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2. Pursuant to the service of notice of reference, the claimant   had   appeared   and   filed   her   statement   of   claim, claiming therein that she was appointed as Client Services Executive by the management on 01.01.2008 with her last drawn   salary   of   Rs.   14,000/­   per   month,   however,   no appointment   letter   was   issued   to   her   by   the   management. Claimant was stated to be performing her duties honestly and diligently   without   giving   any   chance   of   any   complaint   of whatsoever nature to the management and was never issued any   memo   or   charge   sheet   in   her   entire   service   tenure. However,   it   was   averred   further   that   the   claimant   was deprived   of   legal   facilities   such   as   PF,   ESI,   Bonus, appointment   letter,   leave   encashment   etc   and   when   the claimant   had   demanded   these   legal   facilities,   the management got annoyed and was looking for some reason to dispense with her services.  It was averred further that the management   had   leveled   false   allegations   of   data   theft against the claimant and on 04.04.2016, she was informed that the police was going to undertake the investigation of the matter and therefore, she was not required to report to the office until the investigation was completed.

On   22.04.2016,   the   management   had   sent   a notice to claimant regarding data theft and illegal possession of   the   articles   and   ultimately   her   services   were   abruptly terminated   in   an   illegal   and   arbitrary   manner   by   the management withholding his salary for the month of March 2016 as well.

On 01.07.2016, the claimant had sent a demand notice   to   the   management   which   was   stated   to   be   duly served upon the management and the management had duly replied the same, wherein, it had admitted the existence of employer and employee relationship but had not agreed to reinstate the claimant or to release her salary.  Claimant was stated to have also approached the labour authorities but all her efforts went in vain and hence the present reference was made.     It   was   claimed   in   the   statement   of   claim   that   the claimant was entitled to be reinstated in her service with full back   wages   along   with   continuity   of   service   and   all consequential benefits.  

3. Notice of the statement of claim was sent to the management   which   was   duly   served   upon   it   and management had also appeared to contest the claim of the claimant   and   filed   its   written   statement,   wherein,   it   was averred that management was in the business of matrimonial services for the last about 20 years and was enjoying a good reputation   in   the   market.     It   was   stated   that   the   present claimant   along   with   her   husband   (claimant   in   LIR   No. 1410/17) were involved in the data theft of the management and   despite   clearance   of   their   entire   dues,   they   had   filed number of false cases against the management.

Issue   no.   2   -  Whether   services   of   claimant were   terminated   by   management   illegally   and unjustifiably? O.P.W.  As   is   suggestive   from   the   language   of   the reference itself, the onus to prove this issue was upon the claimant who had categorically stated so in her statement of claim as  well  as  in  her  affidavit  Ex.  WW1/A.    Furthermore documents Ex. WW1/2 as well as Ex. WW1/4 undisputedly go   to   suggest   that   the   management   had   accused   the claimant of data theft and had also sent a legal notice in this regard asking her to return the articles in her possession and as per Ex. WW1/4, the claimant was asked not to report for her   duties   as   long   as   police   investigation   was   pending against her.  It was also mentioned in the said letter that the claimant   shall   be   informed   about   further   decision   of   the management regarding her joining of duties in due course of time.   However, no subsequent document has been placed on record by either side to show that the management had subsequently   taken   any   decision   regarding   the   claimant's employment or had ever conveyed the same to her.