i) Enquiry proceedings by an employer against an employee can proceed until the time criminal courts honourably acquit the employee.
ii) In relation to industrial disputes, the strict rules of evidence are not applicable.
iii) If the conditions of notice and compensation are not followed by an employer before the retrenchment/termination of employees, such retrenchment/termination will not be lawful under labour laws.
iv) It is appropriate to pay compensation to an employee instead of reinstating him/her after a long span of litigation.
v) An employer has every right to decide the quantum of punishment of an employee as long as the charges have been proved.