1.
No
service-agreement renewals for 300 Air India contract employees
The
affected employees have been with the airline for at least 10 years in various
departments. The fitment exercise at Air India, in the build-up to the merger
with Vistara, is about to conclude, and about 300 employees may be rendered
jobless as a result. Why? Because these employees
were working on fixed-term contracts (FTC) with Air
India for the past 10 to 15 years but were not able to bag any role during the
fitment exercise. Therefore, the airline may not renew their service
agreements. These employees are all non-flying staff, as reported by PTI.
2.
CAT Srinagar: Maternity
leave applicable even for third child
The
authorities denied leave to a teacher, contending that the leave is only
permissible for the first two pregnancies of a female government employee. The
Central Administrative Tribunal (CAT) in Srinagar has upheld the right of a
government employee to maternity leave, for a third time. The Court emphasised
that maternity leave is an entitlement that applies regardless of whether the
expected child would be her third, considering the distinctive circumstances
related to her previous employment status. The decision comes in response to a
plea by a teacher from the School Education Department (SED) who was initially
denied maternity leave. The authorities had contended that maternity leave was
only permissible for the first two children of a female government employee.
3.
‘No Work,
No Pay’ principle not applicable for reinstated employees: Allahabad HC
The bench clarified that when employees are reinstated without needing further investigation, they should get their full pay and allowances for the period they were not working. In a recent ruling, the Allahabad High Court declared that the principle of “no work, no pay” does not apply to State government employees. The bench in action clarified that this rule applies under Rules 54(2) and 54(4) in Uttar Pradesh. The Court further stated that when employees are reinstated without need for further investigation, they should get their full pay and allowances for the period they were not working. The exact amount depends on whether Rule 54(2) or Rule 54(4) applies to their situation.
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