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IN THE HIGH COURT FOR THE STATE OF TELANGANA AT HYDERABAD
Namavarapu Rajeshwar Rao
P.Kishandas – Appellant
Versus
Depot Manager – Respondent
ORDER :
Namavarapu Rajeshwar Rao, J.
This writ petition is filed aggrieved by the order dated 18.09.2006 passed in I.D.No.26 of 2005 by the Labour Court-III, Hyderabad (for short ‘the Labour Court’).
2. Heard Sri V.Narasimha Goud, learned counsel appearing for the petitioner and Sri R.Anurag, learned Standing Counsel appearing for the respondents.
3. Brief facts of the case are as follows :-
(a) The petitioner joined the service of the respondents' Corporation as a Conductor on 21.01.1997 and his services were regularized on 01.01.1998. On 08.12.2003, while the petitioner was conducting the bus service in between Ieeja and Sindhanoor, a check was exercised at Stage No.10 i.e., Merridoddi and issued a memo alleging as follows :-
“(1) I forgotten to observe the rule of issue of tickets and start ;
(2) Collected Rs.13/- each from (2) passengers and not issued tickets to them who found travelling from Ieeja and Sindhanoor and
(3) closed the SR upto stage No.10.”
(b) The petitioner filed an explanation to the said charge memo. Not satisfied with the explanation submitted by the petitioner, the 1st respondent suspended the petitioner on 15.12.2003 and issued charge-sheet framing the following ch
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 actions in employment must be proportional to the proven misconduct, taking into account the employee's track record and overall context.
Disciplinary actions must consider intent and circumstances surrounding alleged misconduct, ensuring punishment is proportionate to the situation.
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