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GHAZANFAR ALI versus GENERAL MANAGER, PEARL CONTINENTAL HOTEL PESHAWAR

Section 15 and Section 15 and 22A (8) (g) were presented by employers as unfairly charged labor practice employees and were consequently suspended for alleged corruption. The accused needed to present his explanation. Participated fully in the domestic inquiry in which they were charged, and disciplinary proceedings are underway and the administration has not yet announced a final order, but earlier the employees filed a petition with the National Industrial Relations Commission. Admitted challenging the disciplinary action against them. Business enterprises were the usual case of industrial and commercial enterprises and this would not be a reason for employers to practice unfair wages, as in the case of ineligibility the employer is obliged to initiate such proceedings. The restoration of confiscation was the sole responsibility of the employer. If there was something illegal or under the regular charge, notice of notice or explanation in the charge sheet, it could not attract the provisions of section 15 of the ordinance, it is the employer's right to inquire against its employees, which cannot be stopped or stripped. , Simply because issuing a charge sheet to the employee for committing misconduct to any union office worker, the employer was prejudiced and the NIRC continued disciplinary action against a worker. No option was given to keep them, even if such a worker was a union official, even if the cause of any corruption The default action is taken against any worker, he could not take shelter under trade union activities, to being guilty of mismanagement online advocate from Makli lawyer