https://www.taxtmi.com/caselaws?id=258782 A Tribunal's award upholding dismissal for proved misconduct was sustained because the management was entitled to justify the termination by leading evidence after the domestic enquiry had been held defective. The Tribunal was found to have assessed the full factual record, rejected the allegation of conspiracy for lack of material, and treated the complainant's evidence as sufficiently reliable despite some inconsistencies, especially in light of the employee's admitted apology. The applicable standard before the industrial adjudicator was preponderance of probabilities, not proof beyond reasonable doubt. In writ jurisdiction, the High Court declined interference because the factual findings were neither perverse nor unsupported by evidence. en-us Wed, 18 Feb 2015 00:00:00 +0530 Mon, 20 Apr 2015 16:58:00 +0530 TaxTMI RSS Generator https://www.taxtmi.com/caselaws?id=258782 A Tribunal's award upholding dismissal for proved misconduct was sustained because the management was entitled to justify the termination by leading evidence after the domestic enquiry had been held defective. The Tribunal was found to have assessed the full factual record, rejected the allegation of conspiracy for lack of material, and treated the complainant's evidence as sufficiently reliable despite some inconsistencies, especially in light of the employee's admitted apology. The applicable standard before the industrial adjudicator was preponderance of probabilities, not proof beyond reasonable doubt. In writ jurisdiction, the High Court declined interference because the factual findings were neither perverse nor unsupported by evidence. Case-Laws Indian Laws Wed, 18 Feb 2015 00:00:00 +0530 https://www.taxtmi.com/caselaws?id=258782