Compulsion on private organization to notify vacancies under The Employment Exchanges (Compulsory Notifications of Vacancies) Act, 1959.

This question creeps in mind of most of private organization that “can private organization compelled to make any appointments only from candidates sponsored through Employment Exchange office under The Employment Exchanges (Compulsory Notifications of Vacancies) Act, 1959?

To discuss this issue in detail it can say that under The Employment Exchanges (Compulsory Notifications of Vacancies) Act, 1959, the appropriate government by notification in the Official Gazette may require that an Employer in the private establishment before filling up any vacancy for any particular employment in their establishment has to notify/inform that vacancy to the Employment Exchange Office.

But The Employment Exchanges (Compulsory Notifications of Vacancies) Act, 1959 does not impose any obligation on such employers to recruit any individual through the Employment Exchange Office to fill any vacancy merely because that vacancy has been notified under the provision of The Employment Exchanges (Compulsory Notifications of Vacancies) Act, 1959.

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.

Necessity of domestic enquiry – when admission of guilt by the employee

The question related to “necessary to hold domestic enquiry even though there is admission of guilt by the employee in reply to the charge – sheet placed against him”.

To answer this, it can say that it much depends upon the nature and quality of admission of guilt by the employee. If the admission of guilt is elementary, unqualified, without any pressure or enticement, then in that scenario holding of domestic enquiry may be ordinary formality.

Moreover, as held by the Supreme Court of India in of the case that when after the employee himself in response to the charge placed against him, acknowledges his guilt, then there will be nothing more for the management to probe into.

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.