4. Failure of the management to fulfill the request made by the union for suitable office space within the factory premises or outside premises.

In today’s context, most of the employers encourage their employees, not to form unions, though the employees have a right. In such a circumstance, it is obvious that, employers may strictly avoid providing premises for such activities.

This can be considered as an unreasonable request, since the employer is not liable to provide any space for such union activities.

5. To grant half day’s leave with pay daily for the Union secretary to attend to union activities

As mentioned above, requesting for half day’s leave daily, for the Union secretary to attend to union activities is not a reasonable request, and it will also affect the smooth work of the company as well. Also, the company is paying a salary to an employee, for the work he does, and union activities will not make any favorable impact on the company, to consider such a request.

6. Payment of Annual bonus of three months’ salary to all employees.

Payment of bonus is considered by a company when they make profits, and as a result, for the hard work of everyone. It is not a compulsory payment, and though employees make a request to do so, the company has a right to decide whether to pay or not. Therefore, without knowing whether this is a profitable time for the company, it is not reasonable to make such a request, and the company also has a right to avoid such a request.

7. Failure to give credit to holidays pay, overtime payments and incentive payments, when computing provident fund contributions.

From the above demand, crediting holiday pay, when computing provident fund contribution though can be considered as reasonable, crediting overtime payments and incentive payment is not a requirement. According to EPF Act, calculating EPF for such