| Case ID |
ee8d31f6-7fac-4d2a-a71e-d0ce9683a757 |
| Body |
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| Case Number |
4A(225)/2013-L |
| Decision Date |
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| Hearing Date |
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| Decision |
The petitions filed by the petitioner have been dismissed due to lack of evidence supporting claims of victimization and discrimination based on trade union activities. The petitioner failed to establish his status as a workman or provide valid evidence of his active participation in a trade union. The employer's prerogative to transfer employees and initiate disciplinary proceedings was upheld, as the petitioner did not substantiate his allegations with specific instances of unfair labor practices. |
| Summary |
In the case of Khalid Mehmood Chaudhry vs. General Manager HR I, SNGPL, the petitioner, employed as a Senior Associate Engineer, claimed victimization due to his alleged trade union activities. The National Industrial Relations Commission found that the petitioner did not provide sufficient evidence to support his claims. The court reinforced the employer's right to manage employee transfers and conduct disciplinary actions without interference from general allegations of misconduct. The decision emphasized the necessity for concrete evidence in labor disputes, highlighting the legal rights of employers to enforce workplace regulations. This case is significant for understanding employee rights, union activities, and employer prerogatives in labor relations. Keywords include industrial relations, employee rights, trade union activities, labor law, and workplace misconduct. |
| Court |
National Industrial Relations Commission
|
| Entities Involved |
SNGPL
|
| Judges |
Falak Sher Farooqa
|
| Lawyers |
Ch. Waqar Ahmed,
Saleem Baig
|
| Petitioners |
Khalid Mehmood Chaudhry
|
| Respondents |
General Manager HR I, SNGPL, Lahore
|
| Citations |
2016 SLD 2833 = 2016 PLC 529
|
| Other Citations |
2003 PLC 149
|
| Laws Involved |
Industrial Relations Act (X of 2012)
|
| Sections |
31,
33
|