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
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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
2596
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 :-
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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:
2694
THE GAZETTE OF INDIA : JUNE 22, 2024/ASHADHA 1, 1946
[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
2698
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."
2700
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
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[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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