Beruflich Dokumente
Kultur Dokumente
Industrial Dispute
Santanu Sarkar, PhD
Punishment (Dismissal)
Discharge (Simpliciter not for punishment)
Retirement (Superannuation)
Resignation (Abandonment of service)
Retrenchment
RETRENCHMENT
Business itself is being continued but a portion of the staff / labour
force is discharged as surplusage & termination on account of closure
cannot be treated as retrenchment
Sec 2(oo) lays down following exceptions & if case falls under any of the
following categories the termination cannot be treated as retrenchment:
Employers Trick
To come out of the Clutches of Sec. 2 (oo)
In event of APPOINTMENT by calling it:
In event of TERMINATION:
Verbal,
U / SOs,
Effect of abandonment of service,
Loss of confidence
Contractual Termination
Contractual termination Sec 2 (oo)(bb)
a.
b.
c.
In order to reduce the controversy & ID arising out of the terms contained in
letter of appointment we have standing orders
(oo) (bb) contract of employment provides for (i) appointment for a specified
period on probation; (ii) termination by employer on 1 months notice as
discharge simpliciter.
RETRENCHMENT NOTICE
1 months Notice of Retrenchment (RN) in writing with reasons for retrenchment in the notice to
workman who is to be retrenched
1 months wages in lieu of 1 month notice (Notice Period): Golden Rule Wage in lieu of Notice
Full months wages without any deduction, without any adjustment, even to include increment if falling
due in that month
2.
RETRENCHMENT COMPENSATION
Calculated @ 15 days (average pay not last months salary) for every completed year of
continuous service / any part in excess of 6 months
Continuous service definition in Sec 25 B is tailored for purposes of Chapter V-A only
3.
RN & RC are mandatory & condition precedent; if these conditions are not
complied with retrenchment turns null, void & non-existing
There was no functional integrality amongst the three units / factories (at
Mumbai, Jodhpur, and Ahmedabad).
Contract labour or Mathadi workers and the HO staff cannot be counted to
satisfy the mandatory test of 100/more workmen u/Sec 25K.
Further burden of proof is upon the Union to establish the fact that 100/more
workmen were employed so as to attract Sec 25 K
Courts have long before evolved a principle which safeguards the interest of
workers against the arbitrary discretion of the employer in the matter of
effecting retrenchment
Where all things are equal ordinarily, the workman who has come last
(employed last) will go first
Sickness
Authorized leave
An accident
A strike which is not illegal
A lock out,
A cessation of work which is not due to any fault of the workman
Sub-section (2): if the services are uninterrupted, subsection (1) will apply but if
services are interrupted then subsection (2) will apply. Subsection (2) deals with 2 sets
of periods:
Subsection (1) does not specify the term period which may be one year (October till
September) = 12 months / 1 calendar year, (Jan Dec) or 240 days or 190 days
Subsection (2) specifically to period of 12 months / 6 months which will counted backward
from the date of retrenchment
Acceptance, if Estopped?
Because:
Because
10
Closure
[Sec 2 (cc) and Sec 25 FFA, 25FFF, 25O]
11
Closure
12
Closure
Lock-out
In both closure & lock-out employer stops running business & so he closes his business
but
Business itself is closed down permanently & so
consequently business premises is closed down
Intention
Permanently close down the business
Object / Reason
Reason be anything but not for 1 for lock-out
13
Undertaking stand the test of scrutiny (used in Sec 25FF, 25 FFA, 25O, 25R):
Defined in Sec 2 (ka)
Word Industry has to qualify both Establishment as well as Undertaking
(Workman of Straw Board Mfg Co. Ltd. v. SBMCL, SC 1974)
One unit has such componential relation that closing of one must lead to the closing of
other
If undertaking is a part of the industry, then prove Undertaking is a separate & distinct
business / commercial / trading of industrial activity
14
15
16
Negotiation
Mediation
Arbitration
Conciliation
Adjudication
Authorities
Board
Court
Conciliation officer
Labour Court
Industrial Tribunal
National Tribunal
17
Settlement
Arrived at in course of conciliation proceedings
Written agreement between employer &
workmen
Arbitration award
Not always in the nature of interim relief
Award passed by the Tribunal on merits on
consideration of evidence on record
Rejection of reference for default of
workman
No dispute award
Tribunals decision as to scope of
reference under which the order of the
Tribunal is made
18