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IN THE HIGH COURT OF JUDICATURE AT MADRAS
M.DHANDAPANI
K. Vignesh – Appellant
Versus
NLC India Limited, Rep. by its Chairman and Managing Director – Respondent
| Table of Content |
|---|
| 1. petitioner's background and qualifications for employment. (Para 1 , 2) |
| 2. petitioner argues cancellation of appointment is arbitrary. (Para 3 , 4) |
| 3. court examines verification process and confirmations from employers. (Para 5 , 6 , 7) |
| 4. court directs issuance of offer of appointment. (Para 8) |
| 5. writ petition allowed and costs determined. (Para 9) |
ORDER :
1. This writ petition has been filed, challenging the impugned order dated 20.03.2025 passed by the second respondent and seeking to quash the same; consequently, to direct the second respondent to issue Final Offer of Appointment to the petitioner as Executive Engineer (Civil) in E4 Grade, within a time frame to be fixed by this Court.
3.The learned counsel appearing for the petitioner would submit that the issue involved is very simple. The petitioner had duly furnished complete particulars of his previous work experience along with his application. Upon verification, NLCIL confirmed the correctness of the said particulars with the petitioner's previous employers, they confirmed that the details furnished by the the petitioner were true and correct. However, during further verification with Kutch Thermal Power Pl
Employer-verified work experience certificates are valid and cannot be disregarded based on unverifiable end-user data, ensuring fair employment practices.
Service certificates must be authentic and verifiable for contract labor employment; judicial mandates for verification must be followed by authorities.
The absence of genuine employment records and a valid service certificate undermines a petitioner's claim for appointment based on recruitment rules.
Court affirmed the principle that lapses in record-keeping by contractors cannot negate the validity of verified service certificates for contract labor entitled to regularization.
The court ruled that employment exchanges are not liable for negligence in registration errors and that candidates must act promptly to rectify issues.
The court upheld the rejection of the petitioner's application for appointment as LDC due to lack of genuine service certificates, emphasizing the need for substantiated documentation in such claims.
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