The first Appellate Court rightly considered this aspect. Though the departmental witnesses were examined and some defence witnesses were addressed certain questions recorded as cross-examination, but these questions were found to be not reflecting any bias against the employee or in favour to the department. This issue, thus, is required to be appreciated in the background that the Enquiry Officer generally is required to address question and would have a right to question either the witnesses or even the delinquent employee. The right to address question may also be seen in the context of Court's power to address question. Though not applicable , reference may be made to Section 165 of the Evidence Act about the powers of the Courts to address question. This Section leaves a very wide power with the court or the Judge to put questions or direct production of any material. The Judge may, in order to discover or to obtain proper proof of relevant facts, ask any question he pleases, in any form, at any time, of any witness, or of the parties, about any fact relevant or irrelevant; and may order the production of any document or a thing. This being the wide power available with the courts, which are detailed to determine the issues, though may not be strictly apply to the enquiry proceedings but can certainly be taken as a guidance. To almost similar effect are the duties cast on the Enquiry Officer under Rule 8 of the Punishment Rules. He may not be a Judge in strict sense, but he is to judge a cause and has to decide on issues, for which he is detailed to enquire. Once Enquiry Officer is given power to question even the delinquent employee, it cannot be said that he would not be in a position to