In the peculiar facts of the present case, therefore, we accede
to the contention of the appellants that the pendency of the
criminal case against the respondent cannot be the sole basis to
suspend the disciplinary proceedings initiated against the
respondent for an indefinite period; and in larger public interest,
the order as passed in Stanzen’s case be followed even in the fact
situation of the present case, to balance the equities.
13. The next question is: whether Clause 4 of the Settlement
would denude the appellants from continuing with the disciplinary
proceedings pending against the respondent. Clause 4 of the
Settlement reads thus:
“4. If after steps have been taken to prosecute an employee or
to get him prosecuted, for an offence, he is not put on trial
within a year of the commission of the offence, the
management may then deal with him as if he had committed
an act of “gross misconduct” or of “minor misconduct”, as
defined below; provided that if the authority which was to
start prosecution proceedings refuses to do so or comes to
the conclusion that there is no case for prosecution it shall
be open to the management to proceed against the employee
under the provisions set out below in Clauses 11 and 12
infra relating to discharge, but he shall out below in Clauses
11 and 12 infra relating to discharge, but he shall be deemed
to have been on duty during the period of suspension, if any,
and shall be entitled to the full wages and allowances and to
all other privileges for such period. In the event of the
management deciding, after enquiry, not to continue him in
service, he shall be liable only for termination with three
months’ pay and allowances in lieu of notice as provided in
Clause 3 above. If within the pendency of the proceedings
thus instituted is put on trial such proceedings shall be
stayed pending the completion of the trial, after which the
provisions mentioned in Clause 3 above shall apply.”
(emphasis supplied)
14. Ordinarily, the scope of Clause 4 of the Memorandum of
Settlement pressed into service would be a matter of an Industrial
Dispute, to be adjudicated by the competent Forum, if the
respondent can be termed as a workman. The respondent herein
was appointed in a clerical cadre of the appellant-bank; but when
the alleged misconduct was committed on 29th May 2006, she was
working as Assistant (Clearing). Neither before the learned Single
Judge, the Division Bench nor before us any argument has been
canvassed on the factum of whether the respondent can be treated
as a workman within the meaning of the Industrial Disputes Act,
1947. Both sides, however, have relied on the said Clause and
invited us to spell out its purport.
15. On the plain language of Clause 4, in our opinion, it is not a
stipulation to prohibit the institution and continuation of
disciplinary proceedings, much less indefinitely merely because of
the pendency of criminal case against the delinquent employee. On
the other hand, it is an enabling provision permitting the institution
or continuation of disciplinary proceedings, if the employee is not
put on trial by the prosecution within one year from the
commission of the offence or the prosecution fails to proceed
against him for want of any material.
16. As can be culled out from the last sentence of Clause 4, which
applies to a case where the criminal case has in fact proceeded, as
in this case, for trial. The term “completion of the trial” there at,
must be construed as completion of the trial within a reasonable
time frame. This clause cannot come to the aid of the delinquent
employee - who has been named as an accused in a criminal case
and more so is party to prolongation of the trial.
17. Notably, in the present case inspite of a peremptory direction
of the Division Bench given on 28th June 2010 to the concerned
criminal Court to proceed with the trial on day-to-day basis, as
noted above, no effective progress has been made in that trial
(except recording of evidence of three prosecution witnesses out of
eighteen witnesses) so far. In the last six years, evidence of only two
additional prosecution witnesses has been recorded. The
respondent has not pointed out any material on record to even
remotely suggest that she had tried her best to dissuade the
criminal Court from adjourning the trial, in breach of direction
given by the Division Bench of the High Court to proceed on day-today
basis and to conclude the trial within one year from 28th June,
2010. Pendency of criminal trial for around 10 years, by no means,
can be said to be a reasonable time frame to withhold the
disciplinary proceedings. We are fortified in taking this view on the
principle underlying the former part of the same clause, which
envisages that if the Authority which has to start the prosecution
refuses (read fails) to do so within one year from the commission of
the offence, the departmental action can proceed under the
provisions as set out in Clauses 11 and 12 of the Settlement.
18. In the fact situation of the present case, it is possible to take
the view that the first part of Clause is attracted. In that,
respondent has been put on trial in connection with the alleged
offence, by framing of charges on 12th June 2007. That has
happened after one year from the commission of the offence.
19. Be that as it may, the remedy of writ being an equitable
jurisdiction and keeping in mind the larger public interests (atleast
in cases of involvement of the employees of the Public Sector Banks
in offence of breach of trust and embezzlement), the arrangement
predicated in the case of Stanzen (supra) would meet the ends of
justice. For, the disciplinary proceedings instituted against the
respondent cannot brook any further delay which is already
pending for more than 10 years.
Reportable
IN THE SUPREME COURT OF INDIA
CIVIL APPELLATE JURISDICTION
CIVIL APPEAL NO.4715 of 2011
State Bank of India & Ors.
Vs.
Neelam Nag
Citation:(2016) 9 SCC491
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