Calling the Situation Grim, the Supreme Court Takes Suo Motu Cognizance of Delays in NCLT Approvals  ||  Supreme Court: Admission of a Claim by a Resolution Professional is Not Debt Acknowledgment  ||  Supreme Court: Public Figures Must Exercise Caution as Their Words Have Consequences in Society  ||  SC: State Must Act as a Model Employer, Criticising the Union For Not Regularising ISRO Workers  ||  J&K&L High Court: Minor Minerals Have Major Environmental Impacts and Must be Regulated  ||  Del HC: Unexplained Money Received by Public Servant is Not Bribery Without Proof of Official Favour  ||  Del HC: There is No Absolute Bar on Granting Co-Convicts Parole/Furlough Together in Suitable Cases  ||  Bom HC: LARR Authority Can Examine Limitation Issues in Land Acquisition References under 2013 Act  ||  MP HC: Long-Serving Employees Cannot Be Denied Regularisation by Retrospective Statutory Amendments  ||  J&K&L HC: Routine Challenges to Lok Adalat Awards Defeat Their Purpose of Quick Dispute Resolution    

Search Results for Tag : Termination of Employee

News

SC: Regular Inquiry Needed When Termination of Employee's Service is Stigmatic and Punitive(30.01.2020)

Supreme Court has held that a regular inquiry as per the service rules is necessary for the termination of the services of an employee when it is stig.....

Tags : Supreme Court, Termination of Employee's Service



SC: Matters Exclusively Within Jurisdiction of Statutory Authorities are Not Arbitrable(13.12.2024)

SC has stated that matters falling exclusively within the jurisdiction of statutory authorities are not arbitrable and dispute related to wages and te.....

Tags : Supreme Court, Statutory Authorities, Termination of Employee



MP HC: Punishment of Termination of Employee for Single Clerical Mistake ‘Excessive’(13.01.2025)

MP High Court has observed that for singular negligence in entire service career of the employee the harsh punishment of termination from service is e.....

Tags : MP High Court, Termination of Employee, Clerical Mistake



Disclaimer | Copyright 2026 - All Rights Reserved