SC: Menstrual Health is a Fundamental Right under Article 21; Orders Free Sanitary Pads in Schools  ||  Supreme Court: Industrial Court is the Proper Forum to Decide Issues Relating to Contract Labour  ||  Supreme Court: Only Civil Court of Original Jurisdiction Can Extend Arbitral Tribunal’s Mandate  ||  SC: Demolition of Private Property Must Rest on Clear Statutory Grounds and Due Consideration  ||  SC: After Complaint Was Withdrawn, BCI Disciplinary Committee Could Not Penalise Advocate  ||  MP HC: Decree Holder Cannot Defeat Compromise or Initiate Execution by Refusing Debtor’s Cheque  ||  MP HC: Spouse’s Income Cannot Be Clubbed With Public Servant’s for Disproportionate Assets Case  ||  Ker HC: Bar Association is Not Employer & Cannot Form Internal Complaints Committee under POSH Act  ||  SC: Ex-Contract Workers Must Be Preferred When Employers Replace Contract Labour With Regular Staff  ||  SC: Waqf Tribunals Cannot Hear Claims over Properties Not Listed or Registered under Waqf Act    

Union of India (UOI) v. Reliance Industries Limited and Ors. - (Supreme Court) (22 Sep 2015)

Supreme Court dismisses UoI plea to hear arbitration dispute with Reliance

MANU/SC/1064/2015

Arbitration

Noting the “valiant attempt to reopen a question settled twice over, that is by dismissal of both a review petition and a curative petition on the very ground urged before us, must meet with the same fate” by the Union of India, the Court dismissed its petition on the maintainability of dispute arising out of arbitral proceedings with Reliance. It reiterated its previous ruling that since the seat of arbitration was shifted to London, and the arbitration agreement was governed by English law, India's Arbitration Act, 1996 would not apply.

Relevant : Bhatia International v. Bulk Trading S.A. and Anr. MANU/SC/0185/2002 National Thermal Power Corporation v. Singer Co. MANU/SC/0146/1993 Venture Global Engineering v. Satyam Computer Services Ltd. and Anr. MANU/SC/0333/2008

Tags : ARBITRATION   JURISDICTION  

Share :        

Disclaimer | Copyright 2026 - All Rights Reserved