Nilesh Harsukhalal Acharya vs GENERAL MANAGER, HR, GRASIM IND.LTD., UNIT INDIAN REYON, VERAVAL Advocate - H D RATHOD — 37/2025
Case under Industrial Disputes Act, 1947 Section 10. Disposed: Contested--DISPOSED OF on 16th March 2026.
REFER T LC - Referance T
CNR: GJJN160004252025
Filing Number
37/2025
Filing Date
15-07-2025
Registration No
37/2025
Registration Date
15-07-2025
Court
LABOUR COURT, JUNAGADH
Judge
1-JUDGE, LABOUR COURT (JD)
Decision Date
16th March 2026
Nature of Disposal
Contested--DISPOSED OF
Acts & Sections
Petitioner(s)
Nilesh Harsukhalal Acharya
Adv. H V DHORAJIYA
Respondent(s)
GENERAL MANAGER, HR, GRASIM IND.LTD., UNIT INDIAN REYON, VERAVAL Advocate - H D RATHOD
Hearing History
Judge: 1-JUDGE, LABOUR COURT (JD)
Disposed
For award
For Argument of Second party
For Argument of Second party
For Evidence of first party
| Date | Purpose |
|---|---|
| 16-03-2026 | Disposed |
| 13-03-2026 | For award |
| 12-03-2026 | For Argument of Second party |
| 09-03-2026 | For Argument of Second party |
| 05-03-2026 | For Evidence of first party |
Final Orders / Judgements
Case Summary: Nilesh Harsukhalal Acharya v. GRASIM Industries Ltd (Case 37/2025) The Labour Court dismissed the worker's reference for reinstatement, finding the industrial dispute was raised seven years after termination without adequate explanation. The court held the delay was fatal and the reference lacked merit, as the worker had accepted provident fund settlement in 2005, thereby waiving his right to challenge the termination under Industrial Disputes Act principles. This case analysis is maintained by casestatus.in based on publicly available court records.
Interim Orders
Case Summary: Nilesh Harsukhalal Acharya v. GRASIM Industries Ltd (Case 37/2025) The Labour Court dismissed the worker's reference for reinstatement, finding the industrial dispute was raised seven years after termination without adequate explanation. The court held the delay was fatal and the reference lacked merit, as the worker had accepted provident fund settlement in 2005, thereby waiving his right to challenge the termination under Industrial Disputes Act principles. This case analysis is maintained by casestatus.in based on publicly available court records.
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