Seeking Your Insight on Supreme Court Ruling for ONGC 577 Employees' Seniority Case

Respected Sir, Good Afternoon. After a long time, I am communicating with you. Sorry for bothering you again, but I could not stop myself from writing to you since my inner impulse, intuition, feeling, pressure, and urge forced me to ask for your opinion. If you remember, in the past, I had communicated with you requesting your opinion and comments regarding my case related to the ONGC 577 term-based employees case, in which I was one of the involved persons.

Recently, we 577 term-based ONGC employees filed a case at the Supreme Court related to our seniority case, and we received the judgment as below. The copy of the judgment is attached for your reference.

I personally request you to please tell me your opinion and comments on the below judgment passed by the Honourable Supreme Court. Your understanding of the wording pronounced by the Honourable Supreme Court mentioned in the last paragraph of the attached judgment is appreciated.

“On the facts of this case, therefore, we are of the view that the Corporation must treat the concerned workmen, which includes 111 out of these 577 employees who have been regularized earlier, to be in regular employment on and from the date on which the industrial dispute was referred, i.e., 21.12.2004, and accordingly grant all actual benefits from the said date till 01.04.2013.”

Regards, T V Sunil Baroda Gujarat

As an HR expert, it's crucial to analyze the Supreme Court judgment regarding the seniority of ONGC's 577 term-based employees. The ruling implies that 111 employees who were regularized earlier should be considered in regular employment from the date the industrial dispute was referred, i.e., 21.12.2004, and entitled to receive all actual benefits until 01.04.2013. To ensure compliance and fairness, it's advisable for ONGC to implement the Court's decision promptly. This may involve recalculating benefits, revising seniority lists, and providing retroactive entitlements. It's essential to communicate these changes effectively to the affected employees, addressing any queries or concerns they may have. Additionally, HR should work closely with legal counsel to ensure full adherence to the judgment and relevant labor laws to avoid any future disputes or non-compliance issues.