Case: Mgmt.,Of Thanjavur Textiles Ltd Vs. B.Purushotham

The brief facts of the case are as follows :3. The respondent Nos. 1 to 3 in this appeal were employees of the appellant Company. On the ground of allegeda domestic enquiry was conducted. The Manager of the Company had the enquiry conducted by an Advocate who apart from recording the evidence also submitted the findings against the employees in relation to the charges. Based on the said Enquiry Report and the findings the Manager passed an order of dismissal on 24.11.1980. Reference was sought by respondent Nos. 1 and 2 but the Government made reference in respect of respondent Nos. 1 to 3 the Labour Court. The Labour Court by its award dated 28.4.88 came to the conclusion that the reference made by the Government of Tamil Nadu was not valid in regard to all the respondents inasmuch as the reference was not sponsored by the Union of the Workmen. The Labour Court, however, also gave alternative findings on the merits of the case and held that the respondents Nos. 1 and 2 were guilty of misconduct but not the respondent No. 3. It also held that the respondent No. 3 was not entitled to any relief inasmuch as he had not sought for a reference.4. Aggrieved by the aforesaid award refusing relief to respondent Nos. 1 to 3, the three workmen preferred a Writ Petition being Writ Petition No. 8846/1989 in the High Court. The learned Single Judge came to the conclusion that the Manager ought not to have referred the enquiry to an Advocate and on that short ground the enquiry was vitiated. The learned Single Judge allowed the writ petition and remanded the matter to the Labour Court to enable the parties to lead evidence with regard to the charges framed against them. The Labour Court was also directed to decide the question of the wages payable to the workmen.5. On an appeal by the Management, the Division Bench held that in view of the concession made by the Counsel for the workmen, the reference of the enquiry to an Advocate was valid. However, the Division Bench came to the conclusion that the Advocate ought not to have given any findings on the merits in relation to the misconduct of the workmen. According to the Division Bench of the High Court, the award was liable to set aside on this ground. The Division Bench, however, did not alter the alternative direction given by the learned Single Judge for remand to the Labour Court. It is against this order of the Division Bench that the Management has preferred this appeal in this Court.

Reasoning: 14. Once it was conceded in the High Court by the learned counsel who appeared for the workmen that an advocate could be appointed as an enquiry officer, the advocate would, in our opinion, have all the normal powers of an enquiry officer including the power to give findings as to misconduct of the employees. We are unable to make a distinction between the powers of an enquiry officer who is an employee of the Company and an outsider. If the Manager was entitled to appoint an inquiry officer. In either case the appointee, in his capacity as an enquiry officer, would have the same powers. We accordingly hold that the advocate in this case could have given findings as to misconduct and the Division Bench of the High Court was wrong in thinking that the advocate, being an outsider, would not have the power to give findings as to misconduct of the employees.15. We may point out that in the case cited by the learned Senior counsel for the appellant in Khardah and Co., 1963(2) LLJ 452, it was stated as followsare not prepared to adopt such a course. If industrial adjudication attaches importance to domestic enquiries and the conclusions reached at the end of such enquiries, that necessarily postulates that the enquiry would be followed by a statement containing the conclusions of the enquiry officer. It may be that the enquiry officer need not write a very long or elaborate report; but since his findings are likely to lead to the dismissal of the employee, it is his duty to record clearly and precisely his conclusions and to indicate briefly his reasons for reaching the said conclusions."16. So far as the judgment in Workmen in Buckingham and Carnatic Mills, Madras v. Buckingham and Carnatic Mills, Madras, 1970 Vol.1 LLJ 26 is concerned, it was pointed out in that case that the relevant Standing order did not permit any delegation whatsoever. Even so if the concerned authority had merely delegated power to record evidence, there was nothing wrong in such a delegation as long as the delegate did not express any opinion on the merits of the case. The abovesaid decision is clearly distinguishable inasmuch as the relevant Standing order in that case did not envisage the appointment of any enquiry officer whatsoever. But in the present case, the Standing order does expressly contemplate appointment of an enquiry officer and if that is the position, the enquiry officer so appointed would, in our opinion, be certainly entitled to give findings in regard to the misconduct of the employees. The above decision is therefore clearly distinguishable. The Division Bench of the High Court in the judgment under appeal in our opinion, erred in not noticing the abovesaid distinction. There was no provision in the Standing Orders in the above cited case permitting appointment of another person to conduct the inquiry.