SANDEEP SHARMA
State of H. P. – Appellant
Versus
Prakash Chand – Respondent
JUDGMENT :
Sandeep Sharma, J.
Being aggrieved and dissatisfied with award dated 23.07.2022 (Annexure P-1), whereby learned Labour Court-cum-Industrial Tribunal, Kangra at Dharamshala, Himachal Pradesh while answering the reference made to it in affirmative, directed petitioner-Department to reinstate the respondent-workman with continuity and seniority, petitioner-Department has approached this Court in the instant proceedings, praying therein to set-aside the aforesaid award.
2. Precisely, the facts of the case, as emerge from the record are that the respondent-workman was engaged by the petitioner-Department in March, 2001 on daily wage basis at Forest Division Suket, Sundernagar, District Mandi, H.P., and in this capacity, he worked uninterruptedly till March, 2003 when he was allegedly disengaged orally without serving notice as required under Section 25-F of the Industrial Disputes Act (hereinafter referred to as the Act).
3. Being aggrieved and dissatisfied with oral termination, respondent-workman approached erstwhile H.P. Administrative Tribunal by way of Original Application No.290 of 2003. Learned Tribunal, taking note of the averments contained in the original application
The duty of the employer to re-engage the workman and the requirement of substantial evidence to prove abandonment.
The judgment established that an employee's services cannot be terminated without following due process of law, and unexplained delay in seeking reinstatement may indicate abandonment of service.
21-year unexplained delay in challenging daily wager's oral termination, without pursuing Industrial Disputes Act remedy, constitutes laches and acquiescence, rendering dispute stale and disentitling....
Labour Law - Reinstatement - Whenever employer offers to reinstate the workman at any stage of dispute or proceedings and if the workman does not accept offer even without prejudice to his rights and....
It is settled law that for attracting applicability of Section 25-G of Act, workman is not required to prove that he had worked for a period of 240 days during 12 calendar months preceding terminatio....
The main legal point established in the judgment is that the employer must follow the relevant provisions of the I.D. Act before terminating the service of an employee, and failure to do so may entit....
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