Apparel Export Promotion Council v. A.K. Chopra, AIR 1999 SC 625
FACTS IN BRIEF
The respondent was removed from his post as an employee of the appellant council
after the relevant disciplinary authorities found him guilty of sexually harassing X, a junior female
employee. He filed a writ petition before the High Court challenging his dismissal. A single judge allowed
the petition, finding that the respondent’s dismissal was unjustified on the grounds that he had only tried
to molest X, and had not actually established any physical contact with her. The appellant was ordered to
be reinstated. This was upheld by a ‘Division Bench’ of the High Court. This judgment was challenged by
the dismissing organization.
JUDGMENT
The Supreme Court held as follows:
- In the absence of procedural irregularity, the High Court was wrong to interfere with the findings
of fact recorded by the disciplinary authorities and with the punishment that they had imposed.
It is a well-settled principle that, in exercising the power of judicial review, the court is not
concerned with the correctness of findings of fact which are reasonably supported by evidence,
but with the decision-making process itself. - Sexual harassment is a form of sex discrimination projected through direct or implied unwelcome
sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual
nature. It is exacerbated when submission to or rejection of such conduct by the female employee
may affect her employment, unreasonably interfere with her performance at work and create an
intimidating or hostile working environment for her. - Each incident of sexual harassment in the workplace is incompatible with dignity and honour
of women and violates the fundamental rights to equality, life, and liberty. In this case, the Apex
court observed;
“Each incident of sexual harassment at the place of work results in violation of the fundamental right to
gender equality and the right to life and liberty are the two most precious fundamental rights guaranteed
by the Constitution of India. The contents of the fundamental rights guaranteed in our Constitution are of
sufficient amplitude to encompass all facets of gender equality, including prevention of sexual
harassment and abuse and the courts are under a constitutional obligation to protect and preserve those
fundamental rights. That sexual harassment of a female at the place of work is incompatible with the
dignity and honor of a female and needs to be eliminated and that there can be no compromise with such
violations, admits no debate.” - Rejecting outright the stand taken by the High Court, the Supreme Court held that the
respondent’s behaviour did not cease to be outrageous for want of physical contact and the
observations made by the High Court to the effect that the respondent did not actually
because he did not establish such contact with her, which was highly unacceptable. - Consequently, the Apex Court held that the respondent’s conduct offended against morality.
decency and X’s modesty. It constituted an act unbecoming of good conduct and behaviour
expected from a superior employee and undoubtedly amounted to sexual harassment. Therefore,
any reduction in punishment was bound to have a demoralizing effect on female employees and is
a retrograde step.
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