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IN THE HIGH COURT OF ANDHRA PRADESH AT AMARAVATI
SUBBA REDDY SATTI
Vennapusa Ashok Reddy – Appellant
Versus
State of AP – Respondent
ORDER :
SUBBA REDDY SATTI, J.
The above writ petition is filed to declare the action of respondent No.2 in not selecting the petitioner as Manager (Mining) in respondent No.2 organization, in pursuance of, employment notification dated 06.10.2024, as illegal and arbitrary.
2. The averments in the affidavit, in brief, are that the petitioner, who completed his Bachelor of Technology in Mining Engineering in the year, 2016 joined respondent No.2 organization in the year, 2019 and worked till 26.09.2024, on a contract basis. The respondents initially appointed the petitioner as Deputy Manager vide letter Ref.No.APMDC/HRD/Contract/2023/921 dated 21.09.2023 and later promoted the petitioner as Manager (Mining). The petitioner worked in the said capacity from 01.10.2023 to 26.09.2024. While so, respondent No.2 issued an employment notification dated 06.10.2024 for filling up various positions including 6 posts of Manager (Mining) (Location-Byrates Project, Mangampeta) on a contract basis for three years. The petitioner applied for the post of Manager (Mining). The petitioner’s application was shortlisted and he attended an interview scheduled on 20.11.2024. The interview committee informed
The court affirmed that non-disclosure of minimum qualifying marks in a selection notification does not invalidate the process if it is fair and transparent, emphasizing the limited grounds for judic....
Recruitment criteria cannot be altered after the selection process begins, as it violates principles of fairness and predictability under public service law.
Introduction of new benchmarks in a selection process is permissible if justified by public interest and does not prejudice candidates.
Introduction of new benchmarks in a selection process is permissible if justified by public interest and does not prejudice candidates, despite the general principle against changing rules mid-proces....
Unsuccessful candidates participating in selection process without protest cannot challenge criteria or outcome later under approbation-reprobation doctrine; experience must strictly relate to applie....
The legitimacy of employment selections cannot be challenged solely based on familial relationships unless sinister motives or procedural violations are demonstrated.
The introduction of a minimum marks benchmark in a selection process is permissible if justified by public interest and does not cause prejudice to candidates.
The court ruled that the selection process for Junior Engineers/Assistant Engineers was fraudulent, violating Articles 14 and 16(1) of the Constitution, and directed a fresh review based on actual ma....
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