Case: Hindustan Steel Works Const Ltd Vs. Hindustan Steel Works Const Ltd. Employees' Union, Hyderabad

an Steel Works Construction Limited is a company wholly owned and controlled by the Gvernment of India. It is engaged in the construction of industrial and engineering plants both within the country and abroad. Among other works, it had undertaken the construction of a steel plant at Bokaro in the State of Bihar, construction of a superalloy project and a nuclear fuel complex at Hyderabad. It has also undertaken some works at Visakhapatnam. For its Hyderabad projects, it engaged about 230 workmen. These works were completed by January, 1980 except for some very minor works.3. Apprehending that the workers may be retrenched on the completion of the works at Hyderabad, thehad a meeting with the Management of theon September 5, 1979. The minutes of the meeting read as followsUnion mentioned that there are 230 workers in Hyderabad Unit of HSCL. Even though the work is coming to an end at Hyderabad, they stated that, since the company is getting work in Vizag it should be possible for the management to transfer all the 230 workers from Hyderabad to Vizag, including those belonging tocategories. The Union felt that there should not be any difficulty for the Management to agree to this because both Hyderabad and Vizag are in the same State and the number of workers involved is not much.It was pointed out from the Managements side that to the extent of requirement that will arise immediately at Vizag in the transferable categories, transfer from Hyderabad will be done. However, in case of nontransferable categories, they may have to be retrenched at Hyderabad and reemployed at Vizag if requirements arise there later.The management offered that, from thecategories, if anyone is suitable for skilled job, selection could be made out of them for the immediate requirement of skilled categories at Vizag in place of recruiting from outside.Accordingly, 130 workers were transferred to Visakhapatnam but the remaining 100 could not be absorbed at any other place. It is not clear from the record nor does it appear to have been gone into at any stage whether these 100 workers belong to transferable categories or tocategories.5. On March 28, 1981, the appellant issued a notice of retrenchment stating that inasmuch as the construction works undertaken at Hyderabad have come to an end, the workmen as per the annexure to the notice have become surplus and are being retrenched. On the same day, individual notices for retrenchment were issued in accordance with Sectionof the Act making available the retrenchment compensation and one months pay in lieu of notice.6. Four writ petitions were filed in the High Court of Andhra Pradesh challenging the said retrenchment. They were dismissed in view of the alternative remedy of reference provided by the statute. By G.O.M.S. No. 276 dated April 27, 1982, the Government of Andhra Pradesh referred the following two questions for the adjudication of the Industrial Tribunal, HyderabadWhether the demand of Hindustan Steel Works Construction Limited Employees Union, Hyderabad, for the absorption of the hundred workmen, retrenched on 28.3.1981, at Visakhapatnam and other works in the country is justified? If so, to what relief, the workmen are entitled?(2) Whether the action of the management in transferring and continuing junior workmen in other works, while retrenching senior workers recruited for the construction works at Hyderabad, is justified? If not, to what relief, the workmen areBoth the parties led evidence before the Tribunal, after considering which the Tribunal recorded the following findingsOn the above findings, the Tribunal directed reinstatement of the said workers (the 100 workers who were before the Tribunal) with full back wages, continuity of service and other consequential benefits.9. The appellant questioned the award by way of a writ petition in the Andhra Pradesh High Court. It was allowed by a learned Single Judge who found that the establishment at Hyderabad is a separate establishment. The learned Judge held that the fact that some of the workers were transferred from Bokaro to Hyderabad or from Hyderabad to Visakhapatnam does not militate against the Hyderabad unit being a separate undertaking. The Managements right to transfer an employee is distinct from the right of the workers to claim transfer or absorption in another unit, held the learned Judge. He held further that out of the 100 employees, three employees who were transferred from Bokaro stand on a different footing while the remaining ninety seven who were recruited at Hyderabad cannot claim parity with the aforesaid three workers. The writ petition was accordingly allowed and the award of the Industrial Tribunal quashed except to the extent of the aforesaid three workers. Two writ appeals were preferred against the said judgment, one by the appellant insofar as it upheld the award with respect to three workers aforesaid and the other by the Union insofar as the judgment set aside the award with respect to the remaining ninety seven workmen. In view of the contentions urged before it, the Division Bench held that three questions arose for consideration. The three questions as set out in the impugned judgment areWhether any Industrial dispute under Section 10 of the Industrial Disputes Act can be raised out of closure of the Establishment? If so, whether the reference is bad?(2) When once it is held that there is a closure of the establishment whether the question of absorption does arise?(3) Whether the establishment at Hyderabad is a separate one? If so, whether the retrenchment on closure of such establishment is proper orThe Division Bench found thate is no closure of companys establishment and, therefore, the management cannot successfully assail the validity of reference on the ground that it does not raise an industrial dispute. The Bench observed, ``nowhere the work closure has been used denoting that the establishment at Hyderabad is closed. The word ``surplus used in the notices is the very antithesis to closure. The Bench also held, on the basis of Exhs.to 27 andthat works at Hyderabad were not over by the date of notices of retrenchment.(2) In view of the finding on the first question, the second question does not arise and that ``it is incumbent on the part of the company to absorb workmen sought to be retrenched; and(3) ``there is functional integrality between the workmen at Vizag unit and the units at Hyderabad. The service conditions of the workmen in all the units are uniform. There is unity of employment, control, administration and ownership and so there is functional integrality, which makes the company as the single undertaking. If that be so, the conclusion which is irresist, is that the units at Hyderabad are not separate establishments but they are all components of one single establishment. If that be so, the inevitable conclusion is that the provisions enacted in sectionof the Act which ordains that, whenever there is a retrenchment in any establishment, the rule of seniority must prevail and govern the situation. The company in our undoubted view has been maintaining zonal seniority list and zone being the base for the inter transfers and promotions of the workmen working in the Southern zone, brought in from out of the said zone, they will have to yield by way of preference to the workmen belonging to the southern zone.Accordingly, the Division Bench set aside the judgment of the learned Single Judge and restored the award of the Industrial Tribunal in full. It is, however, necessary to notice an important distinction between the finding of the Tribunal and the finding of the Division Bench. While the Tribunal held that since all the units of the appellant constitute one single establishment, the retrenched workmen are entitled to be absorbed at Visakhapatnam or at other places, as the case may be, the Division Bench held that since seniority is maintainedthese retrenched workmen are entitled to be absorbed at Visakhapatnam in preference to the workmen brought from outside the southern zone. It is true that the Tribunal too refers to zonal seniority but it does not restrict the right of absorption to the southern zone.

Court's reasoning:
We have been taken through the relevant material. It clearly discloses that both the works had come to a close; only certain very minor works remained to be done which were assigned to private contractors. Indeed, both the workmen and management were acting on the assumption that the works had come to an end. The retrenchment notices say so; the questions referred to the Tribunal are based upon the said assumption. If the works at Hyderabad were not completed, question of absorption of these workmen elsewhere would not have arisen. We, therefore, agree with thethat the works at Hyderabad had indeed come to aIndustrial Tribunal has taken one view which has been set aside by the learned Single Judge, whose view in turn has been upset by the Division Bench. It is in these circumstances that we are obliged to go into the said question. The tests relevant in this behalf have been laid down by this court in a number of decisions. Though it is not necessary to refer to all of them, a brief reference to a few of them would be in order.It has been held repeatedly that all the tests evolved in the several decisions of this Court need not all be satisfied in every case. One has also to look to the nature and character of the undertaking while deciding the question. The tests evolved are merely to serve as guidelines. Now, let us look at theIt is a government company wholly owned and controlled by the Government of India. Its job is to undertake construction works both in India and abroad. The construction works are not permanent works in the sense that as soon as the construction work is over, the establishment comes to an end at that place. In such a case, functional integrality assumes significance. The nature of the construction work may also differ from work to work or place to place, as the case may be. It is not even suggested by thethat there is any functional integrality between the several units or several construction works undertaken by the appellant. It is not suggested that closure of one leads to the closure of others. There is no proximity between the several units/works undertaken by the appellant; they are spread all over India, indeed all over the world. It would thus appear that each of the works or construction projects undertaken by the appellant represent distinct establishments and did not constitute units of a single establishment. The Division Bench, however, was influenced by the fact that (i) when the workers are transferred from one unit to other unit they carried their seniority with them; (ii) the orders of appointment say that the employees are liable to be transferred to one place to other; that indeed,out of hundred workers concerned herein were brought to Hyderabad on transfer from other places and (iii) initially, Hederabad and Visakhapatnam were under the same administrative control and that when they were separated the workers were not asked to exercise their option to remain in one or the other unit. In our opinion, however, the fact that the Management reserved to itself the liberty of transferring the employees from one place to another did not mean that all the units of the appellant constituted one single establishment. In the case of a construction company like the appellant which undertakes construction works wherever awarded, does that work and winds up its establishment there and particularly where a number of local persons have to be and are appointed for the purpose of a particular work, mere unity of ownership, management and control are not of much significance. Having regard to the facts and circumstances of this case and the material on record, the conclusion is inevitable that the units at Hyderabad were distinct establishments. Once this is so, workmen of the said unit had no right to demand absorption in other units on the Hyderabad units completing their92 OF 1987In the yearabout two hundred workers including the respondents herein were transferred to Kudremukh unit. On March 27, 1981, 175 workers including the respondents were retrenched on the ground that they were surplus. On a dispute being raised by the appellants, the Government of Karnataka referred the following question to the Additional Industrial trial Tribunal, Bangalore for adjudicationthe Management of Hindustan Steel Works Construction Limited, Kudremukh Malleshwara, Chickmaglur District justified in retrenching 101 workmen with effect from 27.3.Pending disposal of the said dispute, the respondents applied for interim relief. The Tribunal granted the same at the rate of sixty per cent of their wages with effect from November 1, 1982. That order was challenged by the Management before the High Court of Karnataka. A learned Single Judge, by his order dated April 22, 1983, modified the order of the Tribunal and directed that the Management shall pay interim relief at the rate ofof their wages for a period of three months from the month of April, 1983. The order of the learned Single Judge was left undisturbed by the Division Bench.25. While the dispute was pending before the Tribunal at Bangalore, the Industrial Tribunal, Hyderabad made its award in I.D. No. 21 of 1982 (subject of Civil Appeal Nos.of 1985). The allowing of a writ petition filed by the Management against the award of the Hyderabad Tribunal and the setting aside of the judgment of the learned Single Judge by the Division Bench of the Andhra Pradesh High Court (referred to in our order in Civil Appeal Nos.of 1985) all took place during the pendency of the present dispute before the Bangalore Tribunal. The workmen filed the copies of the judgment of the Division Bench of the Andhra Pradesh High Court before the Tribunal and asked for a similar relief. The workmen also brought to the notice of the Tribunal the interim orders passed by this court in the aforesaid appeals. By its award dated July 31, 1986, the Tribunal held that though the retrenchment of 104 workmen by the Management was unjustified, the workmen are not entitled to an order of reinstatement in view of the facts and circumstances of the case but only to compensation equal to three months wages in addition to the retrenchment compensation already paid to them. Paras 35 and 36 of the Tribunals award, relevant on this aspect, read thuslast point for consideration would be regarding the nature of the relief that should be granted to the workmen. Normally, if retrenchment is held as invalid, they are entitled to reinstatement with consequential benefits. But, when we analyse the facts of these references, it will be clear that the management will be placed in a predicament and great hardship will be caused if the rule of reinstatement is adhered to. The management has to work up the seniority of all these workmen and their fitment in an appropriate scale at this distance of time. If the different units are facing the burden of excess manpower the reinstatement of these workmen will be an additional burden which should not be normally imposed. Apart from that, it would cause a considerable confusion and unrest amongst all the concerned defeating the very object of Sectionof the Industrial Disputes Act. In similar circumstances in the workmen of National Radio and Electronics Company v. Presiding Officer, Labour Court, Writ Petition No. 6334 of 1974, the Karnataka High Court has awarded compensation to the workmen as redressal of their grievances. In the Industrial Chemicals Ltd. v. Labour Court, Madras, 1977 (ii) LLJ 137, it has been held as followsis settled position of law that once it is found that retrenchment is unjustified and improper it is for the Labour Court to consider what relief the retrenched worker is entitled to. It is open to the Labour Court, in exercise of its jurisdiction, to take note of the circumstances, in the particular case and decide not to grant the relief of reinstatement, but grant instead of relief by way of compensation to thefollows therefore that, whenever the retrenchment is held to be unreasonable and improper and if their reinstatement works great hardship on the management, then the Court may grant compensation to them. Hence, the workers in these references are entitled to compensation.For the reasons foregoing, in my opinion, the management has not justified the reasonableness or proprietary of the retrenchment of these workmen. The retrenched workmen should be awarded a compensation of three months wages each in addition to the retrenchment compensation which is already paid to them.The appellants have not been able to satisfy us that the several reasons given by the Tribunal for not directing reinstatement of theare incorrect as a fact or that they are irrelevant or impermissible in law. That theis groaning under the weight of surplus and excessiveis not denied as a fact; indeed, it is an undeniable fact. The Industrial Tribunal is entitled to take note of the said fact and to mould the relief to suit the justice of the case. In exercise of this Courts power under Article 136 of the Constitution, it is not open to us to substitute our opinion for that of the Industrial Tribunal unless we find that the reasons given by it in the paras aforesaid are either incorrect factually or irrelevant or impermissible inL NO. 4115 OF 1984On a consideration of the material placed before it, the Tribunal held that the retrenchment was not legal but having regard to the facts and circumstances of the case, it did not think it appropriate to order reinstatement and other incidental benefits. In lieu thereof, it granted compensation equal to the wages of two months in addition to wages of one month already paid exclusive of the retrenchment compensation. Para 44 of the award brings out the reasons for not granting the relief of retrenchment, back wages and continuity of service. It readsThe workmen have contended that seniors have been retrenched, though many juniors have been retained. Not a single incident has been shown as to show was the said junior retained at Kudremukh even after 24.9.1980. If some of the persons who had been already transferred were juniors to these persons, it has been already held that as on 15.9.1980, they were no longer in the service of theestablishment of Kudremukh and it cannot be said that they were still the juniors of these workmen. However, the facts and circumstances of the case make it clear that on 2 points the management is not on a firm ground. The first of them is that the management has not proved that only the seniors were transferred irrespective of the unit seniority or otherwise, though they had professed to do so in their various meetings with the unions. Secondly the retrenchment compensation and wages in lieu of one months notice have not been paid either earlier to or at the very moment of the time of retrenchment. The learned counsel for the management referred to the case of Workmen of Coimbatore Pioneer ``B Mills Ltd. v. Labour Court and others, 1980 (1) LLJ 503 and contended that in every case, there need not be any order of reinstatement and that even if it is found that there is some lacuna, the Tribunal may not order for reinstatement and especially in view of the fact that themanagement is labouring under a heavy load of surplus labour force. The fact of the reported case disclose that the Labour Court has held that the retrenchment was bona fide, but that there was noncompliance of clause (b) of SectionIn that context, the Honble High Court had enhanced the compensation to two months wages and the Honble Supreme Court of India added a sum of Rs. 750/to each worker in lieu of reinstatement. In my view, for such infirmity as discussed above, the workman of the present case should be paid a fair and reasonable compensation of wages of two months, in addition to the wages of one month already paid (exclusive of the retrenchment compensation).The reason once again is the ``heavy load of surplus labour force with the Management. It is not shown that the said reason is either incorrect as a fact or irrelevant or impermissible in law.