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10. The other case relied upon by the learned counsel for the respondent is State of Uttar Pradesh and another vs. Kaushal Kishore Shukla (1991) 1 SCC 691. In this case the employee Kaushal Kishore Shukla was appointed on ad hoc basis for fixed period on 18.2.1977 as Assistant Auditor, which was extended on several occasions and the last extension was granted on 21.1.1980 which was to expire on 28.2.1981. His services were terminated on 23.9.1980. The termination order was challenged on the ground that certain allegations of misconduct had been made against him regarding which an ex parte inquiry was held wherein he was not given any opportunity of hearing. These allegations were also referred to in the counter affidavit, which was filed on behalf of the State before the High Court. It was submitted that the order of termination of service was founded on the allegations of misconduct and the ex parte inquiry report. The High Court accepted the plea of the employee and quashed the termination order. The appeal filed by the State was allowed by this Court and the order of the High Court was set aside with the following observations : -

13. In Ravindra Kumar Misra vs. U.P. State Handloom Corporation Ltd and another AIR 1987 SC 2408, the appellant had been appointed on 30.10.1976 and had got two promotions while still working in temporary status and by 1982 he had been working as Deputy Production Manager. On 22.11.1982 he was placed under suspension and the suspension order recited that as a result of preliminary inquiries made by the Central Manager it had come to notice that the appellant was responsible for misconduct, dereliction of duty, mismanagement and showing fictitious production of terrycot cloth. The suspension order was revoked on 1.2.1983 and thereafter on 10.2.1983 a simple order terminating his services was passed reciting that his services were no more required and his service would be deemed to be terminated from the date of receipt of the notice. It was further mentioned therein that he would be entitled to receive one month's salary in lieu of notice period. The termination order was challenged by the appellant on the ground that the same was punitive in nature, which was also demonstrated from the fact that shortly before the order of termination a suspension order had been passed wherein a specific charge of misconduct against him was mentioned. After referring to several earlier decisions this Court repelled the challenge made by the employee by observing as under in paragraph 6 of the Report: -