J&K High Court Clarifies: Equal Pay for Equal Work not Solely Based on Designation or Nature of Work

Posted On - 9 April, 2024 • By - King Stubb & Kasiva

Introduction

The Constitution of India guarantees the principle of “equal pay for equal work”, which is a fundamental aspect of labor rights. Articles 14, 16, and 39(d) provide the foundation for ensuring fairness and equality in remuneration for individuals performing similar tasks. However, the interpretation and application of this principle require careful consideration of various factors, including the nature of work, responsibilities, and qualifications.

Recently, in the case of Jagdish Kumar v. State (UT of J&K)[1], the J&K High Court court grappled with the application of the equal pay principle in the context of disparity in pay grades for Data Operators across different government departments. The Court emphasized that equal pay does not solely depend on designation and nature of work and that differentiation in pay is justified by differences in responsibilities, reliability, and confidentiality.

Facts of the Case

  • On April 29, 1997, the Jammu and Kashmir Service Selection Board (SSB) issued advertisement notice No. 3 of 1997. This advertisement aimed to fill various positions in different government departments, including the State Pollution Control Board (SPCB).
  • Among the positions advertised were those of Data Operators, with a specified grade of 950-1500 (pre-revised).

Details of the Petition:

  • The petitioners, through a petition filed under Article 226 of the Constitution of India, have sought certain reliefs from the concerned authorities.
  • The petitioners request the issuance of an appropriate writ, order, or direction like mandamus. This is to compel the relevant respondents to place them in a higher grade, specifically the grade of 2000-2300 (pre-revised). They argue that similarly placed individuals in other state government departments are receiving this higher grade. The petitioners assert that this action is necessary to fulfill the mandates of Articles 39(d), 14, and 16 of the Indian Constitution.
  • Additionally, the petitioners seek a directive from the concerned authorities to declare them as a separate cadre of service. This is to be achieved by framing proper recruitment rules. The purpose of this action is to safeguard the service rights of the petitioners in all aspects and to address any issues related to stagnation within their cadre.

Whether the petitioners are entitled to the relief sought under Article 226 of the Constitution of India, based on the principle of “equal pay for equal work,” as guaranteed by Article 16(1) read with Article 14 and 39(d), considering the disparity in pay grades between their current grade and that of similarly placed individuals in other state government departments for performing identical work as Data Operators.

Contentions of the Parties

On behalf of the Petitioners:

  • Eligibility and Appointment: The petitioners assert that they possess the necessary qualifications prescribed for the posts they applied for. After participating in the selection process conducted by the J&K SSB, they were appointed to the SPCB (respondent 2).
  • Appointment in Lower Grade: The petitioners state that they were appointed against the advertised posts in a lower grade of 950-1500. They claim that they had no option but to join against these posts with the said pay scale.
  • Disparity in Pay Scales: It is contended that the posts of Data Entry Operators (Computer)/Computer Operator in the Agriculture Department and the same posts in the J&K High Court carry a higher grade. This is reflected in a letter addressed between the Department of Agriculture and the J&K High Court, showing the sanctioned posts of Computer Operator carrying the grade of 1400-2300. Additionally, the pay scale of Computer Operator in the Forest Department also carries the pay scale of 1400-2300. This fact is supported by a letter addressed by the Principal Chief Conservator of Forests, Jammu.
  • Representation and Lack of Response: Upon learning about the disparity in pay scales between their posts and equivalent posts in other departments, the petitioners submitted a representation to the Chairman of the SPCB. The representation aimed to address the pay anomaly and discrimination. However, they received no response to their representation, which necessitated the filing of the instant petition.

On behalf of the Respondents:

  • Filling of Posts and Selection Process: The respondents assert that the posts of Data Operators with a pay scale of 950-1500 (Pre-revised) in the SPCB were filled after a thorough selection process conducted by the Board. The petitioners participated in this selection process and were subsequently selected and appointed against the aforementioned posts carrying the grade of 950-1500.
  • Distinction in Posts: It is argued that the posts of Data Operators in the SPCB, with a pay scale of 950-1500, are distinct and different in nature, nomenclature, and workload from the posts referenced by the petitioners in other departments. Therefore, the respondents contend that the petitioners do not have a legitimate claim that can be entertained.
  • Acceptance of Appointment: The respondents highlight that the petitioners, upon being selected and appointed against the posts in the SPCB, voluntarily accepted the appointment without raising any objections. Therefore, they argue that the petitioners cannot now seek a higher grade based on any grounds, as they have already accepted their appointments.

The Court’s Reasoning and Decision

  • The Court observed that the core issue raised by the petitioners revolves around the principle of “equal pay for equal work,” as enshrined in Article 16(1) read with Articles 14 and 39(d) of the Constitution of India. This principle prohibits unequal pay for identical work unless justified by valid reasons.
  • Citing the judgment in the case of State Bank of India v. M. R. Ganesh Babu[2], the court acknowledges that equal pay should depend on the nature of work performed. It emphasizes that differences in responsibilities, reliability, and confidentiality can justify differentiation in pay scales, as long as such differentiation is made bona fide, reasonable, and on intelligible criteria with a rational nexus to the object of differentiation.
  • Upon closer examination of the petitioners’ claim and the supporting documents, it becomes apparent that they seek parity with posts in other departments based on various positions advertised in different notification notices.
  • However, the court finds that the petitioners have failed to demonstrate that the posts they are appointed against and the posts they seek parity with are similar in terms of functions, responsibilities, reliability, and confidentiality. Merely invoking the principle of “equal pay for equal work” without substantiating its applicability according to the principles laid down by the Apex Court cannot be entertained.
  • The court concludes that the petitioners’ claim is misconceived and legally unsustainable since they have not established the requisite similarity between the posts in question and those they seek parity with.
  • Therefore, after careful consideration, the court found no merit in the petition and dismissed it accordingly.

Implication of the Judgment

This judgment reaffirms the principle of “equal pay for equal work” but clarifies its application with specific considerations.

Key Takeaways

  • Similarity is Paramount: The petitioners’ claim stumbled upon the lack of demonstrably similar work nature between their posts and those in other departments. The judgment emphasizes that a mere designation match is not enough. Functions, responsibilities, and the level of trust involved (confidentiality) need to be comparable for the “equal pay” principle to apply.
  • Justification for Differentiation: The court acknowledges that pay grade differences can be justified if based on valid reasons like higher responsibility, stricter confidentiality requirements, or a more complex workload. This provides flexibility for the government to structure pay scales based on the nature of work within departments.
  • Burden of Proof on Petitioners: The onus of establishing the similarity between their posts and those in other departments lies with the petitioners. This judgment sets a precedent, requiring detailed evidence beyond just job titles to prove entitlement to a higher pay grade under the “equal pay for equal work” principle.

Impact on Future Cases

This judgment provides a clearer framework for future claims based on “equal pay for equal work.” It compels petitioners to present a more comprehensive comparison of job descriptions and responsibilities to prove their case.

It strengthens the position of government bodies in defending pay grade structures by allowing them to justify differences based on the specific nature of work within their departments.

Conclusion

The J&K High Court’s clarification on the principle of “equal pay for equal work” underscores the importance of demonstrating substantial similarity in job roles and responsibilities for equitable remuneration. This judgment highlights the necessity for petitioners to provide detailed evidence beyond mere job titles to substantiate claims. It also provides flexibility for government bodies to justify differentiation in pay grades based on valid reasons, ensuring a balanced approach to salary structures across departments.

[1] Jagdish Kumar v. State (UT of J&K), 2024 SCC OnLine J&K 179.

[2] State Bank of India v. M. R. Ganesh Babu (2002) 4 SCC 556.

King Stubb & Kasiva,
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