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of <h1>Court Upholds Employer's Right to Set Benchmark Post-Recruitment, Validating Discretion in Candidate Selection Process.</h1> The court dismissed the appeals, ruling that setting a benchmark for selection after the recruitment process began was a permissible exercise of ... - 1. ISSUES PRESENTED and CONSIDEREDThe core legal issue in this judgment is whether the fixation of a benchmark for selection after the commencement of the recruitment process constitutes an impermissible change in the selection criteria. Specifically, the question is whether setting a benchmark of 70 marks for the General Category and 65 marks for the Reserved Category after the written test and interview amounts to changing the 'rules of the game' midway through the selection process.2. ISSUE-WISE DETAILED ANALYSISRelevant Legal Framework and Precedents:The legal framework involves the principles governing recruitment processes, particularly the prohibition against altering selection criteria after the process has commenced. The appellants relied on the precedent set in Himani Malhotra vs. High Court of Delhi, where the Supreme Court held that introducing minimum qualifying marks for viva voce after the selection process had begun was impermissible.Court's Interpretation and Reasoning:The court distinguished the present case from Himani Malhotra by noting that in the current matter, the selection criteria of 80 marks for the written test and 20 marks for the interview were established from the outset. The court reasoned that the benchmark was not a change in criteria but rather a permissible shortlisting tool to ensure the selection of the most meritorious candidates.Key Evidence and Findings:The appellants participated in the written test and interview, securing more than the minimum required marks in the written test. However, they were not selected due to not meeting the newly fixed benchmark of 65 marks for the Reserved Category. The court found that the respondents had not disclosed this benchmark at the time of the advertisement or the commencement of the recruitment process.Application of Law to Facts:The court applied the principle that while rules governing selection cannot be changed mid-process, the fixation of a benchmark post-interview did not constitute such a change. It was deemed a legitimate exercise of the employer's discretion to ensure high standards of competence.Treatment of Competing Arguments:The appellants argued that the fixation of the benchmark was arbitrary and contrary to the established legal principles. The respondents contended that the benchmark was necessary due to the high number of applicants and was within their prerogative. The court sided with the respondents, finding their actions justified and not in violation of legal norms.Conclusions:The court concluded that the fixation of the benchmark was a permissible exercise of discretion aimed at shortlisting the most qualified candidates and did not amount to an impermissible change in the selection criteria.3. SIGNIFICANT HOLDINGSPreserve Verbatim Quotes of Crucial Legal Reasoning:'In the absence of any rule on this aspect in the first instance, this does not amount to changing the 'rules of the game'. The High Court has rightly held that it is not a situation where securing of minimum marks was introduced which was not stipulated in the advertisement, standard was fixed for the purpose of selection.'Core Principles Established:The court established that setting a benchmark for final selection, even if not initially disclosed, is permissible if it serves the purpose of ensuring the selection of meritorious candidates and does not alter the fundamental selection criteria established at the outset.Final Determinations on Each Issue:The appeals were dismissed, with the court affirming that the fixation of a benchmark was a legitimate exercise of discretion by the employer and did not constitute a change in the selection criteria. The court emphasized the importance of maintaining high standards in recruitment processes, particularly for specialized roles.
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