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Issues:
1. Interpretation of employment contract regarding probationary period. 2. Validity of termination of services and allegations of misconduct. 3. Assessment of compensation awarded by the Labour Court. Interpretation of Employment Contract Regarding Probationary Period: The case involved a dispute over the interpretation of the employment contract regarding the probationary period of the employee. The appellant argued that the respondent was appointed on probation for 6 months, as evidenced by an endorsement on the application. However, the Labour Court found no proof that the respondent was employed on probation for the specified period. The Court held that even if the respondent was on probation, the management had the right to terminate her services without assigning any reason. The Court referred to the decision in Assam Oil Co. Ltd. v. Its workmen to emphasize that the Industrial Tribunal could interfere if the termination was mala fide or unfair. Validity of Termination of Services and Allegations of Misconduct: The respondent alleged that her termination was improper, mala fide, and an act of victimization due to alleged misconduct by a superior officer. The management contended that the termination was due to unsatisfactory work during the probationary period. The Labour Court found the termination to be punitive in nature, akin to a punishment for alleged misconduct, without proper inquiry or evidence of unsatisfactory work. The Court noted the absence of any standing order regarding misconduct and lack of evidence supporting the management's claims. Ultimately, the Court held that the termination was unjustified and mala fide. Assessment of Compensation Awarded by the Labour Court: The Labour Court awarded the respondent a sum of Rs. 9,600 as compensation, equivalent to two years' salary. The appellant argued that the amount was excessive, considering the actual period of employment. The Supreme Court agreed, reducing the compensation to Rs. 4,800, considering the respondent's short tenure and the circumstances of her appointment. Additionally, the Court ordered the payment of 6% interest from the date of the Labour Court's order. The appeal was allowed in part, modifying the award of the Labour Court and reducing the compensation amount. In conclusion, the Supreme Court's judgment addressed the issues of interpreting the employment contract, assessing the validity of termination based on misconduct allegations, and determining the appropriate compensation awarded by the Labour Court. The Court emphasized the need for proper evidence and fair treatment of employees in cases of termination, ultimately adjusting the compensation amount in favor of the appellant.
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