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of <h1>Supreme Court: Seniority based on merit, not discipline. Fair confirmation process for government employees.</h1> The Supreme Court found the Board's decision to confirm the appellant in 1969 and place him below juniors in the seniority list unjustified. The Court ... - Issues:- Confirmation of appointment and seniority of the appellant.Analysis:The appellant, an Assistant Engineer-II, was appointed in 1963 and faced a disciplinary proceeding in 1968, resulting in a minor penalty of one increment stoppage. Despite completing his probation in 1965, he was confirmed in 1969, placed below juniors in the seniority list. The appellant challenged this in a writ petition, which was dismissed by the Single Judge and the Division Bench. The main issue was the justification of confirming the appellant in 1969 and placing him below juniors in the seniority list.The Supreme Court found the Board's actions unjustified. The penalty of increment stoppage did not affect the appellant's seniority, making the Board's decision to place him below juniors arbitrary. The Court emphasized that seniority should not be linked to disciplinary actions and criticized the lack of guidelines for confirmation, highlighting the potential for arbitrary decisions in government service. Referring to a previous case, the Court stressed the uncertainties and malpractices in confirmation processes.The Court held that the Board acted arbitrarily in deferring the appellant's confirmation and placing him below juniors without valid reasons. The Board's claim of considering confirmations after vacancies in 1969 lacked supporting evidence. Consequently, the Court set aside the previous judgments and directed the preparation of a new seniority list placing the appellant correctly below a specific senior and above a particular junior within six weeks, maintaining his seniority in the promoted post.In conclusion, the Supreme Court allowed the appeal, emphasizing the importance of fair and transparent confirmation processes and seniority determinations in government service to prevent arbitrary actions and unjust treatment of employees.
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