https://www.taxtmi.com/caselaws?id=309723 A sexual harassment inquiry treated as a disciplinary inquiry must still satisfy natural justice and, as far as practicable, follow the prescribed procedure. The employee must receive the material against him, access to complaints and supporting depositions, and a fair chance to respond and defend. Although the absence of formal articles of charge was not fatal on the facts, the inquiry was conducted in a hurried and truncated manner that shortened time, supplied material late, and denied a realistic opportunity to cross-examine and complete the defence. The process was therefore held unfair, the dismissal based on it could not stand, and the matter was remanded for fresh consideration from the stage indicated. en-us Fri, 12 May 2023 00:00:00 +0530 Tue, 19 Sep 2023 08:00:43 +0530 TaxTMI RSS Generator https://www.taxtmi.com/caselaws?id=309723 A sexual harassment inquiry treated as a disciplinary inquiry must still satisfy natural justice and, as far as practicable, follow the prescribed procedure. The employee must receive the material against him, access to complaints and supporting depositions, and a fair chance to respond and defend. Although the absence of formal articles of charge was not fatal on the facts, the inquiry was conducted in a hurried and truncated manner that shortened time, supplied material late, and denied a realistic opportunity to cross-examine and complete the defence. The process was therefore held unfair, the dismissal based on it could not stand, and the matter was remanded for fresh consideration from the stage indicated. Case-Laws Indian Laws Fri, 12 May 2023 00:00:00 +0530 https://www.taxtmi.com/caselaws?id=309723