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ANSHUMAN
Sujit Ranjan – Appellant
Versus
Chairman, Uttar Bihar Gramin Bank – Respondent
Dr. Anshuman, J. – Heard learned Senior counsel for the petitioner and learned counsel for the respondent-Bank.
2. The present writ petition has been filed for quashing the order contained in Letter No.32 dated 01.02.2017 followed by the administrative Order contained in Letter No.33 dated 01.02.2017 and also for quashing the appellate order contained in Letter No.809 dated 29.03.2017 passed by the General Manager-cum-Appellate Authority of the respondent- Bank. The further prayer has been made in the writ petition for quashing of the proposed order contained in Letter No.25 dated 11.01.2017 issued by the disciplinary authority for quashing the enquiry report dated 29.08.2016 of the Enquiry Officer and also quashing the charge sheet and the statement of imputation contained in letter No.700 dated 05.02.2016 by which the petitioner has been dismissed from service in terms of Regulation 39(2)(b)(vi) of Uttar Bihar Gramin Bank Officer and Employees Service Regulation 2010 read with Uttar Bihar Gramin Bank (Amendment) Regulation, 2013. It has also been prayed to make payment of the petitioner’s salary, pay and allowances for the period he remained under suspension.
3. Learned Senior coun
The court established that disciplinary actions must be timely and substantiated by evidence, and that employees cannot be held accountable for actions not identified within the stipulated time frame....
Disciplinary proceedings initiated beyond the limitation period stipulated in internal policies are invalid, and failure to provide reasoned decisions in appeals violates procedural fairness.
The importance of following prescribed procedures and principles of natural justice in disciplinary proceedings.
Disciplinary action against employees in banking must balance serious misconduct with fair treatment principles, allowing for reconsideration of penalties based on prior service and comparative cases....
Bank employees must maintain high standards of integrity; misconduct leading to loss of confidence justifies disciplinary penalties.
Distinct allegations against employee charged in the same transaction would be justified being based on a valid classification and no perversity or arbitrariness can be alleged in the process.
Disciplinary proceedings against bank employee were found time-barred and lacking specific charges, violating principles of natural justice.
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