Case Brief: M/s. Creative Garments Ltd. Vs. Kashiram Verma

INTRODUCTION

The Supreme Court of India’s important decision in M/S Creative Garments Ltd. v. Kashiram Verma emphasises how crucial it is to have a permanent address in labour law disputes. In this case, the management is appealing a High Court ruling that maintained a Labour Court order requiring Kashiram Verma, an employee, to be restored with back pay and continuation of service. The main concerns in this case are the consequences of not including a required permanent address in legal pleadings and the procedural requirements of delivering notifications to the respondent. Kashiram Verma is the respondent and M/S Creative Garments Ltd. (the Management) is the appellant among the parties.

FACTS

The “Division Bench judgment of the Bombay High Court” dated 10.06.2010, upholding the previous order of the Single Bench dated 06.07.2006, was appealed by the Management. The judgment of the Labour Court dated October 28, 2005, directing the respondent to be restored with full back wages and continuity of service from December 8, 1997, was upheld. The respondent was not served even though the notice had been dispatched on October 22, 2010, for which the issuing of further notices on July 13, 2010, and July 24, 2011, took place. On the arrival of the respondent, dasti (personal) service was permitted and an amount of ₹10,000 was required to defray his travelling expenses. The respondent evinced no desire to contest the case by refusing to appear despite the affidavit proving delivery.
The respondent provided his address only by way of a union and not a personal one, as per records in the Labour Court. The respondent was represented and given notice of the pending lawsuit, as per the Single Bench order. Communication will be issued as per the Management’s counsel’s contention that the respondent would be reinstated, which was noted by the Division Bench on November 7, 2006. On November 8, 2006, November 10, 2006, and November 24, 2006, the management issued numerous messages through registered mail and courier requesting the respondent to report for duty; however, no reply was made.
At a court hearing on October 30, 2007, the respondent’s lawyer declared that the management had agreed to let him report to duty at Amir Industrial Estate, Sun Mill Compound, Lower Parel, Mumbai, on November 5, 2007, at 10:00 a.m. The respondent did not report for duty despite this. Later on, December 26, 2007, through a follow-up letter, his permanent address was requested by the management and told him that any failure to report would be regarded as an indicator of indifference within the position. The respondent failed to join and was likely engaged elsewhere, told the court later the management. The Supreme Court said the address of the respondent was mentioned only through an association, thus hindering effective service, and that the absence of permanent addresses in cases of labour is an institutional problem. The Court stressed the importance of furnishing permanent addresses mandated by various pieces of labour legislation, such as the “Payment of Wages Act of 1936, the Workmen’s Compensation Act of 1923, the Industrial Disputes Act of 1947”, and so on.

ISSUE RAISED

1. Whether the Labour Court was correct in ordering reinstatement with full back wages and continuity of service to the respondent.
2. Whether the respondent’s absence from duty despite several opportunities and court orders reflected his lack of interest in work.
3. Whether notice of termination served through the Union without giving the respondent’s permanent address was legally binding.
4. Whether the High Court was wrong to uphold the Labour Court’s award notwithstanding the respondent’s non-appearance and absence from proceedings.

PETITIONER’S ARGUMENTS

The petitioner (Management) contended that the Labour Court was in error in granting full back wages and continuity of service to the respondent workman, particularly since he had defaulted in reporting to duty despite various communications and chances. It was argued that subsequent to the Management deciding to reinstate the respondent and communicating the same through letters dated 08.11.2006, 10.11.2006, and 24.11.2006, the respondent did not appear or respond to join duty. The Management also brought to the notice that despite the respondent’s counsel having given an undertaking on 30.10.2007 before the High Court that the respondent would report for duty on 05.11.2007, he did not report. A last notice dated 26.12.2007 was issued by the Management in explicit terms that non-reporting would be construed as disinterest in employment, but the respondent did not report. The petitioner stressed that this behavior indicated that the respondent was either no longer interested in work or gainfully employed elsewhere and hence disentitled to any relief, most importantly back wages.

RESPONDENT’S ARGUMENTS

The respondent workman, by his advocate, submitted that the award made by the Labour Court was correct and warranted, for the reason that the termination was illegal and in the absence of due process. He contended that the Labour Court correctly ordered reinstatement with continuity of service and arrears of wages, and that the High Court had rightly sustained this award. The respondent had insisted that he was represented at all the proceedings of the court and was also conscious of the litigation. His lawyer’s undertaking to the High Court, where he agreed to report back to work on 05.11.2007, reflected his willingness to get back to work. It was also highlighted that the Management’s communication was conveyed through the Union, and service at a fixed address was not successfully implemented. Thus, the responsibility of not appearing or not joining could not be entirely put on the respondent, and his right to relief under the law of labour needs to be maintained.

JUDGEMENT

The Apex Court put aside the Labour Court’s award and the judgments of the Single and Division Benches of the Bombay High Court. The Court noted that even after repeated opportunities and clear instructions, the respondent workman had not reported for duty. This consisted of a definite undertaking given by his counsel in the Division Bench on 30.10.2007, to the effect that the respondent would resume work on 05.11.2007, which was not fulfilled. The Court observed that the Management had sent several letters asking the respondent to report, but he remained oblivious, which speaks volume about his non-seriousness in resuming work. Consequently, the Court held that the award of back wages and continuity of service could not be upheld in view of the respondent’s actions. The appeal was granted, the orders earlier passed were set aside, and the ₹10,000 deposited for the respondent’s travelling allowance was ordered to be returned to the appellant. In addition, the Court highlighted the need for workers to provide their permanent residential addresses in court pleadings to guarantee proper communication and notice of service in labour law cases.

CONCLUSION

The Supreme Court decided the case by granting the appeal preferred by the Management and reversing the orders of the Labour Court and the High Court. The Court ruled that “the behavior of the respondent workman showed a definite absence of interest to rejoin service, which negated his request for reinstatement with full back wages and continuity of service. In spite of several chances afforded by the Management, such as repeated notices by registered post and courier after a formal declaration in court by the counsel for the workman that he would resume duty on a certain date, the respondent never reported to duty. The Court noted that such behavior meant that the respondent was either gainfully employed elsewhere or did not intend to resume his earlier employment. Thus, the grant of full back wages and continuity of service was held to be unjustified”.
The Court also pointed out a significant procedural defect in the disposal of labour cases—the non-furnishing of a permanent residential address by the respondent. It observed that the workman had given only the address of the labour union through which he was represented, and efforts to serve notices at that address were in vain. This procedural lapse made it hard to effectively serve and adjudicate. The Court was emphasizing that according to several labour laws, such as the Payment of Wages Act, Workmen’s Compensation Act, Industrial Disputes Act, and so on, it is obligatory to provide a permanent residential address of the applicant or workman. Even the Civil Procedure Code as well as the Supreme Court Rules mandate full addresses of parties in all pleadings.
The Court seized the moment to reiterate the significance of procedural discipline and ordered that in all future and ongoing labour law matters, the parties provide their permanent addresses. This, the Court insisted, was necessary for ensuring the efficient administration of the judicial process, especially in service and employment disputes where representation is typically through unions or authorized representatives. The ruling is both case-specific and a general guideline to effective administration of labour justice. In the end, the decision of the Court reiterated that reinstatement and back pay are not automatic in wrongful dismissal, especially where the employee does not prove sincerity to resume employment. It also opened the door to reform procedural compliance in labor cases.