SUNITA AGARWAL, VIKAS BUDHWAR
Chief Executive Officer, Uttar Pradesh State Industrial Development Authority – Appellant
Versus
Ramesh Kumar Saini – Respondent
JUDGMENT :
Heard learned counsel for the parties and perused the record.
2. This appeal is directed against the judgment and order dated 21.3.2023 passed by the learned Single Judge whereby the writ petition has been allowed setting aside the punishment order dated 14.10.2020, the inquiry report dated 11.6.2019 as well as the appellate order, by noticing in one paragraph only that no witnesses were produced by the department to prove the documents which were relied on in the inquiry to prove the allegations of financial irregularities against the writ petitioner. The inquiry itself is found to be vitiated being in violation of Rule 7 of the U.P. Government Servant (Discipline and Appeal) Rules 1999, for the said reason.
3. Sri Swapnil Kumar learned counsel for the appellant, at the outset, urged that a perusal of the inquiry report itself indicates that the writ petitioner, who was posted as the Accounts Clerk in the department concerned namely the office of the Chief Engineer (Projects), himself had admitted that he had submitted a 'Note' for payment to the contractor without completion of the work assigned to him and presentation of detail bills.
4. The 'Note' submitted by the writ p
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The principle of proportionality must be applied in disciplinary actions, ensuring that the punishment is commensurate with the misconduct committed.
Judicial review of disciplinary actions emphasizes fairness of the inquiry and proportionality of punishment, allowing modification from removal to compulsory retirement when circumstances warrant.
A mere error in jurisdiction without evidence of misconduct or personal gain cannot be termed as misconduct, making the employee liable to disciplinary proceedings.
The disciplinary authority must provide reasons for disagreement with the inquiry report, record its own findings on the charges, and provide the government servant with an opportunity to file a writ....
The main legal point established in the judgment is that disciplinary proceedings must be based on some evidence, comply with natural justice, and ensure that the penalty is not disproportionate to t....
The court emphasized that a disciplinary order must provide clear reasoning; failing this, the order is unsustainable and violates principles of natural justice.
The disciplinary authority has the exclusive power to determine the nature and quantum of punishment in disciplinary proceedings, and judicial review is limited to cases where the penalty is grossly ....
Procedural irregularities in disciplinary proceedings do not automatically invalidate the inquiry unless they result in prejudice to the employee's ability to defend themselves.
Grant of reinstatement - Court will not ordinarily interfere in the punishment imposed in the disciplinary proceedings to substitute its own conclusion on penalty except where the punishment imposed ....
The main legal point established in the judgment is the application of the Wednesbury principles, the principle of proportionality, and the doctrine of judicial review in disciplinary cases to determ....
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