Supreme Court's Landmark Decision: Can Employees Demand Hindi Communication?

Supreme Court Ruling on Language Correspondence

The Supreme Court, in its order dated 1st May 2013 (copy attached), has held that the Government cannot refuse to correspond with employees in Hindi if required by them. Referring to the Central Civil Services (Classification, Control & Appeal) Rules 1965, the Court stated that if an employee desires, they can insist that the Government reply in Hindi only.

In this case, Mithilesh was appointed as a High Skilled worker in 1994. He was issued a charge sheet in 2004 for alleged misbehavior with a senior officer. Being weak in English, he requested all communication to be in Hindi only. However, his request was denied. The Bombay High Court supported the view of the Central Administrative Tribunal. Nevertheless, on appeal, the Supreme Court overturned the High Court's decision and ruled in favor of the employee.

Regards

The Supreme Court's ruling emphasizes the importance of accommodating employees' language preferences, particularly in official communications. To ensure compliance with this ruling and promote inclusivity in the workplace, organizations should take the following steps:

1. Policy Review: Review existing policies to incorporate provisions that allow employees to request communication in their preferred language, as mandated by the Supreme Court ruling.

2. Training and Awareness: Conduct training sessions to educate employees and managers about the importance of respecting language preferences and the legal implications of non-compliance.

3. Communication Channels: Establish clear communication channels for employees to submit language preference requests, ensuring that these requests are documented and honored promptly.

4. Translation Services: Provide access to translation services or resources to facilitate effective communication between employees and management, especially in cases where language barriers exist.

5. Compliance Monitoring: Regularly monitor and assess compliance with the language preference policy to address any issues or concerns raised by employees promptly.

By implementing these measures, organizations can create a more inclusive and supportive work environment that respects employees' linguistic diversity and upholds their rights as outlined in the Supreme Court ruling.