Workmen of The Motor Industries Co.
Ltd. Vs. Management of Motor Industries Co. Ltd., Bangalore [1969] INSC 112 (15
April 1969)
15/04/1969 SHELAT, J.M.
SHELAT, J.M.
BHARGAVA, VISHISHTHA VAIDYIALINGAM, C.A.
CITATION: 1969 AIR 1280 1970 SCR (1) 304 1969
SCC (2) 13
CITATOR INFO :
RF 1972 SC1216 (3)
ACT:
Industrial Dispute-Strike by workmen without
notice against terms of settlement between workmen's association and
management-Strike whether saved from being illegal because call not given by
association-Strike in breach of terms of settlement is illegal under s. 29 of
Industrial Disputes Act, 1947-Distinction between illegality under s. 24 and s.
29-Unfair labour
practice-Victimisation-Findings of enquiry officer whether perverse.
HEADNOTE:
There was settlement entered into on December
23, 1964 between the Motor Industries Company Employees Association and the
management of the company. Under el. 5 of the agreement it was agreed inter
alia that the workmen will not go on strike without at least four days' notice.
However on May 11, 1966 the workmen went on strike without notice as a protest
against the suspension of one of the workmen.
Later in the day after discussions the
workmen resumed work.
On May 18, 1966 the establishment officer
submitted a complaint to the Chief Personnel Officer as a result of which
charge-sheets alleging stoppage of work, abandoning place of work and inciting
clerks and officers to join the strike were served upon five of the workmen.
Against one of them the charge of disorderly conduct and intimidation was also
made. The enquiry officer held three of the charged workmen guilty of acts of
misconduct understanding order 22(2), (3), (13) and (18). The management passed
orders of dismissal against the three workmen. The industrial dispute thus
arising was referred to, the Labour Court which held that the said enquiry was
validly held and that the management were justified in passing the orders of
dismissal.
In appeal by special leave the following
contentions were raised on behalf of the workmen-appellants : (i) that the said
association not having given a call for the said strike the said charges were
misconceived and the orders of dismissal were consequently not sustainable;
(ii) that the said strike, which was spontaneously staged by the workmen, was
not illegal under s. 24 of the Industrial Disputes Act nor was it in
contravention of any law as required by standing order 22(2) and (3); (iii)
that the said disciplinary proceedings were in contravention of the agreement
arrived at on May 11, 1966, and therefore, the dismissal following such
disciplinary proceedings amounted to unfair labour practice; (iv) that the
orders of dismissal were passed on charges including that of intimidation
though the misconduct of intimidation was not found by the enquiry officer and
hence the said orders were illegal; (v) that to punish only three workmen when
a large number of workmen had taken part in staging the strike and in inciting
others to join it constituted victimisation, (vi) that the finding of the
enquiry officer were based on no evidence or were perverse in that no
reasonable body of persons could have arrived at them on the evidence before
him.
HELD : (i) Clause 5 of the settlement dated
December 23, 1964 did not contemplate any dichotomy between the association and
the workmen 305 as suggested on behalf of the appellants. Such an
interpretation is repugnant to the principle that a settlement once arrived at
by the association must be regarded as one made by it in its representative character,
and therefore binding on the workmen. Therefore, although the settlement
mentioned in cl. 5 the management, workmen and the association, the expression
'workmen' therein was unnecessary, for without that expression also it would
have been as efficaciously binding on the workmen as on the association. This
conclusion was strengthened by the fact that the settlement mentioned the
management and the association on behalf of the workmen only as the parties
thereto and the signatories thereto also were only the representatives of the
two bodies. [309 F-H] Further, the appellants' contention if accepted would
lead to a surprising result, namely, that though a strike at the instance of
the association required four days' notice, a notice by the workmen without any
call from the association would not require any such notice and that the
settlement left complete liberty to the workmen to launch a sudden strike. The
first contention on behalf of the workmen had therefore to be rejected. [309 D]
(ii) Read in the context of the other provisions of Part I of the settlement of
which it was part, cl. 5 was intended to prohibit (a) direct action without
notice by or at the instance of the association and (b) strikes by workmen
themselves without the approval of the association. The words 'in no case' used
in the clause emphasized that direct action by either party without notice
should not be resorted to 'for any reason whatsoever. There could be no doubt
that the settlement was one as defined by s. 2(p) of the Industrial Disputes
Act and was binding on the workmen under s. 18(3) of the Act until it was
validly terminated and was in force when the said strike took place. The strike
was a lightning one, was resorted to without notice and though it was not at
the call of the association, it was in breach of cl. 5. [311 A--C] The strike
was in the matter of suspension of one of the workmen pending a domestic
enquiry against him, a matter which obviously was -not one of the matters
covered by the said settlement. It was, therefore, not a strike illegal under
s. 24 read with s. 23(c). However being in contravention of cl. 5 of the said
settlement and that settlement being binding on the workmen concerned and in,
operation at the time was punishable under s. 29 and therefore. illegal under
that section. [312 F] The strike being illegal, standing order 22 would apply
and participating in or inciting others to join such a strike would amount to
misconduct for which the management was entitled to take disciplinary action.
The second contention on behalf of the workmen must also, therefore, fail. [313
D] The Tata Engineering & Locomotive Co. Ltd. v. C. B. Mitter, C.A. No.
633/1963 dt. 2-4-1964, referred to.
(iii) The Labour Court on the evidence held
that the association failed to prove that the management had agreed in order to
end the strike on May 11, 1966, not to take action against any of the workmen
in connection with the strike, though it may be that they might have agreed not
to victimise any workmen for participating in the strike. In fact the
management did not impose any penalty against any workman for joining the
strike, not even against the three concerned workmen. This finding being purely
one of fact and the Labour Court having given cogent reasons for it this Court
would not interfere with it. The contention alleging unfair labour practice
must also therefore fail. [313 G-H] 306 (iv) Although in his report the enquiry
officer did not use the expression 'intimidation' the evidence which he
accepted was that the workman in question thumped his hand on the table and
used threatening words to .an officer of the company. The Enquiry officer's
finding of disorderly behaviour must therefore be held to include acts of
intimidation. Accordingly the contention that the orders of dismissal were bad
as they took to account the charge of intimidation of the company's officers
although the enquiry officer had found that charge was not proved, must be
rejected. 13 14 B--G] (V) The evidence showed that the three workmen concerned were
in the forefront of the crowd which entered the premises of the company and
committed and incited disorderly behaviour. In taking action against them and
not the rest of the workmen there was no discrimination and no victimisation.
[315 C] Burn & Co. Ltd. v. Workmen, [1959] 1 L.L.J. 450, distinguished.
(vi) There was no substance in the contention
that the findings of the enquiry officer were based on no evidence or were
perverse.
CIVIL APPELLATE JURISDICTION: Civil Appeal
No. 2123 of 1968.
Appeal by special leave from the Award dated
March 23, 1968 of the Labour Court, Bangalore in Reference No. 39 of 1967.
M. K. Ramamurthi, B. R. Dolia, S. Pappu and
Vineet Kumar, for the appellants.
H. R. Gokhale, C. Doraswamy and D. N. Gupta,
for respondent No. 1.
The Judgment of the Court was delivered by
Shelat, J This appeal, founded on special leave, arises out ,of an industrial
dispute between the respondent-company and the Motor Industries Company
Employees Association which the Government of Mysore referred to the Labour
Court, Bangalore, for adjudication under S. 10 (1) (c) of the Industrial
Disputes Act, 1947. The dispute related to the dismissal by the management of
three workmen, Sandhyavoo, G.
Prabhakar and M. V. Vasudevan out of the five
workmen against whom the management had held a domestic enquiry at which they
were found guilty of acts; of misconduct charged against them.
The facts leading to the said dispute and the
reference are as follows :
On August 24, 1964 the said association
handed over to the management a charter of demands. Negotiations between the
parties having failed, the demands were taken before the conciliation officer
when the parties arrived at a settlement dated December 23, 1964. On April 29,
1966, the management issued a notice suspending for a day, i.e., May 4, 1966,
one B. G. Shenoy 307 as and by way of penalty. In consequence of a protest by
the association, the said suspension was postponed and on May 10, 1966, the
management served -a charge-sheet on Shenoy and suspended him pending an
enquiry. On May 11, 1966 the association demanded withdrawal of the said
suspension and the said charge-sheet. Discussions took place on that day from
9.45 A.M. to 12.30 P.M. between the association and the management and the
parties thereafter adjourned at 1 P.M. for lunch having decided to resume the
talks at 2.30 P.M. At 2 P.M. the first shift ended and the workers of the
second shift began to come, in. The workmen of the first shift, however, stayed
on and those of the second shift along with the workmen of the general shift
joined them and all of them went on strike. The discussions which were resumed
at 2.30 P.M. ended in an agreement at 5 P.M. and the workmen returned to work.
On May 18, 1966 the assistant establishment officer submitted a complaint to
the chief personnel officer alleging certain acts of misconduct by a crowd of
workmen mentioning therein the names of five of them including the said three
workmen. On May 25, 1966 charge-sheets alleging stoppage of work, abandoning
the place of work, inciting clerks and officers of G. 2 department to join the
said strike, disorderly behaviour including intimidation and assault on one, A.
Lakshman Rao, were served upon those five workmen. Correspondence -thereafter
ensued between the association and the management wherein the association
protested against the management's decision to adopt disciplinary action
against the said five workmen despite the agreement arrived at on May 11, 1966.
Thereafter, a domestic enquiry was held on June 30, 1966 which was completed on
July 27, 1966 when the enquiry officer made his report holding the said three
workmen, Sandhyavoo, Prabhakar and Vasudevan, guilty of acts of misconduct understanding
order 22(2), (3), (13) and (18). He exonerated the other two workmen except on
the charge of participating in the strike and loitering about under clauses (2)
and (18) of the said standing order. On August 12, 1966, the management,
agreeing with the report, passed orders of dismissal against the said three
workmen which gave rise to the said reference. On March 23, 1968 the Labour
Court gave its award holding that the said enquiry was validly held and that
the management were justified in passing the said orders of dismissal.
Mr. Ramamurthi, appearing for the
association, challenged the said award on the following grounds : (1) that the
said association not having given a call for the said strike, the said charges
were misconceived and the orders of dismissal were consequently not
sustainable; (2) that the said strike, which was spontaneously staged by the
workmen, was not illegal under s. 24 of the Industrial Disputes Act, nor was it
in contravention of any law as 308 required by standing order 22(2) and (3);
(3) that the said disciplinary proceedings were in contravention of the
agreement arrived -at on May 11, 1966, and therefore, the dismissal following
such disciplinary proceedings amounted to unfair labour practice; (4) that the
orders of dismissal were passed on charges including that of intimidation
though the misconduct of intimidation was not found proved by the enquiry
officer and hence the said orders were illegal; (5) that to punish only three
workmen when a large number of workmen had taken part in staging the strike and
in inciting others to join it constituted victimisation; and (6) that the
findings of the enquiry officer were based on no evidence or were perverse in
that no reasonable body of persons could have arrived at them on the evidence
before him.
The argument on which the first contention
was based was that the settlement dated December 23, 1964 was arrived at
between three parties, the management, the association and the men, and that
the association being the union registered under the Trade Unions Act was an
entity distinct from the workmen. Under cl. 5 of the settlement it was the
association which was obliged to give four days' notice if it decided to resort
to strike, go-slow tactics or other coercive action. The said clause did not
impose any such obligation on the workmen. The workmen thus having no such
obligation and the said strike being a spontaneous one, without any call for it
from the association, it could not be said to be in breach of the said
settlement, and therefore, would not fall under the mischief of s. 23 of the
Act, the first condition of which is that to be illegal under s. 24 read with
s. 23 it must be, in breach of -a contract. Standing order 22 requires that
participating in a strike would be misconduct if it is in breach of some
provision of law. But as the strike was not in contravention of s. 23, it would
not constitute misconduct under that standing order. Therefore, the charges against
the said three workmen were misconceived and the orders of dismissal passed
against them on the basis that they stood established were bad. In our view
this argument cannot be sustained. The construction of cl. 5 of the settlement
suggested by Mr. Ramamurthi is contrary to (a) the tenor of that settlement,
(b) the provisions of the Industrial Disputes Act under which a settlement
arrived at between an employer and a union representing the employees during
conciliation proceedings is binding not only on such union but also the workmen
whom it represents and (c) the principles of collective bargaining recognised by
industrial law. The settlement was a package settlement by which the management
and the workmen, through their association, arrived at certain terms in the
presence of the conciliation officer. The settlement, besides settling the
demands contained in the said charter of demands, sets out the necessity of
harmonious relations and of cooperation between the 309 management and the
workmen so as to promote higher and better production. It was to achieve this
object that direct action on the part of either of them such as a strike by the
workmen and a lockout by the employer without notice was prohibited. Evidently
the provision for four days' notice before any direct action was taken by
either of them was provided for so that during that period if. there was any
grievance it could be ironed out by negotiations. Cl. 5 of the settlement falls
in two parts : (I) the substantive part, and (2) the corollary thereof. The
first part inter alia provided that neither the association nor the management
would resort to any direct action, such as strike, go-slow tactics or lock-out
or any such coercive action without giving to the other a four days' notice.
The second part provided an undertaking on the part of the association to
cooperate with the management, if there was any strike by workmen without any
call therefore from the association, if the management were to take
disciplinary action against the workmen. If the construction of cl. 5 suggested
by Mr. Ramamurthi were to be accepted it would lead to a surprising result,
namely, that though a strike at the instance of the association required four
days notice, a strike by the workmen without any call from the association
would not require any such notice and that the settlement left complete liberty
to the workmen to launch a sudden strike. Such a construction appears on the
very face of it contrary to the object and purpose of the settlement and
particularly cl. 5 which envisages a notice period of four days to enable the
parties to resolve a dispute before direct action on its account is resorted to
by either them.
The suggested construction is also untenable,
for surely the association irrespective of the workmen cannot by itself resort.
to any direct action. How can, for instance, the association resort to go-slow
tactics without giving a call for it to the workmen ? It is obvious, therefore,
that cl.
5 does not contemplate any dichotomy between
the association and the workmen as suggested by, Mr. Ramamurthi, besides being
repugnant to the principle that a settlement arrived at by the association must
be regarded as one made by it in its representative character, and therefore,
binding, on the workmen. Therefore, although the settlement mentions in, cl. 5
the management, workmen and the association, the expression 'workmen' therein
was unnecessary, for, without that expression also it would have been as
efficaciously binding on the workmen as. on the association. This conclusion is
strengthened by the fact that the settlement mentions the management and the
association, on behalf of the workmen only as the parties thereto and the
signatories thereto also are only the representatives of the two bodies.
None of the workmen, nor any one separately
representing them affixed his signature to it. If a lighting strike without notice
is illegal under any provision of law (a question which we shall presently
consider standing order 22 would come into operation and starting or joining
such a strike and inciting others to L 13 Sup.C.I,/69-6.
310 join it would amount to misconduct for
which disciplinary action by the management would be possible.
The next question is whether the management
could validly take disciplinary action against the workmen concerned in respect
,of the said strike. The recitals of the said settlement show that as a result
of the association presenting the said charter of demands negotiations between
the management and the association took place on the said demands as also on
certain proposals made by the management, that on their failure conciliation
proceedings took place in the course of which the parties arrived at the said
settlement which, as aforesaid, was signed by the representatives of the
management and the association in the presence of the conciliation officer. The
settlement thus was one under S. 12(3) of the Industrial Disputes Act and rule
59 of the Rules made there under by the Government of Mysore. It was to come
into force as from January 1, 1965 and was to remain in force for three years
and was thereafter to continue to be in force until its termination by either
side. It is clear from Part I thereof that the object with which it was made
was to promote harmonious relations and cooperation between the company, the
association and the workmen so that the company may on the one hand be able to
achieve increased production and on the other be in a position to afford
maximum opportunity for continued employment. To accomplish these aims it was
agreed that the company on its part should be managed on sound and progressive
lines and the association and the workmen on their part should combat any
wasteful practices adversely affecting workmanship and production and assist
the management in apprehending persons responsible for acts such as theft,
sabotage and other subversive activities. As cl. 5 of the settlement itself
states it was "in order to ensure continuation of smooth working" that
the company and the association agreed that in no case would either of them
resort to direct action such as lock-outs, strikes, go-slow and other coercive
action without four days, notice and that should one or more workmen resort to
any such direct action without the approval of the association, the association
Would cooperate with the company in any disciplinary action which the company
would take against such workmen. Then follows the agreement on the said demands
of the workmen, and the proposals made by the management in the details of
which it is not necessary to go, and finally, the agreement that the parties
would adhere to the code of discipline and the grievance procedure annexed as
annexure IV to the -settlement. The said code also inter alia provided that
there should be no strike or lock-out without notice, that neither party should
resort to coercion intimidation, victimisation or go-slow tactics, that they
would avoid litigation, sit-down and stay-in strikes and lock-outs and would
not -permit demonstrations which are: not peaceful or rowdyism. Read 311 in the
context of the other provisions of Part 1 of the settlement of which it is
part, cl. 5 was intended, to prohibit (a) direct action without notice by or at
the instance of the association, and (b) strikes by workmen themselves without
the approval of the association. The words "in no case" used in the
clause emphasise that direct action by either the party without notice should
not be resorted to for any reason whatsoever. There can be no doubt that the
settlement was one as defined by s. 2(p) of the Industrial Disputes Act and was
binding on the workmen under s. 18 (3) of the Act until it was validly
terminated and was in force when the said strike took place. The strike was a
lightning one, was resorted to without notice and was not at the call of the
association and was, therefore, in breach of cl. 5.
Could the management then take disciplinary
action against the concerned workmen in respect of such a strike ? Standing
order 22 enumerates various acts constituting misconduct.
Cls. 2, 3, 13 and 18 provide that striking
either singly or in combination with others in contravention of the provisions
of any Act, inciting any other workmen to strike in contravention of any law,
riotous or disorderly behaviour or any act subversive of discipline and'
loitering within the company's premises while on duty or absence without
permission from the appointed place of work constitute misconduct. The point is
whether participation in and incitement to join the said strike were in respect
of a strike which was in contravention of any Act or law.
Section 23 provides that no workman employed
in an industrial establishment shall go on strike in breach of contract and
during the period in which a settlement is in operation, in respect of any of
the matters covered by such a settlement. The prohibition against a workman
going on strike thus envisages two conditions; (a) that it is in breach of a
contract and (b) that it is during the period in which a settlement is in
operation and is in respect of any of the matters covered by such settlement.
The said settlement was a contract between the company and the association
representing the workmen -and it was in operation on May 11, 1966. But was it
in respect of a matter covered by the settlement ? Under s. 24 a strike is
illegal if it is commenced in contravention of s. 23.
Section 26 inter alia provides that any
workman who commences, continues or otherwise acts in furtherance of a strike
which is illegal under the Act shall be punished with imprisonment for a term
extending to one month or with fine which may extend to Rs. 50 or with both.
Section 27 provides punishment of a person who instigates or incitesothers to
take part in or otherwise acts in furtherance of an illegal strike, The strike
envisaged by these two sections is clearly the one which is illegal under s. 24
read with s. 23. A strike in breach of a contract during the operation of a
settlement and in respect of a matter covered by that settlement falls under s.
23 (c). But whereas s. 26 312 punishes a workman for going on an illegal strike
or for any act in furtherance of such a strike,, s. 29 lays down the penalty
for a person, not necessarily a workman, who commits breach of a term of a
settlement which is binding under the Act. It is, therefore, an offence for any
person on whom -a settlement is binding under the Act to commit a breach
thereof and the legislature has viewed it to be a more serious offence, for, it
has a higher punishment of imprisonment extending to six months than the
punishment for commencing etc. an illegal strike under s. 26. Thus, commencing,
a strike or acting in furtherance of it in breach of a settlement binding on
the -person who so commences it or acts in its furtherance is an offence
punishable under s. 29.
It is clear that there is a distinction
between a strike invisaged by s. 23 (c) in respect of a matter covered by a
settlement and a strike in breach of a settlement envisaged by s. 29. That
position was conceded by Mr. Gokhale for the management. But his argument was
that the strike in question was, firstly, in respect of a matter covered by the
said settlement, namely, its prohibition without notice while that settlement
was in force and secondly that it was in breach of that settlement, and
consequently, it was illegal both under s. 24 and s. 29. This contention does not
seem correct, firstly, because though an agreement not to resort to a strike
without notice would be the subject matter of a settlement, a strike in
contravention of such an agreement is not in respect of any of the matters
covered by such settlement. Secondly, such a construction would mean as if
Parliament intended to provide two different penalties, one under s. 26 and the
other under s. 29, for the very same offence, one higher than the other, an
intention difficult to attribute. The strike was in the matter of the
suspension of the said Shenoy pending a domestic enquiry -against him, a matter
which obviously was not one of the matters covered by the said settlement. It
was, therefore, not a -strike illegal under s. read with s. 23(c). However, the
strike was in contravention of cl. 5 of the said settlement and that settlement
being binding on the workmen concerned and in operation at the time was punishable
under s. 29, and therefore, illegal under that section.
The question whether a strike in contravention
of a similar clause in a settlement was illegal arose in The Tata Engineering
and Locomotive Co. Ltd. v. C. B. Mitter & Anr.
(1) As in cl. 5 of the settlement before us,
the settlement there also provided that "in no case" would the
parties thereto resort to direct action such as lockouts, strikes, go-slow and
other direct action without four days' notice.
The strike in question was commenced in
respect of a demand by a workman for a pair of gum-boots, a demand (1) C.A.No.
633 of 1963, dec. on April 2,1964.
313 not covered by the settlement. It was
common ground that the strike would not fall within the ambit of s. 24 but the
-controversy was whether it was otherwise illegal, the workmen's contention
being that it was not, as the said clause against. a strike without notice
applied only to one declared for enforcing one or the other demands which
formed the subject matter of the settlement and since the strike arose out of a
matter not covered by the settlement, that clause was inapplicable. This Court
negatived the contention and held that the words "in no case" in that
clause meant a strike for whatever reason and though it was conceded that it
was not illegal under s. 24, it was, nevertheless, held to be illegal not
because it was in respect of a matter covered by the said settlement but
because it was in contravention of the settlement which was binding on the
concerned workmen, which meant that the Court held the strike to be illegal
under s. 29. In our view the decision in the present case must be the same. The
strike was illegal not under s. 24 but because it was in contravention of the
settlement binding on the workmen concerned. Consequently, standing order 22
would apply and participating in or inciting -others to join such a strike would
amount to misconduct for which ,the management were entitled to take
disciplinary action.
But against that position, the argument was
that the agreement dated May 11, 1966 under which the workmen called off the
strike also provided that no disciplinary action would be taken against any
workmen in respect of the strike on that day and that therefore the proceedings
taken against the three workmen in violation of that agreement amounted to
unfair labour practice. The agreement was oral. According to Bernard, Secretary
of the association, the agreement *as that (a) the charges and the suspension
order passed against the said Shenoy should be withdrawn (b) the company should
pay the wages for the 31 hours period ,of the strike provided the workmen made
good the loss of production during that period, and (c) the management would
take no action against any one for going on strike. The evidence of Martin, the
company's technical director, on the other hand, was that the company agreed
only not to punish the said Shenoy and to consider paying wages for the hours
of the strike. The Labour Court on this evidence held that the association
failed to prove that the management had agreed not to take action against any
of the workmen in connection with the strike though it may be that they might
have agreed not to victimise any workman for participating in the strike. In
fact, the management did not impose any penalty against any workman for joining
the strike, not even against the three concerned workmen. This finding being
purely one of fact and the Labour Court having given cogent reasons for it we
would not interfere with it without the utmost reluctance. We have been taken
through the evidence and the correspondence between the 314 parties but we fail
to see any error on the part of the Labour Court in reaching that finding.
The next contention was that the orders of
dismissal were bad as they took into account the charge of intimidation of the
company's officers although the enquiry officer had found that that charge was
not proved. The charge-sheets, exs. M/4A, M/5A -and M/6A against the three
workmen alleged in express terms disorderly behaviour and intimidation. The
report of the enquiry officer against the said Vasudevan clearly stated that
the enquiry officer accepted the evidence of the management's witnesses and
that on that evidence -all the charges against him stood proved. While
summarising those charges, he, no doubt, did not in so many words use the
expression "intimidation". But the evidence which he, as aforesaid,
accepted, was that Vasudevan along with other workmen entered the G. 2
department at about 3 P.M. on that day and thumping his hand on the table of
the said Lakshman Rao threatened that officer in the following words :
"now I am in the forefront of the crowd]. You cannot do anything. You ask
your people to come out and you also come out. Otherwise you can see what we
can do for you now". The said Lakshman Rao had also deposed that he was
surrounded by the workers who started pushing and pulling him. The evidence of
other officers was that as the crowd which forced its way into this department
got unruly they were also forced to leave their places of work. The evidence
against Prabhakar was that he too was in the forefront of that crowd which squeezed
Lakshman Rao and some members thereof inflicted kicks on him. Similarly, there
was the evidence of one Raja, the assistant personnel officer, and others that
Sandhyavoo was one of those in the forefront of that crowd. According to Raja.
Sandhyavoo tried to lift him from his seat with a view to force him to leave
his table and finding that the crowd had become restive he left his place.
Acceptance of this evidence by the enquiry officer must necessarily mean
acceptance of the version of these officers that they were intimidated by the
crowd which forced its way into their department led by these three workmen.
Though the enquiry officer has not, in so many words, used the expression
'intimidation' his finding of disorderly behaviour must be held to include acts
of intimidation.
Lastly, were the orders of dismissal against
the three workmen acts of victimisation on the part of the management when
admittedly a large number of workmen had staged the strike and also incited
others to join that strike ? The orders against the three workmen being
identical in terms we take the orders passed against Vasudevan as a specimen.
That order sets out four acts of misconduct
by him; (1) striking or stopping work, (2) inciting, (3) riotous and disorderly
behaviour and (4) loitering -about in the 315 company's premises. Though each
one of these acts, according to the order, was misconduct punishable with
dismissal, the order states that so far as acts 1 and 4 were concerned, the
management. did not wish to take a serious view of them as a large number of
"misguided" workmen had stopped work and left their places of work
without permission. The management, therefore, took action only in respect of
acts failing under cls. 3 and 13 of standing.
order 22 evidently for the reason that they
considered incitement, intimidation and riotous and disorderly behaviour as
"very grave in nature". We do not think that in taking this view the,
management discriminated against the three workmen concerned as against. the
rest or that they dismissed them with the object of victimising. The evidence
in the enquiry clearly disclosed that when the crowd forced its way into the G.
2 department it was led by these three workmen, all of whom were in the
forefront thereof and two of them had defiantly forced the officers to leave
their tables. One. of them had threatened as to what he and the others who were
behind him in that crowd could do to him if he did not comply and the other had
tried even to lift another officer from his chair to compel him to leave his
place of work. In these circumstances. the management cannot be blamed if they
took a serious view of these acts of the three workmen concerned, who had taken
up their position in the forefront of that crowd, a position indicative of
their having led, that crowd into that department and having, acted as its
leaders. An act of discrimination can only occur if amongst those equally
situated an unequal treatment is meted out to one or more of them. Having been
found to be the leader& of the crowd, action taken against them cannot on
any principle be regarded as discriminatory or unequal. The decision in Burn
& Co. Ltd. v. Workmen(1) relied on by Mr. Ramamurthi has no, bearing on the
facts of this case and cannot assist him.
Once a misconduct graver than that of the
rest was found proved against these three workmen and for which the punishment
is dismissal, victimisation cannot legitimately be attributed to the
management.. It is relevant in this connection to remember that so far as their
participation in the strike and loitering about were concerned, no,, action was
taken against these three workmen on the ground that those acts were common
with those of the rest of the workmen. In view of these facts it is not
understandable how the impugned' orders of dismissal could be characterised as
acts of victimisation. It is also not possible to say that the finding of
incitement and disorderly behaviour of these three workmen was perverse or
such, as no reasonable body of persons could come to on the evidence on record
on the ground only that the others also were guilty of those acts. For, there
would be nothing wrong if those who misled or misguided other workmen were
selected for disciplinary action (1) [1959] 1 L.L.J. 450.
and not the victims of their persuasion, who
in following their A precept did similar acts.
In our judgment the orders of dismissal,
based on the findings in the domestic enquiry which did not suffer from -any
infirmity, could not be successfully impeached, and therefore, the Labour Court was right in upholding them.
The appeal fails and is dismissed. There will
be no order as to costs.
Appeal dismissed.
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