Ex-Const/Dvr Mukesh Kumar Raigar vs Union of India & Ors.
Background
The petitioner joined the Central Industrial Security Force (CISF) as a constable in November 2007. In 2009 he was charged with having concealed, in his character-verification certificate, that an FIR for assault-type offences (Sections 323, 324, 341 IPC) had been registered against him in 2003 and that a charge sheet was pending in court when he submitted the form. He admitted the mistake; the Commandant initially imposed only a one-stage pay cut on account of his youth, but a senior officer revised this, ordered a fresh inquiry, and he was removed from service in March 2010, with his departmental appeal and revision both failing. After two rounds before the Rajasthan High Court (including a reconsideration in light of Avtar Singh vs Union of India, after which CISF again found him unsuitable), a single judge ordered his reinstatement, but the Division Bench reversed that and upheld the removal.
Decision Breakdown
The Supreme Court dismissed the petition. Applying the principles laid down in Avtar Singh and Satish Chandra Yadav, it held that information given to an employer about arrest, prosecution or a pending case must be true; deliberate suppression bears directly on a candidate's character and fitness, especially for a disciplined armed force like CISF that guards airports, ports, atomic energy and space installations. The authorities had considered the matter afresh as directed, given reasons, followed due process and acted without malice, so there was no ground for the High Court to interfere under Article 226. The Court reiterated that judicial review examines the fairness of the decision-making process, not the correctness of the decision or the proportionality of the punishment, and that generalisations about a candidate's youth or career prospects should not drive the verdict.
Lesson Learnt
When applying for a government job, disclose every criminal case (pending, closed or compromised) exactly as the form asks; hiding it is treated as a separate and serious misconduct even if the underlying case was minor. Courts will rarely overturn a fairly conducted disciplinary decision merely because they might have chosen a lighter penalty.