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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 :
M.DHANDAPANI, J.
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.
2.The case of the petitioner is that he belongs to the Hindu Paniyan Community which is a Schedule Tribe. After completing his SSLC in 2009, he pursued the Higher Secondary Course and successfully completed the same in March 2011. Thereafter, he was admitted to the B.E (Civil Engineering) in National Institute of Technology, Tiruchirappalli, which he successfully completed in 2015. After completion of his higher education, the petitioner worked as a Project Engineer
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.
Inaction on false representation affects rightful appointment; timely adjudication on eligibility is imperative to uphold integrity in employment processes.
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.
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