At the time of merger between two multinational companies, can the union insist upon the company to handover copy of the said merger agreement?

This is also one of the debatable question and to discuss on this issue, it can say that based on the proportion of decision High Court of Mumbai, even under the process governing civil litigation, discovery and inspection of documents is for assisting the Court to arrive at the truth. 

The principles of civil law have been accepted in relation to the working of Tribunals as well. Existence of confidential documents in any industrial undertaking would create problems more sensitive than in an ordinary civil litigation where it could be one seeking repayment of money or recovery of an item of immovable property. 

The information which enables employee’s representatives to obtain the truth and fair view of the performance of the entity and helps the Union protecting interests of the workmen employed, cannot withheld from the Court on the ground of confidentiality.

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Hope this small write up will give insight about pertained subject.

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Not vacating Company’s flat - if amounts to criminal offence?

It is an offence under section 630 of the Companies Act, if an employee during the tenure of his service fails to vacate accommodation provided by the company / establishment.

India’s Criminal Courts has vested with powers and jurisdiction to try offences committed under section 630 of the Companies Act. Therefore, the act of the employee of not vacating company’s accommodation will be an offence committed by the employee under section 630 of the Companies Act and therefore a criminal case in a Criminal Court can be filled by the company/establishment against the defaulter employee.

To get the supporting case law for this do write us on girishvivalkar979@gmail.com

Hope this small write up will give insight about pertained subject.

IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.