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2025 (5) TMI 2007 - AT - Companies LawOppression and mismanagement - doctrine of legitimate expectation - appellant No.1 s directorship ceased by operation of law - failure to share any information and financials of the Company - AGM not held in the year ending 31.03.2021 till date nor have sought any extension in this regard - HELD THAT - There are no illegality in the impugned order so far as it relates to the removal of the appellant No.1 as an Additional Director. Secondly it is also opined that shareholder cannot seek relief of his appointment as a director on a doctrine of legitimate expectation. Further it is settled law that complaints of termination of directorship cannot be entertained in an Oppression and Mismanagement petition as has been held in Tata Consultancy Services Ltd Vs Cyrus Investment Pvt Ltd 2021 (3) TMI 1181 - SUPREME COURT wherein the court held In fact the real reason why the complainant companies thought fit quite tactfully not to press for the reinstatement of CPM is that the mere termination of Directorship cannot be projected as something that would trigger the just and equitable clause for winding up or to grant relief under Sections 241 and 242. Conclusion - The appellants claims of oppression and mismanagement were not substantiated; the appellant No.1 s directorship ceased by operation of law on 10.08.2020; procedural irregularities did not amount to oppression; and termination of directorship alone is not a ground for relief under the Companies Act. There is no force in the appeal and accordingly the appeal is dismissed.
1. ISSUES PRESENTED and CONSIDERED
The core legal questions considered by the Tribunal include: - Whether the appellants were subjected to acts of oppression and mismanagement by the respondents under Sections 241 and 242 of the Companies Act, 2013; - Whether the appellant No.1's directorship ceased by operation of law under Section 161(1) of the Companies Act, 2013 due to non-regularization in the Annual General Meeting (AGM) held on 10.08.2020; - Whether the appellants were unjustly excluded from the management and financial affairs of the company; - Whether procedural irregularities such as delay in conducting the AGM, unauthorized changes in bank signatories, and discrepancies in filing of statutory forms constitute oppression or mismanagement; - Whether the doctrine of legitimate expectation applies to the continuation of directorship in the absence of formal reappointment; - Whether termination of directorship can form the basis of relief under the oppression and mismanagement provisions; - Whether the alleged misuse of goodwill, expertise, and illegitimate transfer of shares by respondents were substantiated and constituted oppression or mismanagement. 2. ISSUE-WISE DETAILED ANALYSIS Issue 1: Allegations of Oppression and Mismanagement under Sections 241 and 242 Relevant Legal Framework and Precedents: Sections 241 and 242 of the Companies Act, 2013 provide relief against acts of oppression and mismanagement by controlling shareholders or directors prejudicial to minority shareholders. The guiding principle is that majority shareholders must exercise equity and fair play without prejudicing minority rights. Minor irregularities or procedural lapses do not amount to oppression unless they are continuous and prejudicial. Court's Interpretation and Reasoning: The Tribunal observed that the appellants' allegations largely pertained to minor procedural irregularities such as delay in holding AGM, changes in bank signatories, and discrepancies in statutory filings. The Tribunal held that these do not amount to oppression or mismanagement. The delay in conducting the AGM was attributed to Covid-19 disruptions and non-cooperation of auditors, and was remedied by payment of fines as per Section 99 and compounding provisions under Section 441 of the Act. Key Evidence and Findings: The Tribunal noted that the company had eventually conducted the AGM for the financial year ending March 2021, as reflected in the MCA master data. The alleged discrepancy in MGT-7 form was self-filed by the appellants and the paid-up share capital including appellants' shareholding was correctly reflected in the records. Application of Law to Facts: The Tribunal applied the principle that procedural lapses, when rectified, do not constitute oppression. The absence of continuous and prejudicial conduct by majority shareholders was emphasized. The Tribunal also noted the lack of documentary evidence supporting allegations of misuse of goodwill, expertise, or illegitimate share transfers. Treatment of Competing Arguments: While appellants argued these irregularities demonstrated oppression, the Tribunal rejected this view, emphasizing that such minor acts should be resolved by mutual adjustment rather than judicial intervention. Conclusion: The Tribunal concluded that the alleged acts did not amount to oppression or mismanagement and were not sustainable under Sections 241 and 242. Issue 2: Validity and Cessation of Appellant No.1's Directorship under Section 161(1) Relevant Legal Framework and Precedents: Section 161(1) of the Companies Act, 2013 states that an additional director appointed by the Board holds office only up to the date of the next AGM or the last date on which the AGM should have been held, whichever is earlier. Failure to regularize the appointment in the AGM results in cessation of directorship by operation of law. Precedents such as Krishnaprasad Jwaladutt Pilani Vs Golaba Land and Mills Co and other High Court and Supreme Court decisions affirm that additional directors cease to hold office if not confirmed at the AGM. Court's Interpretation and Reasoning: The Tribunal held that appellant No.1 ceased to be a director on 10.08.2020 since his appointment was not regularized in the AGM held on that date. The Tribunal rejected the appellants' contention that continued participation in Board meetings and signing minutes after that date implied continuation of directorship. The Tribunal distinguished the cited Supreme Court judgment on the Duomatic Principle as relating to acceptance of resignation, which is factually different. Key Evidence and Findings: The respondents relied on the AGM records and statutory filings showing no resolution confirming the appellant's appointment. The appellants pointed to the Board Meeting notice and minutes dated 12.01.2022 showing appellant No.1 as director, but the Tribunal found this insufficient to override statutory provisions. Application of Law to Facts: The Tribunal applied the statutory mandate strictly, emphasizing that the appointment of an additional director lapses if not confirmed in the AGM. It also held that shareholder claims based on "legitimate expectation" of continued directorship are not tenable against the statutory provisions requiring retirement by rotation and confirmation. Treatment of Competing Arguments: The appellants argued estoppel based on conduct and participation post-AGM, but the Tribunal held that such conduct cannot override explicit statutory provisions. The Tribunal also relied on precedents rejecting "legitimate expectation" claims for permanent directorship. Conclusion: The Tribunal upheld the cessation of appellant No.1's directorship on 10.08.2020 by operation of law under Section 161(1) and dismissed claims to the contrary. Issue 3: Whether Termination of Directorship Can Constitute Oppression or Mismanagement Relevant Legal Framework and Precedents: The Supreme Court in Tata Consultancy Services Ltd Vs Cyrus Investment Pvt Ltd held that mere termination of directorship does not trigger just and equitable winding up or relief under Sections 241 and 242. Oppression and mismanagement require conduct prejudicial to minority shareholders beyond termination of office. Court's Interpretation and Reasoning: The Tribunal reiterated that termination of directorship alone cannot be the basis for relief under oppression and mismanagement provisions. It noted that the appellant's removal was by operation of law and not an act of oppression. Application of Law to Facts: Since the appellant's directorship ceased as per statutory provisions, the Tribunal found no ground to treat the cessation as oppressive conduct. Conclusion: The Tribunal held that termination of directorship is not a valid ground for oppression or mismanagement relief. Issue 4: Other Allegations of Oppression and Mismanagement (Misuse of Goodwill, Share Transfers, etc.) Relevant Legal Framework: Allegations of misuse of company goodwill or illegitimate share transfers require documentary evidence to establish oppression or mismanagement. Court's Interpretation and Reasoning: The Tribunal noted the appellants failed to place any documentary evidence before it to substantiate these allegations. Mere averments without proof are insufficient for adjudication under Sections 241 and 242. Conclusion: The Tribunal declined to entertain these allegations due to lack of evidence. 3. SIGNIFICANT HOLDINGS "Not conducting the AGM of a Company within the statutory time or extended time is not a cognizable offence but only a procedural irregularity which can be corrected by payment of fine of Rs. 1 Lakh and additional amount of further fine calculated on the basis of days of delay as envisaged in Section 99 of the Companies Act, 2013." "Effecting a change in the signatory of the Respondent No.1 Company's Bank Account by conducting the Board Meeting and following the due procedure of law cannot be deemed to constitute either as mismanagement of the Company or as oppression of the petitioners herein." "Minor acts of irregularities or mismanagement are not to be regarded as oppression and as far as possible, shareholders should try to resolve their differences by mutual readjustment." "The guiding principle governing the conduct of majority shareholders is equity and fair play, without prejudicially affecting the rights of the minority shareholders. Any act of the majority shareholders which prejudicially affects the rights of the minority shareholders of a company must be continuous acts on the part of the majority shareholders, continuing up to the date of petition, showing that the affairs of the company were being conducted in a manner oppressive to the minority shareholders." "A director who was bound to retire by rotation as well as a director who was an additional director being co-opted by the other directors should be treated as having vacated their office on the last day on which the annual general meeting of the company could have been held." "Shareholder cannot seek relief of his appointment as a director on a doctrine of legitimate expectation." "Mere termination of Directorship cannot be projected as something that would trigger the just and equitable clause for winding up or to grant relief under Sections 241 and 242." The Tribunal's final determinations were that the appellants' claims of oppression and mismanagement were not substantiated; the appellant No.1's directorship ceased by operation of law on 10.08.2020; procedural irregularities did not amount to oppression; and termination of directorship alone is not a ground for relief under the Companies Act.
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