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IN THE HIGH COURT FOR THE STATE OF TELANGANA AT HYDERABAD
NAMAVARAPU RAJESHWAR RAO
Abdul Khaleel – Appellant
Versus
Hon’ble Industrial Tribunal-cum-Labour Court – Respondent
ORDER :
1. This Writ Petition is filed seeking to set aside the Award passed by the 1st respondent in I.D.No.30 of 2003, dated08.12.2004.
2. Heard Sri. P. Sridhar Rao, learned counsel for the petitioner and Sri Nandigam Krishna Rao, learned counsel appearing for the respondent No.2. Perused the materialavailable on record.
3. Brief facts of the case are as follows:
a) The petitioner was appointed as a Badili Filler inMarch 1987 and promoted as Coal filler in 1993. The petitioner’s services were confirmed as a Coal filler by order, dated 17.09.1993. Thereafter, a dismissal order dated11.09.1997 was passed against the petitioner, with retrospective effect from 22.03.1996.
b) During the year 1996, the petitioner fell seriously ill; as such, he applied for sanction of leave and took treatment in the Company’s Hospital, other private hospitals, and Government hospitals. The petitioner underwent treatment for jaundice, nasal allergy due to coal dust, severe body pains, etc. After recovery in the month of September 1997, when the petitioner reported to duty, he was served with a dismissal order, dated 11.09.1997.
4. Learned counsel for the petitioner submits that the 2nd respondent, before pass
Dismissal for unauthorized absenteeism upheld as justified despite claims of procedural unfairness due to failure of the petitioner to engage with the enquiry process.
The court established that procedural fairness is essential in disciplinary inquiries, and failure to adhere to this can render dismissals invalid.
Disciplinary proceedings must adhere to principles of natural justice, ensuring fair enquiry and opportunity for the accused to present their case.
Unauthorized absence for a long period constitutes gross misconduct, and the principle of no work, no pay applies in cases of dismissal.
Principles of natural justice must be adhered to in disciplinary proceedings, and authorization of absence cannot be deemed misconduct if due to unavoidable circumstances, necessitating fair treatmen....
The main legal point established in the judgment is the requirement for employees to adhere to procedural and leave rules, respond to requests for documentation, and comply with disciplinary proceedi....
Modification of penalty that is imposed by disciplinary authority unless, in an exceptional circumstances, is a realm of the powers of Disciplinary Authority. Therefore matter is to be remitted back ....
The court established that a fair domestic enquiry and proportional punishment for habitual unauthorized absence from duty are essential under the Industrial Disputes Act, 1947, and that the burden o....
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The court upheld the Labour Court's exparte award due to the petitioner's failure to comply with orders and present evidence, dismissing the Writ petition for lack of merit.
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