hi frds,
So, at least, it is settled that only public authorities have the RTI option. if Labour Commissioner/ALC/DLC/LO is approached, he may direct the company to give a reply. But whether the company (which was adamant in terminating the employee and not listening to him) obliges this is another question, because it will lead another angle of third party information, where the third party is entitled to appeal against PIO.
Normally, only workman (case of individual workman, who was terminated) can approach authorities under ID Act. In the case of executives, the scope for intervention is limited. Participation in such negotiations (conciliation meetings to be specific) are not compulsory on the part of companies, and boss, you may be aware of how companies (esp. pvt) manage labour departments.
Social drinking and cocktail parties are part of corporate life today (does not mean I support greatly), and moderation is the key. It happens when companies celebrate their achievements in production, annual get together with its employees, important business meetings with key accounts/customers (because as you pour alcohol, the eyes of the businessmen is on the sheer profits as you said). and if one drinks too much and spoils the party, the reaction on the part of businessman is understandable, that he may direct the HR person to throw him out. HR may have sympathy with the poor fellow, but has no option. because, the company is not running a charity, but is for business and profits. he has to execute the management order, and cannot plead with his HR philosophy or psychology. anyway, people including HR working in your company are lucky, since even if such mistakes happen, they need not worry.
We all have concern for the affected party in this case, but as well concerned about the legal/behavioural aspects about it as professionals. if the employee gets any favour from labour dept/court/negotiations, well. we too are happy. may be someone can arrange another party! all the best.
So, at least, it is settled that only public authorities have the RTI option. if Labour Commissioner/ALC/DLC/LO is approached, he may direct the company to give a reply. But whether the company (which was adamant in terminating the employee and not listening to him) obliges this is another question, because it will lead another angle of third party information, where the third party is entitled to appeal against PIO.
Normally, only workman (case of individual workman, who was terminated) can approach authorities under ID Act. In the case of executives, the scope for intervention is limited. Participation in such negotiations (conciliation meetings to be specific) are not compulsory on the part of companies, and boss, you may be aware of how companies (esp. pvt) manage labour departments.
Social drinking and cocktail parties are part of corporate life today (does not mean I support greatly), and moderation is the key. It happens when companies celebrate their achievements in production, annual get together with its employees, important business meetings with key accounts/customers (because as you pour alcohol, the eyes of the businessmen is on the sheer profits as you said). and if one drinks too much and spoils the party, the reaction on the part of businessman is understandable, that he may direct the HR person to throw him out. HR may have sympathy with the poor fellow, but has no option. because, the company is not running a charity, but is for business and profits. he has to execute the management order, and cannot plead with his HR philosophy or psychology. anyway, people including HR working in your company are lucky, since even if such mistakes happen, they need not worry.
We all have concern for the affected party in this case, but as well concerned about the legal/behavioural aspects about it as professionals. if the employee gets any favour from labour dept/court/negotiations, well. we too are happy. may be someone can arrange another party! all the best.