also has been stated that

pendency of Criminal, Trial or Acquittal from the charges has no effect on departmental enquiry because standard of

proof of charges is not the same. Management has thus prayed that the reference be answered against the workman.

On the basis of pleadings, following issues were framed :-

1.

Whether departmental enquiry conducted against workman is proper and legal ?

2.

Whether charges imposed against workman are proved from the evidence in the enquiry ?

3.

Whether the punishment is proportionate to the charges ?

4.

If not, to what relief the workman is entitled ?

Issue no.-1 was taken as preliminary issue. The workman did not file any evidence nor did he examine any witness.

Management examined its witness and proved enquiry papers Ex. M/1 to Ex. M/10.

On the basis of the evidence on record, preliminary issue was decided against the workman holding the departmental

enquiry legal and proper. This order is part of this award.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2759

Parties were given opportunity to lead evidence on remaining issues. No evidence was given by any of the parties.

At the stage of argument, non appeared for the workman, hence argument of learned Counsel for Bank Shri Pranay

Choubey were heard by him and the record has also been perused by me.

Issue No.-2:-

It comes out from perusal of enquiry papers during enquiry, management examined its witness who stated that he had

got the FIR registered against the workman and also stated about recovery of the stolen of properties from the

possession of the workman by Police. He further stated that this matter was reported in news papers next date and also

that the workman remained in jail for 47 days and them he was released on bail. There is nothing in his cross

examination to discredit him. The only defense of the workman during the enquiry, as it is apparent from the enquiry

papers is that he was falsely implicated and recovery was planted.

The settled law is that the standard of proof required to prove a charge during enquiry and in criminal trial is different.

In the former, charge is to be proved to the extent of preponderance whereas in the later, charge is to be proved

beyond reasonable doubt.

Scope of disciplinary proceedings and scope of criminal proceedings are quite distinct, exclusive and independent of

each other. Standards of proof in the two proceedings are also different. Ref. T.N.C.S. Corpn. Ltd. vs. K. Meerabai,

(2006) 2 SCC 255

Standard of proof in a departmental enquiry which is quasicriminal/quasi-judicial in nature: Disciplinary

proceedings, however, being quasi-criminal in nature, there should be some evidence to prove the charge. Although

the charges in a departmental proceedings are not required to be proved like a criminal trial i.e. beyond all

reasonable doubts, we cannot lose sight of the fact that the enquiry officer performs a quasijudicial function, who

upon analyzing the documents must arrive at a conclusion that there had been a preponderance of probability to

prove the charges on the basis of materials on record. While doing so, he cannot take into consideration any

irrelevant fact. He cannot refuse to consider the relevant facts. He cannot shift the burden of proof. He cannot reject

the relevant testimony of the witnesses only on the basis of surmises and conjectures. Ref: (i) Nirmala J. Jhala Vs.

State of Gujarat & Another, AIR 2013 SC 1513 (paras 10 , 11, 12 & 13). (ii) M.V. Bijlani Vs. Union of India,

(2006) 5 SCC 88 (Para 25)

In the cases noted below, it has been held that if the same set of facts gives rise to both civil and criminal liability,

both the proceedings i.e. civil and criminal may go on simultaneously. Ref.: (i) Medchi Chemicals and Pharma (P)

Ltd. vs. Biological E. Ltd., 2000 (2) JIC 13 (SC) (ii) Lalmani Devi vs. State of Bihar, 2001 (1) JIC 717 (SC) (iii)

Amar Pal Singh vs. State of U.P., 2002 (1) JIC 798 (All) (iv) Atique Ahmad vs. State of U.P., 2002 (2) JIC 844 (All)

(v) Ajeet Singh vs. State of U.P., 2006 (6) ALJ 110 (All-F.B.)

In the cases of (i) NOIDA Entrepreneurs Association Vs NOIDA & others, AIR 2007 SC 1161 (i4i) State Bank of

India Vs. R.B. Sharma, (2004) 7 SCC 27 (iii) Kendriya Vidyalaya Sangathan Vs. T. Srinivas, (2004) 7 SCC 442 (iv)

Depot Manager, APSRTC Vs. Mohd. Yousuf Miya, (1997) 2 SCC 699 (v) Captain M. Paul Anthony Vs. Bharat

Gold Mines Limited (1999) 3 SCC 679 and (vi) State of Rajasthan Vs. B.K. Meena, (1996) 6 SCC 417 (vi) Pratap

Singh Vs. State of Punjab, AIR 1964 SC 72 (vii) Jang Bahadur Singh Vs. Baij Nath, AIR 1969 SC 30, it has been

laid down by the Hon'ble Supreme Court that "the purpose of departmental enquiry and of prosecution are two

different and distinct aspects. Departmental Enquiry is to maintain discipline in the service and efficiency of public

service. Crime is an act of commission in violation of law or of omission of public duty. The enquiry in a

departmental proceeding relates to the conduct or breach of duty by the delinquent officer to punish him for his

misconduct defined under the relevant statutory rules or law. It is the settled legal position that the strict standard of

proof or applicability of the Evidence Act stands excluded in a departmental proceeding. Criminal Proceedings and

the departmental proceeding under enquiry can go on simultaneously."

In the case of T.N.C.S. Corporation Ltd. Vs. K. Meerabai, (2006) 2 SCC 255, it has been held by the Hon'ble

Supreme Court that the scopes of the disciplinary proceedings and of criminal proceedings are quite distinct,

exclusive and independent of each other. Standards of proof in the two proceedings are also different.

In the cases of Mohd. Saleem Siddiqui Vs. State of UP & others, (2011) 2 UPLBEC 1575 (Allahabad High Court)

and Ajeet Kumar Naag Vs. General Manager Indian Oil Corporation Ltd. Haldia, JT 2005 (8) SC 425, the

distinction between departmental enquiry and criminal proceedings has been drawn as under: "The two proceedings

i.e. criminal and departmental are entirely different. They operate in different fields and have different objectives. The

object of criminal proceedings is to inflict appropriate punishment on offender and the purpose of enquiry

proceedings is to deal with the delinquent departmentally and to impose penalty in accordance service rules the rule

relating to appreciation of evidence in the two proceedings is also not similar. In criminal law burden of proof is on

the prosecution and unless the prosecution is able to prove the guilt of accused beyond reasonable doubts, he cannot

be convicted by a court of law. In departmental enquiry, on the other hand, penalty can be imposed on the delinquent

officer on a finding recorded on the basis of preponderance of probability. Procedure with respect to standard of

2760

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

proof in criminal case and departmental enquiry are different. In the case of departmental enquiry the technical rules

of evidence have no application and the doctrine of "proof beyond doubt" has also no application in the departmental

enquiry. Criminal prosecution is launched for an offence for violation of a duty the offender owes to the society or for

breach of which law has provided that the offender shall make satisfaction to the public. So crime is an act of

commission in violation of law or of omission of public duty. The departmental enquiry is to maintain discipline in the

service and efficiency of public service. There would be no bar to proceed simultaneously with departmental enquiry

and trial of criminal case. "

IN Judgment dated 20.05.2022 of the Supreme Court in Civil Appeal No. 3490/2022, State Bank of India Vs. K.S.

Vishwanath. (ii) Maharashtra State Road Transport Corporation Vs. Dilip Uttam Jaya Bhay, 2022 LiveLaw (SC) 3

it has been held that acquittal in criminal trial has no bearing or relevance on disciplinary proceeding as the

standard of proof in both the cases are different.

Since the witness examined during the enquiry is supported by corroborating evidence in form of FIR, recovery of

stolen goods and the fact that after investigation charge sheet was filed against the workman by Police, the finding of

the Enquiry Officer holding the charges proved is held perfectly legal and issue no.-2 is answered accordingly.

Issue No.-3 :-

The settled proposition of law is that Courts will not interfere in the punishment unless it is found to be

shockingly disproportionate to the charges.

Hon’ble Apex Court in B.C. Chayurvedi v. Union of India, (1995) 6 SCC 749 while discussing about the scope of

judicial review, in disciplinary matters, has observed as under:

“The High Court/Tribunal, while exercising the power of judicial review, cannot normally substitute its own

conclusion on penalty and impose some other penalty. If the punishment imposed by the disciplinary authority or

the appellate authority shocks the conscience of the High Court/Tribunal, it would appropriately mold the relief,

either directing the disciplinary/appellate authority to reconsider the penalty imposed, or to shorten the litigation, it

may itself, in exceptional and rare cases, imposed appropriate punishment with cogent reasons in support thereof.”

In DG, RPF vs. Sai Babu (2003) 4 SCC 331, Hon’ble Apex Court has observed that:

“6…………. Normally, the punishment imposed by a disciplinary authority should not be disturbed by the High

Court or a tribunal except in appropriate cases that too only after reaching a conclusion that the punishment

imposed is grossly or shockingly disproportionate, after examining all the relevant factors including the nature of

charges proved against, the past conduct, penalty imposed earlier, the nature of duties assigned having due regard

to their sensitiveness, exactness expected of an discipline required to be maintained, and the

department/establishment which the delinquent person concerned works.”

In United Commercial Bank vs. P.C. Kakkar (2003) 4 SCC 364 Hon’ble Apex Court on review of a long

line of cases and the principles of judicial review of administrative action under English law summarized the legal

position in the following words:

“11.

The common thread running through in all these decisions is that the court should not interfere with the

administrators’ decision unless it was illogical or suffers from procedural impropriety or was shocking to the

conscience of the court, in the sense that it was in defiance of logic or moral standards. In view of what has been

stated in Wednesbury case the court would not go into the correctness of the choice made by the administrator

open to him and the court should not substitute its decision to that of the administrator. The scope of judicial

review is judicial review is limited to the deficiency in decision-making process and not the decision.

12.

To put it differently, unless the punishment imposed by the disciplinary authority or the appellate

authority shocks the conscience of the court/tribunal, there is no scope for interference. Further, to shorten

litigation it may, in exceptional and rare cases, impose appropriate punishment by recording cogent reasons in

support thereof.”

In Union of India vs. S.S. Ahluwalia (2007) 7 SCC 257 Hon’ble Supreme Court reiterated the legal position

as follows:

“8.

……… The scope of judicial review in the matter of imposition of penalty as a result of disciplinary

proceedings is very limited. The court can interfere with the punishment only if it finds the same to be shockingly

disproportionate to the charges found to be proved.”

In State of Meghalaya v. Mecken Singh N. Marak (2008) 7 SCC 580 Hon’ble Supreme Court stated that:

“The punishment imposed by the disciplinary authority or the appellate authority unless shocking to the

conscience of the court, cannot be subjected to judicial review.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2761

Hon’ble Apex Court in Administrator, UnionTerritory of Dadra and Nagar Haveli vs. Gulbhia M. Lad (2010) 2

SCC (L&S) 101 has observed that

“The legal position is fairly well settled that while exercising the power of judicial review, the High Court or a

Tribunal cannot interfere with the discretion exercised by the disciplinary authority, and/or on appeal the appellate

authority with regard to the imposition of punishment unless such discretion suffers from illegality or material

procedural irregularity or that would shock the conscience of the court/tribunal. The exercise of discretion in

imposition of punishment by the disciplinary authority or appellate authority is dependent on host of factors such

as gravity of misconduct, past conduct, the nature of duties assigned to the delinquent, responsibility of the position

that the delinquent holds, previous penalty, if any, and the discipline required to be maintained in the department

or establishment he works. Ordinarily the court or the tribunal would not substitute its opinion on reappraisal of

facts.

In the instant case the workman, committed gross misconduct; whereby he opened a bank account in fictitious name

and not only operated the same on many occasions; but also, in order to suppress his misdeeds, he destroyed the

material/record related to it. This fraudulent act of the workman was prejudicial to the interests of the Bank.

Needless to point out that the act of fraud speaks ill of the honesty and integrity of the workman concerned. This is

definitely an act prejudicial to the interest of the Bank, which leads to loss of faith in the workman. In Air India

Corporation Bombay vs. V.A. Ravellow 1972 (25) FLR 319 (SC) it has been observed that:

“Once the employer has lost the confidence in the employee and the bona fide loss of confidence is affirmed, the

order of punishment must be considered to be immune from challenge, for the reason that discharging the office

of trust and confidence requires absolute integrity, and in a case of loss of confidence, reinstatement cannot be

directed.”

In Knhaiyalal Agarwal and others vs. Factory Manager, Gwaliar Sugar Co. Ltd. AIR 2001 SC 3645

Hon’ble Apex Court laid down the test for loss of confidence to find out as to whether there was bona fide loss of

confidence in the employee, observing that:

“(i)

the workman is holding the position of trust and confidence; (ii) by abusing such position, be commits act

which results in forfeiting the same; and (iii) to continue him in service/establishment would be embarrassing the

inconvenient to the employee, or would be detrimental to the discipline or security of the establishment. Loss of

confidence cannot be subjective, based upon the mind of the management. Objective facts which would lead to a

definite inference of apprehension in the mind of the management, regarding trust worthiness or reliability of the

employee, must be alleged and proved.”

In State Bank of India and another v. Bela Bagchi and others AIR 2005 SC 3272, repelled the contention

that even if by the misconduct of the employee the employer does not suffer any financial loss, he can be removed

from service in a case of loss of confidence.

Hon’ble Apex Court in (2011) 1 Supreme Court Cases (L&S) 721 has observed that:

“7.

It is now well settled that the courts will not act as an appellate court and reassess the evidence led in the

domestic enquiry, nor interfere on the ground that another view is possible on the material on record. If the

inquiry has been fairly and properly held and the findings are based on evidence, the question of adequacy of the

evidence or the reliable nature of the evidence will not be grounds for interfering with the findings in departmental

enquiries. Therefore, the courts will not interfere with findings of fact recorded in departmental inquiries, except

where such findings are based on no evidence or where they are clearly perverse. The test to find out perversity is

to see whether a tribunal acting reasonably could have arrived at such conclusion or findings, on the material on

record. The courts will however interfere with the findings in disciplinary matters, if principles of natural justice

or statutory regulations have been violated or if the order is found to be arbitrary, capricious, mala fide or based

on extraneous considerations.”

Thus, the Bank being a financial institution dealing with the public money, the employees of the Bank are required to

exhibit utmost honesty and integrity in day to day transaction/functioning. The act of dishonesty or fraud or

misappropriation lowers down the reputation of Bank in public. The public lose their confidence in Bank, which

affects Bank’s business and finally the national economy.

In the case in hand, the charges proved are acts of moral turpitude. As regards the case of the workman that he was

acquitted from the charges after trial, photocopy of judgment on record shows that he was acquitted giving him

benefit of doubt. Hence, this fact will also not help him. On the basis of above discussion the punishment is held not

disproportionate to the charge and issue no.-3 is answered accordingly.

Issue No.-4 :-

In the light of findings recorded, the workman is held entitled to no relief.

Accordingly, the reference is answered as follows :-

2762

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

A W A R D

Holding the action of management of Assistant General Manager-III State Bank of India, Zonal Office

Bhopal in issuing orders of dismissal from service to Shri Mukesh Jawa S/o. Late Shivnath Jawa w.e.f.

25.08.2005 justified, he is held entitled to no relief. No order as to cost.

DATE:- 05/04/2024

P. K. SRIVASTAVAKAMAL Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1243.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj एम.सी.एल. ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

– सह –

]आसनसोल ds iapkV

(सन्िभव संख्या

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks

izkIr gqvk FkkA

[la.-,y- 22012/54/2021-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1243.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award ( Reference.I.D.No.70/2021) of the Central Government Industrial

Tribunal-cum-Labour Court, Asansol as shown in the Annexure, in the industrial dispute between the Management

of M.C.L. and their workmen, received by the Central Government on 18/06/2024

[No. L-22012/54/2021 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT BHUBANESWAR

Present:

Sri Dinesh Kumar Singh,

Presiding Officer, C.G.I.T.-cum-LabourCourt,

Bhubaneswar.

INDUSTRIAL DISPUTE CASE NO. 70/2021

Date of Passing Order – 24th January, 2024

Between:

1. The Director, Personnel, MCL, Jagruti Vihar,

Burla, Sambalpur, Odisha – 768 020.

2. The General Manager ( P & IR),

MCL, Jagruti Vihar, Burla, Sambalpur, Odisha – 768 020.

3. The General Manager, Kaniha Area, MCL,

At. Lingraj Area Officer, Deulber, Talcher,

Angul, (Orissa) – 759 117.

…

1st Party-Managements.

(And)

1. The General Manager, Bhubaneswari

Coal Field Contractual Transport

Workers Union (MCCTWU), Angul, (Orissa) – 759 117.

2. The President, Anchalika Thika Mazdoor Suraksha Sangha (ATMS),

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2763

Kaniha, Angul, (Orissa) – 759 117.

…

2nd Party-Unions.

Appearances:

None.

…

For the 1st Party-Managements.

None.

…

For the 2nd Party-Union.

ORDER

In the present case, a reference was received from the appropriate Government vide letter No. L.-

22012/54/2021/IR(CM-II) dated 16.11.2021under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of

the Industrial Disputes Act, for adjudication of a dispute, under the following schedule:-

“Whether the demand of the Union i.e. Mahanadi Coalfields Contractual Transport Workers Union

(MCCTWU) and Talcher Coalfields Anchalik Thika Mazdoor Sangha)ATMS),Talcher,Dist.Angul, Odisha for

payment of ex-gratia/conventional Bonus to the contract workmen equal to what is paid to the regular workers

i.e. Rs. 68,500/- is just, fair and legal when they have already been paid exgratia as paid during last year by the

respective contractor in different areas engaged with the management of MCL Coal field at Talcher Area as a

customary one?If not, to what relief the said Unions are entitled to?

2. Whether the uniform bonus is possible when the contract workers working under different contractors who

are not entitled for bonus under Payment of Bonus Act, 1952 but who ex-gratia at uniform rate for the financial

year 2019-2020, when the Bonus/exgratia depends upon financial condition of each employer and the

contractors are separate establishment is just fair and legal? If not what relief the said workmen are entitled to?

2.

In the reference order, the Under Secretary to the Government of India, Ministry of Labour, New Delhi

commanded the parties raising the dispute to file statement of claim, complete with relevant documents, ist of reliance

and witnesses with this Tribunal within 15 days of receipt of the reference order and to forward a copy of such

statement of claim to each one of the opposite parties involved in the dispute.

3.

Despite directions so given, no statement of claim is received from the 2nd party-Unions.

4.

On receipt of the above reference, notice was sent to the 2nd Party-Union on 29.06.2022 and on dated

17.04.2023 for appearance and for filing of statement of claim. Neither the postal article sent to the 2nd Party-Unions,

referred to above, was received back nor was it observed by the Tribunal that postal services remained unserved in the

period, referred to above. Therefore, every presumption lies in favour of the fact that the above notices were served

upon the 2nd Party-Union. Despite service of the notice, the 2nd Party-Unions opted to abstain away from the

proceedings. No claim statement was filed on its behalf. Thus, it is clear that the 2nd Party-Union is not interested in

adjudication of the reference on merits.

5.

Since the 2nd Party-Union has neither filed statement of claim nor has led any evidence so as to prove its

cause against the Management, it is presumed that there is no claim of workman against the Management.

6.

In view of such, no claim Order is passed by this Tribunal.

7.

Let this order be sent to the appropriate Government, as required under Section 17 of the Industrial Disputes

Act, 1947, for publication.

DINESH KUMAR SINGH, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1244.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj एम.सी.एल. ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

–

सह

–

] आसनसोल ds

iapkV (सन्िभव संख्या

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y- 22012/93/2019-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

2764

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 19th June, 2024

S.O. 1244.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award ( Reference.I.D.No.68/2019) of the Central Government Industrial

Tribunal-cum-Labour Court, Asansol as shown in the Annexure, in the industrial dispute between the Management

of M.C.L. and their workmen, received by the Central Government on 18/06/2024

[No. L-22012/93/2019 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL-CUM-LABOUR COURT BHUBANESWAR

Present:

Sri Dinesh Kumar Singh,

Presiding Officer, C.G.I.T.-cum-Labour

Court, Bhubaneswar.

INDUSTRIAL DISPUTE CASE NO. 68/2019

Date of Passing Award – 18th August, 2023

Between:

1. The General Manager,

Kaniha Area of MCL,

At./Po. Deulbera, Talcher,

Angul (Orissa) – 759 122.

2. M/s. S.N. Hota,

Security Agency, Kaniha Area of MCL,

At./Po. Deulbera, Talcher,

Angul, Orissa – 759 122.

…

1st Party-Managements.

(And)

The President,

Orissa Security & service Employees’ Union,

Qtr. No. 1, Block-1, Central Colony,

Po. South Balanda, Talcher, Dist. Angul

Orissa, Pin – 759 116

…

2nd Party-Union.

Appearances:

None.

…

For the 1st Party-Managements.

None.

…

For the 2nd Party-Union.

O R D E R

In the present case, a reference was received from the appropriate Government vide letter No. L.-22012/93/2019 –

IR(CM-II) dated 09.12.2019 under clause (d) of sub-section (1) and sub-section (2A) of Section 10 of the Act, for

adjudication of a dispute, under the following schedule:-

“Whether the demand of the Union for the regularization of service of 47 number of contractual workers (as per

list) working under the

contractor M/s. S.N. Hota, Security Agency of Kaniha Area of MCL is legal/justified? If not, what relief the

workmen are entitled to?”

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2765

2.

In the reference order, the appropriate Government commanded the parties raising the dispute to file

statement of claim, complete with relevant documents, list of reliance and witnesses with this Tribunal within 15 days

of receipt of the reference order and to forward a copy of such statement of claim to each one of the opposite parties

involved in the dispute.

3.

Despite directions so given, the 2nd Party-Union opted not to file the claim statement.

4.

On receipt of the above reference, notice was sent to the 2nd Party-Union on 06.02.2020 and on dated

24.04.2023 for appearance and for filing of statement of claim. Neither the postal article sent to the 2nd Party-Union,

referred to above, was received back nor was it observed by the Tribunal that postal services remained unserved in the

period, referred to above. Therefore, every presumption lies in favour of the fact that the above notices were served

upon the 2nd Party-Union. Despite service of the notice, the 2nd Party-Union opted to abstain away from the

proceedings. No claim statement was filed on its behalf. Thus, it is clear that the Union is not interested in

adjudication of the reference on merits.

5.

Since the 2nd Party-Union has neither filed statement of claim nor has led any evidence so as to prove its

cause against the Management hence there is no claim of the 2nd Party-Union against the Management.

6.

In view of such, no claim award is passed by this Tribunal.

7.

Let this award be sent to the appropriate Government, as required under Section 17 of the Industrial Disputes

Act, 1947, for publication.

DINESH KUMAR SINGH, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1245.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj फ़ूड कारपोरेशन ऑफ़ इंडडया डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

-सह -

] कोिकाता

ds iapkV

(

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la-,y- 22012/380/2002-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1245.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 31/2003) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India Ltd. and their workmen received by the Central Government on 18/06/2024

[No. L-22012/380/2002 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present :

Justice K. D. Bhutia, Presiding Officer.

REF. NO. 31 OF 2003

Parties :

Employers in relation to the management of

Food Corporation of India

AND

Their Workman

Appearance :

On behalf of Management :

Mr. Basabjit Banerjee, Advocate

2766

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

On behalf of the Union under Order of Reference

: Absent.

On behalf of Added Party (Union) : Mr. M.S. Dutta, Advocate.

Dated: 12th June, 2023

A W A R D

By Order No L-22012/380/2002 (CM-II) dated 13-10-2003, the Central Government, Ministry of Labour in

excise of the power conferred under sub section 1(d) and (2A) of section 10 of the Industrial Dispute Act, 1947 has

referred the following dispute for adjudication by this Tribunal: –

“The demand of the Indian Confederation of Labour (ICL) for regularisation of 86 erstwhile casual labour of

OJM Depot, Budge Budge into the services of FCI is justified or not? If not, to what relief they are entitled?”

The Management of Food Corporation of India is present through its Ld. Counsel.

Food Corporation of India Workers’ Union is also represented by its Ld. Counsel, but none appears from the

side of the Indian Federation of Labour, the one which has espoused the present dispute.

The Ld. Counsel appearing for the Food Corporation of India Workers Union sated that it has been added as

a party on the prayer of the management. This Union has no connection whatsoever with the dispute under reference.

Food Corporation of India Workers Union was not the one which has espoused the present dispute. The Union has

nothing to say in respect of the issue under reference and submits the Tribunal can pass appropriate order.

The record shows, today has been fixed for appearance of the Union which has espoused the dispute, in

default, no dispute award will be passed.

The record further shows, since 04-05-2020 no one is appearing on behalf of the Union which has espoused

the dispute. Record also shows the case was earlier fixed for adducing evidence from the side of the Union/Workmen,

which it has failed to do so or comply.

The issue under reference itself shows it relates to regularisation of 86 erstwhile casual labour in FCI OJM

Depot, Budge Budge. So, it is seen the dispute is raised in respect of casual workmen who are no more in the service

of FCI and for their regularisation.

So, question may arise whether persons who are no more in service can seek regularisation? The answer will

be negative. Had those casual labours been in the service then question of regularisation would have been applicable

provided they could prove that they are rendering their services to the establishment of FCI against sanctioned posts

or substantive posts and possess the qualification for the post. It is settled law regularisation cannot be a source of

recruitment also.

Hence, this Tribunal is of view the claim made by the Union in respect of 86 erstwhile casual labours of

OJM Depot, Budge Budge for their regularisation to be speculative and not sustainable. The case of the Union

appears to be speculative.

Therefore, the reference is dismissed being not sustainable or maintainable. Accordingly, award to that effect

is passed. Reference No. 31 of 2003 is disposed of.

K. D. BHUTIA, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1246.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

सरकार जे पी एडिएशन सडििसेज प्राइिेट डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

-सह-

] कोिकाता

ds iapkV (

/

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y- 11012/01/2020-vkbZ-vkj- (सी.एम-I)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1246.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 15/2020) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of J.P.

Aviation Service Pvt. Ltd. and their workmen received by the Central Government on 18/06/2024

[No. L-11012/01/2020 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2767

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO.15 OF 2020

Parties: Employers in relation to the management of

J.P. Aviation Services Pvt. Ltd., (Contractor) Interglobe Aviation Limited, Indigo, Gurgaon (Principal

Employer)

AND

Their Workmen

Appearance :

On behalf of Management

: None

On behalf of the Workmen

: None

Dated 6th March, 2023

A W A R D

The Management and the Union are found absent when the matter is called.

As per record, notice of the present reference case have been duly served upon both the Principal Employer

and Contractor Employer as per A.D Card and Track Report.

Notice of appearance sent to the General Secretary of Union through Regd. Post on 18.09.2020 has not

returned, undelivered till date. Thus, a presumption can be drawn, the same has been duly served. However, notice

sent by Speed Post on 19.01.2023 could not be served due to insufficient address as per track report.

As per record notice was sent to Sri Amrit Pandit, General Secretary, Bagdogra Airport Contractors workers

Union, village Bhujia Pani Jote, PO & PS: Bagdogra, Darjeeling-734014 as given in the reference order.

Hence, nothing is there on record to show alternative or any other address of the Union, which has espoused

the dispute before the Labour Commissioner and who referred the matter to the Govt. for reference.

Since, it is the Union who has raised the dispute then a duty is cast upon it to be diligent to see and take

information about the fate of the issue or dispute raised by it before the Labour Commissioner and step taken by the

concerned Govt. on the failure report submitted by conciliation officer.

That apart non-return of the Regd. Envelope addressed to the General Secretary of Union containing notice

of reference sent in 2020 till date, it can be assumed the Regd. Envelope was duly served upon the addressee.

Therefore, none appearance of the representative of the Union to pursue the matter and its failure to file W/S

or claim statement. It can be safely assumed, the Union is no more interested to pursue the dispute raised by it and

which as per referenced Order No. L-11012/1/2020-I.R (CM-I) dated 09.07.2020.

“Whether the action of the contractor (M/s J.P Aviation Services Limited) and Principal Employer (M/s

Interglobe Aviation Limited) by not enhancing the Dearness Allowance w.e.f. 01.10.2018 of Contract Workmen

deployed for the work of loading / unloading work at Bagdogra Airport without giving notice of change u/s 9A of I.D

Act, is legal and/or justified? If not, what relief the workers are entitled to?

In the above, the present reference case No. 15 of 2020 is dismissed.

Award is passed accordingly.

Send copy of Award to the Ministry for doing the needful.

Justice K. D. BHUTIA, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1247.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj फ़ूड कारपोरेशन ऑफ़ इंडडया डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa

fufnZ’V vkS|ksfxd fookn esa

-

सह

-

] कोिकाता

ds iapkV

(

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y-22011/09/2015-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

2768

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

New Delhi, the 19th June, 2024

S.O. 1247.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 49/2015) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India Ltd. and their workmen received by the Central Government on 18/06/2024.

[No. L-22011/09/2015 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO. 49 OF 2015

Parties: Employers in relation to the management of

Food Corporation of India

AND

It’s Workman

Appearance:

On behalf of Food Corporation of India: Absent

On behalf of the Workman: Mr. Uddipan Banerjee Advocate

Dated: 17th day of July, 2023

A W A R D

The concerned workman is present along with his Lawyer.

The Management of Food Corporation of India is found absent.

More so, today has been fixed for exparte evidence from the side of the workman as management of FCI has

failed to put appearance and file its written statement.

Thus, the present reference is taken up for exparte hearing.

The workman files his evidence in chief on affidavit. He is further examined on oath as W.W. no.1 and

discharged.

Documents namely, copy of conciliation failure report dated 13-05-2015, copy of letter dated 05-01-1993

written by the Assistant Manager, Food Corporation of India to the District Manager along with an annexure, copies

of three receipts of payment made to the concerned workman by authority of FCI, copy of letter of the workman

addressed to the Regional Manager, Food Corporation of India seeking job as a group D in the corporation and a

copy of letter of Assistant Labour Commissioner (Central) dated 04-03-2015 have been produced by the concerned

workman have been marked as Exhibit-W/1, Exhibit-W/2, Exhibit-W/3, Exhibit-W/3A, Exhibit-W/3B, Exhibit-

W/3C, Exhibit-W/4 and Exhibit-W/5 respectively.

Heard the Ld. Counsel for the workman.

By order No.L-22011/09/2015(IR) (CM-II) dated 03-08-2015, Govt. of India, Ministry of Labour in exercise

of power conferred under section 10(1)(d) and (2A) of the Industrial Dispute Act,1947 has referred the following

dispute to this Tribunal for adjudication :-

“Whether the action of the Food Corporation of India is justified for denying the retrenchment compensation

and terminating the service of Shri Karali Prasad Karmakar is legal and/or justified? If not, what relief the workman is

entitled to?’

The case of the concerned workman is that Food Corporation of India in the early 1992, had set up an office

at Howrah Railway Siding. The Food Corporation of India to carry out its day to day work of unloading and loading

of food materials from and to Railway wagons and trucks had deployed 53 office staff to working in the office and

two casual daily rated workers.

The concerned workman was one of those two casual daily rated workmen. His job was to supply drinking

water to office staff and labours engaged for unloading and loading purpose. He continuously worked from 1992 till

he was terminated from the service on13-08-2001. That he was not paid salary for the month of August 2001.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2769

At the time of termination he was not paid any benefit under section 25F of the Industrial Dispute Act. That

he was paid only Rs.15/- per day from 12-04-1992 to 12-08-2001 in violation of the minimum wages as fixed by the

concerned Govt. Therefore, he prays for passing appropriate order so that he may get justice and due relief.

On perusal of the documents that have been produced and exhibited by the concerned workman this day,

especially annexure to Exhibit-2 shows that Sri Karali Prasad Karmakar was engaged for 88 days only for the period

from April, 1992 to December, 1992 as a water carrier engaged by virtue of local office of Food Corporation of India

office letter dated 20.04.92.

Further, Exhibit-3 series show he was engaged only for 8 days for supplying drinking water to the staff and labours of

Food Corporation of India attached to Howrah Railway Siding in the month of June, 1992 and as such he was paid

Rs.120/- in total at the rate of Rs.15/- per day. Similarly, Exhibit-3/A shows, that he worked for 6 days in the month

of November, 1992 and for 10 days in the month of April, 1993 and in the year 1998 he was paid Rs.750/- from petty

cash advance. Exhibit-3 series shows that the concerned workman used to supply drinking water at Food Corporation

of India office at Howrah Railway Siding only for few days in a month. From Exhibit-3 series an inference can be

drawn that whenever there used to be unloading of food grains from Railway wagons at that time only the service of

the concerned workman was availed by FCI officials i.e. for supply of drinking water to the staff who used to remain

in the Railway Siding and the labours who were engaged by the Food Corporation of India to do the unloading and

loading works.

That Exhibit-4 shows that the concerned workman had requested Sr. Regional Manager, Food Corporation of

India to provide him a job in the Group-D category in the corporation as he was supplying drinking water to its staff

at Howrah Railway siding since April 1992.

A question may arise a person who occasionally supply drinking water to a govt. offices and payment is

made to him from contingency fund the day drinking water is supplied, whether such person can be treated as a

permanent employee of the Govt. office and if the office stops taking drinking water supply work from him, then he

say that he was retrenched?

The answer is simply “NO” as Government establishment cannot engage any permanent staff without adhering to the

recruitment rules and regulations applicable to it and there has to be sanctioned post lying vacant. Food Corporation

of India being an establishment of Govt. of India it is governed by recruitment rules and regulations either framed by

the Govt. of India or by itself. It has to notify the vacancy after proper advertisement and need to hold test or

interview.

Further, nothing has come on record to show that the concerned workman had rendered services as a casual

workman in the establishment of FCI for more than 240 days in a year. In fact the exhibited documents discussed

above prima facie show his job was to supply drinking water to the staff and labour of the Food Corporation of India

at Howrah Railway siding, whenever there used to be unloading of food grains from railway wagons. Further he has

failed to prove existence of any permanent post of Food Corporation of India at Howrah Railway Siding against the

job rendered by him.

That apart, he has failed to prove that in the year 1992 till 2001 there was a permanent vacancy of a Group-D

staff in the establishment of Food Corporation of India and he possessed all the requisite qualification that is required

for post of Group-D staff. Merely a person casually or seasonally rendered his services to an establishment as a daily

rated worker cannot claim regularisation or absorption as he was well aware of the nature of his engagement. The

Exhibit-4 itself prove the concerned workman was aspirants to get a job in Food Corporation of India as a Group-D

staff, admitting the fact that he was merely engaged to supply drinking water supplier at Howrah railway siding to

FCI labour and staff engaged in unloading and loading of food grains.

For the sake of argument even if he assumes that he was retrenched by the management of Food Corporation

of India from his job on 13-08-2001 as alleged by him in paragraph 3 of his claim statement, then as per the provision

of 2A of the Industrial Dispute Act, 1947 he needs to espouse the dispute within three years from the date of his so

called retrenchment.

Exhibit-1 prima facie shows that the concerned workman had raised an Industrial Dispute before the

Assistant Labour Commissioner- Central, Calcutta, under section 2A of the Industrial Dispute Act alleging his illegal

termination by Food Corporation of India on 30-10-2012 i.e. almost eleven years after his alleged termination and

which is barred by limitation in view of provision of section 2A(3) of the Industrial Dispute Act. So, it is not known

how the Assistant Labour Commissioner (Cental), could refer the dispute to the Govt. for making reference to this

Tribunal. It appears that the Assistant Labour Commissioner has acted as a Post Office and did not apply his mind

while referring the matter and has over looked the provision of section 2A of the Industrial Dispute Act.

Considering the nature of the case and facts and circumstance of the documents which have come on record

the claim and case of the concerned alleged workman appears to be speculative and misconceived. The concerned

2770

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

workman not being an employee of the Food Corporation of India in any category question of his termination and

extending him retrenchment compensation by the management of Food Corporation of India does not arise.

The case of the concerned workman appears to be based on surmise and conjecture and he is not entitled to

get any relief.

The Reference Case no.49 of 2015 being misconceived is dismissed. Accordingly, an award of

dismissal is passed.

K. D. BHUTIA, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1248.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdk

कोि् इंडडया डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सह -

] कोिकाता ds iapkV (

/

)

dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y- 22012/66/2021-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1248.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 05/2022) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of Coal

India Ltd. and their workmen received by the Central Government on 18/06/2024

[No. L-22012/66/2021 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO.05 OF 2022

Parties: Employers in relation to the management of Coal India Ltd.

AND

Their Workmen

Appearance :

On behalf of Management, Coal India Limited : Mr. Saptarshi Mukherjee, Ld. Advocate

On behalf of the Workmen/Union

: Absent

Dated 11th September, 2023

A W A R D

The Management of Coal India Ltd. is present through its Ld. Counsel, but the Union which has espoused

the dispute has not been appearing despite due service of notice upon it.

Therefore a presumption can be drawn that it is no more interested to pursue with the dispute raised by it or it

has no dispute with Management on the disputed issue, which is “Whether non-inclusion of National Front of Indian

Trade Unions (NFITU) & Rashtriya Colliery Mazdoor Congress (RCMS) union while constituting the Joint Bipartite

Committee on Coal Industry(JBCCI) vide letter dated 10.06.2021 (copy enclosed) by M/s. Coal India Ltd. is legal and

justified? If not, what relief the concerned unions are entitled to?”.

Such dispute has been referred to this Tribunal by the Central Govt., Ministry of Labour vide its order No.

L-22012/66/2021-IR(CM-II) dated 03.01.2022.

Therefore, in view of above No Dispute Award is passed and Reference Case No. 05 of 2022 is disposed of.

Justice K.D. BHUTIA, Presiding Officer

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2771

नई दिल्ली, 19 िून, 2024

का.आ. 1249.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa]

dsUnzh; ljdkj फ़ूड कारपोरेशन ऑफ़ इंडडया डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds

chp] vuqca/k esa fufnZ’V vkS|ksfxd fookn esa

-- सह -

कोिकाता ds iapkV (

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y- 22011/01/2023-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1249.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 02/2023) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of Food

Corporation of India Ltd. and their workmen received by the Central Government on 18/06/2024.

[No. L-22011/01/2023 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO.02 OF 2023

Parties: Employers in relation to the management of

M/s. Goutam Das Security Agency and Food Corporation of India

AND

Their Workmen

Appearance :

On behalf of Management, M/s. Goutam Das Security : Absent

Agency and Food Corporation of India

On behalf of the Workmen / Union

: Absent

Dated 4th September, 2023

A W A R D

Parties are found absent when the matter is called. Record shows notice have been duly served upon the

Union, which has espoused the dispute and the Principal Employer Food Corporation of India as per track reports.

While notice sent to Contract Employer has returned with postal endorsement “ in sufficient address”. There is no

other alternative address of the contractor Employer serve and except there one given in the order of reference. So,

Tribunal has no other alternative option to serve notice upon Contractor Employer.

Further, none appearance of the Union which has espoused the present dispute and the Principal Employer

despite due service of notice upon them , a presumption / inference can be drawn that Union is no more interested to

proceed with the dispute perhaps it has settled the same with both the employer.

However, the Central Govt., Ministry of Labour by order No. L-22011/01/2023 –IR (CM-II) dated

09.01.2023 has referred the following issue for adjudication.

“Whether the demand raised by the Food Corporation of India Shramik Union vide letter dated 03.01.2022

(copy enclosed) against the Service Provider M/s. Goutam Das Security Agency, Kolkata and the management of

Food Corporation of India is proper, legal & justified? If yes, what relief the concerned union is entitled to and what

directions, if any, are necessary in this respect?”.

In view of the above No Dispute Award is passed accordingly, Reference case No. 02/2023 is disposed of.

Justice K. D. BHUTIA, Presiding Officer

2772

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

नई दिल्ली, 19 िून, 2024

का.आ. 1250.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj डिस स्पाइस जेट (I) डिडिटेड ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa

- सह -

] कोिकाता

ds iapkV (

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y-11012/40/2014-vkbZ-vkj- (सी.एम-I)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1250.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 68/2014) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of M/s

Spice Jet (I) Ltd. and their workmen received by the Central Government on 18/06/2024.

[No. L-11012/40/2014 – IR (CM-I)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO. 68 OF 2014

Parties: Employers in relation to the management of

J. P. Construction.

AND

Their Workman

Appearance:

On behalf of M/s. Spice jet (I) Ltd.: Absent

On behalf of J.P Construction: Absent

On behalf of the Workman: Mr.Govinda Das Mitra, Advocate

Dated: 27th day July, 2023

A W A R D

By Order No L-11012/40/2014 (IR)(B CM-I) dated 15-10-2014, the Central Government, Ministry of

Labour in excise of the power conferred under sub section 1(d) and (2A) of section 10 of the Industrial Dispute Act,

1947 has referred the following dispute for adjudication by this Tribunal: –

“Whether the action of the management of J .P. Construction, Contractor of Spicejet (I) Ltd. by terminating

the service of Sri Subhankar Mahesh is legal and justified? If not, to what relief the workman is entitled to?”

The facts giving rise to this case are that, the concerned workman Sri Subhankar Mahesh was engaged by

M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. a contractor/service provider of M/s. Spicejet (I) Ltd. to drive

passenger buses of M/s. Spicejet (I) Ltd. within the tarmac of Dum Dum Airport in the month of September, 2005.

The workmen working under M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. became agitated when they

found unfair labour practice being adopted by M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. and they being

exploited by paying wages far below the rate to which they were entitled under Minimum Wages Act, bonus being

not paid as per the Bonus Act and deprivation of over time allowance as per payment of Wages Act.

Therefore, the concerned workman along with other workmen who were/are members of NSCB International

Airport Casual and Contract Workers Union, filed a representation before Mr. Sougata Roy, M.P., of Dum Dum

Parliamentary Constituency through e-mail on 10-12-2009. In response to their representation Mr. Sougata Roy, M.P.

requested the Managing Director of M/s. Spicejet (I) Ltd. to look into the matter and to take appropriate steps. On

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2773

receiving such direction from the M.P., M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. became extremely annoyed

and vindictive to its employees and teach them a lesson it terminated the service of the workman on 01-01-2010.

That the concerned workman raised an industrial dispute through the Union for his reinstatement by sending

a letter dated 12-10-2012 but his employer did not pay any heed to such representation. Then the Union raised a

dispute before the Labour Commissioner where the employer did not attend.

That on failure of conciliation the Govt. has referred his cause to this Tribunal under section 10(1) (d) of I.D.

Act for adjudication.

The record shows that M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd., the employer of the concerned

workman failed to put appearance and pursue with the present case, whereas M/s. Spice (I) Ltd. had put its

appearance but has failed to file its written statement. However, M/s. Spicejet (I) Ltd. had cross examined the

workman. Thereafter, M/s. Spicejet (I) Ltd. also failed to pursue the matter. Therefore, the present case has been

proceeded exparte against the contractor employer M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd..

The workman in order to prove his case has examined himself as W.W. No.1. That he has produced driving

permit issued to him by Airport Authority of India and wage slips issued by /s. J.P. Construction alias J.P. Aviation

Pvt. Ltd., copy of petition filed before Mr. Sougata Roy, M.P., copy of letter of Mr. Sougata Roy, M.P. to Managing

Director, M/s. Spicejet (I)N Ltd., letter of Union to A.L. C. Dated 12-10-2012 and which have been marked as

Exhibit-W/1, W/ 2(collectively), W/3, W/4 and W/5.

It is the case of the concerned workman, he was appointed as a Driver of M/s. J.P. Construction alias J.P.

Aviation Pvt. Ltd. in the year 2005 to drive passenger vehicles of M/s. Spicejet (I) Ltd. within the tarmac of Dum

Dum Airport. Such fact stands proved and corroborated by Exhibit-W/1. It further shows that such driving permit was

valid up to 31-08-2006. From where it can be safely inferred that the workman was indeed engaged by the contractor

employer in the year 2005.

Further, Pay slips issued by M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. in the name of the workman,

for working for M/s. Spicejet (I) Ltd., Kolkata and marked as Exhibit-W/2 (collectively) show that the workman was

paid salary by M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. and which relate to the years 2005, 2007, 2008,

2009 and 2010 and the last pay slip was dated 01-02-2010 for working eight days in the month of January, 2010. The

other pay slips show, every month the workman used to work for 26 days. That he was paid basic salary, HRA,

Conveyance Allowance, Washing Allowance, Efficiency bonus and replace duty. Wage slip shows that he was paid

wages from the year 2005 till January, 2010.

The Exhibit-W/1 and Exhibit-W/2 collectively leave no room for doubt that the applicant/workman was

indeed an employee of M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. That he rendered his service as a Driver of

passenger buses of M/s. Spicejet (I) Ltd. which ply within the tarmac of Dum Dum Airport.

Further, those pay slips prove that he had continuously worked for more than 240 days in a calendar month.

Therefore, in view of section 25-B of the I.D. Act, he is presumed to have rendered continuous service to M/s. J.P.

Construction alias J.P. Aviation Pvt. Ltd. since 2005 till January, 2010.

Exhibit-W/3 and W/4 further prove indeed that the employees of M/s. J.P. Construction alias J.P. Aviation

Pvt. Ltd., a service provider/ contractor of M/s. Spicejet (I) Ltd. who were posted to work at Dum Dum Airport had

filed a complaint petition before Mr. Sougata Roy, M.P. of Dum Dum Parliamentary Constituency, for deprivation of

holidays, C.L., P.L., sick leave, wages not being paid on merit and designation or seniority, non-payment of

allowance etc. Sri Sougata Roy, M.P. appears to have given direction to the Managing Director, M/s. Spicejet (I) Ltd.

to look into the representation made by its contractor’ employees in the month of December 2009. The termination of

the workman was taken place on 1st January 2010.

Therefore, an assumption can be drawn that the employer M/s.

J.P. Construction alias J.P. Aviation Pvt. Ltd. in order to teach a lesson to its employees deployed to work at Dum

Dum Airport for M/s. Spicejet (I) Ltd. for raising complaint against it before the M.P. has dismissed the concerned

workman.

Exhibit-W/5 shows that the workman was retrenched from his service on 01-01-2010 by M/s. J.P.

Construction alias J.P. Aviation Pvt. Ltd., a contractor of M/s. Spicejet (I) Ltd. and as such the union has raised an

industrial dispute before the A.L.C.(central) Kolkata, demanding his reinstatement.

The Ld. Counsel for the workman in support of the case of the workman has referred to the following

citations:-

1.Mohan Lal vs Management of Bharat Electronic Ltd., 1981 AIR 1253,

2. H.D.Singh vs Reserve Bank of India & Oers., 1986 AIR 132,

3.State Bank of India –vs- Sri N. Sundaramoni, 1976 AIR 1111 and

4. Krishna Kumar Dubey –vs- U.P. State Food and Essential Commodities, FLR, 1989 (58).

2774

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Gone through the decisions cited by the Ld. Counsel for the workman and where it has been held that

termination of service of a workman who has put in 240 working days within a period of one calendar year amounts

to retrenchment for noncompliance of the provisions of section 25-F of the Act and such termination of service is void

ab initio.

The evidence of the workman prima facie shows that he was terminated from his service by his employer

M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. without complying the provisions of section 25-F of the I.D. Act,

after putting more than 5 years continuous service or that he was served with notice of termination or given an

opportunity of being heard before termination. Therefore, such termination of the workman tantamount to

retrenchment as defined in section 2(00) of I.D. Act when there is no strict compliance of the requirement of section

25-F.

In view of the above discussions the action of the management of M/s. J.P. Construction alias J.P. Aviation

Pvt. Ltd. terminating the service of Sri Subhankar Mahesh, is held to be illegal.

However, the workman neither in his claim statement nor in his evidence on affidavit has alleged that after

termination of the service by his employer w.e.f.01.01.2010 he is still unemployed and not gainfully employed

elsewhere. In the absence of such plea and evidence, this Tribunal is not inclined to pass any order of reinstatement

with back wages in favour of the concerned workman, but his termination being in contrary to the provisions of

section 25-F of the I.D. Act, the employer M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. is hereby directed to pay

wages for the notice period and a compensation of Rs. two lakh for illegal termination as no order of reinstatement

with back wages is passed in favour of the concerned workman have been passed.

M/s. J.P. Construction alias J.P. Aviation Pvt. Ltd. is hereby directed to pay the above due to the workman within two

months from the date hereof, in default, the workman shall be entitled to realise the same as per the law.

Accordingly, Reference No.68 of 2014 is disposed of and award is passed in favour of the workman.

K. D. BHUTIA, Presiding Officer

नई दिल्ली, 19 िून, 2024

का.आ. 1251.—vkS|ksfxd fookn vf/kfu;e] 1947 (1947 dk 14) dh /kkjk 17 ds vuqlj.k esa] dsUnzh;

ljdkj दिकुिी कोयला पररसर ds izca/kra= ds lac) fu;kstdks vkSj muds deZdkjksa ds chp] vuqca/k esa fufnZ’V vkS|ksfxd

fookn esa

-

सह

-

कोिकाता

ds iapkV (

/

) dks izdkf”kr djrh gS] tks dsUnzh; ljdkj dks

dks izkIr gqvk FkkA

[la- ,y- 22012/326/1999-vkbZ-vkj- (सी.एम-II)]

मजणकंिन.एन, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1251.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref. No. 09/2000) of the Central Government Industrial Tribunal-

cum-Labour Court, KolKata as shown in the Annexure, in the industrial dispute between the Management of

Dankuni Coal Complex and their workmen received by the Central Government on 18/06/2024.

[No. L-22012/326/1999 – IR (CM-II)]

MANIKANDAN. N, Dy. Director

ANNEXURE

CENTRAL GOVERNMENT INDUSTRIAL TRIBUNAL AT KOLKATA

Present: Justice K. D. Bhutia, Presiding Officer.

REF. NO.09 OF 2000

Parties: Employers in relation to the management of

The Chief General Manager, Dankuni Coal Complex

AND

Their Workmen

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2775

Appearance :

On behalf of Management

: Utpal Mitra

On behalf of the Workmen

: Saibal Mukherjee21

Dated 16th January, 2023

A W A R D

The Government of India, Ministry of Labour, in exercise of the powers conferred by section 10(1(d) & 2A

of the Industrial Dispute Act, 1947 has referred the following dispute for adjudication by this tribunal vide its office

order number L – 22 012/326/99/IR(CM–II) dated 27.1.2000.

"Whether the action of the management of Dankuni Coal Complex(SECL) in not considering the seniority

to Shri Tapas Bhattacharjee, Clerk – Special grade with effect from 1992 at par with Shri Subrata Bhaduri, Clerk

Special Grade is justified? If not, to what relief is the workmen entitled?”

The facts giving rise to the present reference in gist is that the concerned workman Shri Tapas Bhattacharjee,

joined the establishment of the Management, Eastern Coal Fields at Sripur Area in year 1977. Later, he was

promoted as a clerk grade III in the year 1978 and Grade II in the year 1979. He was promoted as a clerk grade I in

the year 1986.

In view of notice circulated by Coal India Ltd, for filling the post of different categories of manpower at

Dankuni Coal Complex, the concerned workmen applied for

transfer. He was asked to appear for an interview for such transfer. On being selected he was transferred to Dankuni

Coal Complex , vide order dated 28.11.89 as a clerk Grade I, but his seniority was placed in the bottom of the

gradation list. He joined Dankuni Coal Complex as a clerk grade I on 21.12.89.

One Subrata Bhaduri was working as a Clerk at Dankuni Coal Complex since 16.06.1986 and he was

promoted to the post of clerk grade I on 12.12. 1987 and to the post of clerical special grade on 01.04.1990. Later, he

joined post of accountant cadre on 20.02.1996.

He/union alleges that management ignoring or overlooking the facts that he was promoted as a clerk grade I

in the year 1986, and whereas Subrata Bhaduri in the year 1987, promoted the latter as a clerk special grade in the

year 1993 by superseding him.

He/union has further alleged, there were other employees named Shri A. Roy Chaudhary, Smt. Shamli

mandal, Shri Deepak Das and Shri Arun Banerjee, who were transferred from different collieries of Eastern

Coalfields to Dankuni Coal Complex in the year 1987. That they were promoted to the post of Clerk grade I in the

year 1989, after considering their seniority of service while they were in different collieries of Eastern coalfield

Limited, while in his case such fact was not considered.

It has also been alleged publications of provisional inter se seniority list by the management in respect of

non-executive employees of Dankuni coal complex on 03.12.1997 was full of anomalies and discriminating. The

union raised such issue before the management, but management did not pay any heed and as such union had to move

Office of the labour commissioner. Unfortunately, labour commissioner too could not resolve the problem and as such

referred the matter to the government for making reference before an industrial tribunal. Hence this reference case.

The management in its written statement has contended that concerned workman was initially appointed as

commercial apprentice at Shripur area of Eastern Coalfield on 1st June,1977. Subsequently, he was promoted as a

clerk grade III in the year 1978 and clerk grade II in the year 1986. His service was subject to transfer to the collieries

and offices under the administrative control of Eastern Coalfields Ltd and not to any subsidiaries company which

includes Dankuni Coal complex.

The concerned workman had sought the transfer from Shripur area to Dankuni Coal Complex voluntarily and

on his own seeking and he was not transferred in the normal course of transfer by the company. The concerned

workman and other employees who were transferred from their original place of posting to Dankuni Coal Complex,

vide letter dated 20th November 1989 on the conditions “that they will not get transfer travelling allowance as the

transfer is at their request. Their seniority in the existing grade in the Dankuni Coal Complex will be reckoned from

the date they joined in Dankuni Coal Complex.”

The concerned workmen accepting such terms and condition as provided in his transfer order dated 20

November 1989, joined the transferred post at Dankuni coal complex without raising any objection to such terms and

condition at the time of joining. He joined Dankuni Coal Complex forgoing his seniority and on specific condition

that his seniority in existing grade in Dankuni Coal Complex would be reckoned from the date he joined in Dankuni

Coal Complex. Now, he cannot raise any objection or claim his seniority from the day he joined Shripur area of

Eastern Coalfield Limited in the year 1977 or he cannot claim seniority above the then exiting employees in Dankuni

2776

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

Coal Complex. The seniority is maintained unit wise department wise and not the inter-company wise. He cannot

claim seniority above Shri. Bhaduri, who joined Dankuni Coal Complex as a clerk grade II on transfer from Bhadra

Colliery, under Western Coalfields on 16.06.1986 and he was promoted as a clerk Grade I on 12.12 1987 at Dankuni

Coal Complex much before he joined Dankuni Coal Complex in year 1989.

Shri Bhadra having completed five years service in the post of clerk grade I in Dankuni Coal Complex, he

was eligible for consideration for the post of Special Grade in the year 1992. The concerned workman joined Dankuni

Coal Complex, on 21 December 1989 and he was entitled for consideration for promotion in the year 1996 for the

post of clerk special grade. On the recommendation of the Departmental Promotion Committee, the concerned

workman was promoted to the post of clerk special grade in the year 1996. There was no anomaly with regard to the

senior list of the concerned workman in the provisional interest seniority list published in the year 1991. With all

these management has prayed for dismissal of the reference being not maintainable and without any basis.

The union has examined the concerned workmen Shri Tapas Bhattacharjee and one Debashish Gupta. The

management has examined Shri S.B. Das Mahapatra.

The union has produced and exhibited as many as 25 documents and about which I shall be discussing in the

later part of this award. On the other hand the management has produced and exhibited seven documents.

From the exhibited documents and from the evidence of the witnesses, it is seen the concerned workman

Tapas Bhattacharjee was recruited by Eastern Coalfields Ltd in the year 1977 as a commercial apprentice and on

completion of probation he joined as a clerk grade III in the year 1978 and in due course he was promoted as a clerk

grade I in the year 1986.

On the other hand Subrata Bhaduri had joined the Western Coalfields Ltd as a Badli Mazdoor in the

year1977. His service was regularised as a clerk grade III in the year 1978. He was promoted as a clerk grade II in

1979. He was transferred from Bhadra Colliery, under Western Coalfields to Dankuni Coal complex in June 1986 as a

clerk grade II. He was promoted as a clerk great I in Dankuni coal complex in the year 1987, much before the joining

of the present concerned workman at Dankuni Coal Complex, on 21 December 1989.

It has been contended that without following the Promotion Rules Ext.25, Mr Bhaduri was given promotion

as a clerk grade-I, without completing three years of his service at Dankuni coal complex. That as per Ext. W-25,

cadre scheme for ministerial staff for promotion to the post of clerk grade-I, the incumbent need to have three years

experience as a clerk grade-II, but in case of Mr Bhaduri such rules was also overlooked by the management.

Since such incident took place much before the incumbent joined Dankuni Coal Complex, on 21 December

1989, this Tribunal holds the union or the incumbent workman cannot raise such issue after lapse of more than 14

years after the promotion. More so, I do not find any materials in the record to show such improper or irregular

promotion of Mr. Bhadra was under challenge before any court of law or before any Industrial Tribunal. Therefore,

the union is barred from raising such issue which it had acquiescence.

In order to determine the issue under reference it is necessary to discuss the brief history of Coal India Ltd

and its Subsidiary Companies. Coal India Ltd is a public sector undertaking under the ownership of the Ministry of

Coal, Government of India. It has eight subsidiaries namely Bharat Cooking Coal Ltd, Central Coalfields Ltd, Eastern

Coalfields Ltd, Western Coalfields Ltd, South Eastern Coalfields Limited, Northern Coalfields Limited, Mahanadi

Coalfields Ltd and Central Mine Planning and Design Institute.

Nothing has come on record to show that Coal India Ltd. constituted as Apex body recruits employees in

clerical grade for its subsidiaries companies and it maintains their Gradation list on all India basis. In fact Ext.W-1

show the incumbent was recruited by Eastern Coalfields Ltd.(ECL) and his appointment letter was issued by office of

the General Manager, Area Number II, Sripur, P.O. Kalipahari, Burdwan as a Commercial Apprentice on 01.06.1977.

Ext.W-2 shows on completion of his probation period his service was regularised as a clerk grade -III on 20.06.78, by

his appointing authority ECL.

Ext. W-2 further, shows the service of the incumbent was subject to transfer at the discretion of the

management to any other Mines or to any Department under the administration of the Eastern coalfields Limited. That

his service would be taken on the ROLL OF THE EASTERN COALFIELDS LTD. from the date of his joining

duties in the

COLLIERIES/DEPARTMENT OF EASTERN COALFIELDS LTD.

Therefore, from Exhibit W-1 and Exhibit W-2, it is seen the concerned workman was appointed by Eastern

Coalfields Limited and not by Coal India Ltd. the parent company. His area of duty was confined within the mines

and departments of Eastern coalfield Limited and not beyond it.

It is a matter of common knowledge that Dankuni Coal Complex in West Bengal owned by Coal India Ltd is

currently run by its subsidiary South Eastern Coalfields and not by Eastern coalfields Ltd.

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2777

Then a question may arise a person who is not a regular staff of Dankuni Coal Complex or that of South

Eastern Coalfield and who joins Dankuni Coal Complex, run by South Eastern Coalfield on voluntary transfer from

Eastern coalfields Ltd., can demand seniority above the existing employees of Dankuni Coal Complex in the same

cadre or grade?

The answer is “NO” as an employee of Eastern Coalfields Ltd. one of Subsidiary Companies of Coal India

Ltd. cannot supersede in the gradation list of the existing employees of same cadre/grade of Dankuni Coal Complex,

run by South Eastern Coalfields Ltd., another Subsidiary Company of Coal India Ltd., and who was not the

appointing authority or the employer of the concerned workman prior to his transfer.

From the exhibited documents filed by both sides it is seen the concerned workman was transferred from

Eastern Coalfields Ltd. to Dankuni Coal Complex on his voluntarily seeking transfer and for his own convenience.

Ext. W-5 transfer order dated 20.11.1989, shows that not only the present workman was transferred from Eastern

Coalfields Ltd. to Dankuni Coal Complex but other seven workmen were also transferred in their existing grade on

the condition they were not entitled to any transfer travelling allowance as the transfer was on at their request and

their existing grade in Dankuni Coal Complex would be reckoned from the date they joined Dankuni Coal Complex

and which clearly shows that on their joining Dankuni Coal Complex they will be placed in the bottom of the

gradation list of the cadre/grade to which they belong. In other words since they had joined Dankuni Coal Complex

forgoing their seniority of their parent department who had recruited them and where their service carrier was started

or born. One should keep in mind that losing of seniority in new establishment does not mean there will be break in

service or there will be no continuity in service. The service period will be counted from the day such transferred

employees had joined his/her parent department from where he/she had sought transfer to another concern who was

not his/her appointing employer for the purpose of calculation of service/pension benefits.

Since the concerned workman had accepted the terms and condition of his transfer from Eastern Coalfields

Ltd. to Dankuni Coal Complex, as stipulated in Ext.W-5 and now he is barred from challenging the terms and

condition of his transfer dated 20 November 1989 by filing the present reference in the year 2000 that is almost 11

years of joining the new establishment Dankuni Coal Complex.

Subrata Bhaduri having joined Dankuni Coal Complex, though on transfers from Western Coalfields Ltd. on

16.06.1986 as clerk grade-II was promoted as clerk grade-I by Dankuni Coal Complex on 12.12 1987, two years

before the joining of the concerned workman at Dankuni Coal Complex on 12,12.1989 as Clerk Grade-I. More so, in

view of his transfer order his seniority in existing Grade-I Clerk in Dankuni Coal Complex would be reckoned from

the date of his joining Dankuni Coal Complex i.e.from 12.12.1989. The fact whether he joined the service before

Subrata Bhaduri or he was promoted to Clerk Grade-I, before Subrata Bhaduri, in his parent department Eastern

Coalfields Ltd. becomes immaterial. He having joined as Clerk Grade-I on 12.12.89 much after Subrata Bhaduri, who

was already working as Grade-I Clerk on and from 12.12.1987 for Dankuni Coal Complex, cannot supersede an

existing employee of Dankuni Coal Complex in the seniority. Therefore, from sheer imagination also we cannot say

the present workman was senior to Subrata Bhaduri, the day he joined Dankuni Coal Complex.

Further, Exhibit W–12 dated 26th February, 1987 shows that Shri A Roy Chowdhury, Mrs Shamli Mandal,

Shri Arun Kumar Banerjee and Shri Deepak Kumar Das all Grade-II Clerks of different Collieries of Eastern

Coalfield Limited were transferred to Dankuni Coal Complex on the conditions that they were not entitled to transfer

TA except the actual journey period. That their seniority in the grade would be fixed from the date of their joining in

Dankuni coal complex. So, it further proves those employees of subsidiaries of Coal India Ltd. who seek voluntary

transfer from one subsidiary to another subsidiary has to forgo the seniority maintained in his/her parent departments.

Exhibit W-13 shows the above four were promoted as Grade I Clerk on 02/06.05.1989, in Dankuni Coal

Complex, within two years of them joining Dankuni coal complex. And much before the present workman joined

Dankuni coal complex. Further, from Ext.W-13 it can be inferred that promotion to next higher grade was given even

to those employees transferred from another subsidiary company, on occurrence of vacancy and provided they were

having three years experience as Clerk Grade-II.

Therefore, in view of the discussion made above this tribunal does not find any merit in the present

reference. The concerned workman named Shri Tapas Bhattacharjee is not entitled to get the relief as sought for.

Accordingly, the present reference is dismissed on contest and award is passed to that effect.

Reference case number 9 of 2000 is dismissed on contest, but without any cost.

Send copy of this award to the Ministry for doing needful.

Supply copy of this award to the parties as per law.

Justice K.D. BHUTIA, Presiding Officer

2778

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

नई दिल्ली, 19 िून, 2024

का.आ. 1252.—vkS|ksfxd fookn vf/kfu;e 1947 (a1947 dk 14 ) dh /kkjk 17 ds vuqlj.k esa dsUnzh; ljdkj

अलवर भरतृुर आंचजलक ग्रामीण बैंक ds izca/kr=] lac) fu;kstdks vkSj muds deZdkjks ds chp vuqca/k esa fufnZ’V

vkS|ksfxd fookn esa dsUnzh; vkS|ksfxd vf/kdj.k@Je U;k;ky;

ds iapkV (16/1993) izdkf”kr djrh

[la. ,y - 12011/56/89- vkbZ vkj (ch-I)]

सलोनी, उृ जनिेिक

New Delhi, the 19th June, 2024

S.O. 1252.—In pursuance of Section 17 of the Industrial Disputes Act, 1947 (14 of 1947), the Central

Government hereby publishes the Award (Ref.16/1993) of the Cent.Indus.Tribunal-cum-Labour Court Jaipur as

shown in the Annexure, in the industrial dispute between the management of Alwar Bharatpur Anchalik Gramin

Bank and their workmen.

[No. L-12011/56/89 – IR (B-I)]

SALONI, Dy. Director

ANNEXURE

Presiding Officer

:

Hariom Sharma Attri, RJS (DJ Cadre)

Central IT Case No.

:

16/1993

CIS No.

:

07/2014

Hkkjr ljdkj] Je ea=ky;] ubZ fnYyh dk vkns'k dzekad

,y&12011@56@89& vkbZ-vkj-¼ch&1½ fnukad 10-11-1993

fo'ku yky oSjok ¼e`rd nkSjkus dk;Zokgh½ iq= Jh Hkwjkyky cSjok]

1@1 Jhefr 'kkafr nsoh iRuh Lo0 fo'ku yky cSjok

1@2 egs’k dqekj iq= Lo0 fo'ku yky cSjok

1@3 ujs’k dqekj iq= Lo0 fo’ku yky cSjok

1@4 Jhefr iwtk djksy iq=h Lo0 fo'ku yky cSjok

losZ fuoklh& foKku'kkyk] okMZ uacj 23] lokbZek/kksiqjA

&&& izkFkhZ

v/;{k] cMksnk jktLFkku {ks=h; xzkeh.k cSad] vtesj

¼izca/kd] vyoj Hkjriqj vkapfyd xzkeh.k cSad] Hkjriqj½

&&& vizkFkhZ

izkFkhZ dh vksj ls % Jh vkj0lh0 tSu

vizkFkhZ dh vksj ls % Jh vt; xqIrk

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2779

Hkkjr ljdkj ds Je ea=ky; dh mijksDr vkKk dzekad ls fuEu vuqlwph dk fookn vf/kfu.kZ; gsrq bl vf/kdj.k

dks izkIr gqvk gS &

"Whether the claim of shri B.L. Bairwa, former branch manager, Angai Branch, Alwar bharatpur

anchalik gramin bank, bharatpur that he is a workman is in order? If so, whether tha action of the

management of Alwar bharatpur anchalik gramin bank in removing him from service vide letter dated

20.05.1987 is justified? What relief, if any, shri V.L. Bairwa is entitled to?"

izkFkhZ Jfed dh vksj ls LVsVesaV vkWQ Dyse is'k dj vfHkdFku fd;k gS fd vizkFkhZ cSad }kjk vkns'k fnukad 09-

06-1984 }kjk izkFkhZ dh vkWfQlj ds in ij 1000&1860 dh osru J`a[kyk esa fu;qfDr dh xbZ FkhA izkFkhZ ds fo:) fofHkUu

vkjksi yxkrs gq;s ,d vkjksi i= fnukad 29-7-86 tkjh fd;k x;k FkkA izkFkhZ dks vkns'k fnukad 5-5-1986 }kjk fuyfEcr

fd;k tkdj vizkFkhZ cSad dh jkf'k dk nq:i;ksx djrs gq;s xcu fd;s tkus ds vkjksi yxk;s x;sA vizkFkhZ cSad }kjk izkFkhZ ds

fo:) QkStnkjh dk;Zokgh fd;s tkus dh /kedh nsus ij mlls 49]000@&:0 jkf'k o 24@&:0 C;kt ds i`Fkd ls tek

djk;s tkus ds ckotwn yxk;s x;s vkjksiksa ds laca/k esa dksbZ ?kjsyw tkap dk;Zokgh fd;s fcuk izkFkhZ dks lquokbZ dk volj

fn;s fcuk lh/ks gh vkns'k fnukad 20-5-1987 }kjk lsoki`Fkd dj fn;k] tks vuqfpr ,oa voS/k gSA izkFkhZ }kjk mDr lsoki`Fkd

vkns'k ds fo:) cksMZ vkWQ Mk;jsDVj ds le{k vyoj Hkjriqj vkapfyd xzkeh.k cSad LVkQ lfoZlst jsxqys'kUl 1982 ds

jsxqys'ku uacj 31 ds vUrxZr ,d vihy is'k dh xbZ] ftls vkns'k fnukad 19-10-1988 }kjk [kkfjt dj fn;k x;kA ftlls

O;fFkr gksdj izkFkhZ }kjk vflLVsaV yscj dfe'uj ¼dsUnz½ t;iqj ds le{k f'kdk;r izLrqr dh xbZ ijUrq mHk; i{kksa ds e/;

dksbZ le>kSrk ugha gqvkA izkFkhZ }kjk mlds lsoki`Fkd vkns'k dks ekuuh; mPp U;k;ky; esa tfj;s fiVhlu la[;k

2507@1990 pqukSrh nh xbZ Fkh] ftlesa ekuuh; mPp U;k;ky; }kjk vkns'k fnukad 4-8-1993 }kjk izkFkhZ dks vkS|ksfxd

fookn vf/kfu;e 1947 dh /kkjk 2¼,l½ ds vUrxZr Jfed dh ifjHkk"kk esa ekurs gq;s mDr fookn fu.kZ; fnukad ls 2 ekg ds

Hkhrj Je U;k;ky;@vkS|ksfxd U;k;kf/kdj.k dks izsf"kr djus gsrq dsUnz ljdkj dks funZsf'kr fd;k x;kA ftldh ikyuk esa

mDr fookn vf/kfu.kZ; gsrq bl U;k;k;kf/kdj.k dks izsf"kr fd;k x;k gSA var esa izkFkhZ ds lsoki`Fkd vkns'k fnukad 20-5-1987

,oa vihyh; vf/kdkjh ds vkns'k fnukad 19-10-1988 dks vikLr dj iqu% lsok esa fy;s tkdj lHkh ykHk fnyk;s tkus dh

izkFkZuk dh xbZ gSA

foi{kh cSad dh vksj ls LVsVesaV vkWQ Dyse dk tokc is'k dj vfHkdFku fd;k gS fd izkFkhZ lqijokbZtjh izd`fr dk

dk;Z djus ds dkj.k vf/kfu;e dh /kkjk 2¼,l½ ds vUrxZr Jfed dh ifjHkk"kk esa ugha vkrk gS D;ksafd izkFkhZ dh fu;qfDr

vkns'k fnukad 9-6-84 }kjk vkWfQlj ds in ij 'kk[kk izca/kd] 'kk[kk vaxbZ] ftyk /kkSyiqj esa gqbZ FkhA izkFkhZ dks cSad ds

funs'kd eaMy }kjk _.k Lohd`r djus ,oa forj.k djus dh ikWoj vkWQ ,VkWuhZ nh xbZ FkhA izkFkhZ Lora= :i ls cSad dh

vksj ls lqijokbZtjh dk;Z laiknu gsrq vf/kd`r fd;k x;k FkkA mls v/khuLFk deZpkfj;ksa dh vodk'k Lohd`r djus]

eSMhdy HkRrk] ;k=k HkRrk Lohd`r djus] deZpkfj;ksa ds xksiuh; izfrosnu Hkjus ds vf/kdkj FksA izkFkhZ Jfed ds fo:)

nqjkpj.k ds vkjksi ik;s tkus ij vkns'k fnukad 5-5-86 }kjk fuyfEcr fd;k tkdj foLr`r vkjksi i= dzekad 29-7-86 tkjh

fd;k x;kA izkFkhZ ds fo:) QkStnkjh dk;Zokgh djus dh /kedh fn;s tkus ds dFku ls badkj djrs gq;s dFku fd;k gS fd

izkFkhZ }kjk Lo;a tfj;s i= fnukad 28-6-86 cSad dh jkf'k dk xcu fd;s tkus dh xyrh dks Lohdkj djrs gq;s QthZ _.k

forj.k dh jkf'k 49000@&:0 e; C;kt ds vizkFkhZ cSad esa tek djkbZ xbZ gSA izkFkhZ dks cpko ,oa lquokbZ dk volj nsrs

gq;s lsoki`Fkd ds n.M ls nf.Mr fd;k x;k gSA izkFkhZ }kjk izLrqr vihy ij lqus tkus ds i'pkr~ izkd`frd U;k; ds

fl)karksa ds vuqlkj vkns'k fnukad 19-10-1988 }kjk vihy [kkfjt dh xbZ gSA izkFkhZ }kjk izLrqr LVsVesaV vkWQ Dyse [kkfjt

fd;s tkus ;ksX; gSA

U;k;kf/kdj.k ds vkns'k fnukad 16-08-1996 }kjk ?kjsyw tkap dh 'kq)rk ij mHk; i{kksa dks lquk tkdj dh xbZ

tkap dk;Zokgh dks v'kq) ,oa vuqfpr ?kksf"kr fd;k x;kA U;k;kf/kdj.k ds vkns'k fnukad 19-11-1998 }kjk izkFkhZ dks

lsokeqfDr fnukad dks fey jgs osru dk 50 izfr'kr varfjr jkgr ds :i esa Hkqxrku djus ds vkns'k fn;s x;sA vizkFkhZ cSad

}kjk izkFkhZ dks varfje jkgr dk Hkqxrku ugha fd;s tkus ij vokMZ fnukad 5-7-2000 }kjk izkFkhZ dk lsoki`Fkd vkns'k vikLr

dj iqu% fu;kstu esa fy;s tkus ds vkns'k fn;s x;sA

2780

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

mDr vokMZ fnukad 5-7-2000 ds fo:) ekuuh; mPp U;k;ky; ds le{k ,d fjV ;kfpdk la[;k 3871@2000

is'k dh xbZA ekuuh; mPp U;k;ky; esa fjV ds yfEcr jgus ds nkSjku vf/kfu;e dh /kkjk 17¼ch½ ds vUrxZr vizkFkhZ cSad

dks vkgfjr osru Hkqxrku djus dk funsZ'k fn;k x;kA bl vkns'k dks ekuuh; jktLFkku mPp U;k;ky; dh [k.M ihB esa

pqukSrh nh xbZ] ftls vkns'k fnukad 02-08-2007 }kjk fujLr dj fn;k x;kA vizkFkhZ cSad }kjk ekuuh; loksZPp U;k;ky; esa

,l,yih nk;j dhA ekuuh; loksZPp U;k;ky; }kjk vkns'k fnukad 13-4-2009 }kjk vihy Lohdkj dj ekuuh; jktLFkku

mPp U;k;ky; dh ,dy ihB dks /kkjk 17¼ch½ ds izkFkZuk i= ij iqu% fu.kZ; ikfjr djus ds vkns'k fn;s x;sA

ekuuh; mPp U;k;ky; dh ,dy ihB }kjk vizkFkhZ cSad dh fjV ;kfpdk Lohdkj dj vkns'k fnukad 17-02-2014

}kjk vokMZ fnukad 5-7-2000 vikLr dj izdj.k dks xq.kkoxq.k ij fuLrkj.k gsrq U;k;kf/kdj.k dks fjek.M fd;k x;k gSA

U;k;kf/kdj.k }kjk izdj.k iqu% oktok uacj ij ntZ djrs gq;s i=koyh lk{; gsrq fu;r dh xbZA foi{kh cSad dh

vksj ls fnukad 11-05-2015 dks Jh ';ke lqanj xqIrk dk 'kiFk i= is’k gqvkA izkFkhZ izfrfuf/k }kjk xokg ls ftjg ugha fd;s

tkus ij vkns'k fnukad 01-06-2016 }kjk izkFkhZ izfrfuf/k dk xokg ls ftjg djus dk gd can dj fn;k x;kA fnukad 12-

07-2016 dks vizkFkhZ cSad dh vksj ls dksbZ vkSj xokg is'k djuk ugha pkgus ij lk{; foi{kh can dh tkdj i=koyh lk{;

izkFkhZ esa fu;r dh xbZA izkFkhZ izfrfuf/k dks lk{; is'k djus gsrq i;kZIr volj fn;s tkus ds ckn Hkh lk{; is'k ugha djus

ij vkns'k fnukad 30-10-2017 }kjk lk{; izkFkhZ can dh tkdj i=koyh cgl vafre gsrq fu;r dh xbZA

izdj.k ds fopkj.k ds nkSjku izkFkhZ fo'ku yky cSjok dk fnukad 04-06-2020 dks fu/ku gks tkus ds dkj.k mlds

fof/kd okjhlku Jhefr 'kkafr nsoh] egs'k dqekj] ujs'k dqekj ,oa Jhefr iwtk djksy }kjk i{kdkj cuk;s tkus gsrq izkFkZuk i=

izLrqr fd;s tkus ij vkns'k fnukad 19-4-2022 }kjk i{kdkj cuk;k x;kA

mHk; i{kksa dh cgl vafre lquh xbZA i=koyh dk /;kuiwoZd voyksdu o v/;;u fd;k x;kA

izkFkhZ ds fo}ku izfrfuf/k us nkSjkus cgl dFku fd;k gS fd izkFkhZ vf/kfu;e dh /kkjk 2¼,l½ ds vUrxZr Jfed dh

ifjHkk"kk esa vkrk gSA izkFkhZ ds dsoy fu;qfDr vkns'k o ifji= is'k gqvk gSA izkFkhZ izfrfuf/k us rdZ fn;k gS fd D;k in ls

gh Jfed ekuk tkrk gS\ tcfd izkFkhZ Jfed dks vizkFkhZ cSad ds ,EiykWbZ jsxqys'ku ds rgr pktZ'khV tkjh dh xbZ gS] u

fd vkWfQlj jsxqys'ku ds rgrA U;k;kf/kdj.k }kjk vkns'k fnukad 16-11-1998 dks varfje jkgr Hkqxrku djus ds vkns'k gq;s

gSa] ftls ekuuh; mPp U;k;ky; }kjk vikLr ugha fd;k x;k gS] vr% vizkFkhZ cSad }kjk izLrqr lk{; iBuh; ugha gSA izkFkhZ

Jfed ds fu/kuksijkar Hkh vizkFkhZ cSad dh vksj ls mlds fof/kd okjhlku dks vkt fnukad rd ,d Hkh iSlk Hkqxrku ugha

fd;k x;k gSA U;k;kf/kdj.k }kjk foHkkxh; tkap dks vkns'k fnukad 16-8-96 }kjk v'kq) ?kksf"kr fd;k x;k gS vkSj vizkFkhZ

cSad dh vksj ls ftl xokg ';ke lqanj xqIrk dk 'kiFk i= is'k fd;k x;k gS] og izdj.k eas f'kdk;rdrkZ ugha gSA vizkFkhZ

cSad dh vksj ls ekeys ds rF;ksa ds laca/k esa eq[; xokg is'k ugha fd;k x;k gSA iznf'kZr nLrkost izn'kZ ,e&36 yxk;r

,e&268 ftuls lacaf/kr gS] og lk{; U;k;kf/kdj.k ds le{k is'k ugha dh xbZ gSA vizkFkhZ cSad dh vksj ls izLrqr xokg dh

lk{; ls Jfed ds fo:) yxk;s x;s vkjksi lkfcr ugha ekus tk ldrsA izkFkhZ ds fo:) vkjksi fl) djus dk Hkkj Lo;a

fu;kstd ij gSA izkFkhZ }kjk lsokeqfDr vkns'k ds fo:) vihy izLrqr dh xbZ Fkh ysfdu ml ij dksbZ fopkj fd;s fcuk cSad

v/;{k us gh vLohdkj dj nhA izkFkhZ dks izkd`frd U;k; ds fl)karksa ds foijhr tkdj ,oa vf/kfu;e ds izko/kkuksa ds

foijhr lsoki`Fkd fd;k x;k gS] tks vuqfpr ,oa voS/k gSA vr% izkFkhZ dk lsoki`Fkd vkns'k vikLr dj lHkh ykHk fnyk;s

tkosaA izkFkhZ izfrfuf/k }kjk vius rdksZa ds leFkZu esa fuEu U;kf;d n`"Vkar is'k fd;s x;s gSa &

1- 2002 ¼93½ ,Q,yvkj 850 vejukFk pkS/kjh cuke czsFkokbZV ,.M daiuh fy0 o vU;A

2- 2015 ¼1½ ,llhlh ¼,y,.M,l½251 NSy flag cuke ,ethch xzkeh.k cSad

3- 2018¼2½ ,llhlh ¼,y,.M,l½625 ;wdks cSad cuke jktsUnz 'kadj 'kqDykA

4- 2007 kk ,y ,y ts 835 ¼,llh½ Qftydk dksijsfVo 'kqxj feYl cuke ftrsUnz dqekj xqIrk o vU;A

5- 2001 ¼1½ ,y,y,u 209 esjh esaMsl cuke ykbZVu gksVy o vU;A

6- 2004¼103½ ,Q ,y vkj 39 fganqLrku isVªksfy;e dkW0fy0 cuke ;’koar jsMdkj o vU;A

7- 2008¼3½ MoY;w ,y lh 157 nsoh flag cuke LVsV vkWQ jktLFkku o vU;A

8- 2010¼2½ MoY;w ,y ,u 23 ;wfu;u vkWQ bf.M;k o vU; cuke jktsUnz izlkn 'kekZ o vU;A

9- 2009 ¼1½ ,y ,y ,u 806 :i flag usxh cuke ih,uch cSadA

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2781

10- 1971 ¼23½ ,Q ,y vkj 273 cjsyh bysfDVªflVh lIykbZ dkW0fy0 cuke Jfed o vU;A

11- 1981 MoY;w ,y ,u ¼;wlh½45 ve`ryky cuke LVsV vkWQ jkt0

12- 2016 ¼151½ ,Q,yvkj 701 jkWjdsyk LVhy IykaV cuke b.MfLVª;y fVªC;quy

13- 2002 ¼93½ ,Q,yvkj 826 'kjn dqekj cuke ,ulhVh xoZuesaV nsgyhA

vizkFkhZ cSad ds izfrfuf/k }kjk nkSjkus cgl dFku fd;k gS fd izkFkhZ Jfed dh ifjHkk"kk esa ugha vkrk gSA vizkFkhZ

cSsad dh vksj ls xokg ';ke lqanj xqIrk dk 'kiFk i= is’k fd;k gS] ftlus viuh lk{; ls Jfed ds fo:) yxk;s x;s

vkjksiksa dks izekf.kr fd;k gSA izkFkhZ izfrfuf/k }kjk vizkFkhZ xokg ls dksbZ izfrijh{kk ugha dh xbZ gS] ftlls vizkFkhZ cSad dh

lk{; v[k.Muh; jgh gSA izkFkhZ dh vksj ls vius cpko esa dksbZ lk{; is'k ugha dh xbZ gSA izkFkhZ dk dk;Z lqijokbZtjh

izd`fr dk jgk gS rFkk og 'kk[kk izca/kd ds in ij dk;Zjr Fkk rFkk izkFkhZ dks deZpkfj;ksa ds vodk'k Lohd`r djus] Vh,

fcy] _.k forj.k] ,lhvkj xksiuh; izfrosnu Hkjus ds vf/kdkj Fks vr% og Jfed dh ifjHkk"kk esa ugha vkrk gSA izkFkhZ ds

fo:) vfu;fer _.k forj.k ds ekeys ik;s tkus ij 19 vkjksi yxkrs gq;s vkjksi i= tkjh fd;s x;s gSaA izkFkhZ }kjk Lo;a

viuh xyrh Lohdkj djrs gq;s xcu dh xbZ jkf’k 49]000@&:0 e; C;kt tek djk;s x;s gSaA vizkFkhZ cSad dks izkFkhZ ds

vfu;fer _.k forj.k ds ekeys dh tkudkjh gksus ij vizkFkhZ cSad }kjk Jh ';ke lqanj xqIrk ,oa Jh fouksn dqekj]

lhfu;j eSustj dks tkap gsrq Hkstk x;k Fkk] ftuds }kjk tkap dj tkap fjiksVZ cSad dks Hksth xbZ FkhA izkFkhZ }kjk vkjksiksa dks

Lohdkj djrs gq;s jkf'k tek djkbZ xbZ gSA vuq'kklfud vf/kdkjh }kjk izkFkhZ ds tokc dks dalhMj djrs gq;s vizkFkhZ cSad

ds ,EiykWbZ lfoZl jsxqys'ku 1982 ds lsD'ku 30&, ds rgr lsoki`Fkd ds n.M ls nf.Mr fd;k x;k gS] tks mfpr ,oa oS/k

gSA vizkFkhZ cSad ds xokg }kjk nLrkostksa dks izekf.kr djkrs gq;s izkFkhZ ds fo:) yxk;s x;s vkjksiksa dks lkfcr fd;k x;k

gSA vr% izkFkhZ }kjk izLrqr LVsVesaV vkWQ Dyse [kkfjt fd;k tkosA vizkFkhZ izfrfuf/k }kjk vius rdksZa ds leFkZu esa fuEu

U;kf;d n`"Vkar is'k fd;s x;s gSa %&

1- 1983¼3½ ,l,yvkj 233 ds-th- tkuh cuke LVsV cSad vkWQ lkSjk"Vªk] xqtjkr

2- Lh0,0 uacj 7412@1993 fu.kZ; fu.kZd 14-12-1993 lqizhe dksVZ vkWQ bf.M;k] cSad vkWQ bafM;k cuke viwokZ

dqekj 'kkg

3- ¼1996½ 9 ,l lh lh 69 fMflIysjh vkWFkksfjVh de jhtuy eSustj o vU; cuke fudqatk fcgkjh iVuk;d

4- ts0Vh01997¼3½ ,l-lh- rkjkpan C;kl cuke ps;jesu ,.M fMflIysujh vkWFkksfjVh

5- 2005¼7½ ,l lh 85] vthr dqekj ukx cuke vkbZvkslh

6- ¼2005½7 ,l lh lh 338 oh0 je.k cuke ,ih,lvkjVhlh o vU;A

7- ¼2005½10 ,l lh lh 84] nkeksg iUuk lkxj ::y jhtuy cSad o vU; cuke eqUuk yky tSu

8- 2007¼3½ ,y ,y ,u 857 flanhdsV cSad cuke lat; diwjA

9- ¼2008½3 ,l lh lh 729 osLV cksdjks dksysjh cuke jke izos'k flagA

10- ¼2009½9 ,l lh lh 462] cSad vkWQ cMksnk cuke vuhr uanzktksx

11- ¼2009½10 ,l lh lh 32] chdks ykWjh fyfeVsM o vU; cuke LVsV vkWQ osLV caxky o vU;A

12- ¼2010½11 ,l lh lh 233] iatkc ,.M fla/k cSad cuke n;k flag

13- ¼2011½4 ,l lh lh 584 LVsV cSad vkWQ chdkusj ,.M t;iqj cuke useh pan uyok;kA

14- ¼2011½11 ,l lh lh 355 LVsV cSad vkWQ bf.M;k cuke gseUr dqekjA

15- ,lch flfoy fjV fiVhlu la[;k 1887@96 rkjkpan C;kl cuke cMksnk jktLFkku {ks=h; xzkeh.k cSad o

vU;A

16- 2009¼1½ Mh,uts 248 f’keyk 'kekZ cuke izoh.k

2782

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

17- 1989¼2½ vkjlhts 397 eksguyky cuke lTtuey o vU;A

eSaus mHk; i{kksa }kjk fn;s x;s rdksZa ij euu fd;k ,oa i=koyh dk /;kuiwoZd voyksdu o v/;;u fd;k x;kA

mHk; i{kksa dh vksj ls izLrqr U;kf;d n`"Vkarksa esa izfrikfnr fl)karksa dk llEekuiwoZd voyksdu o ifj'khyu fd;k x;kA

jkT; ljdkj }kjk izsf"kr vf/klwpuk esa ;g fookn fcUnq cuk;k x;k gS fd D;k izkFkhZ Jfed dh ifjHkk"kk esa vkrk

gS\ vr% U;k;kf/kdj.k dks loZizFke mDr fookn fcUnq r; fd;k tkuk gSA vkS|ksfxd fookn vf/kfu;e 1947 dh /kkjk 2,l

dks fuEu izdkj ls ifjHkkf"kr fd;k x;k gS &

[(s) workman means any person (including an apprentice) employed in any industry to do any manual, unskilled,

skilled, technical, operational, clerical or supervisory work for hire or reward, whether the terms of employment be

express or implied, and for the purposes of any proceeding under this Act in relation to an industrial dispute, includes

any such person who has been dismissed, discharged or retrenched in connection with, or as a consequence of, that

dispute, or whose dismissal, discharge or retrenchment has led to that dispute, but does not include any such person--

(i) who is subject to the Air Force Act, 1950 (45 of 1950), or the Army Act, 1950 (46 of 1950), or the Navy Act, 1957

(62 of 1957); or

(ii) who is employed in the police service or as an officer or other employee of a prison; or

(iii) who is employed mainly in a managerial or administrative capacity; or

v) who, being employed in a supervisory capacity, draws wages exceeding 59[ten thousand rupees] per mensem or

exercises, either by the nature of the duties attached to the office or by reason of the powers vested in him, functions

mainly of a managerial nature.]

;g fd mDr ifjHkk"kk ds ifjis{; esa loZizFke ;g ns[kuk vko';d gS fd Dyse ;kfpdk esa fn;s x;s rF;ksa ds

vuqlkj Jfed }kjk dsUnz ljdkj dks lacaf/kr izdj.k dks vkS|ksfxd vf/kdj.k dks Hkstus gsrq fuosnu fd;k x;k Fkk] ftl

ij dsUnz ljdkj dh vksj ls vfrfjDr Je vk;qDr ¼dsUnzh;½ t;iqj }kjk i{kdkjku~ ds e/; fookn esa izkFkhZ dks Jfed u

ekurs gq;s fookn izsf"kr djus ls badkj dj fn;kA rRi'pkr~ i=koyh ij miyC/k rF;ksa dks izkFkhZ }kjk ekuuh; mPp

U;k;ky; esa ,l-ch- flfoy fjV ;kfpdk la[;k 2507@1990 nk;j dh xbZA ftl ij lquokbZ mijkar ekuuh; mPp

U;k;ky; }kjk ;kfpdk dks fuLrkfjr djrs gq;s dsUnz ljdkj ds lacaf/kr foHkkx dks ;g funsZ'k tkjh fd;s fd izkFkhZ Jfed

dh Js.kh esa vkrk gS rFkk mldk fookn vkS|ksfxd vf/kdj.k dks Hksts tkus ;ksX; gSA Jfed dh ;kfpdk dh en la[;k 10

esa ;kph Jfed }kjk mijksDr rF;ksa dk foLr`r vadu djrs gq;s mDr vk/kkjksa ij [kqn dks Jfed dh Js.kh esa ekurs gq;s

izdj.k esa ekaxs x;s vuqrks"k dks fnyok;s tkus dk fuosnu fd;k gSA

blds foijhr mDr en la[;k dk tokc nsrs gq;s vizkFkhZ }kjk fjV ;kfpdk 955@90 dks nk;j fd;k tkuk

Lohdkj fd;k gS ysfdu bl rF; ls badkj fd;k x;k gS fd ekuuh; mPp U;k;ky; }kjk izkFkhZ Jfed dks mDr ;kfpdk ds

vkns'k esa Jfed eku fy;k x;k FkkA

;g vf/kdj.k bl izdze ij izkFkhZ ds fo}ku izfrfuf/k }kjk fn;s x;s rdksZa ij cy ikrh gS fd bl U;k;ky; }kjk

ikfjr iwoZorhZ vokMZ fnukad 5-7-2000 dks vizkFkhZ }kjk ekuuh; mPp U;k;ky; ds lEeq[k pqukSrh nh xbZ FkhA ekuuh; mPp

U;k;ky; }kjk ikfjr fu.kZ; fnukad 17-02-2014 ds voyksdu ls ;g lqLi"V gS fd mDr volj ij vizkFkhZx.k }kjk ,slk

dksbZ vk{ksi ekuuh; mPp U;k;ky; ds lEeq[k nk;j flfoy fjV ;kfpdk la[;k 3871@2000 esa ugha fy;k x;k gS fd izkFkhZ

ds Jfed dh ifjHkk"kk esa u vkus ds n`f"Vxr vkS|ksfxd vf/kdj.k ds lEeq[k ;g fookn iks'k.kh; ugha FkkA ekuuh; mPp

U;k;ky; ds lEeq[k nk;j ;kfpdk esa vizkFkhZ }kjk lk{; can fd;s tkus ds vk/kkj ij ,drjQk vokMZ ikfjr fd;s tkus dks

pqukSrh nh xbZA vr% ,slh dksbZ mtz/kkjh bl volj ij ns[kh tkuh visf{kr ugha gSA blds vfrfjDr ;g Hkh mYys[kuh; gS

fd vizkFkhZ cSad }kjk Hkh izkFkhZ ds fo:) tks dk;Zokgh dh xbZ gS og ,EiykWbZ jsxqys'ku ds rgr dh xbZ gSA mijksDr foospu

ds QyLo:i izkFkhZ vkS|ksfxd fookn vf/kfu;e 1947 dh /kkjk 2,l ds rgr Jfed dh ifjHkk"kk esa vkrk gSA

;g Hkh mYys[kuh; gS fd vizkFkhZ }kjk izLrqr fofu.kZ;ksa esa muds }kjk ,slk dksbZ U;kf;d n`"Vkar bl fcUnq ij is'k

ugha fd;k x;k gS fd izkFkhZ Jfed dh ifjHkk"kk esa ugha vkrk gksA vr% mDr fcUnq ij bl vf/kdj.k ds fouez er esa vU;

foospu 'ks"k ugha gS rFkk izkFkhZ dks Jfed ekurs gq;s i=koyh esa 'ks"k fopkj.k fd;k tk jgk gSA

izdj.k esa nkSjkus cgl izkFkhZ izfrfuf/k }kjk eq[; :i ls ;g vkifRr yh xbZ gS fd ekuuh; mPp U;k;ky; }kjk

U;k;kf/kdj.k ds varfje jkgr ds laca/k esa tkjh vkns'k fnukad 19-11-98 dks vikLr ugha fd;k x;k gSA varfje jkgr dk

vkns'k vkt Hkh vfLrRo esa gS vkSj vizkFkhZ cSad }kjk izkFkhZ dks varfje jkgr dk Hkqxrku ugha fd;k x;k gS] vr% vizkFkhZ cSad

dh lk{; iBuh; ugha gSA bl laca/k esa vizkFkhZ cSad }kjk nkSjku cgl dFku fd;k gS fd ekuuh; mPp U;k;ky; }kjk

[भाग II— ण् ड3(ii)]

भारत का रािृत्र : िून 22, 2024/आषाढ़ 1, 1946

2783

vokMZ fnukad 5-7-2000 vikLr fd;k tkdj izdj.k dks iqu% xq.kkoxq.k ij fuLrkfjr fd;s tkus ds vkns'k fn;s x;s gSaA eSaus

ekuuh; mPp U;k;ky; }kjk ikfjr vkns'k fnukad 17-02-2014 dk voyksdu fd;kA ekuuh; mPp U;k;ky; }kjk vius

vkns'k fnukad 17-02-2014 }kjk vokMZ fnukad 5-7-2000 dks vikLr fd;k tk tkdj izdj.k dks U;k;kf/kdj.k dks okfil

fjekaM djrs gq;s lk{; ysus ds mijkar fiVh'kuj vizkFkhZ cSad dks lquokbZ dk volj nsrs gq;s izdj.k dk fuLrkj.k fd;s tkus

ds vkns'k fn;s x;s gSaA esjs fouez er esa tc ekuuh; mPp U;k;ky; }kjk gh vius vkns'k fnukad 17-02-2014 esa lk{; fy;s

tkus ds mijkar vizkFkhZ cSad dks lquokbZ dk volj nsrs gq;s izdj.k dk fuLrkj.k fd;s tkus ds vkns'k fn;s x;s gSa rc ,slh

fLFkfr esa ;g ugha ekuk tk ldrk fd vizkFkhZ cSad }kjk izkFkhZ dks varfje jkgr dk Hkqxrku ugha fd;s tkus ls mldh lk{;

iBuh; ugha jgh gks] tcfd izkFkhZ izfrfuf/k }kjk ekuuh; mPp U;kky; ds vkns'k fnukad 17-02-2014 dks vU;= l{ke

U;k;ky; esa pqukSrh Hkh ugha nh xbZ gSA

fo}ku izfrfuf/k izkFkhZ }kjk vius rdksZa esa thou fuokZg HkRrk dks varfje jkgr ds :i esa fn;s tkus ds vkns'k

fnukad 19-11-98 dks fpfUg~r fd;k gSA vf/kdj.k ds fouez er esa izkFkhZ ds izfrfuf/k }kjk mDr cgl dk fcUnq loZFkk

vO;ogkfjd ,oa ekuuh; mPp U;k;ky; }kjk ikfjr vkns'k fnukad 17-02-2014 esa fn;s x;s foospu ds foijhr gSA

mYys[kuh; gS fd ekuuh; mPp U;k;ky; }kjk ,l-ch- flfoy fjV fiVhlu la[;k 3871@2000 esa ikfjr fu.kZ; fnukad 17-

02-2014 esa ;g lqLi"V djrs gq;s fd bl vf/kdj.k dk vkns'k fnukad 19-11-98 xqtkjk HkRrk dk vkns'k ugha gS ,oa u gh

mlds led{k gSA ekuuh; mPp U;k;ky; }kjk fnukad 19-11-98 dks bl vf/kdj.k }kjk ikfjr vkns'k esa of.kZr 50 izfr’kr

etnwjh dks varfje jkgr ds rkSj ij ekuk gS vkSj bl rdZ ls vlgefr izdV dh gS fd mDr jkf'k xqtkjk HkRrk ds rkSj ij

vknsf'kr jkf'k FkhA ekuuh; mPp U;k;ky; us vius foospu esa ;g Li"V vafdr fd;k gS fd vkS|ksfxd vf/kdj.k }kjk

iwoZorhZ vokMZ ikfjr djrs le; ;g fof/kd =qfV dkfjr dh gS fd vf/kdj.k }kjk xqtkjk HkRrk Hkqxrku u gksus ij mRiUu

fLFkfr;ksa esa ikfjr fofu.kZ;ksa dks vk/kkj cukdj vizkFkhZ dh lk{; lekIr dj vkisf{kr iapkV ikfjr fd;k Fkk tcfd mDr

fofu.kZ; vkS|ksfxd vf/kdj.k }kjk vkS|ksfxd fookn vf/kfu;e dh /kkjk 11 ds rgr dh xbZ dk;Zokgh ij ykxw ugha gksrs gSaA

bl vf/kdj.k ds fouez er esa ;g ,d ckj ekuuh; mPp U;k;ky; }kjk xqtkjk HkRrk Hkqxrku ds vk/kkjksa ls vlgefr

izdV djrs gq;s izdj.k esa vizkFkhZ dks lk{; dk volj nsdj fu.kZ; djus gsrq bl vf/kdj.k dks funsZf'kr fd;k Fkk rc bu

ifjfLFkfr;ksa esa izLrqr rdZ lkjghu ,oa O;FkZ gS rFkk ftu ij foospu vko';d ugha gSA blh vuqdze esa ;g fy[kk tkuk Hkh

lehphu gksxk fd mDr laca/k esa izLrqr fofu.kZ; gLrxr izdj.k ij pLik ugha gksrs gSaA

vizkFkhZ cSad }kjk izkFkhZ ds fo:) vkjksi i= fnukad 29-7-86 tkjh dj vizkFkhZ cSad dh jkf'k dk nq:i;ksx djrs

gq;s xcu fd;s tkus ds vkjksi esa vkns'k fnukad 20-05-1987 }kjk lsoki`Fkd ds n.M ls nf.Mr fd;k x;k gSA mDr

lsoki`Fkd vkns'k dks pqukSrh fn;s tkus ij mDr fookn fcUnq dsUnz ljdkj }kjk U;k;&fu.kZ;kFkZ izsf"ke fd;k x;k gSA vius

fookn ds laca/k esa vizkFkhZ cSad dh vksj ls lk{; esa xokg ';ke lqanj xqIrk dk 'kiFk i= is'k gqvk gS] ftlls izkFkhZ izfrfuf/k

}kjk dksbZ ftjg ugha dh xbZ gS rFkk izkFkhZ Jfed dh vksj ls dksbZ xokg lk{; esa is'k ugha gqvk gSA

izkFkhZ izfrfuf/k }kjk nkSjku cgl ;g vkifRr yh xbZ gS fd vizkFkhZ cSad dh vksj ls ';ke lqanj xqIrk dk 'kiFk i=

is’k gqvk gS] tks eq[; f'kdk;rdrkZ ugha gS vkSj eq[; xokg dks lk{; esa is'k ugha fd;k x;k gSA ,slh lk{; ds vk/kkj ij

izkFkhZ ds fo:) vkjksi izekf.kr ugha ekus tk ldrsA bl laca/k esa vizkFkhZ izfrfuf/k }kjk nkSjkus cgl dFku fd;k gS fd

';ke lqanj xqIrk ,oa fouksn dqekj dks fujh{k.k gsrq funsZ'k fn;s tkus ij ekeys dh iw.kZ tkap dj fjiksVZ izLrqr dh xbZ FkhA

vr% ';ke lqanj xqIrk dks izdj.k ds rF;ksa dh iw.kZ tkudkjh jgh gS rFkk muds }kjk viuh lk{; ls vkjksi dks izekf.kr

fd;k x;k gSA eSaus i=koyh dk voyksdu fd;k vizkFkhZ cSad dh vksj ls izLrqr xokg ';ke lqanj xqIrk us viuh lk{; ds

eq[; ijh{k.k esa dFku fd;k gS fd izkFkhZ dks vf/kdkjh ds in ij vkns'k fnukad 9-6-84 }kjk fu;qDr fd;k x;k Fkk] tks

izn'kZ&1 gSA izkFkhZ dks cSad ds funs'kd eaMy }kjk _.k Lohd`r djus ,oa forj.k djus dh ikWoj vkWQ ,VkWuhZ nh xbZ Fkh]

tks izn'kZ&2 gSA izkFkhZ Lora= :i ls cSad dh vksj ls lqijokbZtjh dk;Z laiknu gsrq vf/kd`r fd;k x;k FkkA mls v/khuLFk

deZpkfj;ksa dh vodk'k Lohd`r djus] eSMhdy HkRrk] ;k=k HkRrk Lohd`r djus] deZpkfj;ksa ds xksiuh; izfrosnu Hkjus ds

vf/kdkj FksA bl laca/k esa tkjh ifji= izn'kZ&3 yxk;r 5 gSA vizsy 1986 esa vizkFkhZ cSad dh vkaxbZ 'kk[kk dk fujh{k.k

djus gsrq Hkstk x;k FkkA mDr vads{k.k ds nkSjku izkFkhZ }kjk dh xbZ vusdksa vfu;ferrkvksa ,oa _.k forj.k esa xcu ds

ekeys izdk'k esa vkus ij izkFkhZ ls ppkZ djus ij mlds }kjk Lo;a fyf[kr esa fnukad 28-4-86 dks fd;s x;s QthZ _.k

forj.k ,oa jkf'k Lo;a ds mi;ksx esa fy;s tkus ds laca/k esa cSad v/;{k dks i= fy[kk x;k Fkk rFkk 19 _.k [kkrksa esa fd;s

x;s QthZ _.k forj.k dh jkf’k 49000@&:0 e; C;kt fnukad 5-5-86 dks vkaxbZ 'kk[kk esa tekdj lek;ksftr fd;s tkus

ckcr~ i= fy[kk Fkk] tks izn'kZ&6 gS] ftl ij , ls ch izkFkhZ fo’ku yky cSjok ds gLrk{kj gSaA izkFkhZ }kjk tek djkbZ xbZ

jkf'k ds okmpj izn'kZ&7 yxk;r 9 gSA izkFkhZ }kjk cSad v/;{k dks i= fy[kus ls iwoZ eq>s i= fnukad 23-4-86 fy[kk x;k

Fkk] tks izn'kZ&10 gSA izkFkhZ }kjk tek djkbZ xbZ jkf'k;ksa ds QthZ [kkrksa dks lek;ksftr fd;s x;s ftuds okmpj izn'kZ& 11

2784

THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946

[PART II—SEC. 3(ii)]

yxk;r 28 gSa] ftu ij , ls ch fo’ku yky oSjok ds gLrk{kj gSaA leLr xcu ,oa cSad jkf'k ds nq:I;ksx ds ekeys izdk'k

esa vkus ij cSad }kjk mls o fouksn dqekj ¼ofj"B izca/kd½ dks foLr`r :i ls fujh{k.k djus gsrq funsZ'k fn;s x;s] ftl ij

muds }kjk tkap fjiksVZ izLrqr dh xbZ] tks izn'kZ&29 gS] ftl ij , ls ch xokg ';kelqanj ds ,oa lh ls Mh fouksn dqekj

ds gLrk{kj gSaA gekjh tkap fjiksVZ ij izkFkhZ dks vkjksi i= fnukad 29-7-86 izn'kZ&30 tkjh fd;k x;k Fkk] ftldk izkFkhZ

}kjk fnukad 16-8-86 dks tokc izn'kZ&31 izLrqr fd;k x;k FkkA rnqijkar cSad fofu;eksa ds vUrxZr vizkFkhZ cSad }kjk vkns'k

fnukad 20-5-1997 izn'kZ&32 }kjk lsok ls c[kkZLr dj fn;k x;kA mDr vkns'k ds fo:) izkFkhZ }kjk vihy is'k dh xbZ tks

izn'kZ&33 gS] ftl ij izkFkhZ dks lquus ds i'pkr~ vkns'k fnukad 19-10-88 }kjk izkFkhZ dh vihy [kkfjt dj nh xbZ] vihy

dk;Zokgh izn'kZ&34 ,oa vkns'k fnukad 19-10-88 izn'kZ&35 gSA vkjksi i= esa of.kZr QthZ _.k forj.k ,oa izkFkhZ }kjk dh xbZ

dk;Zokgh ls lacaf/kr nLrkostkr~ izn'kZ&36 yxk;r 298 gSaA

izkFkhZ izfrfuf/k }kjk mDr xokg ls izfrijh{k.k ugha fd;k x;k gSA vizkFkhZ cSad }kjk tks xokg ';ke lqanj xqIrk

is'k fd;k x;k gS] mlds }kjk vizkFkhZ cSad ds funsZ'k ij izkFkhZ dh vkaxbZ 'kk[kk dk vads{k.k dj foLr`r tkap fjiksVZ

izn'kZ&29 is'k dh xbZ gSA tc xokg Lo;a ds }kjk izkFkhZ dh cSad 'kk[kk dk fujh{k.k fd;k x;k gS vkSj mldh o fouksn

dqekj dh fjiksVZ ds vk/kkj ij izkFkhZ dks vkjksi i= tkjh fd;k x;k gS rks ;g ugha ekuk tk ldrk fd vizkFkhZ cSad }kjk

eq[; xokg dks lk{; esa is'k ugha fd;k x;k gksA ek= fouksn dqekj ds lk{; esa is'k ugha gksus ls ;g ugha ekuk tk ldrk

fd vizkFkhZ cSad ds }kjk eq[; xokg dks lk{; esa is'k ugaha fd;k x;k gS tcfd ';ke lqanj xqIrk ds }kjk Hkh cSad dk

fujh{k.k fd;k x;k gS vkSj mlds }kjk dh xbZ leLr dk;Zokgh dks viuh lk{; ls izekf.kr djok;k x;k gS vkSj fouksn

dqekj ds gLrk{kj Hkh viuh lk{; ls izekf.kr djk;s x;s gSaA izkFkhZ izfrfuf/k }kjk xokg ls izfrijh{k.k ugha fd;k x;k gS]

,slh fLFkfr esa xokg dh lk{; v[k.Muh; jgh gSA izkFkhZ }kjk Lo;a mlds }kjk QthZ _.k forj.k ds nkSjku dh xbZ

vfu;ferrkvksa ds laca/k esa jkf'k 49]000@&:- e; C;kt vizkFkhZ cSad esa tek djkbZ xbZ gS rFkk bl laca/k esa i= Hkh cSad

v/;{k dks fy[kk x; gSA tek jkf'k;ksa ds okmpj i=koyh ij miyC/k gS] ftu ij izkFkhZ ds gLrk{kj gS] ftUgsa xokg us

viuh lk{; ls izekf.kr Hkh fd;k gSA mijksDr foospu ds QyLo:i vizkFkhZ cSad }kjk izLrqr xokg dh lk{; ls Jfed ds

fo:) yxk;s x;s vkjksi izekf.kr gksrs gSaA

eSaus mHk; i{kksa }kjk izLrqr U;kf;d n`"Vkarksa dk llEekuiwoZd voyksdu o ifj'khyu fd;kA izkFkhZ izfrfuf/k }kjk

izLrqr U;kf;d n`"Vkarksa esa izfrikfnr fl)kar gLrxr izdj.k ds rF;ksa ,oa ifjfLFkfr;ksa ls fHkUurk j[krs gSaA vr% izkFkhZ

izfrfuf/k }kjk izLrqr mDr U;kf;d n`"Vkar gLrxr ekeys esa pLik ugha gksrs gSaA fu"d"kZr% izkFkhZ }kjk izLrqr LVsVesaV vkWQ

Dyse Lohdkj fd;s tkus ;ksX; ugha gSA izdj.k esa fuEu vokMZ ikfjr fd;k tkrk gSA

gfjvkse 'kekZ v=h

U;k;k/kh'k

vf/kfu.kZ; vkt fnukad 19-12-2023 dks [kqys U;k;ky; esa fy[kk;k tkdj lquk;k x;k tks Hkkjr ljdkj dks

izdk'kukFkZ fu;ekuqlkj Hkstk tkosA

gfjvkse 'kekZ v=h

U;k;k/kh'k

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Date: 2024.07.12 08:59:21 +05'30'