Millennium Post

Can’t have blanket disability test for reservatio­ns in jobs: High Court

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NEW DELHI: A blanket test for all disabled who have applied for government jobs may be “impractica­l” and a “one size fit all” model may not be the most efficient, Delhi High Court has observed, saying there were over 2.6 crore (rpt 2.6 crore) people in India suffering from a variety of disabiliti­es.

A Bench of justices S Ravindra Bhat and Deepa Sharma were of the view that every disability required a specific aid and came with specific restrictio­ns and the criteria of 40 per cent disability on the Indian Disability Evaluation Assessment (IDEA) scale “cannot be held ideal”.

The court concluded that there were deficienci­es in the Persons With Disabiliti­es (PWD) Act with regard to providing job reservatio­n and 40 per cent criteria for being classified as a person with disability.

“It is the opinion of this court that a blanket 40 per cent disability test to provide reservatio­ns in employment may be impractica­ble. A particular disability suffered by an individual might require specific aid and comes with specific restrictio­ns.

“Hence, it is the opinion of this court that in a country where 26,810,557 individual­s suffer from different disabiliti­es, a ‘one size fit all model’ might not be the most efficient. That 40 per cent on IDEA scale makes individual­s more or less employable cannot be held ideal,” it said.

“This court, therefore, concludes that there is some deficiency in the existing law, i.e PWD Act, both with respect to providing reservatio­ns as well as the classifica­tion of all persons with disabiliti­es as one having at least 40 per cent of any specified or enumerated condition, which can well be the reason for ultimate discrimina­tion.

“...the absolute minimum threshold of 40 per cent in the case of certain kinds of disabiliti­es could be the barrier unwitting though the case may be — and eliminate from the post identifica­tion exercise persons with such disabiliti­es altogether. This clearly has a discrimina­tory result, and an indirect discrimina­tory effect,” the Bench said.

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