I959 May6. SUPREME COUI~T REPORTS [1960(1)] PHULBARI TEA ESTATE v. ITS WORKMEN (B. P. SINHA, P. B. GAJENDRAGADKAR and K. N. w ANCHOO, JJ.) Industrial Dispute-Tribunal-Question of competency-When
can be raised-Dismissal of u1orkmen on enqu£ry-Rule of natural justice-Defect in procedure, if curable -Industrial Disputes Act (I4 of r947), s. 7. Two workmen Das and another were arrested by the police
on the complaint of the appellant company for an alleged theft. The manager held an enquiry and dismissed Das from service for gross misconduct. At the enquiry, Das stated that he had nothing to say and
knew nothing about the theft. Certain persons whose statements had been recorded by the manager at the investigation stage in the absence of Das, were present at the said enquiry. Das was told to ask those persons what they had to say, though he was neither supplied with the copies of the statements made by them nor the statements were read over to him at the time of the enquiry. Das replied that he would not put any questions to them. Thereupon these witnesses were asked whether the evid- ence they had given before the manager was correct, and if not, they were at liberty to amend it, to which they replied that the evidence they had given was correct.
Some time later, the Magistrate on the final report of the police discharged Das. Thereafter the Union had the matter referred to the Tribunal. Before the Tribunal the company pro-
duced only the statements of the witnesses but did not produce the witnesses themselves. The Tribunal found in favour of the workman. The co1npany came up in appeal by special leave to
the Supreme Court, where, for the first time it raised the ques- tion of the qualification and competency of the one member Tribunal under s. 7 of the Act. Held, that the question whether the Tribunal was a compe-
tent one under s. 7 of the Industrial Disputes Act, 1947, prior to the amending Act 36 of 1956, must be raised before the Tribunal itself as it was a matter of investigation and could not be raised for the first time before the Supreme Court.
Held further, that the basic principle of natural justice in an enquiry was that the opponent must be given the opportunity of questjoning the witnesses after knowing in full what they had to state against him.
The witnesses on whom the party relied should generally be examined in the presence of the opponent and he must also be informed about the material sought to be used against him, and given an opportunity to explain it.
S.C.R. SUPREME COURT REPORT8 Union of India v. T. R. Varma r1958l S.C.R. 499, followed. x959 New Prakash Transport Co. Ltd. ,.. ).'cir- S1110arna Transport Phulbari Tea Estate Co. Ltd. [1957] S.C.R. 98. referred to.
v. Held, further, that if there was defect in the conduct of thC' Its Workn,.n enquiry by the employer it could be cured if all the relevant evidence including the witnesses who were not examined in the presence of the workman were produced before the Tribunal. thereby giving the party an opportunity to cross-examine them, and leaving it to the Tribnnal to consider tlw evidence and decide the case on merits.
M/s. Sasa M-usa Sugar Worlls (P) Ltd.''· ShobratiKhan C.As. ~os. 746 & 747 of r957 decided on zg-4-1959, followed. CIVIL APPELLATE JURISDICTION: Civil Appeal No. 205of1958. Appeal by special leave from the judgment and
order dated October 23, 1956, of the Industrial Tribu- nal, Assam in Reference No. 16 of 1956. M. 0. 8etalvad, Attorney-General for Indio., S. N . .Zl!ukherjee and B. N. Ghosh, for the appellant.
0. B. A.garwala and K. P. G~tpta., for the respon- dents. 1959. l.\fay 6. The Judgment of the Court was delivered by WANCHOO J.-This is an appeal by special leave in an .industrial matt.er. The appellant is the Phulbari
Tea Estate (hereinafter called the company). The case relates to the dismissal of one workman namely, B. N. Das (hereinafter called Das), which had been taken up by the Assam Chah Karmchari Sangh, which
is a registered trade union. A reference was made by the Government of Assam on March 8, 1956, to the Industrial Tribunal on the question whether the dis- missal of Das was justified; and if not, whether he
was entitled to reinstatement with or without com- pensation or any other relief in lieu thereof. Das was dismissed by the company on March 12, 1955. The charge against him was that on the night of February
6/7, 1955, he along with one Samson, also an employee of the company, committed theft of two wheels com- plete with tyres and tubes from the company's lorry, W anchoo .f. '959 which amounted to gross misconduct under the Stand-
-. – ing Orders. The case was reported to the police and Phulbari Tea Estate Das as well as Samson were arrested. Das remained Its w;;knien in jail up to February 25, 1955, when he was released
on bail. He reported for duty on February 28 ; but Wanchoo J. the manager suspended him for ten days from March 1. Thereafter, he was served with a charge-sheet on March 10, 1955, asking him to show cause why he
should not be dismissed for gross misconduct as men- tioned above. He gave a reply on March 11, that as the case was sub judice in the criminal court, the question of dismissal did not arise at that stage and
the allegations against him would have to be proved in the court. On March 12, the manager held an enquiry, which was followed by dismissal, on that very day. We shall mention later in detail what happened
at the enquiry, as that is the main point which requires consideration in this appeal. To continue the nar- rative, however, the police submitted a final report and the magistrate discharged Das on March 23, 1955.
Thereafter, his case was taken up by the union and eventually reference was made to the Tribunal on March 8, 1956. The Tribunal came to the conclusion that the dismissal of Das was not justified on the
ground of proper procedure not having been followed and also for want of legal evidence. It went on to say that normally Das would have been entitled to reinstatement but in the peculiar circumstances of this
case it was of opinion that he should be granted the alternative relief for compensation. Consequently, it ordered that Das would be entitled to his pay and allowances from February 28, to March 11, 1955 and
full pay and allowances from March 12, till the date of payment. It also ordered that he would be entitled to fifteen day's pay for every completed year of service along with all benefits that accrued to him till the date
of final payment. This award was given on October 23, 1956, and was in due course published and came into force. Thereupon, there was an application to this Court for special leave to appeal, which was
granted; and that is how the matter has come up before us. …. …. S.C.R. Two points have been urged before us on behalf of z959 the company, namely- Ph lb · T E 1 1 h T 'b l t t 'b
l u an ea s a e (1) t e r1 una was not a competen r1 una v. under s. 7 of the Industrial Disputes Act, No. XIV of Its Workmen 1947 (hereinafter called the Act) as it then stood; and
(2) the award of the Tribunal is not sustainable wa .. choo J. in law as it shows as if the Tribunal was sitting in appeal on the enquiry held by the company, an<l this it was not entitled to do.
Re. (1) • Reference in this case was made on March 8, 1956, before the amending Act No. XXXVI of 1956 came into force. At the relevant time, therefore, s. 7 of the Act, which provided the qualifications of a
tribunal, required that where it was one member tri- bunal, he (a) should be or should have been a Judge of a High Court, or (b) should be or should have been a district judge, or (c) should be qualified for appoint-
ment as a Judge of a High Court. The contention is that Shri Hazarika who wa.s the tribunal in this case, was not qualified under this provision. This conten- tion was not raised before the Tribunal and therefore
the facts necessary to establish whether Shri Hazarika was qualified to be appointed as a tribunal or not were not gone into. Shri Hazarika, was an Additional District & Sessions Judge, Lower Assam Division, at
the time the reference waa made. Assuming that he was not qualified under clause (a) above, he might well have bPen qualified under clause (b}, if he had been a District Judge elsewhere before he became an Ad-
ditional District Judge in this particular division. Further even if he had never been a District Judge, he might be qualified for appointment as Judge of a High Court. These matters needed investigation and
were not investigated because this question was not raised before the Tribunal. In the circumstance, we are not prepared to allow the company to raise this question before us for the first time and so we reject
the contention under this head. Re. (2). The Tribunal gave two reasons for holding that the dismissal was unjustified; namely-(1) that SUPREME COURT ltEPORTS [1960(1)) z959 proper procedure had not been followed, and (2) that
Ph Iba -:–T E 1 1 legal evidence was wanting. So far as the second ea sae d h h v. reason IS concerne , t ere IS .orce m t e critJCism on Its Workmen behalf of the company that the Tribunal had proceed-
ed as if it was sitting in appeal on the enquiry held Wamhoo J. by the company. But considering that the Tribunal was also of opinion that proper procedure had not been followed we have still to see whether that find-
ing of the Tribunal justifies the conclusion at which it arrived. We may in this connection set out in detail what happened at the enquiry on March 12, as appears from the testimony of the manager
and the documents produced by him before the Tri- bunal. They show that when the enquiry was held on March 12, certain persons, whose statements had been recorded by the manager in the absence of
Das during the course of what may be called investi- gation by the company were present. The first ques- tion that Das was asked on that day was whether he had anything to say in connection with the disappear-
ance of two lorry wheels and tyres from the garage. He replied that he had not.hing to say, adtling that he knew nothing about the theft. He was then told that the people who hatl given evidence aga.inst him
were present a.nd he should ask them what they had to say. He replied that he would put no questions to them. Then the witnesses present were asked whe- ther the evidence they had given before the managei:
was correct or not ; and if that was not correct, they were at liberty to amend it. They all replied that the evidence they had given before the manager was correct. This was all that had happened at the en-
quiry ou March 12, 11nd thereafter the orcler of dismissal was passed by the manager. The manager's testimony shows that the wit.nesses who were present at the enquiry were not examined in the presence of
Das. It also does not. show that copies of the state- ments made by the witnesses were supplied to Das before he was asked to question them. Further his evidence does not show that t.he statements which had
been recorded were read over to Das at the enquiry before he was asked to question the witnesses. It is , .. S.C.R. true that the statements which were recorded were x959 Produced on behalf of the company before the Tri- Ph lb -:-T E d
d h u ari ea stat• bunal; but the witnesses were not pro uce so t at v. they might be cross-examined even at that stage on Its Workmen behalf of Das. The question is whether in these
circumstances it can be said that an enquiry as Wamhoo J. required by principles of natural justice was made in this case. We may in this connection refer to Union of India v. T. R. Varma (1).
That was a case relating to the dismissal of a public ;;ervant and the question was whether the enquiry held under Art. 311 of the Constitution of India was in accordance with the prin-
ciples of natural justice. This Court, speaking through Venkatarama Ayyar J. observed as follows in that connection at p. 507 :- " Stating it broadly and without intending it to be exhaustive, it mav be observed that rules of natu-
ral justice require th.~t a party should have the oppor- tunity •>f a<ldueing all relevant evidence on which he relies, that the evidence of the opponent should bC' taken in his presence, and tha.t he should be given the
opportunity of cro::;s,examining the witnesses exa.min- ed by that party, and that no materials should be relied on agairnit him without his being given an opportunity of explaining them."
It will he immediately clear that these principles were not followed in the enquiry which took place on March 12, inasmuch as the witnesses on which the company relied were not examined in the presence
of Das. It is true that the principles laid down in that case are not meant to be exhaustive. In another case New Prakf:tsh Transport Co. Ltd. v. New S'uwarna Transport Co. Ltd. ("), this Court held that " rule;; of
natural justice vary \vith the varying con;;titutions of statutory bodies and the rules prescribed by the legis- lature under which they have to act, and the ques- tion whether in a particular case they have been
contravened must be judged not by any preconceiv- ed notion of what they may be but in the light of the provisions of the relevant Act". In that case, it (I) (1958) S.C.R. 499, (~) (1957) S.C.R. 98.
[1960(1)] z959 was held that "the reading out of the contents of the -:–T E police report bv the Chairman at the hearing of the hulbari ea state v. appeal was enough comphance with the rules of natu-
Its workmen ral justice as there was nothing in the rules requiring a copy of it to be furnished to any of the parties." Wanehoo J. That was, however, a case in which the police officer
making the report was not required to be cross- examined; on the other hand, the party concerned was informed about the material sought to be used against him and was given an opportunity to explain it. The
narration of facts as to what happened on March 12, which we have given above, shows that oven this was not done in this case, for there is no evidence that. copies of the statements of witnesses who had given
evidence against Das were supplied to him or even that the statements made by the witnesses to the manager were read out, in extenso to Das before he was asked to question them. In-these circumstances
one of the basic principles of natural justice in an enquiry of this nature was not observed, and, there- fore, the finding of the Tribunal that proper procedure had not been followed is justified and is not open to
challenge. The defect in the conduct of the enquiry could have been cured if the company had produced the witnesses before the Tribunal and given an opportunity to Das to cross-examine them there. In Messrs. Basa Musa
Sugar Works (Private) Ltd. v. Shobrati Khan (1), we had occasion to point out that even where the employer did not hold an enquiry before applying under s. 33 of the Act for permission to dismiss an employee, he
could make good the defect by producing all relevant evidence which would hare been examined at the enquiry, before the tribunal, in which case the tribunal would consider the evidence and decide whether per-
mission should be granted or not. The same principle would apply in case of adjudication under s. 15 of the Act, and if there was defect in the enquiry by the employer he could make good that <:J.efect by producing
necessary evidence before the tribunal. But even that was not done in this case, for all that the company did (I) c. As. Nos. 746 & 74'1of1957 decided on 29-4-1959. .. .. S.C.R. before the Tribunal was to produce the statements
x959 recorded by the manager during what we have called Phulbari Tea Estati investigation. This left the matters where they were v. and Das had never an opport.unity of questioning the
Its Workmen witneRRes after knowing in full what they had stated against, him. In these circumstances we are of opinion that the fiw.ling of t.he •rrilmnal that the enquiry i11 this case was uot proper is correct and must Htand.
'Ve therefore dismiss tlw appeal. We should, howeYer, like to make it elear tlrnt the order of tlw Tribunal fixing grant of compcnsa,tion till the date of payment must be taken to be limited to the sum of
Rs. 11,125, which has been deposited in this Court in pursuance of this Court's order of April 22, 1957 and Das will not be entitled t.o anything more, as further stay of payment was pursuant to the order of this
Court. In the circumstances we are of opinion that the parties should hear their own eosts of thits Court. Appeal dismis8ed. THE I.ORD KRISHNA SUGAR MILV3 LTD., AND ANOTHER v. THE UNION OF INDIA AND ANOTH"ll~R
(and connected petition) (B. l:'. SINHA, .J AFER IMAM, ,J. L. KAP(TR, A. K. SARKAR, SUH"HA RAO AND M. HIDAYATULLAH, ,TJ.) Constitution–Fundami:ntal Rights-Rcsirictions on-Reason-
ableness, relei·anf. considerations for fudging-Enactment obliging sugar manufacturers to s11.pply sugar for export ,,f loss-Notijicat-ion tinder another enactment increasing price of sugar for internal sale for recouping loss–Whether can
be tulwn into consideration- Discrimination-Sitgar Export Promotion Act, I958 (30 of I958), ss. 5, 6, 7, 8, and 9-Constifation of India, Arts. I4 and I9- Essential Commodities Act, I955 (IO of I955), s. 3–Sugar (Control) Wanchoo J.
May 6. Order, I955. cl. 5· The petitioners challenged the constitutionality of the Sugar Export Promotion Act, 1958, which was enacted for the purpose of exporting sugar with a view to earning foreign exchange. The impugned Act imposed the following restrictions on the owners of