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Delhi High Court Dismissed the writ of certiorari and granted petitioner liberty to argue their matter before Armed forces tribunal

Title: LT COL PRAVAL PETER RETD & ORS. versus UNION OF INDIA & ORS.

Reserved on: 14th July, 2023

Pronounced on: 18 th July, 2023

+ W.P.(C) 3042/2023 & CM APPL. 11815/2023

CORAM: HON’BLE THE CHIEF JUSTICE MR. JUSTICE SATISH CHNADRA SHARMA

    HON’BLE MR. JUSTICE SANJEEV NARULA

Introduction

Delhi High Court Dismissed the writ of certiorari and granted petitioner liberty to argue their matter before Armed forces tribunal, Keeping in mind the principles outlined in the judgment of Squadron Leader Neelam Chahar and also keeping in mind a more prudent redressal path for petitioner which is more efficient and effective.

Facts of the case

The petitioners, who were ‘premature retirees’ from the Indian Army and Air Force, held Permanent Commissions before their early retirement. According to them, their retirement pension and other perks were Due to their failure to fulfil the required twenty years of service, which is a requirement for getting a full pro-rata service pension, it was unjustly denied to them.

The Petitioners were allegedly forced to retire early after successfully completing 10 years of service, but before reaching the twenty-year milestone, due to reasons beyond their control. Despite the fact that this early exit was approved by the appropriate authority, the petitioners argued that the respondents had conveniently ignored the pre-commissioning military training and reserve service periods, which when taken into account would total more than the required twenty years of service for the grant of a service pension. They should be qualified for the pension because these periods were essential and contributed to their overall service time.

The Petitioners demand service pension, even on a pro rata basis, due to them on reason of their early retirement, based on the afore-noted inconsistencies in computation of their service periods and application of criteria for providing benefits to them.

They had previously filed a writ petition [W.P.(C) 11893/2021], but due to the nature of the reliefs requested, it was rejected by order dated October 22, 2021, with the liberty to continue agitating the subject by launching a public interest lawsuit [“PIL”].

Petitioners elucidated their personal interest in the matter and urged the Court to consider their case within the ambit of the aforesaid writ petition, rather than as a PIL.

The policy dated February 19, 1987, which reportedly served as the basis for Respondents’ decision to deny benefits of pro-rata pension and other benefits like pension commutation and ex-servicemen status, was among the policies that Petitioners sought to have declared invalid in the instant petition in the nature of a PIL. They also sought a writ of certiorari to overturn the existing policy, non-statutory pension regulations, and other related instructions.

Analysis of the court

According to Regulation 34 of the Pension Regulations for the Army, 2008, which stipulates a minimum qualifying service of twenty years as a prerequisite for officers to receive service or retiring pension, the impugned communication, dated April 24th, 2019, cited in the aforementioned prayer clause, is Respondents’ decision.

Respondents claim that because the Petitioners are considered premature retirees, they are not eligible to benefit from Ministry of Defence policy dated 19th February, 1987.

It is important to emphasise at this point that the Petitioners fall under the purview of the Armed Forces Tribunal Act, 2007, and have access to a specialised forum for airing their complaints, the Armed Forces Tribunal (the “AFT”). However, the Petitioners opted to file a writ petition before this Court given to the ambiguity surrounding AFT’s ability to consider issues about the constitutionality of subordinate legislations, including rules, regulations, notices, and circulars.

Fortunately for the Petitioners, a recent decision by the full bench of this Court in Squadron Leader Neelam Chahar v. Union of India and Others, W.P.(C) 9139/2019, has clarified the issue surrounding the competence of the AFT to entertain petitions challenging circulars, statutory rules, regulations, and policies. The court held that the Armed Forces Tribunal is competent to hear the challenge to the vires of the subordinate legislations, rules, regulations, notification.

We feel that the AFT, given its specialised character, would provide a more swift determination for the Petitioners’ complaints given the recent clarification provided by the judgement mentioned above and taking into account the larger circumstances. There is no question that the Petitioners have a direct, personal interest in the issue, which usually precludes using a PIL. We are also aware that the petitioners who filed the current PIL did so with the freedom provided by a coordination bench, and that their perception of our decision to refer their case to the AFT may be unjust given that they have been exploring legal options since 2021 without receiving any redress.

However, our understanding relating to the jurisdiction of the AFT, has evolved in the wake of the judgment referenced above. Therefore, it becomes prudent to steer the Petitioners towards a path of redressal that is more fitting, efficient, and effective i.e., the AFT.

The current PIL is dismissed, together with any related ongoing petitions. The Petitioners are given the freedom to express the complaints made in their petition before the Armed Forces Tribunal while keeping in mind the guidelines provided in the aforementioned Squadron Leader Neelam Chahar judgement.

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Madras High Court Says Certiorari writ should not intervene in lower court rulings unless a distinct legal error is evident.

Chairman-cum-Managing Director, Assistant Manager – Administration,   and Manager of Hotel Tamil Nadu

                            VS

Presiding Officer of the Labour Court, Coimbatore and S. Saroja Devi.

DATED: 12.06.2023

Coram: THE HON’BLE MR JUSTICE V. LAKSHMINARAYANAN

Citation: Writ Petition No.20259 of 2014

Facts

The petitioner, the management, filed a case against Smt. S. Saroja Devi, a housekeeper responsible for overseeing the work of sweepers and sanitary workers. The management accused her of not fulfilling her duties and issued multiple charge memorandums. After a specific incident, she was suspended pending an inquiry and later dismissed after a domestic inquiry.

Saroja Devi raised an industrial dispute and attempted conciliation, but it failed. The matter was then taken to the Labour Court, Coimbatore, where the court questioned the fairness of the domestic inquiry. The court concluded that the inquiry was not conducted properly and gave the management an opportunity to present additional evidence.

The petitioners argue that S. Saroja Devi was terminated for just cause, and that the Labour Court did not give them a fair hearing. The respondents argue that S. Saroja Devi was not terminated for just cause, and that the Labour Court gave the petitioners a fair hearing.

Issues

Whether S.Saroja Devi was terminated for just cause?

Whether the Labour Court gave the petitioners a fair hearing?

Whether the writ of certiorari can be used to quash orders that are made by Labour Courts?

Arguments

Arguments of the petitioners:

The petitioners argued that S.Saroja Devi was terminated for just cause. They stated that she was terminated for serious misconduct, including absenteeism, insubordination, and theft.

The petitioners also argued that the Labour Court did not give them a fair hearing. They stated that the Labour Court did not consider all of the evidence that they presented, and that the Labour Court’s decision was based on a mistake of law.

The petitioners argue that the writ of certiorari can be used to quash orders that are made by Labour Courts if there is a clear error of law.

Arguments of the respondents:

The respondents argued that S.Saroja Devi was not terminated for just cause. They stated that she was terminated for reasons that were not related to her job performance, and that the termination was therefore unfair.

The respondents also argued that the Labour Court gave the petitioners a fair hearing. They stated that the Labour Court considered all of the evidence that was presented, and that the Labour Court’s decision was based on a sound assessment of the facts.

The respondents argue that the writ of certiorari should not be used to interfere with the decisions of Labour Courts unless there is a gross injustice.

Case analysis

During the enquiry, the petitioner management presented witnesses, but one of them inadvertently supported the duty of the Sweepers cum Sanitary Workers rather than the management’s case. The other evidence provided by the management was considered general and did not support their argument. The witness involved in issuing the suspension order did not specify any room defects, leading the labour court to believe the charge was an afterthought. As for the remaining charges, there was only oral evidence without additional support. Based on the evaluation of evidence, the labour court concluded that the charges were not proven. Thus, the labour court found no issues with reinstating the petitioner with full benefits. However, since the employee did not show efforts to find a new job, the court granted only 25% of back wages. S. saroja devi challenged this and pleaded for 75% of back wages.

Judgement

The High Court upheld the Labour Court’s decision. The bench found that the petitioners had not provided any evidence to support their claims and that the Labour Court had been correct to find that the respondent had been treated unfairly.

The bench concluded its judgment by stating the following:

“In the absence of any evidence to support the petitioners’ claims, we are unable to find that the respondent was terminated for just cause. We therefore uphold the order of the Labour Court directing the reinstatement of the respondent and directing the petitioners to pay her back wages.”

The high court ordered that instead of 25% back wages, the management is directed to pay 50% back wages to S.Saroja Devi (employee) and in all other respects the award of the labour court stands confirmed. The management is directed to settle the back wages within a period of twelve weeks.

Conclusion

The High Court’s decision in the case of S.Saroja Devi is a mixed bag. It is a setback for the petitioners, but a victory for S.Saroja Devi. The decision sends a message to employers in Tamil Nadu that they cannot terminate employees without providing evidence to support their claims. The writ of certiorari is a powerful tool that can be used to quash orders that are made by lower courts, however this case suggested that the writ of certiorari should not be used to interfere with the decisions of lower courts unless there is a clear error of law. This principle is crucial for upholding the rule of law, which ensures that all individuals, including the government, are bound by the law. If higher courts could intervene in lower court decisions without clear legal errors, it would undermine the fundamental principle of the rule of law.

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