Advocate Girish Jayram

As per sub clause (c) of section 2(oo) of the Industrial Disputes Act, 1947 the expression “continued ill-health” does not mean uninterrupted continued ill-health but what it means ill-health for considerable period and long duration affecting normal discharge of duties. It must have a bearing on the normal discharge of duties.  What is to be seen is whether the workman does not possess good health for a considerable long period and that has affected him from active duties.   To note further this issue has been discussed in one of the decided case of Mumbai High Court in year 2005. 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 informat...

It is one of the important principle that no employee may claim any leave as a matter of right, nor can he/she be absent from duty without permission. This literally means that whenever an employee requires any leave, he/she has to submit a leave application even if he/she has some small reason for absence. As decided in one of the case of Supreme Court of India that it will be a gross violation of discipline of an employee in case the absence of said employee has been without application of leave. It is also advised that when an employee is incapable to put signature on his/her leave application due to ailment then in that case he/she should take help of someone to make leave application on behalf of him/her. 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....