# UNION OF INDIA ETC. ETC v. K.V JANKIRAMAN ETC. ETC - **Citation:** [1991] 3 S.C.R. 790 - **Court:** Supreme Court of India - **Decided:** 1991-08-27 - **Case number:** Civil Appeals Nos. JU 18-21 of 1987 - **Bench:** Ranganath Misra, Cj M.H. Kania, P.B. Sawant - **Source:** https://unisonlegal.in/judgment/supreme-court-of-india/union-of-india-etc-etc-v-k-v-jankiraman-etc-etc-11197 - **Pages:** 22 ## Headnote Civil Services: Government of India (Deptt. of Personnel and Training) Office Memorandum No. 22011/ 1/79 Estt. (A) dated 30.1.82-Promotion-Sealed cover procedure-When could be resorted to--Exoneration from all charges-Notional promotion from the date the juniors were promoted-Arrears of salary from date of notional promotion-Grant of-Proceedings deliiyed because of the employee's acts or acquitted on benefit of doubt or owing to non-availability of evidence due to employee's acts-Entitlement to back wages-To be decided by the authority concerned-Employee visited with penalty in disciplinary proceedings or found guilty by court-Findings contained in sealed cover-not to be acted upon-Consideration for promotionWhether authority could take into account past record including penalty awarded earlier. Constitution of India, 1950:Article 20(2)-Non-promotion of e.mployee till the date on which he was held guilty-Whether amounts to double jeopardy. Fundamental Rules: Rule 17( 1)-No work no pay rule-Applicability of-Where employee willing but not allowed to work. F When an employeedee ~due for promotion, ~crement etc. but disci- . l_ plinary /criminal proc mgs are pending agamst him at the relevant time, the findings or his entitlement to such benefit are kept in a sealed cover to be opened after the proceedings in question are over. According to this procedure, while the findings are kept in the G sealed cover, the vacancy which might have gone to the officer concerned is filled only on an officiating· basis. If on the conclusion of the departmental/court proceedings, the officer concerned is completely exonerated, and where he is under suspension it is also held that the suspension was wholly unjustified, the sealed cover is opened and the recommendations or the DPC are acted upon. If the officer could have H been promoted earlier, he is promoted to the post which is filled on an 7CJO .. U.0.I. v. JANKIRAMAN 791 officiating basis, the officiating arrangement being terminated. On his promotion, the officer gets the benefit of seniority and fixation of pa) on a notional basis with reference to the date on which he would have been + - promoted in the normal course, but for the pending disciplinary /court proceedings. However, no arrears of salary are paid in respect of the period prior to the date of actual promotion. Sometimes the cases in the courts or the departmental ·proceedings take nndnly long time to come to a conclusion and the officers undergo considerable hardship, even where it was not intended to deprive them of promotion for such a long time. The Government in consultation with the Union Public Service Commission examined hO\• the hardship caused to the Government servant in such circumstanc<' could be mitigated and laid down certain procedures by an Otlice :\lemorandum No. 22011/1/79-Estt. (A) dated January 30, 1982. In interpreting the Memorandum as to what is the date from which it can be said that disciplinary /criminai proceedings are pending against an employee; as to what would be the course to be adopted when the employee is held guilty in such proceedings if the guilt merit> punishment other than that of dismissal; and as to what benefits an employee who is completely or partially exonerated is entitled to and from which date, different Benches of the Central Administrative Tri· bunal recorded their findings and while doing so, the Full Bench of the Tribunal struck down two provisions of the said Memorandum dated January 30, 1982, which related to a prohibiton against acting upon the findings contained in the sealed cover in case the officer was imposed penalty ·as a result of disciplinary proceedings or found guilty in the L ourt proceedings against him and regarding arrears of pay for the period of notional promotion. Aggrieved by the decisions of the various Benches of the Tribnnal, the Union of India and other authorities preferred the present appeals and special leave petitions. Disposing of these matters, th ## Text _Characters 0–39,844 of 55,575. This is a partial read: ask again with offset=39844 for what follows._ A B c D E UNION OF INDIA ETC. ETC. v. K.V .. JANKIRAMAN ETC. ETC. AUGUST 27, 1991 [RANGANATH MISRA, CJ M.H. KANIA AND P.B. SAWANT, JJ.) Civil Services: Government of India (Deptt. of Personnel and Training) Office Memorandum No. 22011/ 1/79 Estt. (A) dated 30.1.82-Promotion-Sealed cover procedure-When could be resorted to--Exoneration from all charges-Notional promotion from the date the juniors were promoted-Arrears of salary from date of notional promotion-Grant of-Proceedings deliiyed because of the employee's acts or acquitted on benefit of doubt or owing to non-availability of evidence due to employee's acts-Entitlement to back wages-To be decided by the authority concerned-Employee visited with penalty in disciplinary proceedings or found guilty by court-Findings contained in sealed cover-not to be acted upon-Consideration for promotionWhether authority could take into account past record including penalty awarded earlier. Constitution of India, 1950:Article 20(2)-Non-promotion of e.mployee till the date on which he was held guilty-Whether amounts to double jeopardy. Fundamental Rules: Rule 17( 1)-No work no pay rule-Applicability of-Where employee willing but not allowed to work. F When an employeedee ~due for promotion, ~crement etc. but disci- . l_ plinary /criminal proc mgs are pending agamst him at the relevant time, the findings or his entitlement to such benefit are kept in a sealed cover to be opened after the proceedings in question are over. According to this procedure, while the findings are kept in the G sealed cover, the vacancy which might have gone to the officer concerned is filled only on an officiating· basis. If on the conclusion of the departmental/court proceedings, the officer concerned is completely exonerated, and where he is under suspension it is also held that the suspension was wholly unjustified, the sealed cover is opened and the recommendations or the DPC are acted upon. If the officer could have H been promoted earlier, he is promoted to the post which is filled on an 7CJO .. U.0.I. v. JANKIRAMAN 791 officiating basis, the officiating arrangement being terminated. On his promotion, the officer gets the benefit of seniority and fixation of pa) on a notional basis with reference to the date on which he would have been + - promoted in the normal course, but for the pending disciplinary /court proceedings. However, no arrears of salary are paid in respect of the period prior to the date of actual promotion. Sometimes the cases in the courts or the departmental ·proceedings take nndnly long time to come to a conclusion and the officers undergo considerable hardship, even where it was not intended to deprive them of promotion for such a long time. The Government in consultation with the Union Public Service Commission examined hO\• the hardship caused to the Government servant in such circumstanc<' could be mitigated and laid down certain procedures by an Otlice :\lemorandum No. 22011/1/79-Estt. (A) dated January 30, 1982. In interpreting the Memorandum as to what is the date from which it can be said that disciplinary /criminai proceedings are pending against an employee; as to what would be the course to be adopted when the employee is held guilty in such proceedings if the guilt merit> punishment other than that of dismissal; and as to what benefits an employee who is completely or partially exonerated is entitled to and from which date, different Benches of the Central Administrative Tri· bunal recorded their findings and while doing so, the Full Bench of the Tribunal struck down two provisions of the said Memorandum dated January 30, 1982, which related to a prohibiton against acting upon the findings contained in the sealed cover in case the officer was imposed penalty ·as a result of disciplinary proceedings or found guilty in the L ourt proceedings against him and regarding arrears of pay for the period of notional promotion. Aggrieved by the decisions of the various Benches of the Tribnnal, the Union of India and other authorities preferred the present appeals and special leave petitions. Disposing of these matters, this Court, ,. HELD: I. The sealed cover procedure is to be resorted to only after the charge-memo/charge-sheet is issued. The pendency of preliminary investigation prior to that stage will not he sufficient to enable the authorities to adopt the sealed cover procedure. The preliminary investigations take an inordinately IOng time and particularly when they A B c D E F G are initiated at the instance of the interested persons, they are kept H A B 792 SUPREME COURT RljPORTS [1991] 3 S.C.R. pending deliberately. Many times they never result in the issue of any charge-memo/charge-sheet. If the allegations are serious and the authuritie> are keen in investigating them ordinarily it should not take much time to collect the relevant evidence and finalise the charges. If the charges are that serious, the authorities ha~e-the power to suspend the employees under the relevant rules, and the suspeqsion by itself permits a resort to the sealed cover procedure. The authorities thus are not without a remedy. [799F-H; SOOA-B] 2. When an employee is completely exonerated meaning thereby that he is not found blameworthy in the least and is not visited with the penalty e,·en of censure, he has to be given the benefit of the salary of C the higher post along with the other benefits from the date on which he would have normally been promoted but for the disciplinary /criminal proceedings. Howe,·er, there may be eases. where the proceedings, whether disciplinary or criminal, are delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit uf doubt or on account of nonD arnilability of evidence due to the acts attributable to the employee etc. In such circumstances, the concerned authorities must be ,·ested with the power to decide whether the employee at all deserves any salary for the intervening period and if he does, the extent to which he deserves it . Life being complex, it is not possible tu. anticipate and enumerate exhaustively all the circumstances under which such consideration may E become necessary .. To ignore, however. such circumstances when they exist and lay down an inllexible rule that in every case when an employee is exonerated in disciplinary /criminal proceedings he should be entitled to all salary for the intervening period is to undermine discipline in the administration and,ieopardise public interests. The l"ribunal was not right in holding that to deny the salary to an employee F would in all circumstances be illegal. [802G-H; 803A-D I 3. The normal rule of "no work no pay'' is not applicable to ca;es where the employee although he is willing to work is kept away from _work by the authorities for no fault of his. This is not a case where the employee remains 1way from work for his own reasons, although G, the work is offered to him. It is for this reason that F.R. 17(1) will -· .... also be inapplicable to such cases. [802F-G I i 4. The Tribunal erred in holding_ that when an officer is found guilty in the discharge of his duties, an imposition of penalty is all that is necessary to improve his conduct and to enforce discipline and ensure H purity in the administration. In the first instance, the penalty short of ., '-"\ ' U.0.l. v. JANKIRAMAN 793 dismissal will vary from reduction in rank to censure. The Tribunal has not intended that the promotion should be given to the officer from tile original date even when the penalty imparted is of reduction in rank. On principle, the officer cannot be rewarded by promotion as a matter of course even if .the penalty is other than that of reduction in rank. [804F-G] 5. An employee has no right to promotion. He has only a right to be considered for promotion. The promotion to a post and more so, to a selection post, depends upon several circumstances. To qualiff for P.romotion, the least that is expected of an employee is to have an unblemished record. That is the minimum expected to ensure a clean and efficient administration and to protect the public interests. An employee found guilty of misconduct cannot be placed on par with the other employees and his case has to be treated differently. There is. therefore, no discrimination when in the matter of promotion, he is treated differently. [804G-H; SOSA] A B c 6. The least that is expected of any administration is that it does D nut reward an employee with promotion retrospectively from a date when for his conduct before that date he is penalised in presenti. When an employee is held guilty and penalised and is, therefore, not promoted at least till the date on which he is penalised, he cannot be said to have been subjected to a further penalty on that account. A denial of promotion in such circumstances is not a penalty but a necessary consequence E of his conduct. [SOSB-C] 7. While considering an employee for promotion his whole record has to he taken into consideration and if a promotion committee takes the penalties imposed upon the employee into consideration and denies him the promotion, such denial is not illegal and unjustified. If the F promoting authority can take into consideration the penalty or penalties awarded to an employee in the past while considering his promotion and deny him promotion on that ground, it will be irrational to hold that it cannot take the penalty into consideration when it is imposed at a later date because of the pendency of the proceedings, although it is for conduct prior to the date the authority considers the promotion. [805C-D] G CIVIL APPELLATE JURISDICTION: Civil Appeals Nos. JU 18-21 of 1987. From the Judgment and Orders dated 24.4.87, 2.3.87, & 1.4.87 of the Central Administrative Tribunal, Hyderabad in Original ApplitaH A 794 SUPREME COURT REPORTS [ 1991] 3 S.C.R. tion No. 121/86., T.A. Nos. 958 & 180 of 1986 and 0.A. No. 140 of 1986. WITH CA Nos. 3016/88 & 51-55/90 with CA Nos. 3083 & 4379 of 1990 B and S.L.P. (C) Nos. 1094, 2344/90, 11680 of 1991. c Altaf Ahmed, Additional Solicitor General, V.C. Mahajan, J.D. Jain, C.V.S. Rao, Heman! Sharma, B. Parthasarthy, A. Subba Rao, M.N. Krishnamani, Pravir Choudhary, Ms. Indu Malhotra, Ms. Shirin Jain, T.V.S.N. Chari, Ms. Suruchi Aggarwal and Ms. Manjula Gupta for the appearing parties. The Judgment of the Court was delivered by SAWANT, J. Civil Appeals Nos. 3019/87, 3020/87 and 3016/88 arise out of the judgment dated March 2, 1987 delivered by the Full Bench of the Central Administrative Tribun.al (hereinafter referred to 0 as the 'Tribunal'). Civil Appeals Nos. 3018/87 and 3021/87 arise out of the judgments dated April 24, 1987 and April 1, 1987 respectively of the Tribunal, Hyderabad Bench .. Civil Appeals Nos. 3083/90 and 4379/90 arise out of the' judgE ments dated March 2, 1989 and September 15, 1989 of the Madras and Hyderabad Bench of the Tribunal respectively and which are based on the aforesaid decision of the Full Bench of the Tribunal. Civil Appeals Nos. 51-55 of 1990 arise out of the decision dated July 12, 1989 of the Tribunal, Chandigarh Bench. F Special Leave Petition (C) No. 1094 of 19'!0 arises out of the l._ . decision dated June 29, 1989 of the Tribunal, Bombay Bench. Special Leave Petition (C) No. 2344 of 1990 arises out of the decision dated 18th September, 1989 given by the Tribunal, Principal Bench, New De.lhi. Special Leave Petition (C) No. 11680 of 1991 arises out of the G decision dated January 25, 199~ given by the Tribunal, Principal Bench, New Delhi. 2, The common questions involved in all these matters relate to what in service jurisprudence has come to be known as "sealed cover procedure". Concisely stated, the questions are:-n) what is the date H from which it can be said that disciplinary/criminal proceedings are .. )._ U.0.I. v. JANKIRAMAN [SAWANT, J.J 795 pending against an employee? (2) What is the course to be adopted A when the employee is held guilty in such proceedings if the guilt merits punishment other than that of dismissal? (3) To what benefits an employee who is completely or partially exonerated is entitled to ahd from which date? The "sealed cover procedure" is adopted when an employee is due for promotion, increment etc. but disciplinary/criminal proceedings are pending against him at the relevant time and B hence, the findings of his entitlement to the benefit are kept in a sealed cover to be opened after the proceedings in question are over. Hence. the relevance and importance of the questions. 3. The Union of India and the other appellant-authorities have by these appeals challenged the findings recorded by the different C Benches of the Tribunal in reply to one or the other of or all the aforesaid three questions, in the decisions impugned therein. While recording its findings, the Full Bench of the Tribunal has also struck down two provisions of the Central Government Memorandum of 30th January, 1982 on the subject. We may, therefore, first refer to the said memorandum. D 4. The Government of India (Dept!. of Personnel & Training) issued an Office Memorandum No. 22011/1/79. Estt. (A) dated January 30, 1982 on the subject of promotion of officers in whose cases "the sealed cover procedure" had been followed but against whom disciplinary/court proceedings were pending for a long time. The E Memorandum stated that according to the existing instructions, cases of officers (a) who are under suspension or (b) against whom disciplinary proceedings are pending or a decision has been tak'en by the competent disciplinary authority to initiate disciplinary proceedings or, (c) against whom prosecution has been launched in a court of law or sanction for prosecution has been issued, are considered for promoF tion by the Departmental Promotion Committee (hereinafter referred to as the 'DPC') at the appropriate time but the findings of the Committee are kept in a sealed cover to be opened after the conclusion of the disciplinary/court proceedings. While the findings are kept in the sealed cover, the vacancy which might have gone to the officer concerned is filled only on an officiating basis. If on the conclusion of the G departmental/court proceedings, the officer concerned is completely exonerated, and where he is under suspension it is also held that the suspension was wholly unjustified, the sealed cover is opened and the recommendations of the DPC are acted upon. If the officer could have been promoted earlier, he is promoted to the post which is filled on an officiating basis, the officiating arrangement being terminated. On his H • A B c D E F G H 796 SUPREME COURT REPORTS [ 1991] 3 S.C.R. promotion, the officer gets the benefit of seniority and fixation of pay on a notional basis with reference to the date on which he would have been promoted in the normal course, but for the pending disciplinary/ court proceedings. However, no arrears of salary are paid in respect of the period prior to the date of actual promotion. The Memorandum goes on t.o state further that it was noticed that sometimes the cases in the courts or the departmental proceedings take unduly long time to come to a conclusion and the officers undergo considerable hardship, even where it is not intended to deprive them ·of promotion for such a long time. The Government, therefore, in consultation with the Union Public Service Commission examined how the hardship caused to the Government servant in such circumstances can be mitigated and has laid down the following procedure in such cases: "3. (i)(a) It may be ascertained whether there is any departmental disciplinary proceedings or any case in a court of law pending against the individual under consideration, or (b) there is a prima-facie case on the basis of which a decision has been taken to proceed against the official either ... departmentally or in a court of law. ....;(, (ii) The facts may be brought to the notice of the Departmental Promotion Committee who may then assess the suitability of the official(s) for promotion to the next grade/post and for the purpose of this assessment, the D.P.C. shall not take into consideration the fact of the pending case(s) against the official. In case an official is found "unfit for promotion" on the basis of his record, without taking into consideration, the case(s) pending against him, the findings of the D.P.C. shall be recorded in the proceedings. In respect of any other kind of assessment, the grading awarded by the D.P.C. may be kept in a sealed cover. (iii) After the findings are kept in a sealed cover by the Departmental Promotion Committee subsequent D.P.Cs., if any, held after the first D.P.C. during the period the disciplinary/court proceedings may be pendi.ng, will also consider the officer's case and record their findings which will again be kept in sealed cover in the above manner. U.0.J. v. lANKIRAMAN [SAWANT, l.I 797 In the normal course, on the conclusion of the disciA plinary/court·proceedings, the sealed cover or covers may be opened, and in case the officer is completely exonerated i.e. no statutory penalty, including that of censure, is imposed, the earliest possible date of his promotion but for the pendency of the disciplinary /court proceedings against him, may be determined with reference to the position(s) B assigned to him in the findings in the sealed cover/covers and with reference to the date of promotion of his next junior on the basis of such position. The officer concerned may then be promoted, if necessary by reverting the juniormost officiating person, and he may be given a notional promotion from the date he would have been promoted, as C determined in the manner indicated above. But no arrears of pay shall be payable to him for the period of notional promotion proceeding the date of actu~l promotion. · If any penalty is imposed on the officer as a result of the disciplinary proceedings or if he is found guilty in the D court proceedings against him, the findings in the sealed cover/covers shall not be acted upon. The officer's case for promotion may be considered· in the usual manner by the next D.P.C. which meets in the normal course after the conclusion of the disciplinary/court proceedings. The existing instructions provide that in a case where departmental E disciplinary proceedings have been held under the relevant disciplinary rules, "warning" should not be issue,d as a result of such proceedings. If it is found as a result of the proceedings that some blame attaches to the officer, then the penalty of censure at least should be imposed. This may be kept in view so that no occasion arises for any doubt on p: the point whether or not an officer has been completely exonerated in disciplinary proceedings held against him." Clause (iv) of Para 3 of the Memorandum then lays down the procedure for ad hoc appointment of the concerned officer when the disciplinary/court proceedings are not concluded even after the expiry G of two years from the date of the DPC which first considered him for promotion and whose findings are kept in the sealed cover, provided · however that the officer is not under suspension. It is not necessary to reproduce that clause in extenso here. Suffice it to say that the Memorandum urges that in making the ad hoc promotion in such cases, his case should be placed before the DPC which is held after the H A B c D E F G 798 SUPREME COURT REPORTS [1991] 3 S.C.R. expiry of the said period of two years, and the ad !Joe promotion has to be made on the basis of the totality of the record of service etc. Para 4 of the Memorandum states that if the officer concerned is acquitted in the court proceedings on the merits of the case or exonerated in departmental disciplinary proceedings, the ad hoc promotion already made may be confirmed and the promotion treated as a regular one from the date of the ad hoc promotion with all attendant benefits. In such cases, the sealed cover may be opened and the official may be assigned his place in the seniority list as he would have got in accordance with the recommendation of the DPC. Paras 5, 6 and 7 of the Memorandum then read as follows:- "5. Where the acquittal in a court case is· not on merits but purely on technical grounds, and the Government either proposes to take the matter to a higher court or to proceed agai.nst the officer departmentally, the appointing authority may review whether the ad-hoc promotion should be continued. 6. Where the acquittal by court is on technical grounds, if the Government does not propose to go in appeal to a higher court or to take further departmental action, action should be taken in the·same manner as if the officer had been acquitted by the court on merits. 7. If the officer concerned is not acquitted/exonerated in the court proceedings or the departmental proceedings, the ad-hoc promotion already granted should be brought to an end by the issue of the "further order" contemplated in the order of ad-hoc promotion (Please see para 3(vi) above) and the officer concerned reverted to the post from which he was promoted on ad-hoc basis. After such reversion, the officer may be considered for future promotion in the usual course by the next D.P.C." 5. To bring the record uptodate_, it may be pointed out that in view of the decision of this Court in Union of India & Anr. v. Tajinder Singh, [1986] 2 Scale 860 decided on September 26, 1986, the Government of India in the Dept!. of Personnel & Training issued another Office Memorandum No. 22011/2/86. Estt. (A) dated January 12, H 1988 in supersession of all the earlier instructions on the subject ~--· ' ..l.. f U.0.I. v. JANKIRAMAN [SAWANT. J.) 799 including the Office Memorandum dated 30th January, 1982 referred to above. ·There is no difference in the instructions contained in this and the earlier aforesaid Memorandum of January 30, 1982, except that this Memorandum provides in paragraph 4 for a six-monthly review of the pending proceedings against the Government servant where the proceedings are still at the stage of investigation and if as a result of the review, the appointing authority comes to the conclusion on the basis of material and evidence collected in the investigation till that time, that there is no prima facie case in initiating disciplinary action or sanctioning prosecution, the sealed cover is directed to be opened and the employee is directed to be given his due promotion with reference to the position assigned to him by the the DPC. A further guideline contained in this Memorandum is that the same sealed cover procedure is to be applied where a Government sen;ant is recommended for promotion by the DPC, but before he is actually promoted, he is either placed under suspension or disciplinary proceedings are taken against him or decisi_on has been taken to initiate the proceedings or criminal prosecution is launched or sanction for such' prosecution has been issued or decision to accord such sanction is taken. These differences in the two Memoranda have no bearing on the questions to be answered. A B c D 6. On the first question, viz., as to when for the purposes of the E sealed cover procedure the disciplinary/criminal proceedings can be said. to have commenced, the Full Bench of the Tribunal has held that it is only when a charge-memo in a disciplinary proceedings or a chargesheet in a criminal prosecution is issued to the employee that 'it can be said that the departmental· proceedings/criminal prosecution is initiated against the employee. The sealed cover procedure is to be r~sorted F to only after the charge-memo/charge-sheet is issued. The pendency of preliminary investigation prior to that stage will not be sufficient to enable the authorities to adopt the sealed cover procedure. We are in agreement with the Tribunal on this point. The contention advanced by the learned counsel for the appellant-authorities that when there are serious allegations and it takes time to collect necessary evidence to G prepare and issue charge-memo/charge-sheet, it would not be in the interest of the purity of administration to reward the employee with a promotion, increment etc. does not impress us. The acceptance of this contention would result in injustice to the employees in many cases. As has been the experience so far, the preliminary investigations take an inordinately long time and particularly when they are initiated at the H 800 SUPREME COURT REPORTS [ 1991] 3 S.C.R. A instance of the interested persons, they are kept pending deliberately. Many limes they never result in the issue of any charge-memo/chargesl'leet. M the allegations are serious and the authorities are keen in investigating them, ordinarily it should not take much time to collect the relevant evidence and finalise the charges. What is further; if the . charges are that serious, the authorities have the power to suspend the 8 empfoyee under the relevant rules,· and the suspension by itself permits a resort to the sealed cover procedure. The authorities thus a·re not without a remedy. It was then contended on behalf of the authorities that conclusions nos. 1 and 4 of the Full Bench, of the Tribunal are inconsistent with each other. Those conclusions are as follm11s: c F G H "(l) consideration for promotion, selection grade. crossing the efficiency .bar or higher scale of pay cannot be withheld merely on the ground of pendency of a·disciplinary or criminal proceedings against an official; (2) ............................................... . (3) ............................................... . (4) the sealed cover procedure can be resorted only after a charge memo is served on the concerned official or the . charge sheet filed before the criminal court and not before.'.' There is no dou:bt that there is a seeming contradiction between the two conclusionsc But read harmoniously, and that is what the Full Bench has intended, the two conclusions can be reconciled with each other. The conclusion no. 1 should be read to: mean that the promotion etc. cannot be .vithheld merely because some disciplinary/criminal pro.:eedings are pending against the employee. To deny the said benefit, they must be at the relevant time pending at the stage when charge-memo/charge-sheet has alre.ady been issued to the· employee. Thus re"ad, there is no inconsistency in the two conclusions. We, therefore. repel the challenge of the appellant-authorities to the said finding of the Full Bench of the Tribunal. · 7. The Full Bench of the Tribunal, while considering the earlier Memorandum dated 30th January. 1982 has. among other things, held that the portion of paragraph 2 of the memorandum which says "but no arrears are allowed in respect of the period prior to the date of the ...:, U.0.1. v. JANKIRAMAN ISAWANT, J.] 801 actual promotion·· is violative of Articles 14 and 16 of the Constitution because withholding of salary of the ptomotional post for the perinu during which the promotion has been withheld while giving other benefits, is discriminatory when compared with other employees who are not at the verge of promotion when the disciplinary proceeding, were intiated against them. The Tribunal has, therefore, directed that on exoneration, full salary should be paid to such employee which he would have received on promotion if he had not been subjected to disciplinary proceeding,. A lil We are afraid that the Tribunal"s reference to paragraph 2 of the Memorandum is incorrect. Paragraph 2 only recites the slate of affairs as existed on January 30, 1982 and the portion of the Memorandum C which deals with the relevant point is the last sentence of the first sub-paragraph after clause (iii) of paragraph 3 of the Memorandum which is reproduced above. That sentenceTeads as follows: "But no arrears of pav shall be payable to him for the D period of notionafpromotion preceding the date of actual prqmotio1! ., . \... This sentence is preceded by the observation that when the" employee is completely exonerated on the conclusi~n of the disciplinary/court proceedings, that is, when no statutory penalty, including E that of censure, is imposed, he is to be given a notional promotion from the date he would have been promoted as determined by the Departmental Promotion Committee. This direction in the Memorandum has also to be read along with the other direction which follows in _>_ . the next sub-paragraph and which states that if it is found as a result of the proceedings that some blame attaches to the officer then the F penalty of censure at least, should be imposed. This direction is in ~upersession of the earlier instructions which provided that i~ a case where departmental disciplinary proceedings have been held, "warning'" should not be issued as a result of such proceedings. \ There is no doubt that when an employee is completely G exonerated and is not visited with the penalty even of censure indicating thereby that he was not bla.neworthy in the least, he should not be deprived of any benefits including the salary of the promotional post. It was· urged on behalf o_f the appellant-authorities in all these cases that a person is no.t entitled to the salary of the post unless he assumes charge of·the same. They relied on F.R. 17(1) of the Fundamental H A B c 802 SUPREME COURT REPORTS [ 1991] 3 S.C.R. Rules and Supplementary Rules which reads as follows: "F.R. 17(1) Subject to any exceptions specifically made in these rules and to the provision of sub-rule (2), an officer shall begin to draw the pay and allowances attached to his tenure of a post with effect from the.date when he assumes the duties of that post, and shall cease to draw them as soon as he ceases to discharge those duties: Provided that an officer who is absent from duty without any authority shall not be entitled to any pay and allowances during the period of such absence." It was further contended on their behalf that the normal rule is "no work no pay". Hence a person cannot be allowed to draw the benefits of a post the duties of which he has not discharged. To allow him to do so is against the elementary rule that a person is to be paid only for the work he has done and not for the work he has not done. D As against this, it was pointed out on behalf of the concerned employees, that on many occasions even frivolous proceedings are instituted at the instance of interested persons, sometimes with a specific .object of denying the promotion due, and the employee concerned is made to suffer both mental agony and privations which are multiplied when he is also placed under suspension. When, thereE fore, at the end of such sufferings, he comes out with a clean bill, he has to be restored to all the benefits from which he was kept away unjustly. .,. . We are not much impressed by the contentions advanced on behalf of the authorities. The normal rule of "no work no pay" is not ~ F applicable to cases such as the present one where the employee although he is willing to work is kept away from work by the authorities for no fault of his. This is not a case where the employee remains away from work for his own reasons, although the work is offered to l}im. It is for this reason that F.R. 17(1) will also be inapplicable to sue~ cases. G We are, therefore, broadly in agreement with the finding of the Tribunal that when an employee is completely exonerated meaning thereby that he is not found blameworthy in the least and is not visited with the penalty even of censure, he has to be given the benefit of the salary of the higher post along with the other benefits from the date on H which he would have normally been promoted but for the disciplinary/ U.0.I. v. JANKIRAMAN [SAWANT. J.] 803 criminal proceedings, However, there may be cases where the proceedings, whether disciplinary or criminal, are, for example, delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee etc. Jn such circumstances, the concerned authorities must be vested with· the power to decide whether the employee at all deserves any salary for the intervening period and if he does, the extent to which he deserves it. Life being complex, it is not possible to anticipate and enumerate exhaustively all the circumst'.'"ces under which such consideration may become necessary. To ignore. however, such circumstances when they exist and lay down- an inflexiA B c ble rule that in every case when an employee is exonerated in disciplinary/ criminal proceedings he should be entitled to all salary for the intervening period is to undermine· discipline in the administration and jeopardise public interests. We are, therefore, unable to agree with the. Tribunal that to ·deny the salary to an employee would in all circumstances be illegal. While, therefore. we do not approve of the said last sentence in the first sub-paragraph after clause (iii) of D paragraph 3 of the said Memorandum, viz., "but no arrears of pay shall be payable to him for the period of notional promotion preceding the date of actual promotion", we direct that in place of the said sentence the following sentence be read in the Memorandum: ' "However, whether the officer concerned will be entitled . E to any arrears of pay for the period of notional promotion preceding the date of actual promotion, and if so to what extent, will be decided by the concerned authority by taking into consideration.all the facts and circumstances of the disciplinary proceeding/criminal prosecution. Where the authority denies arrears of salary or part of it, it will record F its reasons for doing so." . To this extent we set aside the conclusion of the Tribunal on the said point. 8. Th_e Tribunal has also struck down the following portion in G the second sub-paragraph after clause (iii) of paragraph 3 which reads as follows: "If any penalty is imposed on the officer as a result of the disciplinary proceedings or if he is found guilty in the court proceedings against him, the findings in the sealed cover/covers shall not be acted upon" and has directed "that if the proceedings result in a penalty, the person concerned should be considered for promotion in a H A B c 0 E 804 SUPREME COURT REPORTS [ 1991] 3 S.C.R. Review DPC as on the original date in the li_ght of the results of th~ se.aled cover as also the imposition of penalty, and hi_s claim for promotion cannot be deferred for the subsequent DPCs as provided in the instructions. It may be pointed out that the said sub-paragraph directs that ""the officer's case for promotion may be considered in the usual manner by the next DPC which meets in the normal course after the conclusion of the disciplinary/court proceedings". The Tribunal has g1Ven the direction in question on the ground that such deferment o( tile claiin for promotion to the subsequent DPCs amounts to a double penalty. According to the Tribunal, "it not only violates Articles 14 and 16 of the Constitution compared with other employees who are not at the verge of promotion when the disciplinary proceedings are initiated against them but also offends the rule against double 1eopardy contained in Article 20(2) of the.Constitution". The Tribunal has, therefore, held that when an employee is visited with a penalty as a result of the disciplinary proceedings there should be a Review DPC as on the date when the sealed cover procedure was followed and the review DPC should consider the findings in the sealed cover as also the penalty imposed. It is not clear to us as to why the Tribunal wants the review DPC to consider the penalty imposed while considering the findings in the sealed cover if, according to t_he Tribunal, not giving effect to the findings in the sealed cover even when a penalty is imposed, amounts to double jeopardy. However, as we read the find1:1gs of the Tribunal, it appears that the Tribunal in no case wants the promotion of the officer to be deferred once the officer is visited with a penalty in the disciplinary proceedings and the Tribunal desires that the officer should be given promotion as per the findings in the sealed cover. According to us, the Tribunal has erred in holding that when an F officer is found guilty in the discharge of his duties, an imposition of penalty is all that is necessary to' improve his conduct and to enforce discipline and ensure purity in the administratfon. In the first instance, the penalty short of dismissal will vary from reduction in rank to censure. We are sure that the Tribu·nal has not intended that the promotion should be given to the officer from the original date even when G the penalty imparted is of reduction in rank. On principle, for the same reasons, the officer cannot be rewarded by promotion as a matter of course even if the penalty is other than that of the reduction in rank. An employee has no right to promotion. He has only a right to be considered for promotion. The promotion to a post and more so, to a selection post, depends upon several circumstances. To qualify for H promotion, the least that is expected of an employee is to have an r .'r \. U.0.1. v. JANKIRAMAN ISAWANT, J.•l 805 unblemlslied record. That is the minimum expected ,to .cnsu.rc a cleaifl .and efficient administration and to protect the public interests. A•n employee found guilty of a misconduct cannot be placed on :par w.ith the other employees and his case has to be treated differently. There · is, therefore, no discrimination V\1hen in the matter .of pr.omotion, he .is treated differently. The least that is expected of any administrnt.ion ;s that it does not reward an employee with promotion retrospectively from a date when for bis conduct before that ;fate he is peaaiised ·;n presentii. When an employee is held guilty and. penalised and i•, thereto re, not promoted at.least till the date on which he is pena'lise.d, he cannot be said to hav~ been subjected to a further penal•ty on 1ome>t- · ing authority can take into consideration the penalty or pena~ties awarded to an employee in the past while considering his ;prnmotic>n D and deny. him promotion on that ground, it will be irrational lo hold that it cannot take the penalty into consideration when it js ·imposed .at a later dale because of the pendency of the proceedings, alrtiough it is for conduct prior to the date the authority considers the pmmo'tlion. For these reasons, we arc of the view that the Tribunal is not Tight in striking down the said portion of the second sub-paragraph afte.r.clal!ISC IE (1n) of paragraph 3 of the said Memorandum. We, therefore, set aside the said findings of the Tribunal. . ..L In the circumstances, the conclusions ar·rived at by the F