rti and employee

Manager HR(Legal)

An employee of the organisation (an ex-union office bearer) submitts a number og RTI applications daily. The information sought are not directly related to him. He is seeking of all types of information. Some of theinformations are not comming directly under the purview of section 8 but there is apprehension that he will use those information for his personal political gain which may lead to industrial unrest. Can anybody guide how to stop .


Divulging private informations of third parties should be furnished only after obtaining the wriiten consent of the individuals concerned.If you are having apprehensions, you can adopt this modus operandi.In appeal also, the stand could be taken citing the individuals reservations



Pl go through the website of CIC [ Central Information Commission] in which number of decisions have been posted on misuse of RTI Act... take search option... decide modus operandi after going through these judgments


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Dy Director

Even the method ssuggested by Mr Gabriel may be of limited use as refusal of concent by third party is not the sole ground for refusal of information.  CIC has decried this tool to be used to suppress disclosure which will lead to exposure of corruption. You think that the may use the information for personal or political ends he may use it to expose corrution in your department.  So your stand may be against public policy.  Using information for personal and political use is different that using it for anti-national activity. You  are not able to intimate as to what type of information is there and how it can cause industiral unrest.  Industrial unrest has been caused by RTI applications on Commonwelath games, 2G case, Aadarsh society.  You are yourself admitting that the person is careful enough that his application is not hit by section 8. The aim of RTI is to compell honesty and efficienty in Govt offices and the person may pehaps be a tool in the direction.




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