In Brief
A graduate electrical engineer with mild colour vision deficiency was rejected from his Assistant Engineer position by a power utility after selection and before joining service. The Supreme Court held that although colour vision deficiency does not fall within statutory disability categories, the employer must provide reasonable accommodation as part of substantive equality. The court found the power utility failed to demonstrate why the appellant could not work in alternative departments like material management or general administration. The Court ordered his appointment with continuity from the original date, 50% arrears, and directed accommodation in a suitable non-technical post. The decision emphasizes that qualified candidates cannot be categorically rejected based on disabilities unless specific operational impossibility is proven.
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