In Brief
A bank employee was dismissed after submitting a forged qualification certificate to claim higher wages. The High Court set aside the dismissal and ordered reinstatement with 50% back wages, finding the bank had not proved the employee knew the certificate was forged. The Supreme Court reversed this, holding that the tribunal's analysis of evidence—including contradictory dates, unexplained possession of postal receipts, and illogical revaluation claims—clearly established the employee's knowledge of the forgery. The Court reaffirmed that in disciplinary proceedings, strict rules of evidence do not apply; the only requirement is that evidence must reasonably support a finding of guilt. The dismissal was upheld, though no recovery of wages already paid was ordered.
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