Government and many large organisations misconduct cases me departmental enquiry chalate hain. Ye criminal trial nahi, but internal quasi-judicial process hota hai jahan employee ke against charges investigate kiye jate hain.

Fair enquiry ke basic elements:

• Clear charge-sheet with specific allegations,
  
• Sufficient time and documents for defence prepare karne ke liye,
  
• Chance to cross-examine witnesses and produce own evidence,
  
• Impartial enquiry officer,
  
• Reasoned findings based on record,
  
• Proportionate punishment order by competent authority.
  

Agar enquiry sirf naam ka ho – no real hearing, pre-decided outcome, documents hide kiye gaye, ya bias evident ho – to employee courts/tribunals me challenge kar sakta hai. Judicial review typically procedure aur fairness pe focus karta hai; courts rarely fresh evidence re-assess karte hain.

Employers ke liye strong, lawful enquiry future litigation se protect karta hai. Employees ke liye suggestion: enquiry ko lightly mat lo, “formal hi toh hai” soch ke attend na karna khud ke khilaaf ja sakta hai. Written defence, witnesses, and relevant documents aggressively but respectfully place karo.

Agar dono side procedure ka respect karein, to departmental system discipline maintain karne ka effective aur fair tool ban sakta hai.