Dear Mr. Narasimhulu,
Based on the provided details, the understanding is as follows:
An employee has been terminated by the company, and subsequently, the terminated employee filed a petition challenging the dismissal order in court. The court has now issued an award, which includes the following:
1. The court has overturned or cancelled (set aside) the dismissal order issued by the management on April 24, 2015.
2. The management has been directed or ordered to reinstate the employee to their previous job or service.
3. The reinstatement should include continuity of service, meaning the employee's previous service period should be recognized without interruption.
4. The employee is not entitled to receive back wages or any other attendant benefits. This decision is based on the principle of "no work, no pay," as the employee did not work during the period of dismissal and is therefore not eligible for payment for that period.
5. The management has also been directed or ordered to defer the employee's annual increment (salary increase) for one year, and this deferral has a cumulative effect which means that the employee will lose one increment permanently and this loss will have a lasting impact on his overall salary progression.
[My assumption: The Court, while agreeing to impose a punishment on an employee involved in misconduct, disagreed with the decision of dismissal, considering it as harsh and disproportionate to the misconduct. Consequently, the Court ordered a lesser punishment than the dismissal, which is the deferral of the increment with a cumulative effect]
6. As a result of the aforementioned directions or orders, an award was issued on March 6, 2023, likely concluding the legal proceedings.