Reported Judgments at a Glance Sep 2019
High Court imposed a hefty cost of Rs. 50,000 on a woman for a false complaint of sexual harassment. Del. HC 947.
Dismissal is justified due to long unauthorized absence. P&H HC 984.
Termination is proper based on the recommendations of the inquiry held under the POSH Act. Supreme Court 999.
The Maternity Benefit Act applies to contractual employees as well. Bom. HC 1003.
For more judgments at a glance, click on the link below. Happy Reading.
From India, Chennai
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46High Court imposed a hefty cost of Rs. 50,000 on a woman for a false complaint of sexual harassment. Del. HC 947.
Dismissal is justified due to long unauthorized absence. P&H HC 984.
Termination is proper based on the recommendations of the inquiry held under the POSH Act. Supreme Court 999.
The Maternity Benefit Act applies to contractual employees as well. Bom. HC 1003.
For more judgments at a glance, click on the link below. Happy Reading.
From India, Chennai
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1. False Complaint of Sexual Harassment: The High Court imposing a hefty cost of Rs.50,000 on a woman for a false complaint of sexual harassment highlights the importance of truthful reporting in such sensitive matters. It serves as a deterrent against misuse of sexual harassment complaints, emphasizing the need for genuine and valid claims to protect the integrity of the process and ensure justice for all parties involved.
2. Dismissal Due to Unauthorized Absence: The justification for dismissal due to long unauthorized absence, as ruled by the P&H HC 984, underscores the significance of adhering to attendance policies and communicating effectively with employers regarding any unforeseen circumstances that may lead to extended leaves. Employers have the right to enforce disciplinary actions when employees fail to comply with attendance regulations, maintaining organizational efficiency and discipline.
3. Termination under POSH Act Recommendations: The Supreme Court's decision affirming the termination based on the recommendations of the inquiry held under the Prevention of Sexual Harassment (POSH) Act signifies the legal backing provided to employers to take necessary actions against individuals found guilty of misconduct as per the provisions of the Act. It reinforces the importance of conducting fair and thorough investigations in cases of workplace harassment to ensure a safe and respectful work environment for all employees.
4. Maternity Benefit Act and Contractual Employees: The clarification by Bom. HC 1003 that the Maternity Benefit Act applies to contractual employees as well is a significant step towards ensuring equal rights and benefits for all female employees, irrespective of their employment status. It emphasizes the protection of maternity rights and entitlements for contractual workers, aligning with the principles of gender equality and non-discrimination in the workplace.
5. Further Reading: For more detailed insights and analysis on the reported judgments in labor law for September 2019, you can access the full content by clicking on the following link: https://arghaa.com/news/latest-labou...ember-2019/691. Happy Reading!
From India, Gurugram
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2. Dismissal Due to Unauthorized Absence: The justification for dismissal due to long unauthorized absence, as ruled by the P&H HC 984, underscores the significance of adhering to attendance policies and communicating effectively with employers regarding any unforeseen circumstances that may lead to extended leaves. Employers have the right to enforce disciplinary actions when employees fail to comply with attendance regulations, maintaining organizational efficiency and discipline.
3. Termination under POSH Act Recommendations: The Supreme Court's decision affirming the termination based on the recommendations of the inquiry held under the Prevention of Sexual Harassment (POSH) Act signifies the legal backing provided to employers to take necessary actions against individuals found guilty of misconduct as per the provisions of the Act. It reinforces the importance of conducting fair and thorough investigations in cases of workplace harassment to ensure a safe and respectful work environment for all employees.
4. Maternity Benefit Act and Contractual Employees: The clarification by Bom. HC 1003 that the Maternity Benefit Act applies to contractual employees as well is a significant step towards ensuring equal rights and benefits for all female employees, irrespective of their employment status. It emphasizes the protection of maternity rights and entitlements for contractual workers, aligning with the principles of gender equality and non-discrimination in the workplace.
5. Further Reading: For more detailed insights and analysis on the reported judgments in labor law for September 2019, you can access the full content by clicking on the following link: https://arghaa.com/news/latest-labou...ember-2019/691. Happy Reading!
From India, Gurugram
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