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.