| Case Name | Mahender Goyal vs. Messers Kadamba International |
| Citation | 22 November, 2014 |
| Petitioner | Mahender Goyal |
| Respondent | M/s.Kadamba International |
| Judgement date | 22-11-2014 |
| Court name | IN THE HIGH COURT OF JUDICATURE AT MADRAS |
| Acts covered | under Section 482 of the Code of Criminal Procedure |
Facts of the Case –
- It involves the dispute between Mr. Mahender Goyal, and Messers Kadama International for the cause of termination of employment .
- Mr. Goyal alleges that his removal was unjustified and breached every clause of his contract of employment. He stated that he felt entitled to certain advantages and remuneration upon expulsion which the party responding did not supply. Mr. Goyal approached the court for redress and reparation.
Issues Involved –
- Whether Messers Kadamba International’s cessation of their employment was unreasonable and in compromise of the hiring a binding agreement?
- Is Mr. Goyal entitled to compensation and other advantages if he is fired?
- To review the answers ,let’s see Arguments by both the parties
Petitioners Argument –
- 1st issue – He mentions that the Respondent did not provide any valid or justifiable or adequate reasons for his termination of his employment, thus according to him, Messers Kadama violates the termination of breach of terms and also in an arbitrary manner not just and fair .
- 2nd issue – Benefits and Compensation: The applicant asserted that if he got fired, he would have been entitled to certain advantages and wages under the circumstances of his contract of hire. He asserted that the party in question had been unable to meet the requirements in these matters.
Respondent Arguments –
- 1st issue – Mr. Goyal’s dismissal, according to the respondent, was justified and in compliance with the terms and conditions of the contract he had with the company. They stated that his work performance was inadequate and dropped below what was expected standards, which led to the termination of his employment.
- 2nd issue – It was also mention by the respondent ,that it is not mentioned in the contract of his employment regarding the benefits or wages .when the performance of the employer is not up to a mark designed by the company , that’s why there is no entitled given to the applicant at the time of his termination .
Judgement –
- In its decision on [22-11-2014], the court found in favour of Mr. Mahender Goyal, finding Messers Kadamba International’s termination of his employment to be arbitrary and in breach of the employment contract.
- The court concluded that the accused had failed to provide proper appropriate justified motives for Mr. Goyal’s discharge. It highlighted the significance of fulfilling every word of the contract of hire as well as the demand for employees to present proper grounds for discharge.
- In relation to benefits and compensation, the jury decided that Mr. Goyal had been entitled to certain perks and reimbursement upon dismissal. It recognised the respondent’s contractual responsibilities to Mr. Goyal and required the party in dispute to comply with those obligations.
Conclusion –
- The outcome of the case in Mahender Goyal vs. Messers Kadamba International (2014) emphasises the critical nature of fulfilling an employment agreement’s terms and conditions. It emphasises the concept that job termination must be acceptable, based on adequate grounds, and in conformity with the terms of the agreement.
- The verdict additionally highlights the right of workers to receive compensation and other advantages upon redundancy in accordance with the terms and conditions of their employment contracts. It recalls businesses of their legal obligations against personnel, assuring balance and the preservation of their rights in working relationships.
written by Nishtha Tandon intern under legal vidhiya
