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1 - 5 of 5 (0.26 seconds)The Mahatma Gandhi National Rural Employment Guarantee Act, 2005
A. K. Kraipak & Ors. Etc vs Union Of India & Ors on 29 April, 1969
10. The Hon'ble Supreme Court has consistently held that natural justice
is not an empty formality; it is intended to ensure fairness in
administrative action involving civil consequences (A.K. Kraipak v.
Union of India, Maneka Gandhi v. Union of India, and Canara
Bank v. Debasis Das). Where the action is founded on allegations
affecting the employee and results in adverse consequences, the
employee must have a real, effective and reasonable opportunity to
meet the case. A "short" or "formal" show cause, without disclosure
of material relied upon, without an opportunity to test/controvert the
adverse material, and without a structured procedure consistent with
the disciplinary rules, cannot be treated as compliance.
Maneka Gandhi vs Union Of India on 25 January, 1978
10. The Hon'ble Supreme Court has consistently held that natural justice
is not an empty formality; it is intended to ensure fairness in
administrative action involving civil consequences (A.K. Kraipak v.
Union of India, Maneka Gandhi v. Union of India, and Canara
Bank v. Debasis Das). Where the action is founded on allegations
affecting the employee and results in adverse consequences, the
employee must have a real, effective and reasonable opportunity to
meet the case. A "short" or "formal" show cause, without disclosure
of material relied upon, without an opportunity to test/controvert the
adverse material, and without a structured procedure consistent with
the disciplinary rules, cannot be treated as compliance.
Canara Bank And Ors vs Shri Debasis Das And Ors on 12 March, 2003
10. The Hon'ble Supreme Court has consistently held that natural justice
is not an empty formality; it is intended to ensure fairness in
administrative action involving civil consequences (A.K. Kraipak v.
Union of India, Maneka Gandhi v. Union of India, and Canara
Bank v. Debasis Das). Where the action is founded on allegations
affecting the employee and results in adverse consequences, the
employee must have a real, effective and reasonable opportunity to
meet the case. A "short" or "formal" show cause, without disclosure
of material relied upon, without an opportunity to test/controvert the
adverse material, and without a structured procedure consistent with
the disciplinary rules, cannot be treated as compliance.
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