Stigmatic termination without a regular departmental inquiry violates natural justice and is unsustainable.

The petitioner was appointed as a Gram Rojgar Sahayak at Gram Panchayat Pachpediya in 2012, governed by the M.P. Rojgar Karmi Evam Rojgar Yojana, 2012.

The Chief Executive Officer, Janpad Panchayat, Gyaraspur terminated his contractual services on 28 August 2020, alleging failure to provide satisfactory factual replies, negligence in duties, non-compliance with official directions, financial irregularities, and failure to perform assigned responsibilities.

Although a fact-finding exercise and show-cause process had taken place, no formal charge-sheet was issued, no Inquiry Officer or Presenting Officer was appointed, and no regular departmental inquiry was conducted.

The petitioner’s appeals to the Chief Executive Officer, Zila Panchayat, Vidisha, and the Commissioner, Bhopal Division, were rejected on 18 January 2021 and 29 April 2021, respectively.

He challenged the termination and appellate orders under Article 226 of the Constitution.

The Court applied Article 226 of the Constitution and the principles of natural justice, particularly the requirement that a stigmatic termination based on allegations amounting to misconduct must follow a regular departmental inquiry.

Relying on Khem Chand v. Union of India, the Court held that reasonable opportunity includes notice of specific charges, an opportunity to deny them, cross-examine witnesses, produce evidence, and make a representation against the proposed punishment.

It relied on Rahul Tripathi v. Rajeev Gandhi Shiksha Mission, Jitendra v. State of M.P., and Malkhan Singh Malviya v. State of M.P. for the rule that a termination founded on misconduct and carrying stigma cannot be made without inquiry.

The Court also applied the principle that administrative and quasi-judicial orders affecting rights must contain clear, cogent, and self-sustaining reasons, as stated in State of Punjab v. Bandip Singh, Kranti Associates Pvt. Ltd. v. Masood Ahmed Khan, and Oryx Fisheries Pvt. Ltd. v. Union of India.

The relevant scheme provisions governing Gram Rojgar Sahayaks were also considered, including the requirement that gross negligence and irregularities be established before termination.

The termination order did not merely end the petitioner’s contractual engagement simpliciter; it expressly attributed negligence, failure to obey directions, financial irregularities, deprivation of benefits to beneficiaries, and failure to discharge assigned duties.

These allegations affected the petitioner’s conduct, character, and future employment prospects and therefore rendered the order stigmatic.

A fact-finding inquiry and show-cause notice could not substitute for a regular disciplinary inquiry because the petitioner was not furnished formal charges or given the procedural opportunity to contest evidence, cross-examine witnesses, or lead evidence.

The authorities also failed to properly consider the petitioner’s reply and passed non-speaking appellate orders.

Since the original termination itself violated natural justice and lacked adequate reasons, the appellate orders could not cure that defect.

The Court therefore treated the termination as legally unsustainable.

The respondents were directed to reinstate the petitioner forthwith with all consequential benefits, but without back wages on the principle of “no work, no pay”.

The respondents were granted liberty to initiate fresh proceedings against the petitioner in accordance with law, if so advised.