Performance appraisals aur promotions technicaly management prerogative lagte hain – kaun kitna deserving hai, ispe har office me debate hoti hai. Law yaha normally interfere nahi karta jab tak clear unfairness, discrimination, ya rule violation naa dikhe.
Employees legal relief tab explore kar sakte hain jab:
- Company apne notified promotion rules ya seniority norms ko ignore kare without reason,
- Bias based on gender, caste, union activity, pregnancy, disability etc. clearly pattern me dikhe,
- Appraisal deliberately manipulate kiya gaya ho kisi ko punish karne ke liye (for example, whistleblowing ke baad sudden “poor” rating),
- Selection process me transparency zero ho – like pre-decided favoured candidates.
Even then, courts usually “X ko promote karo” direct order pass nahi karte; wo process, reconsideration, ya seniority restoration jaisi remedies dete hain. Private companies ke internal management decisions pe judicial deference high hota hai, public sector me thoda stricter standard apply hota hai.
Employees ke liye realistic approach:
- Appraisal timely challenge karo through internal appeal,
- Written representations me facts aur comparison data do,
- Clear illegal ground (like discrimination) ho tabhi external forums tak jao.
Career frustration ko har baar legal battle me convert karna practical nahi, lekin blatant unfairness ko chup-chaap accept bhi nahi karna.