Full Judgment Text
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PETITIONER:
WORKMEN OF WILLIAMSON MAGOR & CO. LTD.
Vs.
RESPONDENT:
WILLIAMSON MAGOR & CO. LTD. & ANR.
DATE OF JUDGMENT07/12/1981
BENCH:
ISLAM, BAHARUL (J)
BENCH:
ISLAM, BAHARUL (J)
TULZAPURKAR, V.D.
VARADARAJAN, A. (J)
CITATION:
1982 AIR 78 1982 SCR (2) 42
1982 SCC (1) 117 1981 SCALE (3)1825
ACT:
Industrial Disputes Act 1947 Ss 10 and 15.
Management granting promotion to junior employees-
Rightful claim of senior employees superseded-Industrial
dispute-Whether there is victimization-Jurisdiction and duty
of industrial tribunal to declare promotions illegal and
unjustified-In consultation with management and union frame
norms and rules for promotion.
Labour Law-Promotion-Whether a managerial function-
Whether to be on subjective satisfaction of management or on
some objective criteria.
Words & Pharases-’Victimisation’-Meaning of-
Interpretation in favour of labour whether to be accepted.
HEADNOTE:
The Workmen (Respondent No. 1) alleged that the
Management (Appellant) started giving indiscriminate and
arbitrary promotions and/or upgradations to some of the
employees who were its favourities, disregarding the
rightful claims of a number of other employees so much so
that even junior members were given promotions superseding
the rightful claims of the senior employees. According to
the Union, the management arbitrarily promoted/upgraded
three persons and unjustly denied promotion/upgradation to
twelve senior employees and that this was victimisation and
unfair labour practice, and that these three persons after
their promotion/upgradation used to do the same work as
before occupying the same chairs and working on the same
tables as they had done before the date of
upgradation/promotion.
As a dispute arose between the management and the
union, the State Government referred the issue to the
Industrial Tribunal for adjudication. During the pendency of
the reference before the Tribunal the management again
promoted from the General to the Special Grade two clerks
superseding 56 senior and efficient clerks of the General
Grade. This issue was also referred to the Industrial
Tribunal.
The Tribunal, on a consideration of the oral and
documentary evidence adduced before it, found that the
management did not care to establish the
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justification of the promotions of the persons named in the
two references superseding the claim of the others, but held
that it could not give any relief to the workmen when their
positive case was that there was no standard or norms for
giving promotion.
In the appeal to this Court it was contended on behalf
of the Management that: (1) Promotion is not a condition of
service in a private company, and (2) although there were no
norms, the promotions of the persons in question were not
arbitrary and that unless victimisation was proved by the
union, the management’s action should not be disturbed.
Allowing the appeal
^
HELD: 1. (i) The management, in consultation with the
workmen or their representatives and under the direction,
supervision and control of the Labour Commissioner shall
frame norms/rules fixing quota for the grades and for
promotion/upgradation of its workmen, and the upgradation
and/or promotion shall be made by the management in terms of
the norms/rules so framed. [51 D-E]
That meanwhile the promotions/upgradations of the three
persons which is the subject matter of the first reference
and the promotions/upgradations of the two persons which is
the subject matter of the second reference are cancelled and
these workmen shall be at par with the workmen who were
superseded till promotions/upgradations are made by the
management in terms of the norms/rules to be prepared. No
future promotions/upgradations shall be made until the
norms/rules are framed. [51 F-52 A]
(ii) Industrial Tribunals are intended to adjudicate
industrial disputes between the management and the workmen,
settle them and pass effective awards in such a way that
industrial peace between the employers and the employees may
be maintained so that there can be more production to
benefit all concerned. For this purpose the industrial
tribunals, should not be constrained by the formal rules of
law and should avoid inability to arrive at an effective
award to meet justice in a particular dispute. [48 F-G]
In the instant case there was victimisation of the
superseded workmen. The Tribunal should have, therefore
declared that the promotions were illegal and unjustified,
being the result of arbitrary action of the management which
was nothing but unfair labour practice and the promotions
should have been cancelled. It should also have in
consultation with the management and the union framed
norms/rules of promotion and directed the management to give
promotions/upgradations in accordance with those norms and
rules. [48 H-49 A]
2. (i) Although promotion/upgradation is a managerial
function it must not be on the subjective satisfaction of
the management but must be on some objective criteria. [49
E]
(ii) The normal meaning of ’Victimisation’ is being the
victim of unfair and arbitrary action. When the word
’victimisation’ can be interpreted in two different ways,
the interpretation which is in favour of the labour should
be
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accepted as they are the poorer section of the people as
compared to the management. [50 G, D]
Bharat Bank Ltd. v. Employees of Bharat Bank Ltd.
[1950] S.C.R. 459: K.C.P. Employees Association Madras v.
Management of K.C.P. Ltd. Madras & Ors. [1978] 2 SCC 42
referred to.
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JUDGMENT:
CIVIL APPELLATE JURISDICTION : Civil Appeal Nos. 351 &
352 of 1976
Appeals by special leave from the Award dated the 31st
May, 1975 of the Seventh Industrial Tribunal, West Bengal,
Published by the Government of West Bengal, Labour
Department in Reference Case No. VIII-39/74, G.O. No. 3278-
IR dt. 2.4.1974. & VIII-282/74, GO No. 7537-IR dated
10.12.1974.
D. L. Gupta S. K. Nandi and Krishna Prasad for the
Appellant.
G. B. Pai, N. C. Shah, J. R. Das and Parveen Kumar for
the Respondent.
The Judgment of the Court was delivered by
BAHARUL ISLAM, J. These two connected appeals by
special leave are on behalf of Workmen of M/s Williamson
Magor & Co. Ltd. (renamed as M/s Macneill & Magor Ltd.)
represented by Williamson Magor & Company Employees’ Union
(hereinafter called ’the union’) and are directed against
the award of the 7th Industrial Tribunal, West Bengal.
2. The material facts may be stated thus:
According to the union, all the employees of the
aforesaid company, the respondent before us (who will
hereinafter be called ’the management’) are the members of
the union. Disputes had arisen between the workmen and the
management but they ended in a number of agreements as a
result whereof the employees derived some benefits.
Subsequently the management appointed one Mr. P. K. Kaul as
a staff officer, who, according to the union, started to
create a cleavage between the workmen, and with that end in
view, at his instance, the management started giving
indiscriminate and arbitrary promotions and/or upgradations
to some of the employees who were its favourites,
disregarding the rightful claims of a number of other
employees so much so that even
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junior members were given promotions superseding the
rightful claims of the senior employees. The union took up
the cause of the workmen with the management. According to
the union, there is no norm and/or standard guiding
promotion and/or upgradation of the employees. According to
the union, the action of the management is arbitrary, mala
fide and intended to victimize the employees who are loyal
to the union.
At the material time there were two grades of employees
namely; Special Grade, with a higher scale of pay and
General Grade.
3. This is an admitted position that the management do
not have any norm to determine how many clerks should be in
each of the said grades or in each of the scales of pay; nor
is there any fixed quota in the Special Grade to be filled
up by promotion from the General Grade; nor is there any
rule determining the number of vacancies to be filled up by
promotion or upgradation. According to the union, the normal
rule should be promotion/upgradation by seniority. As this
was not done, unrest cropped up. On the management having
upgraded/promoted two junior clerks, namely; Anil Chandra
Ghose and Parameshwar Banerjee from General Grade to Special
Grade on 1.3.1972, superseding the claims of senior clerks,
without assigning any reason, the union protested. Far from
rectifying the unjust action, the management again
promoted/upgraded another person, Shri Saroj Mukherjee to
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Special Grade on 1.7.1972, superseding the claims of many
others who were senior to him. According to the union, the
management arbitrarily promoted/upgraded the aforesaid three
persons and unjustly denied promotion/upgradation to twelve
senior clerks. This was, according to the union,
victimization and unfair labour practice. According to the
union, the aforesaid three favoured clerks and the twelve
superseded clerks were doing exactly similar work. The three
promoted/upgraded persons after their promotion/upgradation
used to do the same work as before, occupying the same
chairs and working on the same tables as they had done
before the date of upgradation/promotion. According to the
union, there were no jobs related to grades or scales of
pay, and the promotion upgradation has no impact except mere
increase of pay consequent upon the higher scale of pay
given to each person promoted. As a dispute arose between
the management and the union the Government of West Bengal
referred
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the following issue to the 7th Industrial Tribunal, West
Bengal for adjudication:
"Whether promotion of Sharbashree Saroj Kumar
Mukharjee, Anil Chandra Ghose and Parmeshwar Banarjee
from General Grade clerks to Special Grade Clerks in
preference to the twelve (12) workmen marked in
Annexure "A" attached herewith is justified ? To what
relief, if any, are the workmen marked in Annexure "A"
entitled ? The names of the persons in said Annexure
"A" were the same as mentioned in paragraph 10 above".
4. During the pendency of the aforesaid reference
before the Tribunal, the respondent on 23.5.1974 again
promoted from the General to the Special Grade two clerks,
namely Sudhir Ranjan Chakraborty and Jyoti Prasad Paul
superseding 56 senior and efficient clerks of the General
Grade inclusive of the twelve senior grade clerks already
superseded in 1972 and concerned in the reference,
aforesaid. As a dispute arose, the Government of West Bengal
made a reference to the same Industrial Tribunal for
adjudication of the following issue:
"Whether promotion of the workmen mentioned in
Annexure "A" attached herewith from General Grade to
Special Grade or Supervisory Grade in preference to the
workmen mentioned in Annexure "B" attached herewith is
justified ?
To what relief, if any, are the workmen mentioned in
Annexure "B" entitled ?"
5. Before the Tribunal, the parties led evidence and
proved Exts. K-l and K-2, settlements arrived at between the
management of the union earlier. On a consideration of the
oral and documentary evidence adduced before it, the
tribunal has arrived at the following findings:-
(1) No agreed norm for promotion/upgradation was
formulated.
(2) Both the parties felt that it was desirable
that certain norms should be laid down for promoting
and/or upgrading workmen.
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(3) That in spite of the fact that no norm had
been formulated, the management promoted as many as 15
workmen during the pendency of the first reference.
(4) That promotion and/or upgradation is a
managerial function and that the union can have no say
in such matter. The Tribunal has found "it is now more
or less settled that the promotion/upgradation is the
administrative function of the management and it can be
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hardly disputed before any court of law and/or tribunal
unless it is proved that in effecting such promotion,
the management violated the principles of natural
justice and/or existing rules or norms". The Tribunal
also has found, on a consideration of the evidence of
the management witness, Shri P. K. Kaul, that although
the witness said that at the time of giving promotion,
recommendations of the departmental heads and other
authorities were taken into account, his evidence was
not supported by any document. The tribunal has also
found that although in terms of earlier agreements, it
was the duty of the management to investigate
allegations by the union of discriminatory and unfair
promotion and/or upgradation, the management did not do
so. It further found that Ext. B disclosed that on
21.12.1972, the union demanded of the management
investigation into the matter of the said
discriminatory promotions but "curiously enough, there
is nothing before me to show that the management did,
in compliance with the said agreement, investigate into
the matter as agreed upon."
(5) Ultimately the Tribunal held that the
promotions of the three persons mentioned in the first
reference "can not be justified because when it was
agreed upon that the management would investigate in
case any complaint is made, but even in spite of the
complaint lodged by the union, the management did not
investigate." The Tribunal has even found that the
management did not care to establish the justification
of the promotions of the aforesaid three persons
superseding the claims of others.
(6) The Tribunal has also found, "it is not their
(management’s) case before me that, in fact, the
manage-
48
ment found those three persons suitable to the rest of
the workmen.
(7) Similarly, with regard to the second
reference, the Tribunal came to the finding that
"junior persons were given promotions superseding the
claims of a number of senior workmen, but there is
nothing before me from where I can say that the
management was justified in giving promotion to them."
6. The above enumeration of the findings of the
Tribunal clearly shows that the action of the management in
promoting junior clerks of the General Grade superseding the
claims of the senior clerks of the same Grade was arbitrary
and unjustified. The Tribunal has categorically found, "I am
constrained to observe that no material has been placed
before me nor it has been claimed in evidence that the
management found that these people were more efficient and
competent than the rest of the workmen.
In the premises, I am bound to hold that I cannot
justify the promotion of the said persons named in the two
references and dispose of the first issue accordingly"
(emphasis added). But to our amazement, it failed to pass
any consequential order, and instead held, "I cannot give
any relief to these workmen when their positive case is that
there is no standard or norms for giving promotion." In
other words, although the Tribunal categorically held that
the actions of the management were unjustified, it
expressed, its inability to give any relief to the workmen
in the case. We do not think that the Tribunal should be so
powerless. The industrial tribunals are intended to
adjudicate industrial disputes between the management and
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the workmen, settle them, and pass effective awards in such
a way that industrial peace between the employers and the
employees may be maintained so that there can be more
production to benefit all concerned. For the above purpose,
the industrial tribunals, as far as practicable, should not
be constrained by the formal rules of law and should avoid
inability to arrive at an effective award to meet justice in
a particular dispute. The Tribunal in the instant case, in
view of its findings, first of all should have declared that
the promotions of the aforesaid fifteen persons were illegal
and unjustified, their promotions being the result of
arbitrary action of the management which was nothing but
unfair labour practice, and the promotions in question
should have been cancelled.
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The Tribunal also, in our opinion, in consultation with the
management and the union, should have framed norms/rules of
promotions and directed the management to give
promotions/upgradations in accordance with those
norms/rules.
7. We do not agree with the claim of the union that
promotions or upgradations should be on the basis of
seniority alone. The National Industrial Tribunal in its
award gave the following wholesome directions:-
"I give the general formula which has been
accepted by many concerns, namely, all things being
equal, seniority shall count for promotion. If the
senior person has been overlooked in the question of
promotion, he is at liberty to ask the concern for
reason why he has been overlooked, in which case the
concern shall give him the reasons provided that it
does not expose the concern or the officer giving any
reasons to any civil or criminal proceedings".
The management has failed to follow this direction in
the case in hand.
Although we agree that promotion/upgradation is a
managerial function, it must not be on the subjective
satisfaction of the management but must be on some objective
criteria,
8. Mr. Pai, learned counsel appearing for the
management, made two submissions before us. Firstly, he
submitted that unlike in public sector undertakings,
promotion is not a condition of service in a private
company. We are unable to accept the submission of Mr. Pai
in toto. If there is no scope of any promotion or
upgradation or increase in salary in a private undertaking,
the submission of the learned counsel may be justified but
if there are grades and scopes of upgradation/promotion and
there are different scales of pay for different grades in a
private undertaking, and, infact, promotion is given or
upgradation is made, there should be no arbitrary or unjust
and unreasonable upgradation or promotion of persons
superseding the claims of persons who may be equally or even
more, suitable. The second submission of Mr. Pai is that
although there were no norms, the promotions of the persons
in question were not arbitrary and that the finding of the
Tribunal in this regard were incorrect. He led us through
the material evidence
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of the witness examined. We are unable to agree with learned
counsel and do not find any reason to differ from the
findings of the learned Tribunal that the promotions of the
fifteen persons were arbitrary and unjustified. Mr. Pai also
submitted that unless victimization was proved by the union,
the management’s action should not be disturbed. The word
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’victimization’ has not been define in the statue. The term
was considered by this Court in the case of Bharat Bank
Limited v. Employees of Bharat Bank Ltd. This Court
observed, "It (victimization) is an ordinary English word
which means that a certain person has become a victim, in
other words, that he has been unjustly dealt with". A
submission was made on behalf of the management in that case
that ’victimization’ had acquired a special meaning in
industrial disputes and connoted a person who became the
victim of the employer’s wrath by reason of his trade union
activities and that the word could not relate to a person
who was merely unjustly dismissed". This submission,
however, was not considered by the Court. When, however, the
word ’victimization’ can be interpreted in two different
ways, the interpretation which is in favour of the labour
should be accepted as they are the poorer section of the
people compared to the management.
This Court in the case of K. C. P. Employees’
Association, Madras v. Management of K. C. P. Ltd. Madras &
Ors. observed:
"In Industrial Law, interpreted and applied in the
perspective of Part IV of the Constitution, the benefit
of reasonable doubt on law and facts, if there be such
doubt, must go to the weaker section, labour. The
Tribunal will dispose of the case making this
compassionate approach but without over-stepping the
proved facts".
We would therefore accept the interpretation of the
word ’victimization’ in the normal meaning of being the
victim of unfair and arbitrary action, and hold that there
was victimization of the superseded workmen.
9. Even if promotion may not be a condition of service
in a private company and promotion may be the function of
the manage-
51
ment, it may be recognised that there may be occasions where
the Tribunal may have to cancel the promotions made by the
management where it is felt that persons superseded have
been so superseded on account of legal mala fide or
victimization (See 1966 (2) SCR 465). Although in spite of
the allegations of mala fide, the union has not been able to
prove factual mala fide, in this case malice in law and
effectual victimization are obvious due to the fact that
unjustified promotions of some junior persons were made
superseding, without any reason or necessity, the cases of a
large number of senior persons.
10. As a result of the foregoing considerations, we
allow the appeals and, accepting the finding of the
Tribunal, give the following directions:
(1) The management, in consultation with the workmen or
their representatives and under the direction, supervision
and control of the Labour Commissioner of the region, shall
frame norms/rules fixing quota for the grades and for
promotion/upgradation of its workmen, in the light of the
observations made above, within two months from the date of
the receipt of a copy of this judgment by the Labour
Commissioner.
(2) The upgradation and/or promotion shall be made by
the management in terms of the norms/rules so framed.
(3) That meanwhile the promotions/upgradations of
Sharbashree Saroj Kumar Mukherjee, Anil Chandra Ghose and
Parameshwar Banerjee from General Grade to Special Grade
clerks in preference to the twelve workmen mentioned in
Annexure ’A’, which is the subject matter of the first
reference, namely, No. 3278-IR/IR/11L-13271 dated April 2,
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1974, and the promotions/upgradations of the persons
mentioned in Annexure ’A’ from the General Grade to Special
Grade or Supervisor Grade in preference to the workmen
mentioned in Annexure ’B’, which is the subject matter of
the second reference, namely, Reference No. 7537-IR/IR/11L-
132/71 dated December 10, 1974, are cancelled; and the
workmen whose promotions are cancelled and the workmen who
were superseded shall be at par with effect from the date of
this judgment till promotions/upgradations are made by the
management in terms of the norms/rules to be prepared; and
no future promo-
52
tions/upgradations shall be made until the norms/rules are
framed.
11. The appeals are allowed with costs.
12. Send a copy of this judgment to the Labour
Commissioner forthwith.
N. V. K. Appeals allowed.
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