Supreme Court Mandates Procedural Fairness: Upholding the Principle of 'Justice Seen to be Done'
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The Supreme Court has set aside an employee's dismissal, ruling that administrative disciplinary proceedings must be free from any perception of bias, regardless of whether allegations of prejudice are later withdrawn.
In a significant judgment, the Supreme Court has reinforced the bedrock principle of administrative law: that justice must not only be done but must also be seen to be done. The Court set aside the dismissal of an employee, emphasizing that the integrity of disciplinary proceedings is compromised if there is a reasonable apprehension of bias, even if the employee subsequently withdraws their formal allegation of prejudice.
The case highlights the critical importance of 'procedural fairness' in public administration. When an authority initiates disciplinary action, the process must be insulated from any perception of partiality. The Court observed that the mere withdrawal of an allegation of bias does not automatically sanitize the decision-making process if the underlying apprehension of unfairness persists. By ordering a fresh probe, the judiciary has underscored that administrative actions must be objective, transparent, and beyond reproach to maintain public trust in institutional mechanisms.
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