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IN THE HIGH COURT FOR THE STATE OF TELANGANA AT HYDERABAD
Namavarapu Rajeshwar Rao
K.J.Reddy, Nalgonda Dist. – Appellant
Versus
Regional Manager, Apsrtc – Respondent
| Table of Content |
|---|
| 1. background of disciplinary action against petitioner. (Para 1 , 2 , 3) |
| 2. arguments regarding unjust disciplinary measures. (Para 4 , 5 , 6 , 7) |
| 3. court's assessment of evidence and punishment. (Para 8 , 10) |
| 4. modification of previous disciplinary punishment. (Para 9 , 11) |
| 5. final outcome of the writ petition. (Para 12) |
ORDER :
Namavarapu Rajeshwar Rao, J.
This writ petition is filed aggrieved by the order dated 24.03.2006 passed by the 1st respondent, who confirmed the order dated 26.11.2005 passed by the 2nd respondent.
2. Heard Sri V. Narsimha Goud, learned counsel for the petitioner, and Sri Panakanti Satish Kumar, learned Standing Counsel for TGSRTC, appearing for the respondents. Perused the material on record.
3. The brief facts of the case are as follows :-
(a) The petitioner was appointed as a Conductor in the respondent Corporation in the year 1987 and his services were regularized w.e.f. 01.07.1989. On 23.04.2005, while the petitioner was conducting a bus service between Miryalaguda and Suryapet, a surprise check was conducted at stage No.7 and a memo was issued to the petitioner on the same day alleging as follows :-
“a passenger who found travelling from sta
Disciplinary actions in employment must be proportional to the proven misconduct, taking into account the employee's track record and overall context.
The court upheld the dismissal of an employee for failure to issue tickets and misappropriation, affirming the Labour Court's adherence to the due process of law and recognizing limited grounds for j....
Disciplinary punishments require adherence to due process, including the issuance of a show-cause notice; failure compromises the validity of the punishment.
The court can modify disciplinary actions when found disproportionate to the proven misconduct.
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