Defence Research Education Society vs Prescribed Authority

Brahma Singh Verma, Actg. C.J.

By means of this writ petition, the petitioners have sought a writ in the nature of certiorari quashing the award dated 04.07.2009 (Annexure No. 2) passed by the Labour Court in Adjudication Case No. 45 of 2004, whereby the learned labour Court has set aside the termination order of respondent No. 2 Smt. Neeta Tuteja passed by the petitioner and directed to reinstate her (Smt. Neeta Tuteja) in service and to pay wages in accordance with law. Briefly stated the facts giving rise to this writ petition are that petitioners'' Society is known as Defence Research Education Society is a society registered under the Societies Registration Act, and the society is running an institution in the name of Raksha Anusandhan Vidhyalaya, Vigyan Vihar, wherein teaching and non-teaching staffs were engaged. Respondent No. 2 was appointed as L.D.C. (Lower Divisional Clerk) pursuant to an appointment order dated 30.08.1993, this fact is not disputed. An office memorandum was issued on 23.12.2002, by the President of the society proposed to hold an inquiry against the respondent No. 2 in respect of the charges of misconduct, whereby the respondent No. 2 was asked to submit a written statement of her defence with a specific instruction.

In reply to the said office memorandum, the respondent No. 2 submitted her written comments, wherein she admits the guilt in respect of the charge No. 1 and so far as the submissions in respect of the charge No. 2 and 3 are concerned, that was given in a very casual manner. Therefore, after considering the reply, the respondent No. 2 was dispense with from her service on 31.01.2003. Aggrieved by the order of petitioner, the respondent No. 2 filed an application u/s 2A of the Uttar Pradesh Industrial Dispute Act, 1947, for making reference to the Labour Court before the Conciliation Officer. The conciliation failed and the matter was referred u/s 4k of the Uttar Pradesh Industrial Dispute Act, 1947, by Deputy Labour Commissioner. He made reference by the Government Order dated 12.02.2004, to the fact whether the services of Smt. Neena Tuteja, Lower Divisional Clerk has been dispense with from 06.02.2013, by her employer in a proper and legal manner. If not so, the concerned workman is entitled to get benefit and relief.

The notices were issued to both the parties by the Labour Court in their turn, the employer as well as the workman filed their written statement/reply before the Labour Court. Before the learned Labour Court the employer as well as the workman were properly represented and the Labour Court after hearing the petitioners as well as the workman came to the conclusion that since no inquiry has been conducted in the case of the respondent No. 2/workman and no effort has been made before the Labour Court to prove the charge despite of the opportunity given to the employer and has set aside the termination order and directed to reinstate her in services.

Learned counsel appearing on behalf of the petitioners in support of his case contended that learned Labour Court has done manifest error of law in not considering the fact that if the charges are admitted there is no need of inquiry. Learned counsel for the petitioners placed reliance upon the judgment of Supreme Court in case of Dharmarathmakara Raibahadur Aroot Ramaswamy Mudaliar Educational Institution Vs. The Educational Appellate Tribunal and Another, wherein in para. 8 it has been held as under:

The contention of learned counsel for the respondent is confined that there was no enquiry in terms of Section 6 of the said Act. There is no submission of any defence on merit. Even before us when we granted learned counsel an opportunity to give any prima facie or plausible explanations on record to defend her actions, nothing could be placed before us. Giving of opportunity or an enquiry of course is a check and balance concept that no one''s right be taken away without giving him/her opportunity or without enquiry in a given case or where the statute requires. But this cannot be in a case where allegation and charges are admitted and no possible defence is placed before the authority concerned. What enquiry is to be made when on admits violations? When she admitted she did not join M. Phil. Course, she did not report back to her duty which is against her condition of leave and contrary to her affidavit which is the charge, what enquiry was to be made? In a case where the facts are almost admitted, the case reveals itself and is apparent on the face of the record, and in spite of opportunity no worthwhile explanation is forthcoming as in the present case, it would not be a fit case to interfere with the termination order.

Learned counsel for the petitioner further placed reliance on the judgment of Apex Court in the case of Chairman and MD V.S.P. and Others Vs. Goparaju Sri Prabhakara Hari Babu, wherein in paras. 16, 17 and 18 has held as under:--

Indisputably, the respondent was a habitual absentee. He in his explanation, in answer to the charge-sheet pleaded guilty admitting the charges. In terms of Section 58 of the Evidence Act, charges having been admitted were not required to be proved. It was on that premise that the enquiry proceedings was closed. Before the enquiry officer, he did not submit the explanation of his mother being ill. He, despite opportunities granted to report to duty, did not do it. He failed to explain even his prior conduct.

In Sangramsinh P. Gaekwad and Others Vs. Shantadevi P. Gaekwad (Dead) thr. Lrs. and Others, this Court noticing Section 58 of the Evidence Act held: (SCC p. 380, para. 214)

214, In terms of the aforementioned provision, things admitted need not be proved. In view of the admission of Respondent 1 alone, the issue as regards allotment of 6475 shares should have been answered in favour of the appellants. The company petitioner at a much later stage could not be permitted to take a stand which was contrary to or inconsistent with the original pleadings nor could she be permitted to resile from her admissions contained therein.

It was observed that judicial admissions can be made the foundation of the rights of the parties.

Learned counsel for the petitioner also placed reliance upon the judgment of the Apex Court in the case of Himachal Road Transport Corpn. and Another Vs. Hukam Chand, wherein in paras. 12 and 13 it has been held as under:--

Compliance with the principles of natural justice, either by holding an enquiry or by giving the employee an opportunity of hearing or showing cause, is necessary, where an employer proposes to punish an employee on a charge of misconduct which is denied, or when any term or condition of employment is proposed to be altered to the employee''s disadvantage without his consent.

On the other hand, if there is an admission of misconduct, or if the employee pleads guilty in respect of the charge, or if the employee consents to the alteration of any terms and condition of service, or where the employee himself seeks the alteration in the conditions of service, there is no need for holding an enquiry or for giving an opportunity to the employee to be heard or show-cause. Holding an employee guilty of a misconduct on admission, or altering the conditions of service with consent, without enquiry or opportunity to show-cause, does not violate principles of natural justice.

In reply, learned counsel for the workman/respondent No. 2 has placed reliance upon the judgment of the Apex Court reported in the case of Karnataka State Road Transport Corpn. Vs. Smt. Lakshmidevamma and Another, wherein in para. 39 of the judgment it has been held as under:

For the foregoing reasons, it is not possible to hold that if the employer does not express his desire to lead additional evidence in reply to the statement of claim in proceedings u/s 10 or when an application is filed for approval u/s 33(2)(b) of the Act, the employer cannot be allowed to exercise option at a later stage of the proceedings by making an application for the purpose. The employer''s request, when made before close of proceedings, deserves to be examined by the Labour Court/Tribunal on its own merits and it goes without saying that the Labour Court/Tribunal will exercise discretion on well-settled judicial principles and would examine the bona fides of the employer in making such an application.

Secondly, learned counsel for the respondent No. 2 has placed reliance upon the judgment of the Apex Court in the case of Roop Singh Negi Vs. Punjab National Bank and Others, wherein it has been held that such admission and confession has to be proved that could not be treated conclusive proof without making any enquiry.

I have heard learned counsel for the parties, and perused the petition, counter-affidavit and rejoinder affidavit.

The controversy in the case at hand has to be decided is that:--

(1) Whether the petitioners were entitled to dispense with the respondent No. 2 from her services without making any disciplinary enquiry?

(2) Whether any opportunity has been given by the Labour Court to the petitioners to adduce evidence in support of their charges before the Labour Court and such evidence has been adduced or not?

(3) Whether opportunity could be given to the petitioners to make a fresh enquiry on these charges at management level?

Learned counsel for the petitioners placed reliance upon the judgments mentioned above mainly on the issue that learned labour Court has committed manifest error of law in not considering the fact that the charges are admitted and there is no need of enquiry.

In reply to the contention made by the petitioner, Mr. M.C. Pant, learned counsel for the respondent No. 2 placed reliance upon the judgment of the Apex Court in the case of Karnataka State Road Transport Corpn. Vs. Smt. Lakshmidevamma and Another, wherein it has been held that if the employer does not express his desire to lead additional evidence in reply to the statement of claim in proceedings u/s 10 or when an application is filed for approval u/s 33(2)(b) of the Act, the employer cannot be allowed to exercise option at a later stage of the proceedings by making an application for the purpose. The employer''s request, when made before close of proceedings, deserves to be examined by the Labour Court/Tribunal on its own merits and it goes without saying that the Labour Court/Tribunal will exercise discretion on well-settled judicial principles and would examine the bona fides of the employer in making such an application. No such effort has been made before the labour Court also to adduce evidence against the delinquent workman.

Secondly, in the case of Roop Singh Negi Vs. Punjab National Bank and Others, wherein it has been held that such admission and confession has to be proved that could not be treated conclusive proof without making any enquiry.

Therefore, without any enquiry, learned Tribunal has rightly set aside the termination order and directed to reinstate her in service. There is no question of fresh enquiry after the award was made by the Labour Court.

In view of the judgments mentioned above the contention of the petitioners cannot be accepted. Therefore, the writ petition is devoid of merit and liable to be dismissed.

The writ petition is dismissed accordingly.