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P. Rollin Baskar vs The Programme Co-Ordinator -Cum- ... on 10 August, 2023 cites

State Of Tripura & Ors vs K.K. Roy on 12 December, 2003

In State of Tripura and others Vs. K.K.Roy reported in (2004) 9 SCC 65, the Hon'ble Supreme Court examined an appeal by the State of Tripura, wherein, the respondent / employee held a Master's degree and a degree in Law was appointed as Law Officer -cum- Draftsman in the Directorate of Co-operation, Government of Tripura in 1982 which was a single-cadre post with no promotional avenues. His representations for upgrading the post or providing two promotional avenues were not considered by the State of Tripura and hence he had filed a writ petition. The High Court had directed the State of Tripura to provide 'graded scale' with pay scale equivalent to Grade-I and Grade-II officer of Tripura Judicial Service. Questioning that particular direction, the State of Tripura had filed the appeal. While examining the issue of a single-cadre post without promotional avenue, and without any scheme of assured career promotion, the Hon'ble Supreme Court had held as follows:
Supreme Court of India Cites 6 - Cited by 202 - S B Sinha - Full Document

Council Of Scientific And Industrial ... vs K.G.S. Bhatt And Anr. on 29 August, 1989

In almost an identical situation, a Bench of this Court in Council of Scientific and Industrial Research v. K.G.S. Bhatt [(1989) 4 SCC 635 : 1990 SCC (L&S) 45 : (1989) 11 ATC 880] held: (SCC pp. 638-39, para 9) “It is often said and indeed, adroitly, an organisation public or private does not ‘hire a hand’ but engages or employs a whole man. The person is recruited by an organisation not just for a job, but for a whole career. One must, therefore, be given an opportunity to advance. This is the oldest and most important feature of the free enterprise system. The opportunity for advancement is a requirement for progress of any organisation. It is an incentive for personnel development as well. (See Principles of Personnel Management, Flipo, Edwin B., 4th Edn., p. 246.) Every management must provide realistic opportunities for promising employees to move upward. ‘The organisation that fails to develop a satisfactory procedure for promotion is bound to pay a severe penalty in terms of administrative costs, misallocation of personnel, low morale, and ineffectual performance, among both non-managerial employees and their supervisors.’ (See Personnel Management, Dr Udai Pareek, p. 277.) There cannot be any modern management much less any career planning, manpower development, https://www.mhc.tn.gov.in/judis 14 management development etc. which is not related to a system of promotions.”
Supreme Court of India Cites 10 - Cited by 216 - K J Shetty - Full Document
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