lift the ban and to check that action is not to victimise the workman.
In certain cases, while passing the order of discharge or dismissal ... amount to unfair labour practice and was not intended to victimise the employee regard being had to the position settled by the decisions of this
2004 cannot be construed as a case of victimisation or Unfair Labour Practice.
51.......... Moreover, the transfer of the Respondent / employee was effected ... such disciplinary action it cannot be said that the respondent / employee was victimised and the petitioner / hospital has committed Unfair Labour Practice in the said
pleaded in reply to the approval application that he was being
victimised by the management for some reasons. Since the
respondent-workman had not pressed
order of punishment may not be passed as a measure of victimisation. To see that the punishment is not an outcome of victimisation
amount to unfair labour practice and was not intended to
victimise the employee regard being had to the position
settled by the decisions of this
enquiry are perverse or the
management is guilty of victimisation, unfair labour practice
or mala fide.
(4) Even if no enquiry has been held
enquiry are perverse or the
management is guilty of victimisation, unfair labour practice
or mala fide.
(4) Even if no enquiry has been held
enquiry are perverse or the
management is guilty of victimisation, unfair labour practice
or mala fide.
(4) Even if no enquiry has been held
enquiry are perverse or the management is
guilty of victimisation, unfair labour practice or mala
fide.
4. Even if no enquiry has been held
