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IN THE GAUHATI HIGH COURT (HIGH COURT OF ASSAM, NAGALAND, MIZORAM & ARUNACHAL PRADESH)
N.UNNI KRISHNAN NAIR
Rajender Pal S/o Chhangu Ram – Appellant
Versus
Commandant – Respondent
JUDGMENT :
N. UNNI KRISHNAN NAIR, J.
Heard Mr. Ashis Dasgupta, learned senior counsel, assisted by Ms. Basabi Das, learned counsel, appearing on behalf of the petitioner. Also heard Mr. K. K. Parasar, learned CGC, appearing on behalf of the respondents.
2. The challenge in the present proceeding is to an order, dated 14-10- 2010, passed by the Deputy Inspector General, Central Industrial Security Force, Oil and Natural Gas Commission Ltd., Nazira, imposing the penalty of compulsory retirement from service with full pensionary benefits upon the petitioner, herein.
3. The facts, in brief, requisite for adjudication of the issue arising in the present proceeding, is noticed, as under:
The petitioner, herein, was appointed as a constable in the Central Industrial Security Force in the year 1992. On 26-04-2009, when the petitioner was detailed for quarter guard duty, one Shri K. C. Kalita, a constable with the Intelligence Bureau of Central Industrial Security Force, had come to him making some queries. The discussion between the petitioner and the said constable Shri K. C. Kalita, led to an altercation and it is contended by the petitioner that the altercation was ultimately pacified at the
Natural justice requires that a party has the right to access documents that substantiate charges in disciplinary proceedings; however, proper procedures must also enable the disciplinary authority t....
The principles of natural justice require that a delinquent employee be given a copy of the preliminary enquiry report before the disciplinary authority arrives at its conclusions with regard to the ....
Disciplinary authorities must provide reasons for disagreeing with enquiry officer findings and issue a second show cause notice before imposing punishment, adhering to principles of natural justice.
The High Court does not act as an appellate authority in disciplinary matters and will not interfere with the quantum of punishment unless it is shocking to the conscience.
The failure to supply a copy of a preliminary enquiry report can be recognized as prejudicial only if it constituted material for finding guilt or forming the opinion of the Disciplinary Authority.
Disciplinary authority must supply enquiry report to employee before forming punishment opinion; failure breaches natural justice without needing prejudice proof; proceedings remanded for compliance.
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