SERIES II No. 39
PUBLISHED BY AUTHORITY
RNI No. GOAENG/2002/6410
Reg. No. RNP/GOA/32/2024-2026
Panaji, 26th December, 2024 (Pausa 5,1946)
GOVERNMENT OF GOA
Department of Agriculture
Directorate of Agriculture
––
Corrigendum
No. 2/14/95/Agri(Part-I)/1330
Read: Order No. 2/14/95/Agri(Part-I)/1103 dated
24-10-2024.
The expression “to the post of Fertilizer
Inspector” mentioned in the first para of the above
referred order shall be read as “Fertilizer Inspector”.
The rest of the contents of the said Orders
remain unchanged.
Sandeep B. Fol Dessai, Director (Agriculture)
Tonca-Caranzalem, 04th December, 2024.
——————
Department of Environment & Climate Change
––
Notification
No. 7/17/92/STE/Part/1715
Read: 1. Notification No. 7/17/92/STE/Part/568
dated 23rd August, 2007 published in
Official Gazette, Series II No. 27, dated 4th
October, 2007.
2. Notification No. 7/17/92/STE/Part/1294
dated 14-12-2015 published in Official
Gazette, Series II No. 27, dated 17th
December, 2015.
3. Notification No. 7/17/92/STE/Part/827
dated 29-01-2019 published in Official
Gazette, Series II No. 15, dated 11-07-2019.
Suggestions are welcomed on e-mail: [email protected]
789
4. Notification No. 7/17/92/STE/Part/975 dated
16-12-2021 published in Official Gazette,
Series II No. 39, dated 23-12-2021.
In exercise of the powers conferred under Section
22 of the Biological Diversity Act, 2002 as amended
in 2023 (Central Act No. 18 of 2003), the Government
of Goa is pleased to reconstitute the Goa State
Biodiversity Board (GSBB) with following
composition for the purpose of the said Act, with
effect from the date of publication of this notification
in the Official Gazette:
1.
Hon’ble Minister for
— Chairperson.
Environment & Climate Change
2.
Additional Principal Chief
— Ex-officio
Conservator of Forests
Member.
3.
Chief Engineer, Water
— Ex-officio
Resources Department
Member.
4.
Director, Directorate of
— Ex-officio
Agriculture
Member.
5.
Director, Department of
— Ex-officio
Environment & Climate
Member.
Change
6.
Director, Directorate of
— Ex-officio
Fisheries
Member.
7.
Director, Directorate of
— Ex-officio
Panchayats
Member.
8.
Director, Directorate of Tribal — Ex-officio
Welfare
Member.
9.
Shri Nelson Figuredo,
— Expert
Aldona, Bardez-Goa
Member.
10.
Prof. M. K, Janarthanam,
— Expert
Bambolim-Goa
Member.
11.
Shri Rajendra Kerkar,
— Expert
Environmentalist
Member.
12.
Dr. Manoj Borkar, Carmel
— Expert
College
Member.
790
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
13.
Dr. Pravin Kumar, Director,
— Expert
Indian Council of Agricultural
Member.
Research (ICAR)
14.
Dr. Akshatra Fernandes,
— Expert
Botanist
Member.
15.
Dr. Pradip Sarmokadam-Goa
— Member
Secretary.
2. The term of the Goa State Biodiversity Board
(GSBB) shall be for a period of three years from
the date of publication of this notification in
the Official Gazette.
3. Functions, power, particulars of financial
accounts and audit and terms of reference of
the Goa State Biodiversity Board are specified
under the Biological Diversity Act, 2002
(Central Act No.18 of 2003).
4. The sitting fees, travelling allowance and
dearness allowance etc., shall be paid in
accordance with the concerned rules of the
Government.
By order and in the name of the Governor of
Goa.
Johnson B. Fernandes, Director (Enviroment & CC).
Panaji, 20th December, 2024.
——————
Department of Labour
––
Notification
No. 28/02/2024-LAB/641
The following Award passed by the Industrial
Tribunal and Labour Court, at Panaji-Goa on
06-09-2024 in Case Ref. No. IT/12/2020 is hereby
published as required under Section 17 of the
Industrial Disputes Act, 1947 (Central Act 14 of
1947).
By order and in the name of the Governor of
Goa.
Amalia O. F. Pinto, Under Secretary (Labour).
Porvorim, 15th October, 2024.
––––
IN THE INDUSTRIAL TRIBUNAL AND
LABOUR COURT
GOVERNMENT OF GOA
AT PANAJI
(Before Mrs. Vijayalaxmi Shivolkar, Presiding Officer)
Ref. No. IT/12/2020
Workmen, Rep. by The President,
Pentair Employees’ Union,
Reg. No. 517, F-1, 2nd floor,
Above District Consumer Forum,
Maharashtra Bank,
Porvorim-Goa
.... Workmen/Party-I.
V/s
The Managing Director,
M/s Pentair Water India Pvt. Ltd.,
Plot No. L-52-55,
Verna Industrial Estate,
Verna, Salcete-Goa
… Employer/Party II.
Workmen/Party I represented by Learned Adv. Shri
Tarzan De Costa.
Employer/Party II represented by Learned Adv. Shri
M. S. Bandodkar.
AWARD
(Delivered on this the 6th day of the month of
September of the year 2024)
This Tribunal is in receipt of the reference
No. 28/8/2020-LAB/836 dated 19-06-2020 from the
Government of Goa in exercise of the powers
conferred by Clause (d) of sub-section (1) of Section 10
of Industrial Dispute Act, 1947 (Central Act 14 of
1947) for adjudication of industrial dispute between
the Management of M/s. Pentair Water India Private
Limited, Verna, Goa and its workmen represented
by the Pentair Employees Union in respect of the
matter specified in the schedule hereto.
SCHEDULE
(1) “Whether the action of the management of
M/s. Pentair Water India Private Limited, Plot
No. L-52-55, Verna Industrial Estate, Verna,
Goa, in not conceding the following demands
raised by the Pentair Employees Union, Reg.
No. 517, F-1, 2nd Floor, above District
Consumer Forum, Maharashtra Bank,
Porvorim-Goa, is legal and justified?
CHARTER OF DEMANDS
Demand No. 1. Revision of the Wage Structure:-
The Union demanded that the present pay scales
annexed hereto at Exhibit “A” shall be revised. That
further revision in pay scale and the increment in
the wages of workmen shall be done on the
principle of flat rise in salary of each and every
workmen subject to the maintenance and
adjustment of the parity in pay of senior workmen
who were meted with the injustice caused on to
them during the last settlements.
Demand No. 2. Flat Rise:- Union demanded that
with effect from 1st of April, 2018 all the workmen
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
791
be given a uniform flat rise of Rs. 10,000/- per head,
per month, in the basic salary.
Demand No. 3. Fitment Benefits:- Union demanded
that all the workers be given fitment benefit rise in
the basic at the rate of one increment per year of
service from the date of joining in the existing pay
scale in the revised basic pay.
Demand No. 4. Fixed Dearnes Allowance (FDA):-
Union demanded that all the employees covered by
this settlement be given a fixed dearness allowance
of Rs. 3,000/- per month.
Demand No. 5. Variable Dearness Allowance
(VDA):- Considering the sky-rocketed inflation in
the market and standard of living in the State of
Goa which is at par with Delhi, the capital city of
the country, handsome VDA required should be paid
to the Company workmen as a matter of right and
as per the requirement of the productivity of the
Company so that both the workmen can sustain in
long run against rising rate of inflation in the market
in a small civic society of Goa which is one of the
internationally acclaimed tourism destination as
well as more and more production to the Company’s
business and profit. The Union therefore demand
that variable dearness allowance @ 5.00 per point
(base consumer price index 1960 x 100) per paid to
the workmen.
Demand No. 6. Fixed Dearness Allowance (FDA):-
Union demanded that all the employees covered by
this settlement should be given a Fixed Dearness
Allowance (FDA) of Rs. 3,000/- per month and
considering sky rocketed inflation in the market
and standard of living in the State of Goa which is
at par with Delhi, the capital City of the country
like India.
Demand No. 7. House Rent Allowance:-
Considering the cost of housing and real estate
development in the State as well as the cost of
scarce commodities mainly the construction
material like basalt and laterite stones, sand, steel,
timber, etc., which is increasing day-by-day, the
house rent allowance should be revised and all
workers be paid house-rent allowance @ Rs. 5,000/-
per month.
Demand No. 8. Children Education Allowance:-
Union demands that present rate of education
allowance be revised and all the eligible workers
be paid Children Education Allowance (C.E.A.) @
Rs. 2,000/- per month.
Demand No. 9. Leave Travel Allowance:- All
workers be paid the Leave Travel Allowance (LTA)
@ one month wages (Basic+FDA+VDA+HRA) per
annum.
Demand No. 10. Medical Facilities:-
(a) The Union demanded that those workmen
who are outside the purview of the ESIC be
reimbursed with all the medical expenses including
expenses towards domiciliary facilities and
treatment to the workmen and his family including
dependent parents. The same is required in view of
the fact of high cost of medicines, doctors and
hospitalization fees, etc. It is, therefore, demanded
that the medical allowance @ Rs. 20,000/- per
annum be sanctioned towards medical facilities.
(b) Insurance Policy and Compensation:- All
insurance related benefits be provided to the
workmen, further the Union demand that all the
workmen be insured under group medical
insurance policy @ Rs. 10,00,000/- (Rupees ten lakhs
only) for each workmen including his family
members entirely at the cost of the Company.
Whenever any accident occurs in the course of
the employment of the Company and on its premises
or during office job or while on official duty or any
other company related official work, the Company
should compensate the workmen on the basis and
principal of notional extension of work as under:-
(i)
In case of a death, the compensation @
Rs. 10,00,000/-.
(ii)
In case of a permanent disability @
Rs. 10,00,000/-.
(iii) In case of any major injury @ Rs. 8,00,000/-.
(iv) The medical expenses incurred by the
workers to be fully paid @ 100% by the
Company.
(v)
Personal accident insurance risk cover shall
be @ Rs. 5,00,000/-.
(vi) No accidentally injured workmen under
treatment in the course of a rest for recovery
be retained on the place of employment or
in the premises of the establishment during
the course of his injury or treatment or rest
or recovery of his health. Under such
circumstances, the concerned injured
workmen be either allowed to be admitted
in a hospital for treatment or his residence
for after treatment care.
(vii) In case of a major accident or critical cases,
multiple injuries to a workman, he shall be
allowed to undergo the best available
treatment at the cost of the Company in the
super specialty hospital within the State of
Goa.
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26TH DECEMBER, 2024
Demand No. 11. Leave and Holidays:-
(a) Leave Facilities:-
(i) Privilege Leave be allowed to be availed
maximum of 10 times in a year.
(ii) Further, the erroneous practice of grant of PL
leave be stopped forthwith and all agreed
annual PL of 32 days be granted to the
workmen without effecting any deduction in
their rightful PL by means of doing
manipulation in records of actual days of
attendance of the workmen.
(iii) In case if weekly off or the paid holiday
intervenes in the application and grant of
PL, the same be excluded from the PL.
(b) If due to any leave, such workers should be
allowed to use one day or half day leave from his PL
and C. L.
(c) Casual Leave:- Casual Leave facility should be
granted to the extent of 10 days in a year.
(d) Sick Leave:- The Union demanded that 15 days
sick leave with retrospective effect from the year
2018 be sanctioned to the workmen.
(e) Paid Holidays:- Union demanded that as per
the practice in the region cum industry, the
workmen be given/paid holidays along with over
time and compensatory off.
(f) Leave Accumulation:- Sick leave accumulation
facility be given upto 90 days.
Demand No. 12. Bonus:- Union demanded that the
workers shall be paid a bonus or ex-gratia amount
to the extent of one full gross salary of a month with
a provision to disburse whichever is higher.
Demand No. 13. Gratuity:- Union demanded that
Company shall introduce the payment of gratuity
and workers be paid at the rate of 45 days per each
completed year of their services.
Demand No. 14. Motivation and other Beneficial
Schemes:-
(a) Medical Insurance Scheme:- As regards medical
insurance scheme, it may be noted that present
sum insured value of the group personal insurance
scheme is very meager that is Rs. 1 Lakh only. Hence,
all the Union demanded that the said sum insured
shall be increased upto Rs. 3 Lakhs.
(b) Medical Facilities at Factory:- Union hereby
demanded that Company shall organize two
medical check-up camps once in a semester. So also
24 hours doctors’ services be made available to the
employees.
(c) Advance for Emergency Hospitalization:- Union
demanded that the interest free facility of advance
emergency hospitalization @ Rs. 50,000/- to be
recovered in 25 equal installments be sanctioned
interest free.
Demand No. 15. Good Attendance:- That the
present cash award of Rs. 500/- payable to the
workers for food attendance in calendar year shall
be paid to all eligible unionized workmen.
Demand No. 16. Deployment of Workmen:- The
deployment of workmen from a station to other
wherever required and needed shall be done not
irregularly but with prior intimation to the
concerned workmen for a duration of at least three
months.
Demand No. 17. Transport:- Union demanded that
transport facilities be provided to every employee
of the Company. In case if the company is unable to
provide bus facilities or transport to a particular
employee to his destination, such employee shall
be paid @ Rs. 2,500/- per person per month towards
to and fro travel from his residence to the place of
employment.
Demand No. 18. Canteen Facilities:- Since fish
curry and rise being the staple food of the Goans,
the workmen of the Company be alternatively
served veg and non-veg. food like fish, chicken, etc.
That further 100% subsidy on canteen facility at the
cost of the Company be provided to the workmen.
Demand No. 19. Interest Free Loan:- Union
demanded that interest free loan facilities to the
extent of Rs. 2,50,000/- (Rupees two lakhs fifty
thousand only) be provided to the workers.
Demand No. 20. Shift Allowance:- (i) The present
shift allowance of Rs. 1,200/- per month per
workman being paid by the Company shall be
enhanced by additional amount of Rs. 600/-.
(ii) Hard Shift Allowance:- Further hard shift
allowance of Rs. 100/- for second shift and Rs. 150/-
for third shift be paid to the respective workers.
Demand No. 21. Pollution Allowances relating to
Chemical, Noise, Dust and Heat Pollution:- As the
nature of work at the establishment being most
hazardous in nature which is dangerous to the
health and safety of the workmen as they have to
work under unusual condition generating radiation,
ill effects of industrial chemicals, fumes, heat, sound
and dust pollution, etc., workmen be paid the
pollution allowance @ Rs. 4,500/- per month @ of
Rs. 200/- per day only to the workmen for his actual
duties on shift.
Demand No. 22. Tenure of Settlement:- That the
tenure of this settlement shall be for a period of
three years from 31st March, 2018.
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
793
Demand No. 23. Washing Allowance:- All existing
washing allowances paid to the workmen shall be
enhanced respectively by 50% on the rate of
allowance paid by the Company.
Demand No. 24. Service Awards:- In acknowledgement
of dedicated and committed services rendered by
the workmen during their entire career in the
Company, attractive service awards be conferred on
workmen who have completed minimum 10, 15 and
20 years of service and above in the Company. That
such awards shall be as follows:-
(i)
10 years and above an amount equivalent to
the value of 1 gross salary.
(ii) 15 years and above an amount equivalent to
the value of 1.5 gross salary.
(iii)
20 years and above an amount equivalent to
the value of 2 gross salary.
Demand No. 25. Retirement Benefit:- All retired
workmen be paid a lump sum amount equivalent to
his one year service wages.
Demand No. 26. Loan Facility:- The interest free
personal loan of Rs. 2,00,000/- (Rupees two lakhs
only) be granted to the workmen for the purpose of
marriage, construction or repair of the house, etc. to
be deducted in equivalent installments of Rs. 4,000/-
per month.
Demand No. 27. Festival Allowance:- The annual
festival allowance of Rs. 2,500/- be paid to each
workmen during Ganesh Chaturthi, the most
popular festival in Goa.
Demand No. 28. Advance Salary:- The salary
advance equivalent to two payments annually be
paid to the workmen to be recovered by means of
deductions in 10 equal installments. However, this
facility be extended twice a year in equal proportion
equivalent to one month wage.
Demand No. 29. Modification in Healthy Work
Practices:- No inter-departmental change and
allotment of the duties to the workmen be done
except such workman has volunteered to do so and
performs such duties willingly.
Demand No. 30. Raincoat Allowance: A good
quality durable and water proof raincoats be issued
to all workmen during the monsoon season as the
State of Goa receives torrential rain for almost 4 to
5 months a year.
Demand No. 31. Annual Attendance Incentive: In
order to encourage and motivate maximum
attendance from the workmen, annual attendance
incentive be paid to the workmen as under:-
Annual attendance incentive
—
Nil.
below 240 days
240 days to 249 days
—
10 days.
250 days to 259 days
—
12 days.
260 days to 265 days
—
15 days.
266 days to 270 days
—
18 days.
Above 270 days
—
20 days.
That further while computing the incentive
Basic, FDA, VDA and HRA components be included
in accounting such incentive.
Demand No. 32. Picnic:- Participation of the
workmen in the event of picnic shall be made
voluntary subject to the payment of non-participant
workmen in the picnic, his proportionate value in
terms of money be paid @ Rs. 1,000/- per head per
person.
Demand No. 33. The Practice of Equality:- No
discrimination between the managerial/supervisory
staff and the labour on the grant of safety and
security measures as well as allotment of duties to
employees be done by giving top priority on safety
aspect and human treatment of equality.
Demand No. 34. Half Day Leave:- Union demanded
that half day leave to the workmen to accomplish
their urgent work to meet the emergency situations
and exigencies be granted to the concerned needy
workman. The half day facility be also extended for
the purpose of sanctioning PL and CL.
Demand No. 35. Office to the Union:- Since the
Union being duly registered, own, internal union of
the Company’s workmen having majority character
and recognized one, it has the accountability and
the property of its own which need to be properly
utilized and maintained in the larger interest of
maintaining smooth employer-employee harmonious
industrial relation for which we demand that the
Company must allot a fully furnished office premises
to the workers’ union of the Company.
Demand No. 36. Strict Adherence to Safety Norms:-
Strict adherence to the safety measure and norms
mainly in congested areas, machines safety,
safeguards from all types of pollution effects of
chemical fumes radiation to control health hazards
be done after detailed point to point deliberation/
/negotiations across the table. That, accordingly,
necessary infrastructural facilities such as exhaust
fans, regular fans, ventilators, provisions of
air-conditioning in HRO system and MBL etc. for
human condition of works be provided.
That further, it shall be ensured that no violation
of safety norms be permitted either from the
workmen or the management of the Company, on
the other hand, topmost priority and significance
794
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
be attached to the industrial safety on the shop
floor and in the factory premises.
Moreover, the safety equipment and the devices
provided to the workmen and other shall be of
required high quality and standards.
Demand No. 37. Over Time:- The performance of
overtime duties should not be made mandatory. But
wherever need be such workman who is allotted
OT duties be paid on the basis of the principle of
payment of OT wages. Further, first preference must
be given to the workman who works on the
concerned machinery performing duty immediately
preceding shift provided he is willing to do the OT.
Otherwise other willing workman be allotted the
said OT.
Demand No. 38. Multiple Test and Medical Check-
up Camps:-
(i)
Multiple test and medical check-up camps
twice the year with a frequency of six months
be organized subjecting the workmen to the
test relevant to the chemicals used in the
factory.
(ii) It is demanded that eye check-up medical
camp be held twice in the year due to comfort
check in the eye sight.
(2) If answer to issue No. (1) above is in negative,
then, to what relief the workmen are entitled?”
2. Upon receipt of the reference, this Tribunal
was pleased to register the reference as IT/12/2020
and registered A/D notices were sent to both the
Parties. The matter was thereafter fixed for filing
Statement of Claim by the Party I/Workmen.
3. Party I filed Claim Statement at Exhibit 4. In
the Statement of Claim the Party I workmen
reproduced and reiterated the demands mentioned
in the Order of Reference. Exhibit 5 is the Written
Statement filed by Party II denying the relief as
prayed for by the Party I in the reference as well as
in their Statement of Claim. Party II also filed an
application for interim Relief at Exhibit 6. After the
reply being filed by Party I to the application for
Interim Relief, an application for amendment was
filed by Party II. In between the arguments were
heard on the application for Interim Relief. The
Application for amendment was allowed vide Order
dated 01-10-2020 at Exhibit 12 and the Order also
came to be passed on Exhibit 6 granting the Interim
Relief partly and thereafter the Party I filed its
Rejoinder at Exhibit 18.
4. After taking on record the documents/
/additional of both the Parties, issues came to be
framed at Exhibit 21.
ISSUES
1. Whether the Party I proves that they have
raised the Charter of Demands before the
Employer and as such entitled to its benefits?
2. Whether the Party II proves that the entire
claim/demands made by the Union is bad-in-
-law, not maintainable and needs to be
rejected?
3. What relief? What Order?
5. Party I examined Shri Ajeetsingh Rane as their
witness No. 1 and the matter was fixed for cross-
examination of this witness of Party I. The Party I
pending the evidence filed yet another application
at Exhibit 38 seeking interim relief and the matter
was fixed for hearing arguments on this application
at which time this Tribunal thought it appropriate
to intervene in the matter to work out a settlement
between the Parties. Both the Learned Advocates
co-operated to the process of settlement and the
efforts of settlement finally culminated into filing of
terms of settlement at Exhibit 47 Colly. Two terms
of settlements were filed (1) settlement period of
01-04-2018 to 31-03-2022 (2) settlement period of
01-04-2022 to 31-03-2026 are as follows:
Terms of settlement as per settlement period
01-04-2018 to 31-03-2022
Objectives
To provide for orderly, effective and cordial
industrial relations through collective bargaining
between Union office bearers/workmen and the
Company and adhere to Certified Standing Orders
in totality.
To strive for maximum productivity through
efficient, smooth and uninterrupted working of plant
and to promote and ensure all possible economy in
its working.
To establish and improve equitable wage and
other conditions of service.
That the management and the workmen of the
company agreed that the prosperity of the company
should be enhanced by increasing production per
workman and to have better utilization of the
existing plant and equipment, machine tools,
manpower and other facilities so that the
performance of the plant improves. It is also the
intention to improve the work culture. The gains
thus arrived by better productivity to be shared
among the company and the workers.
Preamble
The parties involved as signatories hereto
reaffirm their belief and commitment in promoting
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
795
and preserving industrial peace and harmonious
industrial relations through collective bargaining
process and have thereby agreed to commit
themselves and abide by the various terms and
conditions mutually agreed between them.
1. Applicability
This Settlement shall be applicable only to the
workmen who are members of Pentair Employees
Union and employed on the rolls of company
situated at Plot No. L/52-55, Verna Industrial Estate,
Verna, Goa-403722 as on date of signing the
settlement and subsequently be a member of Pentair
Employees Union during the period of settlement. It
is agreed that no benefits under this settlement
shall be extended to any workmen who had ceased
to be on the rolls of the company prior to signing of
this settlement. The two workmen whose matter is
pending by application No. IT/20/20 & IT/21/20 to
be paid arrears arising from the settlement
proportionately for the period physically worked
upto the date of suspension pending enquiry.
Once the workmen sign the declaration as per
Annexure IV to this settlement it is deemed that
the workmen not only accept terms and conditions
of this settlement dated 12-08-2024 but also accepts
terms and conditions as per Annexure II and give
up all the rights or entitlement to claim any money
or any benefit that may be accruing arising out of
reference IT/11/2020 and IT/12/2020.
All workmen who are covered under the
Company’s performance appraisal process, as on
date of signing of the Settlement and during the
pendency of this Settlement, decide to join the
Union, shall be entitled to the benefits of this
Settlement, with prospective effect subject to
payment of only the differential amount after
deduction of compensation/benefits that were
already received by them as part of the Company’s
performance appraisal process and annual merit
planning process, as applicable to them.
2. Period of Settlement
This settlement shall be effective for a period of
four (4) years from 01st April, 18 to 31st March, 2022.
Thereafter, this settlement shall continue to be
binding on all the parties until this Settlement is
replaced by a new mutually agreed Settlement
under the applicable provisions of the Industrial
Disputes Act, 1947.
All benefits accruing under this Settlement will
be given retrospectively from 01st April, 2018 and
arrears payable will be computed and disbursed
along with wages of the month of signing this
settlement. Such arrears will be paid on prorata
basis depending on their actual attendance during
the period.
The arrears of salary/increments/benefits shall
be paid to the workmen of the Pentair Employee
Union of the grades PA-1, PA-2, PA-3 and PA-4 w.e.f.
01-04-2018 till 31-03-2022. The arrears of salary/
/increments/benefits are in consonance/similar to
the Memorandum of Settlement dated 26-11-2018
executed between the Pentair Workers Internal
Union and management of Pentair Water India Pvt.
Ltd., whereby the basic pay and other benefits/
/increments were increased of the workers of
Pentair Workers Internal Union i.e PA-1, PA-2, PA-3
and PA-4 w.e.f. 01-04-2018. The arrears of salary
payable w.e.f. 01-04-2018 till 31-03-2022 will be
disbursed in the same month of signing this
settlement. Such arrears will be paid on pro rata
basis depending on their actual attendance during
the period.
3. Grades: It is hereby agreed that the following system of Grades will be applied. For the period 1st April,
2018 to 31st March, 2022.
Designation
Grade
Years of service as on 1st April, 2018
1
2
3
Production Associate 1
PA1
Above 17.5 Years
Production Associate 2
PA2
>14.5-17.5 Years
Production Associate 3
PA3
>9.95-14.5 Years
Production Associate 4
PA4
Below 9.95 Years
The list of workmen in corresponding Grades is mentioned in Annexure-III.
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4. CTC Payout: It is hereby decided and agreed that the total increment in cost to Company for workmen
Grade PA1 to PA4 during the period of the settlement is as follows:
For the period 1st April, 2018 to 31st March, 2022:
Grade
CTC increase per month
(1)
(2)
(3)
(4)
Total= (1)+(2)+
during 4 years period
01st April, 18
01st April, 19
01st April, 20 01st April, 21
+(3)+(4)
01st April, 2018 to
01st year
02nd year
3rd year
4th year
31st March, 2022
Rs.
Rs.
Rs.
Rs.
Rs.
Distributions Percentage
40%
20%
20%
20%
100%
1
2
3
4
5
6
7
PA1
Rs. 12300
4920
2460
2460
2460
12300
PA2
Rs. 10500
4200
2100
2100
2100
10500
PA3
Rs. 9800
3920
1960
1960
1960
9800
PA4
Rs. 9800
3920
1960
1960
1960
9800
CTC will include Basic Pay, House Rent
Allowance, Conveyance Allowance, Flexible
Allowance, Medical allowance, Bonus, Provident
Fund (company contribution), Gratuity and ESIC
(company contribution).
For the purpose of calculation, CTC effective 31st
March, 2018 will be considered after subtracting
Mediclaim and Personal Accident Premium (as
henceforth, premium will not be included in CTC
calculations).
5. Scales of Basic Pay: It is agreed that basic pay
will be 40% of Basic Plus (Gross Earnings inclusive
of Basic salary, HRA, Conveyance allowance,
Flexible allowance and medical allowance (if
applicable) calculated as per compensation
structure. Basic pay is included as part of CTC. The
Basic salary shall be proportionately reduced for
any unpaid leave/any absence.
6. House Rent Allowance: It is agreed that all
workmen will be paid House Rent Allowance at the
rate of 50% (Fifty percent) of their respective Basic
salary, which shall apply to the workman during
the tenure of this settlement. This allowance is
included as part of CTC.
7. Conveyance Allowance: To encourage regularity
and attendance, it is agreed that all workmen will
be paid a Conveyance Allowance of Rs. 1600 per
month, which is included as part of CTC. The
Conveyance Allowance amount shall be
proportionately reduced for any unpaid leave/any
absence.
8. Flexible Allowance: The Flexible allowance is a
filler amount to arrive at total cost to company.
The Flexible Allowance shall be proportionately
reduced for any unpaid leave/any absence.
9. Medical Allowance: It is agreed that workmen
not covered under ESIC, will be paid medical
allowance of Rs. 1,250 per month, which is included
as part of CTC.
The Medical Allowance amount shall be
proportionately reduced for any unpaid leave/any
absence.
If the employee subsequently moves out of ESIC
he will be paid medical allowance which will be
part of his CTC. New CTC will be arrived by
reducing the company ESIC Employer contribution
of ESIC.
10. Bonus: It is agreed that the existing practice
of payment of Bonus otherwise being followed for
the employees of THE COMPANY shall continue to
be in force and shall also be made applicable to the
workmen covered under this Settlement. Targeted
bonus will be considered @ 5.66% of Base Plus.
It is agreed that such amount paid shall be
treated as Bonus under the Payment of Bonus Act,
1965.
Note:- If the workmen are out of the purview of Payment
of Bonus Act, 1965 drawing more than Rs. 21,000/- gross
wages per month then these employees shall be paid
ex gratia payment as agreed in this settlement.
It has been agreed that the payment of bonus
shall be governed, regulated and paid strictly in
accordance with the Payment of Bonus Act, 1965
and the amendments made thereto, if any.
11. Statutory contributions included in CTC: It is
agreed that company contribution towards Provident
Fund and ESIC and Gratuity amount will be
included as part of total cost to company as per the
prevailing laws in force.
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26TH DECEMBER, 2024
797
12. Leave: It has been agreed that as per
prevailing practice, operators shall not proceed on
leave without applying for leave in writing and
obtaining prior written sanction from the concerned
shift Executive/Manager. Application for leave shall
be made in writing not less than 10 days before the
day on which the Operators wish his leave to begin.
It is agreed that the Operators shall be eligible
for leave of 30 days per year. Monthly 2.5 day’s
proportionate leave shall be credited to workman
leave balance and shall be governed and regulated
by the leave rules in force which can be changed
from time to time.
Management proposed in addition for actual
worked days of 295 days and above, the concerned
employee will get additional 3 days leave per annum
credited to leave balance of the employee.
It is further agreed that the maximum accumulation
of leave shall be 40 days and any leave exceeding
40 days shall be encashed at the rate of Base Plus
salary at the end of the financial year. In case of any
change in Leave Policy, the revised Leave Policy
will supersede this clause and the same shall be
applicable immediately following such change.
13. Mediclaim Policy: The existing Group
Mediclaim Policy, Group Personal Accident Policy
and group term life policy will be continued as per
eligibility and may be revised as per company policy
requirement.
14. Plant Break Timings: (A) Plant Break Timings
are agreed: The Shift-wise Break Timings for the Plant
will be as follows:
Break
Canteen
Duration of break
timing
per person (workstation
leaving to reporting
back to work
station)
1
2
3
Break fast
10.30 a.m. to .
15 minutes.
(I Shift)
11.15 a.m
Lunch
12.30 p.m. to
25 minutes.
(I Shift)
2.30 p.m.
Tea Break
06.30 p.m. to
15 minutes.
(II Shift)
07.15 p.m.
Dinner
08.45 p.m. to .
25 minutes.
(II Shift)
10.15 p.m
Tea Break
02.30 a.m. to .
20 minutes.
(III Shift)
03.15 a.m
Tea Break
05.30 a.m. to
20 minutes.
(III Shift)
06.15 a.m.
(B) Break Time Rules: All workmen must adhere to
the shift-wise break timings as mentioned above in
Clause 14(A).
During Shift working, workmen will avail their
breaks in a staggered manner, by punching in and
out on machine so as to ensure there is no machine
down time during the break time. The departmental
Supervisor/Manager will be responsible for
deciding the staggering of breaks for groups of
workmen manning a particular workstation.
Workmen who exceed the break time limits
mentioned in Clause 14(A) above or violate any of
the Break time rules habitually, will be subjected to
appropriate disciplinary action.
15. Continuity of Shift: It is agreed that all
production lines will run continuously without
break between the shift change-over. All workmen
must be present at their assigned workstations 05
minutes before start of the shift. At the end of the
shift, the operator has to be present at the work
station till the end of the shift.
It is agreed that workmen should not leave his
workplace before shift handover to his reliever and
before being relieved by subsequent shift Operator.
It is agreed that all workmen will report to their
respective places of work at their scheduled
reporting time and not leave their respective places
of work till their relievers take over. If a workman
stays at the work station beyond 15 mins. at the end
of his shift duties, he will be retained on overtime
for the same position and his reliever will be denied
duty for late coming. Workmen coming late without
information/permission for more than 15 minutes
will be denied duty for late coming. However, based
on mutual understanding between supervisor and
operator, this can be relaxed.
Adherence of Break timing & Shift timing: It is
agreed that under no circumstances late coming/
/early going during the shift working would be
permitted without proper authorization and wages
will be calculated on actual working hours.
Gate Pass: It is agreed that all workmen will need
to obtain prior approval along with duly signed
gate pass from departmental head or section
supervisor for early leaving from their respective
shift duty.
16. Shift Change: It is agreed that all Shift change
requests by the workmen will need prior and express
written approval from his section supervisor or
departmental manager. In case workman has an
emergency, he can change the shift after proper
verbal approval of the supervisor. Also, in case of
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26TH DECEMBER, 2024
business requirements, supervisor can change the
shift of operators based on discussions with the
said operator.
17. Working on Holidays/Weekly off: It is agreed
that in case of any business contingency or for any
other business requirements, if the plant as a whole
or in part is needed to be operated on any Holiday
or on weekly off days, in such scenario all workmen
who are assigned duty will have to attend such
duty and wages would be paid as per existing
practices. Also, if needed at any time, company may
swap/change the weekly off/holidays with prior
information to the concerned workmen.
18. Operational Flexibility: (A) It is agreed that as
per existing practice, operators will move across
lines/sections & departments as per the need of the
Company and as per the plant operational needs, to
support the business requirement. During
breakdown/absenteeism of/in lines/sections/
/workstations, operators will be flexible to move
across different lines/sections/workstations as
needed by the Company and support the day-to-
-day operations as advised by supervisor and there
should not be any work refusal/resistance during
such movement from one station to another station
or line.
Example:- If a winding operator is absent in a
shift, the mounting operator/other trained operator
of other line/same line/other area is redeployed,
should operate and maintain the winding operation
for the shift.
(B) It is agreed that during non-production days
all employees will be assigned alternated work as
deemed fit by the company like:
i.
Maintenance and upkeep of machines
ii. 5S related work at their respective workstations
and on the shop floor, which will include
painting and marking jobs etc.
iii. Assist in change overs as required.
iv. Training & lean activities.
v.
Kaizen improvement activities in the shop floor.
(the above is only an illustrative list and not an
exhaustive list). Current practice will continue.
Main gangway marking, fan cleaning and wall
cleaning/wall painting will be the exclusion in 5S
activities.
19. Multiskilling: It is agreed that all workmen
will be rotated through different workstations/lines
based on the Company/Business requirements,
which in turn will help in multiskilling of operators.
Multi-skilling will be done in a planned manner
and formally communicated to the concerned.
Multiskilling will be preferentially/not restricted to
one station up/one station down from workman’s
designated work station.
20. Efficiency improvement plan and others: It is
agreed that the union will support the production
incentive schemes, launched from time to time,
based on business requirements.
21. It is agreed that as per business requirements
and for the purpose of managing business exigency,
it is agreed to have operational flexibility by way of
changing the weekly rest day cum weekly off to any
other day or may start staggered weekly off or 24*7
operations for factory or any department/any line/
/any employee/class of employees in this scheduled
employment and do so by displaying a notice of
shift schedule in department notice board 7 days
prior to the commencement of 24x7 working and
information to concerned authorities.
22. Plant upgradation: It is agreed that in case of
any change of process/modernization/mechanization/
/up-gradation of any technology, the manpower for
the effected workstation/production line will be
deployed suitably and will be communicated
accordingly.
23. It is agreed that all parties to this settlement
will support any changes in software system
installed for Plant safety & security, Attendance,
payroll etc. from time to time, and also abide to get
trained and adhere to such systems.
24. Safety & Personal Hygiene: It is agreed that all
employees shall maintain personal hygiene and
wear the company provided plant uniform, all
personal protective equipment (PPE) as provided
by the company and ensure hygienic conditions at
the place of work.
25. No mobile phones and cameras will be
allowed inside the shop floor. In case of non-
compliance to the above, appropriate disciplinary
process will be initiated as per Factory certified
Standing Orders.
26. It is agreed that the existing salary advance
policy will continue. However, in case of any strict
mandate from corporate, management will pull back
this facility.
27. It is agreed that current dormitory facility
will be continued. However, based on the usage
pattern of the dormitories in future, union and
management will discuss jointly and reach a
consensus.
28. Company Transport Facility: It is agreed to
continue the current transport facilities without any
changes.
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799
29. It is agreed that the per capita wage increase
will be given as per the seniority and existing
grades of the covered employees. Moreover, the
currently prevailing salary structure will be
harmonized to the pentair corporate salary
structure.
30. It is agreed that the per capita wage increase
will be inclusive of all statutory increases that may
happen from time to time during the settlement
period.
31. It has been agreed between the union and
management that when the new labour codes will
be implemented by the State Government, the
management reserves its right to change the
salary structure/CTC of the workmen without
decreasing the total wages and net wages or the
benefits arising out of the wages.
32. It is agreed that workmen shall collectively
work towards creating a positive work culture and
workmen shall always attempt to settle all issues in
an amicable manner and shall not resort to any
disruptive tactics like strike, go-slow, abetment,
holding/attending gate meetings during duty hours,
or any agitational action or activity directly or
indirectly affecting the work process/production
etc., during the period of this settlement.
33. Legislation/Government Order: It is agreed
that, if at any time during the period of operation of
this settlement, any legislation/Government order
is made applicable to the company with reference
to any of the benefits agreed in this settlement; the
benefits which are more beneficial (adhering
statutory obligations) will apply.
34. All employees covered under this Settlement,
shall at all times participate in all employee
communication meetings/employee town hall held
by the Company/Management from time to time
and shall confirm their presence by signing the
attendance sheet for the respective meetings.
35. The Union or any workman who violates any
of the Provisions/Clauses/Terms and Conditions of
this Settlement shall be liable to strict disciplinary
action as per Certified Standing Orders and
Provisions of law.
36. Statutory Deductions: It is agreed that any
statutory deductions applicable shall be deducted
as required under the prevailing laws, as applicable
and which might be introduced in future.
37. General Clauses: It is agreed that all general
clauses as provided in the Tripartite Settlement
dated 16th March, 2016 will remain unchanged and
a copy of which is attached and marked as
Annexure II.
38. It is agreed that the agreed amount will be
distributed as follows:
(a) For the period from 1st April, 2018 to 31st
March, 2022–40% of the increase amount in the first
year and 20% of the increase amount in the
subsequent years.
39. It is agreed that the period of settlement shall
be 48 months from 1st April, 2018 to 31st March,
2022.
40. The final amount agreed upon in this
settlement, should not set any precedent for future
negotiations.
41. All the demands raised by the Union through
its Charter of Demands dated 30-03-2018 and the
demands made during the negotiation process shall
be deemed to have fully, satisfactorily, and finally
settled and the dispute/demands are fully resolved.
It has been further agreed that with signing of this
settlement the reference IT/11/2020 & IT/12/2020
are settled.
42. It has been agreed that in view of the present
settlement, there exist no dispute and differences
between the parties now in connection with charter
of demand. However, the application No. IT/20/2020,
IT/21/2020 and IT/18/2020 are not settled by this
settlement. In view of the present settlement the
RCS/68/2020/G will also be withdrawn by the
Company as it is the Plaintiff.
43. Union Fund: The company management
agrees to pay the arrears of the increased wages/
/benefits/increments to beneficiary workmen
arising out of the settlement dated 12-08-2024 for
period 01-04-2018 to 31-03-2022 in the month when
the said settlement is signed. After the payment of
the arrears of increased wages/benefits/increments
to beneficiary workmen an amount of Rs. 30,300/-
for PA-1, Rs. 26,000/- for PA-2, Rs. 23,300/- for PA-3,
Rs. 21,800/- for PA-4 shall be paid by the respective
beneficiary workmen in to the Union Fund Bank
Account of Pentair Employees Union, the Union
Committee who are also the concerned parties
herein shall intimate to the company management
in writing that the Union Funds are accordingly
paid by all the beneficiary workmen. The
Management shall on the receipt of the said
intimation release thirty five thousand rupees from
the arrears of the increased wage/benefits/
/increments to beneficiary workmen effective from
the date the settlement is signed for the period
from 01-04-2022 to 31-03-2026. The thirty five
thousand rupees mentioned above is of the each
beneficiary workmen from the arrears payable for
period 01-04-2022 to 01-04-2026 and not an
additional amount. The said amounts of Union fund
800
OFFICIAL GAZETTE — GOVT. OF GOA
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26TH DECEMBER, 2024
is calculated for the settlements of the period from
01-04-2018 to 31-03-2022 and from 01-04-2022 to
31-03-2026.
44. Interpretation of Memorandum of Settlement:
In case of any conflict in ascertaining the meaning
and interpretation of any clause of this
Memorandum of Settlement, the same shall be
referred to the Managing Director of the Plant,
whose decision will be final and binding.
Terms of Settlement as per Settlement period
01-04-2022 to 31-03-2026
Objectives
To provide for orderly, effective and cordial
Industrial relations through collective bargaining
between Union office bearers/workmen and the
Company and adhere to Certified Standing Orders
in totality.
(A) To strive for maximum productivity through
efficient, smooth and uninterrupted working of plant
and to promote and ensure all possible economy in
its working.
(B) To establish and improve equitable wage and
other conditions of service.
(C) That the management and the workmen of
the company agreed that the prosperity of the
company should be enhanced by increasing
production per workman and to have better
utilization of the existing plant and equipment,
machine tools, manpower and other facilities so that
the performance of the plant improves. It is also the
intention to improve the work culture. The gains
thus arrived by better productivity to be shared
among the company and the workers.
Preamble: The parties involved as signatories
hereto reaffirm their belief and commitment in
promoting and preserving industrial peace and
harmonious industrial relations through collective
bargaining process and have thereby agreed to
commit themselves and abide by the various terms
and conditions mutually agreed between them.
1. Applicability: This Settlement shall be
applicable only to the workmen who are members
of Pentair Employees Union and employed on the
rolls of company situated at Plot No. L/52-55, Verna
Industrial Estate, Verna, Goa-403722 as on date of
signing the settlement and subsequently be a
member of Pentair Employees Union during the
period of settlement. It is agreed that no benefits
under this settlement shall be extended to any
workmen who had ceased to be on the rolls of the
company prior to signing of this settlement.
Once the workmen sign the declaration as per
Annexure IV to this settlement it is deemed that
the workmen not only accept terms and conditions
of this settlement dated 12-08-2024 but also accepts
terms and conditions as per Annexure II and give
up all the rights or entitlement to claim any money
or any benefit that may be accruing arising out of
reference IT/11/2020 and IT/12/2020.
All workmen who are covered under the
Company’s performance appraisal process, as on
date of signing of the Settlement and during the
pendency of this Settlement, decide to join the
Union, shall be entitled to the benefits of this
Settlement, with prospective effect subject to
payment of only the differential amount after
deduction of compensation/benefits that were
already received by them as part of the Company’s
performance appraisal process and annual merit
planning process, as applicable to them.
2. Period of Settlement: This settlement shall be
effective for a period of 4 years from 01st April, 2022
to 31st March, 2026. Thereafter, this settlement shall
continue to be binding on all the parties until this
Settlement is replaced by a new mutually agreed
Settlement under the applicable provisions of the
Industrial Disputes Act, 1947.
All benefits accruing under this Settlement will
be given retrospectively from 01st April, 2022 and
arrears payable will be computed and disbursed
along with wages of the month of signing this
settlement. Such arrears will be paid on prorata
basis depending on their actual attendance during
the period.
The arrears of salary/increments/benefits shall
be paid to the workmen of the Pentair Employee
Union of the grades PA-1, PA-2, PA-3 and PA-4 till
the date the present settlement for the period from
01-04-2022 to 31-03-2026 is signed. The arrears
payable will be computed and disbursed in the
same month of signing of both the settlements i.e
for the periods from 01-04-2018 to 31-03-2022 and
01-04-2022 to 31-03-2026. Such arrears will be paid
on pro rata basis depending on their actual
attendance during the period. However the
payment of thirty five thousand rupees of each
beneficiary workmen arising out of arrears payable
for period 01-04-2022 to 31-03-2026 will only be paid
after union confirmation of receipt of union funds.
3. Grades: It is hereby agreed that the following
system of Grades will be applied. For the period 1st
April, 2022 to 31st March, 2026.
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
801
Designation
Grade
Years of service as on 1st April, 2022
1
2
3
Production Associate 1
PA1
Above 19.5 Years
Production Associate 2
PA2
>14.5-19.5 Years
Production Associate 3
PA3
>10-14.5 Years
Production Associate 4
PA4
Below 10 Years
The list of workmen in corresponding Grades is mentioned in Annexure-III.
4. CTC Payout: It is hereby decided and agreed that the total increment in cost to Company for workmen
Grade PA1 to PA4 during the period of the settlement is as follows:
For the period 1st April, 2022 to 31st March, 2026:
Grade
CTC increase per month
(1)
(2)
(3)
(4)
Total= (1)+(2)+
during 4 years period
01st April, 22
01st April, 23
01st April, 24
01st April, 25
+(3)+(4)
01st April, 2022 to
01st year
02nd year
3rd year
4th year
31st March, 2026
Rs.
Rs.
Rs.
Rs.
Rs.
Distributions Percentage
25%
25%
25%
25%
100%
1
2
3
4
5
6
7
PA1
Rs. 18,000
4,500
4,500
4,500
4,500
18,000
PA2
Rs. 15,500
3,875
3,875
3,875
3,875
15,500
PA3
Rs. 13,500
3,375
3,375
3,375
3,375
13,500
PA4
Rs. 12,000
3,000
3,000
3,000
3,000
12,000
CTC will include Basic Pay, House Rent
Allowance, Conveyance Allowance, Flexible
Allowance, Medical allowance, Bonus, Provident
Fund (company contribution), Gratuity and ESIC
(company contribution).
For the purpose of calculation, CTC effective 31st
March, 2022 will be considered after subtracting
Mediclaim and Personal Accident Premium (as
henceforth, premium will not be included in CTC
calculations).
5. Scales of Basic Pay: It is agreed that basic pay
will be 40% of Basic Plus (Gross Earnings inclusive
of Basic salary, HRA, Conveyance allowance,
Flexible allowance and medical allowance (if
applicable) calculated as per compensation
structure. Basic pay is included as part of CTC. The
Basic salary shall be proportionately reduced for
any unpaid leave/any absence.
6. House Rent Allowance: It is agreed that all
workmen will be paid House Rent Allowance at the
rate of 50% (Fifty percent) of their respective Basic
salary, which shall apply to the workman during
the tenure of this settlement. This allowance is
included as part of CTC.
7. Conveyance Allowance:
i.
To encourage regularity and attendance, it is
agreed that all workmen will be paid a
Conveyance Allowance of Rs. 1600 per month,
which is included as part of CTC.
ii. The Conveyance Allowance amount shall be
proportionately reduced for any unpaid leave/
/any absence.
8. Flexible Allowance:
I.
The Flexible allowance is a filler amount to
arrive at total Cost to Company.
II. The Flexible Allowance shall be proportionately
reduced for any unpaid leave/any absence.
9. Medical Allowance: It is agreed that workmen
not covered under ESIC, will be paid medical
allowance of Rs. 1250 per month, which is included
as part of CTC.
The Medical Allowance amount shall be
proportionately reduced for any unpaid leave/any
absence.
If the employee subsequently moves out of ESIC,
he will be paid medical allowance which will be
part of his CTC. New CTC will be arrived by
reducing the company ESIC Employer contribution
of ESIC.
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26TH DECEMBER, 2024
10. Bonus:
i. It is agreed that the existing practice of
payment of Bonus otherwise being followed
for the employees of THE COMPANY shall
continue to be in force and shall also be made
applicable to the workmen covered under this
Settlement. Targeted bonus will be considered
@ 5.66% of Base Plus.
ii. It is agreed that such amount paid shall be
treated as Bonus under the Payment of Bonus
Act, 1965.
Note:- If the workmen are out of the purview of Payment
of Bonus Act, 1965 drawing more than Rs. 21,000/- gross
wages per month then these employees shall be paid
ex gratia payment as agreed in this settlement.
It has been agreed that the payment of bonus
shall be governed, regulated and paid strictly in
accordance with the Payment of Bonus Act, 1965
and the amendments made thereto, if any.
11. Statutory contributions included in CTC: It is
agreed that Company Contribution towards
Provident Fund and ESIC and Gratuity amount will
be included as part of total Cost to Company as per
the prevailing laws in force.
7. Leave:
I.
It has been agreed that as per prevailing
practice, operators shall not proceed on leave
without applying for leave in writing and
obtaining prior written sanction from the
concerned Shift Supervisor/Manager. Application
for leave shall be made in writing not less
than 10 days before the day on which the
Operators wish his leave to begin.
II. It is agreed that the Operators shall be
eligible for leave of 30 days per year.
III. Monthly 2.5 days proportionate leave shall
be credited to workman leave balance and
shall be governed and regulated by the leave
rules in force which can be changed from
time to time.
IV. Management proposed in addition for actual
worked days of 295 days above, the
concerned employee will get additional 3
days leave per annum credited to leave
balance of the employee.
V. It is further agreed that the maximum
accumulation of leave shall be 40 days and
any leave exceeding 40 days shall be
encashed at the rate of Base Plus salary at
the end of the financial year. In case of any
change in Leave Policy, the revised Leave
Policy will supersede this clause and the
same shall be applicable immediately
following such change.
13. The existing Group Mediclaim Policy, Group
Personal Accident Policy and group term life policy
will be continued as per eligibility and may be
revised as per company policy requirement.
14. (A) Plant Break Timings are agreed: The Shift-
-wise Break Timings for the Plant will be as follows:
Break
Canteen
Duration of break per
timing
person (workstation
leaving to reporting
back to work
station)
1
2
3
Breakfast
10.30 a.m. to
15 minutes.
(I Shift)
11.15 a.m.
Lunch
12.30 p.m. to
25 minutes.
(I Shift)
2.30 p.m.
Tea Break
06.30 p.m. to
15 minutes.
(II Shift)
07.15 p.m.
Dinner
08.45 p.m. to
25 minutes.
(II Shift)
10.15 p.m.
Tea Break
02.30 a.m. to
20 minutes.
(III Shift)
03.15 a.m
Tea Break
05.30 a.m. to
20 minutes.
(III Shift)
06.15 a.m
(B) Break Time Rules: (a) All workmen must adhere
to the shift-wise break timings as mentioned above in
Clause 14 (A).
(b) During Shift working, workmen will avail their
breaks in a staggered manner, by punching in and
out on machine so as to ensure there is no machine
down time during the break time. The departmental
Supervisor/Manager will be responsible for
deciding the staggering of breaks for groups of
workmen manning a particular workstation.
Workmen who exceed the break time limits
mentioned in Clause 14 (A) above or violate any of
the Break time rules habitually, will be subjected to
appropriate disciplinary action.
15. Continuity of Shift:
a. It is agreed that all production lines will run
continuously without break between the shift
change-over. All workmen must be present at
their assigned workstations 05 minutes
OFFICIAL GAZETTE — GOVT. OF GOA
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803
before before start of the shift. At the end of
the shift, the operator has to be present at the
workstation till the end of the shift.
b. It is agreed that workmen should not leave his
workplace before shift handover to his
reliever and before being relieved by
subsequent shift Operator.
c. It is agreed that all workmen will report to
their respective places of work at their
scheduled reporting time and not leave their
respective places of work till their relievers
take over. If a workman stays at the
workstation beyond 15 mins. at the end of his
shift duties, he will be retained on overtime
for the same position and his reliever will be
denied duty for late coming. Workmen coming
late without information/permission for more
than 15 minutes will be denied duty for late
coming. However, based on mutual
understanding between supervisor and
operator, this can be relaxed.
d. Adherence of Break timing & Shift timing: It is
agreed that under no circumstances late
coming/early going during shift working
would be permitted without proper
authorization and wages will be calculated
on actual working hours.
e. Gate Pass: It is agreed that all workmen will
need to obtain prior approval along with duly
signed gate pass from departmental head or
section supervisor for early leaving from their
respective shift duty.
16. Shift Change: It is agreed that all shift change
requests by the workmen will need prior and express
written approval from his section supervisor or
departmental manager. In case workman has an
emergency, he can change the shift after proper
verbal approval of the supervisor. Also, in case of
business requirements, supervisor can change the
shift of operators based on discussions with the
said operator.
17. Working on Holidays/Weekly off: It is agreed
that in case of any business contingency or for any
other business requirements, if the plant as a whole
or in part is needed to be operated on any Holiday
or on weekly off days, in such scenario all workmen
who are assigned duty will have to attend such
duty and wages would be paid as per existing
practices. Also, if needed at any time, company may
swap/change the weekly off/holidays with prior
information to the concerned workman.
18. Operational Flexibility: (A) It is agreed that as
per existing practice, operators will move across
lines/sections & departments as per the need of the
Company and as per the plant operational needs, to
support the business requirement. During
breakdown/absenteeism of/inlines/sections
workstations, operators will be flexible to move
across different lines/sections/workstations as
needed by the Company and support the day-to-
-day operations as advised by supervisor and there
should not be any work refusal/resistance during
such movement from one station to another station
or line.
Example:- If a winding operator is absent in a
shift, the mounting operator/other trained operator
of other line/same line/other area is redeployed,
should operate, and maintain the winding operation
for the shift.
(B) It is agreed that during non-production days
all employees will be assigned alternate work as
deemed fit by the company like:
I.
Maintenance and upkeep of machines.
II. 5S related work at their respective
workstations and on the shopfloor, which will
include painting and marking jobs etc.
III. Assist in change overs as required.
IV. Training & Lean activities.
V. Kaizen improvement activities in the shopfloor.
(the above is only an illustrative list and not an
exhaustive list). Current practice will continue.
Main gangway marking, fan cleaning and wall
cleaning. Wall painting will be the exclusion in 5S
activities.
19. Multiskilling: It is agreed that all workmen
will be rotated through different workstations/lines
based on the Company/Business requirements,
which in turn will help in multiskilling of operators.
Multi-skilling will be done in a planned manner
and formally communicated to the concerned.
Multiskilling will be preferentially/not restricted to
one station up/one station down from workman’s
designated work station.
20. Efficiency improvement plan and others: It is
agreed that the union will support the production
incentive schemes launched from time to time,
based on business requirements.
21. It is agreed that as per business requirements
and for the purpose of managing business exigency,
it is agreed to have operational flexibility by way of
changing the weekly rest day cum weekly off to any
other day or may start staggered weekly off or 24*7
operations for factory or any department/any line/
804
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/any employee/class of employees in this scheduled
employment and do so by displaying a notice of
shift schedule in department notice board 7 days
prior to the commencement of 24X7 working and
information to concerned authorities.
22. Plant Upgradation: It is agreed that in case of
any change of process/modernization/mechanization/
/up-gradation of any technology, the manpower for
the effected workstation/production line will be
deployed suitably and will be communicated
accordingly.
23. It is agreed that all parties to this settlement
will support any changes in software system
installed for Plant safety & security, Attendance,
payroll etc. from time to time, and also abide to get
trained and adhere to such systems.
24. Safety & Personal Hygiene: It is agreed that all
employees shall maintain personal hygiene and
wear the company provided plant uniform, all
personal protective equipment (PPE) as provided
by the company and ensure hygienic conditions at
the place of work.
25. No mobile phones and cameras will be
allowed inside the shop floor. In case of non-
-compliance to the above, appropriate disciplinary
process will be initiated as per Factory certified
Standing Orders.
26. It is agreed that the existing salary advance
policy will continue. However, in case of any strict
mandate from corporate, management will pull back
this facility.
27. It is agreed that current dormitory facility
will be continued. However, based on the usage
pattern of the dormitories in future, Union and
management will discuss jointly and reach a consensus.
28. Company Transport Facility: It is agreed to
continue the current Transport facilities without
any changes.
29. It is agreed that the per capita wage increase
will be given as per the seniority and existing
grades of the covered employees. Moreover, the
currently prevailing salary structure will be
harmonized to the Pentair Corporate Salary structure.
30. It is agreed that the per capita wage increase
will be inclusive of all statutory increases that may
happen from time to time during the settlement
period.
31. It has been agreed between the union and
management that when the new labour codes will
be implemented by the State Government, the
management reserves its right to change the salary
structure/CTC of the workmen without decreasing the
total wages and net wages or the benefits arising
out of the wages.
32. It is agreed that workmen shall collectively
work towards creating a positive work culture and
workmen shall always attempt to settle all issues in
an amicable manner and shall not resort to any
disruptive tactics like, strike, go-slow, abetment,
holding/attending gate meetings during duty hours,
or any agitational action or activity directly or
indirectly affecting the work process/production
etc. during the period of this settlement.
33. Legislation/Government Order: It is agreed
that, if at any time during the period of operation of
this settlement, any legislation/Government order
is made applicable to the company with reference
to any of the benefits agreed in this settlement; the
benefits which are more beneficial (adhering
statutory obligations) will apply.
34. All employees covered under this Settlement,
shall at all times participate in all employee
communication meetings/employee town hall held
by the Company/management from time to time and
shall confirm their presence by signing the
attendance sheet for the respective meetings.
35. The Union or any Workman who violates any
of the Provisions/Clauses/Terms and Conditions of
this settlement shall be liable to strict disciplinary
action as per Certified Standing Orders and
Provisions of Law.
36. Statutory Deductions: It is agreed that any
statutory deductions applicable shall be deducted
as required under the prevailing laws, as applicable
and which might be introduced in future.
37. General Clauses: It is agreed that all general
clauses as provided in the Tripartite Settlement
dated 16th March, 2016 will remain unchanged and
a copy of which is attached and marked as Annexure
II.
38. It is agreed that the agreed amount will be
distributed as follows:
For the period from 1st April, 2022 to 31st March,
2026, increase amount will be distributed equally
in 4 equal installments over the period of 4 years.
39. It is agreed that the period of settlement shall
be 48 months from 1st April, 2022 to 31st March,
2026.
40. The final amount agreed upon in this
settlement, should not set any precedent for future
negotiations.
41. All the demands raised by the Union through
its Charter of Demands dated 26-03-2022 and the
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805
demands made during the negotiation process shall
be deemed to have fully, satisfactorily, and finally
settled and the dispute/demands are fully resolved.
It has been further agreed that with signing of this
settlement the Reference IT/11/2020 & IT/12/2020
and RCS/68/2020/G are settled.
42. It has been agreed that in view of the present
settlement, there exist no dispute and differences
between the parties now in connection with Charter
of Demands. However, the matter in Reference
IT/20/2020, IT/21/2020 and IT/18/2020 are not
settled by this settlement. The RCS/68/2020 will be
withdrawn by the company as it is the Plaintiff.
43. Union Fund: It is agreed to and by the
beneficiary of the settlement i.e. by those workmen
who will be recipient of the increased wages/
/benefits/increments arising out of the settlements
for the period from 01-04-2018 to 31-03-2022 and
01-04-2022 to 31-03-2026, that the Union fund will
be paid by the worker to the Union Fund Bank
Account of Pentair Employees Union from/out of the
arrears of salary payable to the beneficiary workmen.
After the amount of Union fund for the period from
01-04-2018 to 31-03-2022 and for the period from
01-04-2022 to 31-03-2026 are paid by the workmen,
then no further Union funds are to be paid.
44. Interpretation of Memorandum of Settlement:
In case of any conflict in ascertaining the meaning
and interpretation of any clause of this
Memorandum of Settlement, the same shall be
referred to the Managing Director of the Plant,
whose decision will be final and binding.
I have gone through the records of the case and
the above Memorandum of Settlements which are
duly signed by both the Parties and I am convinced
that the consent terms filed by the Parties are just
and fair and are in the interest of the Workmen/
/Party I and the Management/Party II and therefore,
the same are accepted.
Accordingly, I, pass the following order:
O R D E R
(i)
The reference stands disposed off in view of
the Memorandum of Settlements along with
the terms of settlements filed by the Pentair
Employees’ Union/Party I and the Management/
/Party II, M/s Pentair Water India Pvt. Ltd.,
Plot No. L-52-55, Verna Industrial Estate,
Verna, Salcete-Goa at Exhibit 47 Colly.
(ii) No order as to costs.
Inform the Government accordingly.
Sd/-
(Vijayalaxmi R. Shivolkar),
Presiding Officer,
Industrial Tribunal &
Labour Court.
–––––—
ANNEXURE II
General clauses of tripartite settlement dated
16th March, 2016.
I.
It is agreed by both the parties that nothing
contained in this Settlement shall affect any
existing privilege or benefits unless such
existing privilege or benefits have been
specifically dealt with under any of the items
contained in this Settlement and new terms
in respect thereof have been agreed upon. In
that event, the existing privileges or benefits
will be deemed to have been modified to the
extent stated in the Settlement.
II. It is agreed that THE EMPLOYEES shall
co-operate with THE COMPANY in
maintaining discipline and productivity
through proper performance of duties. THE
EMPLOYEES shall ensure uninterrupted
production and services for the duration of
the Settlement and thereafter. The parties
further agree that whenever any conflict of
interest arises, it shall be resolved in a
peaceful and legitimate manner by discussions
and/or by strictly resorting to the machinery
prescribed under the law.
III. Both parties agree to carry out rationalizations,
modifications, abolition of wasteful practices,
introduction of appropriate procedures/
/techniques/technology for effective and
maximum utilization of operating time, overlapping
shift timings and such other methods as may
be considered appropriate, which will result
in work simplification or overall improvement
in the efficiency.
IV. THE EMPLOYEES agree that during the
operative period of this Settlement they shall
not raise any dispute direct or indirect, which
is likely to cause further financial burden on
THE COMPANY and it is specifically agreed
that all the demands raised by THE
EMPLOYEES will be deemed to have been fully
and satisfactorily settled by this Settlement.
In case by legislation or otherwise, identical
or similar, benefits as accruing to EMPLOYEES
under this Settlement are introduced in future,
THE EMPLOYEES shall enjoy the benefits
either under this Settlement or under the
legislation in its totality, whichever is
beneficial to them but not both.
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V. It is clearly understood and agreed by the
parties hereto that the objectives of the
Settlement are not only to ensure harmonious
industrial relations resulting in improved
productivity and higher earnings to
employees but, also to review, streamline and
rationalize various procedures, techniques,
practices, systems etc. and to ensure optimum
utilization of all resources. The workmen
agree to carry out their duties in case any
change is effected in working conditions and
also agree to co-operate and discharge their
duties if any new device is added to improve
productivity.
VI. THE COMPANY and THE EMPLOYEES agree
that to withstand competition and to deliver
value for money to the Customer, it is very
important and essential to be efficient and
cost effective. THE EMPLOYEES shall extend
full co-operation to THE COMPANY in
increasing efficiency and productivity.
VII. THE EMPLOYEES understand that THE
COMPANY is driving continuous improvement
and THE EMPLOYEES shall whole heartedly
and fully participate and offer constructive
ideas for continuous improvement.
VIII. THE EMPLOYEES individually and collectively
shall continue to do all jobs pertaining to
production and shall accept changes in work
methods and work patterns/systems to meet
business exigencies. THE EMPLOYEES shall
adopt and accept new innovations and
practices for maximizing the utilization of
capacity for cost saving.
IX.
The existing system of multi-skilling and
working in different workstation will be
further improved for better efficiencies. In
order to have the operational flexibility and
to improve the skill levels & deployment in
various work stations among the workmen in
various jobs and to encourage multi skilling
to achieve optimum utilization of manpower
without affecting their existing wages, Multi-
Skilling concept will be introduced to all the
workmen working in different sections,
departments, areas and line. The workmen
hereby agreed to adhere to the allotment of
jobs as per Multi skilling requirements.
X.
It is agreed by and between parties hereto
that in case workmen are called for work on
any National/Festival Holidays workmen/
/union shall not refuse to attend to the
business requirements. All the workmen who
work on that particular day will be paid
benefits and Compensatory Off as per the
provisions of Factories Act, 1948.
XI. All workmen must be present at work spot 5
minutes before start of the shift. The breaks
will be reduced to 2 breaks from 3 breaks in
the 1st and 2nd shift. All workmen must
adhere to break timing of 15 minutes tea break
and 25 minutes for lunch break. Workmen
should not leave work place at the end of the
shift, till reliever comes and reports for duty.
All workmen should adhere to staggered self-
relieving system during lunch and tea breaks
in such a way that, there won’t be stoppage
of machines.
The workmen shall not waste time in
discussing any personal matters/collection of
chit money/other transactions during the
working hours.
XII. In case a Workman in the next shift doesn’t
report for duty, the workmen in the previous
shift will continue to work as directed by the
concerned Shift Executive. Workman in the
previous shift has to hand over the charge to
his reliever in the next shift before he leaves
his workplace. No stoppage of machine
should take place at the time of Shift
changing.
Mutual change of duty or shift will not be
accepted.
Shift change will be accepted based on the
written request by the workmen and
consideration of request by Shift Executive
basis the work plan.
XIII. Manpower of plant will be rationalized time
and again as per the clauses mentioned
below:
The manning shall be decided based on
technology, work practices, work methods
and systems prevailing at a given point of
time. If with the introduction of new work
systems/methods, if any role of workmen
becomes irrelevant, then those workmen will
be re-deployed in a suitable position.
XIV. Below mentioned services will be considered
as Essential Services and all those deployed
in these services will be considered as people
working in essential services.
i.
Utilities.
ii. Maintenance.
iii. Logistics and Stores.
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All those workmen, deployed in the above
mentioned areas should make themselves
available for work even during the periods of
Strike, Lock Out, National/Festival Holidays
or any other extraordinary circumstances.
Those workmen, who fail to present
themselves for work, will be deemed as wilful
absence and such workmen will be liable for
disciplinary action as per the provisions of
Law.
XV. It is agreed that as far as work is concerned,
there will be no comparison of experience,
seniority etc. All jobs will be offered by the
Company and workmen will carry out those
jobs in true spirit. It is agreed by and between
the parties to have the operational flexibility.
It is agreed that workmen & union will be
totally flexible in the interest of business more
particularly as under:
There shall be total flexibility and complete
interchangeability between/during shifts,
lines, department etc. No workman shall
refuse to carry out any activity related to
production/dispatch/maintenance of equipment.
The minimum crew required for attending an
activity will be decided by concerned
Manager. Manager will be at liberty to make
any changes in allotting and changing the
allotted workmen.
Workmen crew available on the line shall
attend to the maintenance jobs relating to
the line and participate in 5S activities
associated with their area of work.
XVI. It is necessary to maintain a high standard of
quality which cannot be compromised if
workmen exhibits poor quality of work,
Company will be the sole authority in
determining quality/quantity standards.
It is accepted that the maintenance of quality
standards, adhering to the Company’s
recommended specifications are of paramount
importance and if a workman or a group of
workmen work in a manner detrimental to the
quality of the product, suitable action will be
taken against workmen as per the provisions
of law.
Workmen should not waste any raw materials/
/ingredients/packaging material and should
not take any action which is detrimental to
the company’s interest. The workmen
working on machines should keep the
machine clean and handle them with utmost
care. All workmen shall ensure proper
housekeeping, maintain hygienic condition in
their place of work including daily/Shift CLIT
and 5S.
XVII. In order to optimize utilization of manpower
for enhancing efficiency, the union and
workmen agreed to utilize the workmen in
the following areas during non-production
days. Workmen will be allotted jobs like:
i.
Maintenance and upkeep of machines,
ii. Deep cleaning and 5S related work at their
respective workstations and on the shop-
floor, which will include painting and
marking jobs etc.
iii. Assist in change overs as required.
iv. Training & lean activities.
v.
Kaizen improvement activities on the
shop-floor.
(The above is only an illustrative list and not an
exhaustive list).
XVIII. It is agreed that, in case of any requirement
of Over Time, at any workstation/place the
preference will be given to the Operator
working at that station. In case the said
Operator is not able to continue the duty on
Over Time, then the option will be given to
any other trained Operator.
XIX. Company will continue to improve the skills
of workmen by imparting various OJT (On
the Job Training) and other training.
Workmen should co-operate and attend
whole heartedly in learning the concepts
and implementing them at workplace.
Workmen should co-operate in implementing
various
initiatives
like
Operational
Excellence, 5S, Kaizen, RIE, SMED, Poka Yoke
etc. or any such initiative which will help in
improving efficiency of the plant. It is hereby
agreed that the workmen will sign training
records and other documents required to be
maintained for the purpose of ISO
requirements/audits and as per Company
guidelines.
XX. It is mandatory for all the workmen to use
Personal Protective Equipment (PPE) like
goggles, safety shoes, ear plugs, etc. as
required, failing which, disciplinary action
will be initiated against the workmen and
such workmen may not be permitted for work
since safety is of utmost importance.
Moreover, all safety precautions has to be
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followed while operating the machines or
carrying out maintenance activities.
Violation of safety norms will be viewed very
seriously and disciplinary action will be
initiated against those who violate the safety
norms.
XXI. The various office bearers of union will carry
out their normal duties of work like all other
workmen at the work spots. In order to
ensure discipline in the factory, the union
and the workmen agree not to conduct any
meeting or gathering on the shop floor
without prior express permission of the
management. Any such participation would
be treated as misconduct under the standing
orders applicable to the workmen of the
company. Grievances, if any, should be
presented in writing only when there is a
real basis for complaint. All efforts should be
made to settle the day to day grievances by
personal representations to the section/
/departmental heads. If unresolved, the
matter would be taken to the HR department
representative. Efforts would be made to
redress such grievances at the earliest.
XXII. Any stoppage of Company work or routine
official duty, by any workman, individually or
collectively will lead to eight (8) days wages
being deducted for each day of such work
stoppage, in respect of such workman/
/workmen. The management will make such
wage deduction, from the monthly wages of
the month in which such work stoppage is
caused.
XXIII. The union/workmen shall collectively work
towards creating a positive work culture.
Union/workmen shall always strive to settle
all issues in an amicable manner and shall
not resort to any disruptive tactics like strike,
go-slow, abetment, violence etc. during the
period of this settlement, failing which, strict
disciplinary action (extending to termination
of service) shall be taken against such
workman/workmen in accordance with
Certified Standing orders of the Factory/
/Provisions of law.
XXIV. In the interest of discipline and smooth
running of operations, it is agreed that
workmen shall adhere to the instructions of
their Supervisors.
XXV.
Workmen has to follow the dress code policy
and maintain highest levels of personal
hygiene, such as clean-shaven look and nails
cut.
XXVI. Any workmen found idling during office
hours will be marked absent. Repeat
instances will be subjected to disciplinary
action as per standing orders/provisions of
law.
XXVII. Union and Workmen will play a pro-active
role in creating awareness about the Health,
Safety and Environmental Policy of the
Company and towards its effective
implementation. Union/Workmen shall
support all initiatives of the Company for
improving Health, Safety and Environmental
standards. Use of PPE’s wherever applicable
shall be mandatory and any violation of rules
pertaining to the above aspects shall be
viewed seriously.
XXVIII. No usage of Mobile phones while on duty (at
workstation/on machine). Disciplinary action
will be taken in case of violation. No Mobiles
will be allowed at the workplace.
XXIX. All the workmen shall undergo the medical
examination as and when organized by the
Company and strictly abide by the schedule
provided and all other medical examinations
advised by the Factory Medical Officer from
time to time.
XXX. No workmen shall smoke or chew tobacco,
consume alcohol/drugs inside the premises
and precincts of the factory, failing which
strict disciplinary action will be taken as per
Certified Standing Orders/Provisions of law.
The factory has been declared as a No
Smoking Zone.
XXXI. Union and workmen hereby agree that they
will strictly follow the Code of Business
Conduct Guidelines failing which they are
liable for disciplinary action as per the
provisions of law.
XXXII. Union and workmen will not interfere in any
disciplinary action that will be taken against
any workmen who commits the misconduct
OFFICIAL GAZETTE — GOVT. OF GOA
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809
as per the applicable Standing Orders.
Workmen indulging in such interference will
be liable for appropriate disciplinary action.
Union will be kept informed in case of
misconduct of any workman.
XXXIII.Union and workmen hereby agree that they
will strictly follow the attendance system
prescribed by the company from time to
time.
XXXIV. It is agreed by the Union and the Workmen
that in the event of amendment in any
legislation or introduction of any legislation
after signing of this Settlement, introduces
or revises pay/benefits which is covered
under this Settlement, the Workmen shall
opt only for the benefits either under the
Settlement or under the Law, whichever is
higher, but not both the benefits.
XXXV. In event of any Act, Government Resolution,
Ordinance, Promulgation by the Appropriate
Government or Competent Authority under
any law enforced Union and the Company
shall sit together and amend the necessary
clauses if required.
ANNEXURE III
Sr.
Emp. Code
Name of the Employee
Grade for period 1st April, 2022-31st March, 2026
No.
as per Clause 3
1
2
3
4
1.
0168
Satyawan Maulingkar
PA1
2.
0219
Prakash Girap
PA1
3.
0233
Saiprasad Pokhare
PA1
4.
0257
Anil Narvenkar
PA1
5.
0288
Anil Kamat
PA1
6.
0294
Mohan Borkar
PA1
7.
0375
Samir Borkar
PA1
8.
0413
Gopal Madiwalar
PA1
9.
0479
Arvind Naik
PA1
10.
0580
Laxman Kowadkar
PA2
11.
0696
Nagesh Karivadekar
PA2
12.
0966
Nitin Sakpal
PA2
13.
0985
Mohan Patil
PA2
14.
0992
Ladu Sawant
PA2
15.
0997
Chandrasekhar Bingi
PA2
16.
1057
Vithu G. Naik
PA2
17.
1049
Vikas Chopadekar
PA2
18.
1069
Mangesh A. Rane
PA2
19.
1091
Baburav Sangvekar
PA2
20.
1095
Ganapati Madival
PA2
21.
1137
Karn Kumar Patil
PA2
22.
1134
Dewoo Kocharekar
PA2
23.
1108
Rajendra Gaonkar
PA3
24.
1142
Sanjay Malsekar
PA3
25.
1149
Ramesh Malgaonkar
PA3
26.
1150
Ashok Tilu Naik
PA3
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27.
1151
Shailesh Gaude
PA3
28.
1158
Pandurang Gawas
PA3
29.
1164
Nitesh Naik
PA3
30.
1191
Hanumant Satarkar
PA3
31.
1198
Priyaranjan Das
PA3
32.
1226
Nyaneshwar Naik
PA3
33.
1227
Suraj Pednekar
PA3
34.
1245
Dinesh Gawas
PA3
35.
1247
Viresh Sawkar
PA3
36.
1249
Jogeshwar Mahato
PA3
37.
1258
Tulashidas Acharekar
PA3
38.
1252
Mahadev Bagkar
PA3
39.
1287
Avinash Bhujbal
PA3
40.
1306
Nyaneshwar Velip
PA3
41.
1300
Gurudas Kudav
PA3
42.
1328
Yuvraj Kotharkar
PA3
43.
1351
Krishna Arlikar
PA3
44.
1354
Krishna R. Naik
PA3
45.
1358
Shankar Sapate
PA3
46.
1397
Satyawan Dignekar
PA3
47.
1434
Prashant U. Naik
PA3
48.
1538
Rohan D. Murkumbi
PA3
49.
1658
Bhimappa Biradar
PA3
50.
1659
Siddappa Nigari
PA3
51.
1708
Fatu Ghadi
PA3
52.
1736
Prabhu Vadar
PA3
53.
1746
Vasant Gunagi
PA3
54.
1749
Prashant Madival
PA3
55.
1787
Prakash Kurade
PA3
56.
1818
Sachin Palav
PA3
57.
1831
Clemente D’Costa
PA3
58.
1960
Lilbahadur Gurkha
PA3
59.
2022
Ira Patil
PA4
60.
2029
Faiyaz Shaikh
PA4
61.
2048
Kishor Madkaikar
PA4
62.
2068
Deepak Kolambkar
PA4
63.
2075
Vinayak Kattimani
PA4
64.
2076
Jitendra Sawant
PA4
65.
2092
Maruti Goudar
PA4
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
811
66.
2143
Kushal Naik
PA4
67.
2342
Chaloba Pawar
PA4
68.
2027
Mallanagouda Patil
PA4
————
Notification
No. 28/02/2024-LAB/Part-III/688
The following Award passed by the Industrial
Tribunal and Labour Court, at Panaji-Goa on
22-10-2024 in Case No. IT/24/2008 is hereby published
as required under Section 17 of the Industrial
Disputes Act, 1947 (Central Act 14 of 1947).
By order and in the name of the Governor of
Goa.
Amalia O. F. Pinto, Under Secretary (Labour).
Porvorim, 7th November, 2024.
––––
IN THE INDUSTRIAL TRIBUNAL AND
LABOUR COURT
GOVERNMENT OF GOA
AT PANAJI
(Before Mrs. Vijayalaxmi Shivolkar, Hon’ble
Presiding Officer)
Ref. No. IT/24/2008
Shri Nilkant Phadte,
Rep. by All Goa General Employees
P.O. No. 90,
Vasco-da-Gama, Goa .....Workman/Party-I.
V/s
M/s. CFL Pharmaceuticals Ltd.,
Dempo Towers, 5th Floor,
Patto, Panaji-Goa .… Employer/Party II.
Workman/Party I represented by Ld. Adv. Shri A. V.
Nigalye along with Adv. O. Kulkarni.
Employer/Party II represented by Ld. Adv. Shri P.
Chawdikar.
AWARD
(Delivered on this the 22nd day of the month of
October of the year 2024)
By Order dated 30-05-2008, bearing No. 28/10/
/2008-LAB/627, the Government of Goa in exercise
of powers conferred by Section 10(1)(d) of the
Industrial Disputes Act, 1947 (for short The Act),
(Central Act 14 of 1947) (hereinafter referred to as
the “said Act”), the existing dispute between the
Management of M/s. CFL Pharmaceuticals Ltd.,
Curti, Ponda, Goa and All Goa General Employees
Union, for adjudication to the Industrial Tribunal of
Goa at Panaji-Goa, constituted under Section 7-A of
the said Act. The Schedule of reference pertaining
to charter of demands is as under:
SCHEDULE
(1) “Whether the action of the management of
M/s. CFL Pharmaceuticals Limited, Curti,
Ponda, Goa, in refusing employment to Shri
Nilkant Phadte, helper with effect from
21-12-2002, is legal and justified.
(2) If not, to what relief the workman is entitled?”
2. Upon receipt of the reference, it was registered
as IT/24/2008 and registered A/D notices were
issued to both the Parties. Pursuant to service of
notices, the Party I thereafter filed the Statement of
Claim at Exh. 4.
3. The Party states that he is a workman and was
appointed as General Attendant by the Party II and
placed in R&D Department of the Party II since the
time R&D Department started functioning
independently. The Party I states that he worked
from 19-10-1982 till 20-12-2002 when a notice of
alleged suspension of activities of the said
Department was put up on 21-12-2002. The Party I
states that prior to the alleged suspension of
activities of the R&D Department, and other
Departments of the Party II, the Party II displayed a
notice dated 11-10-2002 attempting to shift the
activities to Dharwad, with malafide intention of
depriving the workmen of their jobs, which attempt
was failed on raising a dispute vide letter dated
29-10-2002 in that respect by the Union before the
Party II, with a copy endorsed to the Asst. Labour
Commissioner, Ponda for intervention.
3. The Party I states that having failed in the
attempt to transfer the manufacturing activities to
Dharwad, the Party II by notice dated 21-12-2002
notified the workmen that the Party II has closed
manufacturing activities at CMM Complex, Curti,
Ponda, Goa with immediate effect. The Party I states
that the R&D, QC and QA Departments, however,
were not closed w.e.f. 21-12-2002. The Party I states
that by another notice dated 21-12-2002, displayed
on 23-12-2002, the Party II informed the workmen of
R&D, QC and QA Departments that the operations
812
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
of the said departments are suspended with
immediate effect until further notice in view of
closure of the manufacturing operations of the unit
of the Party II at Curti, Ponda Goa. The Party I states
that in terms of the said pre dated notice, the Party II
deemed to have retrenched the workers working in
the said Department, w.e.f. 21-12-2002 without
following the provisions of the Section 25F of the
Industrial Dispute Act, 1947 and Rules thereunder.
4. The Party I states that the matter of illegal
closure of the factory as well as illegal retrenchment
of the workmen of the said departments was taken
up by the Union vide its letter dated 27-12-2002
before ALC, Ponda with a copy enclosed to the Party
II. The Party I states that the Party II had in fact not
suspended the activities of R&D Dept. where the
Party I was working and as such vide his letter
dated 14-06-2003 the Party I brought this fact to the
notice of the Party II, with a copy endorsed to the
ALC, Ponda and the Union. The Party I by the said
letter dated 14-06-2003 demanded that he should
be given opportunity to rejoin duty in R & D
Department. The Party I states that the Union vide
its letter dated 28-07-2003 also made the same
demand to the ALC, Ponda and stated that the
action of the Party II in not calling the Party I for
re-employment is illegal, unjustified and bad in law.
5. The Party I states that while the dispute was
pending in conciliation before the ALC, Ponda, the
Gomantak Mazdoor Sangh by-passed the ALC,
Ponda and approached the Addl. Labour
Commissioner, Panaji with a bipartite settlement
already arrived by the said Sangh and the Party II
only to put the signatures and the seal of the Addl.
Labour Commissioner, Panaji to show that the said
Settlement was signed in conciliation when in fact
no such conciliation was pending before the Addl.
Labour Commissioner, Panaji. The Party I states that
the Party I is a member of All Goa General
Employees Union and any settlement which was
signed by any other Union does not bind the Party I,
more so because a separate dispute in that
connection was pending before the ALC, Ponda in
Case No. IRM/CON/PONDA/30/03.
6. The Party I/Union states that the Party I/
/Workman thereafter received a cheque towards his
dues, which was accepted by the Party I/Workman
under protest as the Party I/Workman was rendered
unemployed during this period. The Party I wrote a
letter dated 06-10-2003 to the ALC, Ponda informing
the ALC, Ponda that the cheque is received under
protest and a copy of the said letter was given to
the Party II during the conciliation proceedings.
The Party I states that the R&D Dept. of the Party II,
where the Party I/Workman was working has not
been closed and the work is still going on with the
employment of new workers and that the action of
the Party II in refusing employment to the Party I/
/Workman w.e.f. 21-12-2002 is illegal, bad in law and
unjustified and is in contravention of Sections 25F,
25G, 25H of the Industrial Disputes Act, 1947.
7. In the Written Statement filed at Exhibit 6, the
Party II objected the reference stating that the
reference made to this Hon’ble Tribunal is totally
infructuous as the alleged dispute does not exist in
fact and in law and does not partake the
characteristic of any industrial dispute. The
question of refusal of employment does not arise
pursuant to the closure on account of settlement
with the workmen. The settlement is signed by all
the workmen of the Party II, irrespective of the post
held by them or nature of duties. It is submitted
that there has been Settlement dated 18-02-2003
entered into between the Management of the Party II,
whereby it has been agreed that in view of closure
of the establishment, the workmen concerned would
be paid the benefits of VRS and ex-gratia, amounts
in full and final settlement of all their claims against
the Company.
8. The Party II submits that the Party I is also
Party to the said settlement being workman in the
manufacturing unit, thereby, cannot claim for
re-employment in view of the binding terms of the
Settlement. The Party II submits that the settlement
dated 18-02-2003 being settlement under Section
12(3) of the Industrial Disputes Act of 1947 and
unlike a settlement outside conciliation under
Section 18(1), it is binding not only on the members
of the union signatory to the settlement but also on
all the employees employed in the Company,
irrespective of whether they are members of the
minority Union which has not signed the settlement.
It is further submitted that there is no cause of
action giving rise to any industrial dispute.
Furthermore, the dispute raised by the Party I/
Workman, apart from being wholly misconceived
and untenable in law, is a purported dishonest
attempt on the part of the workman concerned to
illegally extort money from the Party II. The
reference made to this Tribunal is, therefore, in
respect of frivolous and non-existing industrial
dispute. It is submitted that the reference of dispute
on the issues mentioned would be futile and
infructuous.
9. The Party II submits that on merits it is the
case of Party II that it has stated that the Factory at
Bethoda, Ponda-Goa has closed down after issuing
notice to the workmen and as per the Memorandum
of Settlement dated 18-02-2003, the Party I along
with other workers have been paid their dues, in
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
813
full and final settlement. It is stated that the Party I
was appointed as General Attendant, who was
confirmed vide letter dated 12-09-1983 w.e.f.
01-09-1983. The Party II submits that from the date
of his appointment, the Party I/Workman was placed
in the Production Department. The said appointment
was duly accepted by the Party I. The Party II
submits that vide letter dated 02-12-1985 the Party
No. I was promoted to grade W-III as Helper. As per
the said letter it was agreed by the Party I, that
up-gradation is done on clear understanding and
assurance from Party I that he will carry out all the
work in Grade III, including packing as and when
required.
10. The Party II submits that the Party I had no
connection whatsoever with R & D Department of
the Party II at the time of closure. The Party II
submits that subsequently, as per the Settlement
dated 18-02-2003, Party I along with others workman
working at the factory at the relevant time of closure
were relieved from their services after making their
full and final settlement as per the Memorandum of
Settlement. It is submitted that manufacturing
activity at the Factory of Party II, has been closed
down as per the reason specified in the said notice
of closure.
11. The Party II denied that in terms of the said
pre-dated notice, the Party II deemed to have
retrenched the workers working in the said
Department w.e.f. 21-12-2002, without following the
provisions of Section 25F of the Industrial Disputes
Act, 1947 and Rules thereunder. It is submitted that
the Party II has followed the procedure as per the
law, pursuant to which letter dated 23-11-2002, was
issued by the Party II to Party I along with
retrenchment compensation. The provisions of
Section 25F of the Industrial Disputes Act were duly
complied as far as manufacturing unit is concerned.
12. It is submitted that settlement dated
18-02-2003, is in full legal effect and binds the Party I
and does not amount to an industrial dispute, as all
the workmen along with the Party I are duly settled.
It is further submitted that since, there is no dispute
between the Parties, the reference be dismissed
with heavy cost.
13. The Party I filed their Rejoinder at Exhibit 8
whereby all the averments and submissions made
by the Party II in their Written Statement have been
specifically denied. Party I in their Rejoinder
reiterated all the facts stated in his statement of
claim and specifically denied that the alleged
settlement dated 18-02-2003 is in full legal effect
and binds the Party I and does no amount of an
industrial dispute as all the workmen alongwith
the Party I are duly settled as alleged. It is
specifically denied that there is no dispute between
the parties as alleged by Party II.
14. Considering the Claim Statement of Party I
and the Written Statement filed by the Party II and
the Rejoinder on behalf of Party I following issue
were framed on 06-10-2009 at Exhibit 14.
ISSUES
1. Whether the Party I proves that the closure of
the factory is sham and illegal?
2. Whether the Party I proves that the action of
the Party II in refusing employment to him is
in contravention of Section 26F, 25G and
25H of the Industrial Disputes Act, 1947?
3. Whether
the
Party
II
proves
that
establishment was closed pursuant to the
settlement under Section 12(3) of the
Industrial Dispute Act, 1947?
4. What order? What relief?
15. 1 have gone through the records i.e. the
pleadings, the oral as well as documentary evidence
adduced by both the Parties, the written synopsis
filed by the Party II at Exhibit 52, the oral arguments
advanced by both the Parties and after considering
the same my findings on the issues with reasons are
as follows:
Issue No. 1 : In the negative.
Issue No. 2 : In the negative.
Issue No. 3 : In the affirmative.
Issue No. 4 : As per final order.
REASONS
16. As all the issues are interconnected, all are
taken together for discussions and for giving
findings on the same collectively.
17. Issue No. 1, 2 and 3: It is the contention of the
Party I that the Party I is a workman and was
appointed as General Attendant by the Party II and
placed in R&D Department of the Party II since the
time the R&D Department started functioning
independently. It is further his case that he worked
from 19-10-1982 till 20-12-002 when a notice of
alleged suspension of activities of the said
Department was put up on 21-12-2002. The Party I
states that prior to the alleged suspension of
activities of the R&D Department and other
Departments of the Party II, the Party II displayed a
notice dated 11-10-2002 attempting to shift the
activities to Dharwad, with malafide intention of
depriving the workmen of their jobs, which attempts
were failed on raising a dispute vide letter dated
814
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
29-10-2002 in that respect by the Union before the
Party II, with a copy endorsed to the Asst. Labour
Commissioner, Ponda for intervention.
18. It is further contended that having failed in
the attempt to transfer the manufacturing activities
to Dharwad, the Party II by notice dated 21-12-2002
notified the workmen that the Party II has closed
manufacturing activities at CMM Complex, Curti,
Ponda, Goa with immediate effect. However,
according to Party I the R&D, QC and QA
departments were not closed w.e.f. 21-12-2002. That,
by another notice dated 21-12-2002 displayed on
23-12-2002, the Party II informed the workmen of
R&D, QC and QA Departments that the operations
of the said departments are suspended with
immediate effect until further notice in view of the
closure of the manufacturing operations of the unit
of the Party II at Curti, Ponda-Goa. That in terms of
the said post-dated notice, the Party II deemed to
have retrenched the workers working in the said
Dept. w.e.f. 21-12-2002 without following the
provisions of the Section 25F of the Industrial
Disputes Act, 1947 and Rules thereunder.
19. It is further the case of Party I that the matter
of illegal closure of the Factory as well as illegal
retrenchment of the workmen of the said
departments was taken up by the Union vide its
letter dated 27-12-2002 before ALC, Ponda with a
copy endorsed to the Party II. And that the Party II
had in fact not suspended the activities of R&D
Dept. where the Party I was working and as such
vide his letter dated 14-06-2003, the Party I brought
this fact to the notice of the Party II, with a copy
endorsed to the ALC, Ponda and the Union. The
Party I by the said letter dated 14-06-2003 demanded
that he should be given opportunity to rejoin duty
in R & D Department. The Party I states that the
union vide its letter dated 28-07-2003 also made the
same demand to the ALC, Ponda and stated that
the action of the Party II in not calling the Party I
for re-employment is illegal, unjustified and
bad-in-law.
20. As against this, it is the contention of the
Party II, that Party No. I was appointed as General
Attendant, who was confirmed vide letter dated
12-09-1983 w.e.f. 01-09-1983. That from the date of
his appointment, he was placed in the Production
Department. The said appointment was duly
accepted by the Party I. That vide letter dated
02-12-1985 the Party I was promoted to Grade III as
Helper. As per the said letter, it was agreed by the
Party I, that up-gradation is done on clear
understanding and assurance from Party I that he
will carry out all the work in Grade III, including
packing as and when required. It is stated the Party I
had no connection whatsoever with R & D
Department of the Party II at the time of closure.
The Party II stated that subsequently, as per the
settlement dated 18-02-2003. Party I along with
other, workmen working at the Factory at the
relevant time of closure were relieved from their
services after making their full and final settlement
as per the Memorandum of Settlement. It is
submitted that the manufacturing activity at the
Factory of Party II, has been closed down as per the
reason specified in the said notice of closure. Party II
denied that in terms of the said pre-dated notice
the Party II deemed to have retrenched the workers
working in the said Department w.e.f. 21-12-2002,
without following the provisions of Section 25F of
the Industrial Dispute Act, 1947 and Rules there
under. It is submitted that the Party II has followed
the procedure as per the law, pursuant to which
letter dated 23-11-2002, was issued by the Party II
to Party I along with retrenchment compensation.
The provisions of Section 25F of the Industrial
Disputes Act were duly complied as far as manufac-
turing unit is concerned.
21. It is the case of the Party I that he was working
in Research and Development Department from
1982 to 1988 and not solely for CFL. That, he
continued working in the Research and
Development Department even after the closure of
the Factory. The Management/Party II however has
been able to demolish the case of the Party I in his
cross-examination by confronting him with the
documents. The first document on which the
Workman was confronted is the Certificate at
Exhibit 18 which showed that the Workman was
working for the CFL from the year 1982 to 1988. The
second such document is the Pay Slip for the month
of November 2002 at Exhibit 26. With reference to
this Pay Slip the Workman admitted that as per the
said Pay Slip at Exhibit 26 in the month of November
2002 he was a Helper in the CF-FAC-PRT and that
he was paid salary by CFL Pharmaceuticals. He
further admitted in terms of Exhibit 26, he was
working as Helper (IIIA) and that his designation
has been shown as “worker” in the column “Meant
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
815
for Category” in the said Exhibit, as such it was
suggested to him that the designation “worker” is
only for those who are working in the factory for the
Production Department. He further admitted that
he does not have any Salary Slip being issued by
the Department of Research and Development.
22. Further as regards the case of the Applicant
that the closure of the factory is a sham and illegal,
his statement in the cross-examination discards his
own case whereby when put to him in the Cross
that Party II had issued notice at Exhibit 32 stating
that due to legal restriction under amended Drugs
and Cosmetics Act, the Party II had to close the
factory, which notice was accepted by some of the
workers and around 44 workers did not accept the
notice. The Party I workman has denied knowledge
as to the exact number of the workmen who did not
accept the notice and thereafter this workmen
having entered into the settlement with the Party
II, he was confronted with the said Deed of
Settlement dated 18-02-2003 along with the
annexure giving the names of the workers that upon
being confronted with Exhibit 33 Colly, the Party I/
/Workman categorically admitted that his name is
being figured in the said list among 44 workers
though it was contended that his name was forcibly
included in the said list. He further admitted having
received the amount as per the Settlement dated
18-02-2003 at Exhibit 33 though he stated that the
said amount was received by him under the protest.
The Party II also brought on record in the cross-
examination of Party I/Workman that the Settlement
at Exhibit 33 Colly was signed by the Majority Union
that is Gomantak Mazdoor Sangh as such, the same
is binding on the Party I/Workman. The evidence
further reveals that though there was a represen-
-tation made by All Goa General Employees Union
at Exhibit 22 addressed to the Assistant Labour
Commissioner, however, had called upon the
Gomantak Mazdoor Sangh for conciliation
proceeding since representing by majority
Workmen.
23. The Party I/Workman though denied the
suggestion to say that from amongst the 44
workmen, except him, the remaining 43 workmen
were the members of Gomantak Mazdoor Sangh
Union. However, when asked, could not produce
documentary evidence to show that some workmen
from amongst the above 43 were the members of All
Goa General Employees Union. The Party I/Workman
also denied for want of knowledge that after the
Settlement at Exb. 33 Colly, the Party II/Factory has
been closed and sold to an independent Company.
The Party I/Workman further admitted that he does
not have any Salary Slip mentioning his designation
as General Attendant in R&D department of Party II
nor he has produced any document to the Court to
show that he was appointed as a General Attendant.
He further admits in the cross-examination of having
accepted Voluntary Retirement Compensation
though he stated that it was accepted under protest.
The Party I/Workman cautiously denies the
knowledge of Party II/Company had to close down
involuntarily on account of legal restriction and
regulations at the same time except signing of the
Deed of Settlement at Exhibit 33 Colly and having
received the Voluntarily Retirement Compensation.
That from the evidence on record it is seen that the
Factory had to be closed down on account of the
legal restriction and regulations which was beyond
the control of the Party II and consequently the
Party II could successfully prove that the
establishment was closed pursuant to the
Settlement under Section 12(3) of the Industrial
Disputes Act, 1947 as such there is no question of
complying with the provision of the Sections of
Section 25F 25G, and 25H of the Industrial Disputs
Act, 1947.
24. For the reasons stated hereinabove, the Issue
No. 1 and 2 stands answered in the negative and
the Issue No. 3 stands answered in the affirmative.
Hence the following Order:
ORDER
(i)
Issue No. 1 and 2 stands answered in the
negative and Issue No. 3 stands answered in
the affirmative.
(ii)
The Party I/Workman is not entitled for any
relief.
(iii)
No order as to costs.
(iv)
Inform the Government accordingly.
Sd/-
(Vijayalaxmi Shivolkar),
Presiding Officer,
Industrial Tribunal-cum-
-Labour Court.
816
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
Department of Panchayati Raj and Community Development
Directorate of Panchayats
Notification
No. 19/DP/Bye Election/Results/2024/10279
In pursuance of sub-section (8) of Section 7 of the Goa Panchayat Raj Act, 1994 (Goa Act 14 of 1994)
read with Rule 3 of the Goa Panchayat (Publication of name of elected memeber) Rules, 1997, it is hereby
notified for the information of the public that the person specified in column (3) of the Schedule appended
hereto have been duly elected as member of the Panchayat mentioned in the corresponding entry in
column (2) of the said schedule from the ward shown against the name in column (4) of the said Schedule
in the bye election held on 08th December, 2024.
Schedule
Sr. No.
Name of Village Panchayat
Name and Address of Elected
Ward No.
members
1
2
3
4
1.
Nadora
Prasad Narayan Nadodkar,
Ward No. V (OBC).
H. No. 149, Madant, Nadora,
Bardez-Goa
Siddhi T. Halarnakar, Director of Panchayat & ex officio Jt. Secretary.
Panaji, 18th December, 2024.
——————
Department of Personnel
Order
No. 5/42/2024-PER/5201
In terms of Rule 28 of the Goa Civil Service Rules,
2016 and on the recommendation of the Goa Public
Service Commission as conveyed vide its letter
No. COM/II/12/42(1)/2021/320 dated 12-12-2024, the
Governor of Goa is pleased to declare the Junior
Scale Officer of Goa Civil Service at Sr. No. 2 below
to have satisfactorily completed her period of
probation and the Junior Scale Officers of Goa Civil
Service at Sr. No. 1 and from Sr. Nos. 3 to 25 to have
satisfactorily completed their period of probation
and confirmed in the cadre of Junior Scale Officers
of Goa Civil Service with effect from the date of
their completion of probation period mentioned
against their name in column 3 below:-
Sr.
Name of the
Date of completion of
No.
probationers
probation period
1
2
3
1. Shri Rohan Janardan Kaskar
31-12-2020
2. Smt. Veera Nayak
21-07-2023
3. Shri Sohan Ashok Uskaikar
27-08-2024
4. Shri Gauresh Ashok Pilgaonkar
27-08-2024
5. Shri Shubham Mohan Naik
27-08-2024
6. Shri Ganesh Krishnakumar
27-08-2024
Barve
1
2
3
7. Shri Yogiraj Prakash Gosavi
27-08-2024
8. Smt. Ashwini Vidwal Bhagat
27-08-2024
9. Shri Girish Gopal Sawant
27-08-2014
10. Shri Sitaram Gurudas Sawal
27-08-2024
11. Shri Manohar Lavu Karekar
27-08-2024
12. Shri Shreyas Dsilva
27-08-2024
13. Dr. Medora Eromilla D’Costa
27-08-2024
14. Dr. Mriselda Velika Monteiro
27-08-2024
15. Shri Velton Peter Tellis
27-08-2024
16. Shri Prajeet Ramdas Chodankar
27-08-2024
17. Shri Vinayak Suresh Chari
27-08-2024
18. Smt. Diksha Namdev Tari
27-08-2024
19. Shri Suyash Vinayak Sinai
06-10-2024
Khandeparkar
20. Ms. Vrushika Premanand
09-10-2024
Kauthankar
21. Shri Himanshu Rajesh Patnekar
18-10-2024
22. Ms. Deepti Dharma Gaonkar
06-10-2024
23. Shri Ishwar Madan Madkaikar
06-10-2024
24. Shri Omkar Amar Asolkar
09-10-2024
25. Shri Naresh Gaude
18-10-2024
By order and in the name of the Governor of
Goa.
Eshant V. Sawant, Under Secretary (Personnel-I).
Porvorim, 12th December, 2024.
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
817
Order
No. 5/23/2022-PER/5249
Smt. Diksha Tari, Deputy Director (Admini-
-stration), Printing & Stationery shall hold the
charge of Deputy Director (Administration), Tourism
in addition to her own duties with immediate effect.
This issues on the recommendation of the Goa
Services Board.
By order and in the name of the Governor of
Goa.
Eshant V. Sawant, Under Secretary (Personnel-I).
Porvorim, 18th December, 2024.
Order
No. 6/5/2023-PER/5250
On the recommendation of the Goa Services
Board, the Governor of Goa is pleased to post Smt.
Isha M. Sawant, Senior Scale Officer of Goa Civil
Service as Joint Secretary to Chief Minister with
immediate effect.
Smt. Sawant shall continue to hold the charge of
Under Secretary to Chief Minister in addition to her
own duties until further orders.
The officer shall be governed by the standard
terms of deputation as amended from time to time.
By order and in the name of the Governor of
Goa.
Eshant V. Sawant, Under Secretary (Personnel-I).
Porvorim, 18th December, 2024.
——————
Department of Women & Child Development
Directorate of Women & Child Development
––
Notification
No. 1-276/2005-06/DWCD/3201
Read: 1) Notification No. 1-276-2005-06/DWCD/3894 dated 28-03-2013.
2) Notification No. 1-276-2005-06/DWCD/5395 dated 05-08-2013.
3) Notification No. 1-276/2005-06/DWCD/2811 dated 04-07-2022.
4) Notification No. 1-276/2005-06/DWCD/6240 dated 26-10-2022.
In partial modification to the Notifications read at Sr. No. 4, the First Appellate Authority in respect of
Public Information Officer listed at Sr. No. 5 be substituted to read as under:-
Sr. No.
Designation and Address of the
Jurisdiction of P.I.O.
First Appellate Authority
Public Information Officer
1
2
3
4
5.
Probation Officer, Directorate of
Matters pertaining to
Dy. Director (CW), Directorate of
Women and Child Development,
Child Welfare Section/
Women and Child Development,
Old Education Department Bldg.,
ICPS Section
Old Education Department Bldg.,
2nd Floor, 18th June Road,
2nd Floor, 18th June Road, Panaji-
Panaji-Goa
-Goa.
The other contents of the Notifications remain the same.
Fransquinha Oliveira, Directorate (Women & Child Development).
Panaji, 12th August, 2024.
————
Notification
No. 2-103(32)2018/DWCD/SARA/Part file/5341
In exercise of the powers conferred by Section 67 of the Juvenile Justice (Care and Protection of
Children) Act, 2015 and Regulation 35 of the Adoption Regulation 2022, the Government of Goa is pleased
818
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
to constitute the Governing body of the State Adoption Resource Agency as per following:
Sr. No.
Officials of the Governing Body of State Adoption Resource Agency (SARA)
Designation
1.
The Secretary, Women and Child Development
Chairperson.
2.
The Director, Directorate of Health Services, Panaji
Member.
3.
The Chairperson, Child Welfare Committee, North Goa
Member.
4.
The Chairperson, Child Welfare Committee, South Goa
Member.
5.
The Representative of SAA-Matruchhaya, Ponda-Goa
Member.
6.
The Representative of SAA-OPM-Caritas, Nachinola,
Member.
Bardez-Goa
7.
The Representative of Child Rights in Goa (CRG)
Member.
8.
The Member Secretary, Goa State Legal Service Authority, Panaji
Member.
9.
The Director, Department of Women and Child Development
Member Secretary.
The Governing Body shall meet to review the progress of Adoption work and to address the operational
as well as logistic issue and bottlenecks in the adoption process or system in the State.
By order and in the name of the Governor of Goa.
Manuel Barreto, Director & ex officio Jt. Secretary, Womem and Child Development.
Panaji, 22nd October, 2024.
——————
The Assonora Urban Co-operative Credit Society Ltd.
Near K.T.C. Bus Stand, Assonora, Bardez-Goa 403503
Reg. No. RES-(A)33/NZ/Goa Dated:- 26-02-1999
––
FORM-24
(See Rule 111A)
Form for Declaration of result
In pursuance of powers conferred by sub-section 6 of Section 66 of the Goa Co-op. Societies Act, 2001,
I, declare the result of office bearers as follows:-
Election of Office Bearer of The Assonora Urban Co-operative Credit Society Ltd., Assonora, Bardez-Goa.
Sr.
Name of the candidate
For the post of
Address, contact number & e-mail
No.
ID of the candidate
1
2
3
4
1.
Shri Jayatan A. Tanksali
Chairman
H. No. 342A, Anant Smruti, Madhala
wada, Assonora, Bardez-Goa 8999278332
[email protected].
2.
Shri Vithu J. Kharat
Vice-Chairman
House No. 283/1, Madhala wadda,
Assonora, Bardez-Goa, 7058769154.
3.
Shri Dinesh R. Shetye
Secretary
H. No. 272/23, Kailasnagar, Assonora,
Bardez-Goa. 8554083103,
[email protected].
Surendra S. Mhalsekar, Authorised person & Jr. Auditor/Inspector, O/o Assistant Registrar of
Co-op. Societies, North Zone.
Mapusa, 18th December, 2024.
V. No. AP-1175/2024.
OFFICIAL GAZETTE — GOVT. OF GOA
SERIES II No. 39
26TH DECEMBER, 2024
819
The Bardez Urban Co-operative Credit Society Ltd.
Shop No. 12, Prestige Arcade, Behind Mapusa Municipal Market
Marad, Mhapsa-Goa 403507
––
FORM-24
(See Rule 111A)
Form for declaration of result
In pursuance of powers conferred by sub-section 6 of Section 66 of the Goa Co-op. Societies Act, 2001,
I, declare the result of office bearers as follows:-
Election of Office Bearer of The “Bardez Urban Co-operative Credit Society Ltd., Shop No. 12, Prestige
Arcade, Behind Mapusa Municipal Market, Marad, Mapusa-Goa”.
Sr.
Name of the candidate
For the post of
Address, contact number & e-mail
No.
ID of the candidate
1
2
3
4
1.
Shri Avadhoot S. Narvekar
Chairman
H. No. 142, Anandi Niwas, Ansabhat
Mapusa-Goa, Ph. No. 9422441365.
2.
Shri Pandurang V. Sawant
Vice-Chairman
Vibhav, near Socorro Gram Panchayat
House, Socorro, Porvorim-Goa,
Ph. No. 9422058289.
3.
Shri Mohan P. Kanekar
Secretary
Janki Shankar Lodge, Khalapwada,
Mapusa-Goa, Ph. No. 9422441394.
4.
Shri Vivek J. Natekar
Treasurer
Angod Wada, Mapusa-Goa,
Ph. No. 9922233335.
Mr. Rameshwar Dabholkar, Authorised Person.
Mapusa, 20th December, 2024.
V. No. AP-1181/2024.
www.goaprintingpress.gov.in
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