IN THE HIGH COURT OF JAMMU AND KASHMIR AND LADAKH AT SRINAGAR
Sanjeev Kumar, J.
Masood Ahmad Lone - Petitioner
Versus
Union of India & Ors. – Respondents
SWP No. 2355/2018
Decided On : 29-09-2021
CERTIORARI - SERVICE TERMINATION - Avtar Singh v. Union of India (2016) 8 SCC 471, Sections 148, 341, 323 RPC - The court discussed the legal framework surrounding the termination of service based on criminal antecedents, particularly referencing the Supreme Court's judgment in Avtar Singh. Key provisions highlighted include the necessity for truthful disclosure of criminal history and the discretion afforded to employers in cases of trivial offences. The court emphasized the importance of a clean acquittal and the need for a thorough consideration of the circumstances surrounding the case, ultimately influencing the decision to quash the dismissal order.
Fact of the Case:
The petitioner, a Constable in Sashastra Seema Bal, was dismissed from service due to a pending criminal case against him, which he allegedly failed to disclose during his appointment. After being acquitted, he sought reconsideration of his termination, which was initially rejected by the respondents.
Finding of the Court:
The court found that the respondents did not adequately consider the implications of the petitioner's acquittal and failed to apply the principles established in the Avtar Singh case correctly. The dismissal was deemed unjust as the nature of the offences was trivial and the acquittal was clean.
Issues: Whether the dismissal of the petitioner was justified based on the non-disclosure of a pending FIR and whether the subsequent acquittal warranted reconsideration of his termination.
Ratio Decidendi: The court held that the principles laid out in Avtar Singh's case must be applied, particularly regarding the trivial nature of the offences and the clean acquittal. The respondents were required to reassess the termination in light of these factors.
Final Decision: The court allowed the petition, quashed the impugned order of consideration, and directed the respondents to revisit the termination decision within eight weeks, urging a compassionate approach towards the petitioner.
JUDGMENT :
Sanjeev Kumar, J.
1. The petitioner in this petition prays for the following reliefs:-
ii. By issuance of writ, order or direction one in the nature of certiorari, that the order bearing No. 15919-23, dated 22 June 2018 be quashed.
iii. By issuance of writ, order or direction one in the nature of Mandamus, commanding the respondents to release the salary and other emoluments of the petitioner with all consequential service benefits."
FACTUAL MATRIX
2. The petitioner was appointed to the post of Constable (GD) in Sashastra Seema Bal (SSB) on 01.10.2010 and was posted to 13th Bn Piprakothi (Bihar). The petitioner underwent recruit basic training w.e.f. 01.10.2010 to 14.07.2011 at 44 Bn/TC Gorakhpur (U.P.). The appointment of the petitioner was subject to fulfillment of certain terms and conditions as prescribed in the offer of appointment. Such terms of appointment, inter alia, included a condition that verification of character and antecedents would be carried out immediately on joining the service from the concerned district administration and in the event of furnishing false or incorrect information at the time of enrollment or any facts or statement mentioned by the candidate in the verification form being found false or incorrect or any adverse finding is reported against him, his service shall be liable to be terminated without assigning any reason. Accordingly, the verification of character and antecedents of the petitioner was carried out through District Magistrate, Bandipora (J&K), who, vide his letter No. DMB/VB/2011/177, dated 14th June, 2011 informed the respondents that a case FIR No. 20/2008 under Sections 148, 341 and 323 RPC had been registered against him in the Police Station, Gurez (J&K), which was pending trial before the competent court of law. The petitioner was issued a show cause notice for having furnished false/incorrect information and after receiving explanation from the petitioner, the petitioner was dismissed from service in terms of the impugned order dated 13.10.2011 with immediate effect.
3. Aggrieved by order dated 13.10.2011, the petitioner filed SWP No. 2401/2011, which was disposed of by this Court vide order and judgment dated 06.04.2018 by giving liberty to the petitioner to file a representation justifying his claim for re-consideration of the termination order on the basis of subsequent event, namely, acquittal in the criminal case and seeking consideration in terms of paragraph No. 38.4.1 of Avtar Singh v. Union of India and others, (2016) 8 SCC 471. Representation, if made by the petitioner, was directed to be considered and disposed of within a period of four weeks.
4. Pursuant to the aforesaid judgment, the representation of the petitioner was considered by the respondents in the light of judgment of the Supreme Court in the case of Avtar Singh (supra) and in terms of the impugned order dated 22nd June, 2018, the same was found devoid of merit and was, accordingly, rejected. It is this order of rejection, which has brought the petitioner yet again to this Court through the medium of instant petition.
GROUNDS OF CHALLENGE
5. Impugned order of consideration dated 22nd June, 2018 passed in compliance with the directions of this Court is assailed on the following grounds:-
ii) That the respondents have not appreciated that the involvement of the petitioner in FIR No. 20/2008 was with respect to the offences trivial in nature
Non-disclosure of a past minor criminal case does not automatically justify termination of employment; each case must be evaluated on its specific facts and circumstances.
The main legal point established in the judgment is that failure to disclose criminal antecedents may not justify termination of employment, especially if the charges are trivial and do not affect th....
Suppression of material information in employment forms can justify cancellation of candidature, and subsequent acquittal may not warrant consideration for selection/appointment, especially in cases ....
Probationary employees may be terminated for violating appointment terms, including misrepresenting criminal history, without requiring formal procedural safeguards.
Employers must consider the factum of acquittal and special circumstances of the case when making employment decisions based on criminal antecedents.
Suppression of trivial motor accident case pending at attestation does not justify termination for GDS post post-acquittal; employer discretion requires considering suitability.
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