Certainly. Based on the provided legal document, here are the key points:

• The case involves an employee who was dismissed from service following a conviction under criminal law, specifically for an offence under Section 302 read with 34 IPC.
• The employee's conviction was later set aside by a higher court, which ordered his reinstatement with continuity of service.
• The primary issue was whether the employee was entitled to back wages after reinstatement.
• The court clarified that back wages are generally considered only if the employee's dismissal was due to disciplinary proceedings found to be unlawful or unsustainable in law, and if the employee was unlawfully prevented from performing his duties.
• In this case, the employee's dismissal was based on his involvement in a crime, which led to his conviction and incarceration, regardless of subsequent acquittal.
• Since the employee's conduct involved criminal activity, and his service was terminated due to his conviction, he was not entitled to back wages.
• The court emphasized that each case must be considered on its own facts, particularly regarding conduct and legal proceedings.
• Ultimately, the special leave petition was dismissed, affirming that the employee was not entitled to back wages under these circumstances (!) (!) .

Please let me know if you need further analysis or assistance.