This writ petition challenged a non-speaking, unreasoned termination order dated September 20, 2022, issued against the petitioner who had served continuously for 17 years as an Orientation and Mobility Instructor at the Composite Regional Centre for Persons with Disabilities (CRC) in Sundernagar. The High Court of Himachal Pradesh held that when an employee is selected through a regular, open process against a sanctioned post and renders unblemished service for a prolonged period, terminating them via an arbitrary order is illegal and unsustainable. Highlighting the obligations of the State as a model constitutional employer, the Court set aside the termination, directed the petitioner’s reinstatement, and mandated the regularization of his services with consequential benefits.
- Background and Appointment: The petitioner was appointed as an Orientation and Mobility Instructor at CRC Sundernagar on a contract basis starting December 1, 2005, following a proper open selection process and advertisement against a sanctioned requirement.
- Prolonged Service and Termination: The petitioner served unblemished for 17 years, receiving periodic pay enhancements, annual increments, and MACP benefits. However, his services were abruptly terminated on September 20, 2022, via an unreasoned, non-speaking order.
- Stand of the Authorities: The respondents contended that the appointment was purely contractual, temporary, and project-specific, granting no right to regularization or protection against termination under the framework of Secretary, State of Karnataka v. Umadevi.
- Core Legal Principles Applied:
- The Court noted that official records (such as information supplied to the Prime Minister’s Office) confirmed the post was treated as a regular establishment component.
- Relying on landmark precedents such as Jaggo v. Union of India, Dharam Singh v. State of H.P., and Bhola Nath v. State of Jharkhand, the Court emphasized that the State cannot exploit workers through perpetual temporary arrangements or “ad-hocism” on perennial public functions.
- The doctrine of legitimate expectation applies because the petitioner entered through a lawful selection procedure and received consistent extensions and upgrades, shielding him from arbitrary termination.
- Relief Granted: The writ petition was allowed, the termination order (Annexure P-10) was quashed and set aside, and the respondents were directed to reinstate the petitioner and regularize his services prospectively with all consequential benefits.
STPL (Web) 2026 HP 422
Priyavart Nawani v. Union of India and Others(D.O.J. 28.07.2026)
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