Judgement Briefs

Administrative Law

Manak Lal v. Prem Chand Singhvi

AIR 1957 SC 425

Citation
AIR 1957 SC 425
Court
Supreme Court of India
Date
1957

Facts

  • Manak Lal, an advocate, faced disciplinary proceedings for professional misconduct.
  • A Tribunal was appointed to inquire into the complaint.
  • The Chairman of the Tribunal, Shri Chhangani, had earlier appeared as counsel for Dr. Prem Chand, the complainant, in related criminal proceedings.
  • Manak Lal challenged the Tribunal’s constitution on the ground of bias.

Issue

  • Whether the Tribunal was invalid because one member had previously appeared for the complainant.

Rule

  • In judicial/quasi-judicial proceedings, the decision-maker must be impartial.
  • The test is not actual bias.
  • The test is whether the party could reasonably apprehend that bias may have operated.
  • Justice must not only be done, but must also appear to be done.

Application

  • The Court accepted that Shri Chhangani may not have remembered his earlier appearance for Dr. Prem Chand.
  • It also accepted that he may not have actually influenced the Tribunal unfairly.
  • But actual prejudice was not necessary.
  • Since he had appeared for the complainant in earlier connected proceedings, Manak Lal could reasonably apprehend that the Tribunal may not be fully impartial.
  • Therefore, the Tribunal was technically vitiated by bias.
  • However, the Court then considered waiver.
  • Manak Lal knew the relevant facts: he knew Shri Chhangani had earlier appeared in the connected matter.
  • He was himself an advocate and was represented by legal counsel.
  • Despite this, he did not object at the proper time before the Tribunal.
  • The PPT also notes this point: waiver can be inferred only where the party knew the facts and was aware of the right to object; in Manak Lal, because he was a lawyer and had counsel, waiver was found.

Conclusion

  • The Supreme Court held that the presence of Shri Chhangani created reasonable apprehension of bias.
  • But Manak Lal had waived the objection by not raising it at the proper time.
  • Therefore, the disciplinary decision was not set aside on this ground.
  • Use this case for two points:
  • bias: actual prejudice need not be proved;
  • waiver: a party who knows the facts and still stays silent may lose the right to object later.