|1.||· No reinstatement to a casual employee who worked only for one year.
· In case casual employee is working less than one year a lump sum compensation is justified.
|Supreme Court LLR 1285|
|2.||Sexual Harassment Act 2013
· Non compliance of provisions of section 4 of the said act, while constituting internal committee would vitiate the enquiry.
· Transfer of employee out of branch in compliance of section 12 of the said act is legal.
|Punjab & Haryana High court LLR 1286|
|3.||A College employee can challenge his termination in Educational Tribunal.||Punjab & Haryana High court LLR 1288|
|4.||Architects Firm, performing work of professional nature not covered under ESIC Act.||Karnataka High Court LLR 1298|
|5.||Resignation held to be proper if workmen did not deny her signature upon it.||Madras High Court LLR 1301|
|6.||Workers of contractors can also raise industrial dispute for their regularisation.||Calcutta High Court LLR1291|
|7.||Extended Maternity benefits not available after completion of contractual employment||Delhi High Court LLR 1293|
|8.||Retired employee is not a ‘workmen’ under industrial dispute act||Karnataka High Court LLR 1294|
|9.||An employee having resigned voluntary, cannot later on contended illegal termination||Madras High Court LLR1301|
|10.||Labour Court not to hold a fresh enquiry when it was not prayed for||Allahabad High Court LLR 1289|
|11.||An order passed against a party without service of summons is not sustainable||Orissa High Court LLR 1098|
|12.||Reinstatement with 50% back wages is appropriate on illegal termination||Bombay High court 1084|