Dear All,
One of our worker have beaten his co-worker, which is of serious nature & my management have asked me to conduct enquiry. Now I have following questions :-
1. How to proceed for Disciplinary Action.
2. How soon it is to be completed.
3. What is Subsistence Allowance.
4. Who can be management Representative.
Thanks in advance for your valuable information & feedback.
Thanks,
Nishi
From India, Mumbai
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2One of our worker have beaten his co-worker, which is of serious nature & my management have asked me to conduct enquiry. Now I have following questions :-
1. How to proceed for Disciplinary Action.
2. How soon it is to be completed.
3. What is Subsistence Allowance.
4. Who can be management Representative.
Thanks in advance for your valuable information & feedback.
Thanks,
Nishi
From India, Mumbai
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Hi Nishi,
Look dear, first a formal meeting should be arranged as soon as possible with necessary investigation and it should be carried out promptly by the supervisor or appoint a person to do carefully investigate this misconduct how did this come about.
Talk to their supervisor and other co-workers and investigate both the workers and when the truth came into light take the necessary action.
The employee should be notified in writing of any disciplinary case, and when it will be held, allowing enough time for the employee to prepare their response.
In brief
You should
•deal with issues promptly and with minimal delays
•act consistently
•investigate to establish the facts and only proceed to disciplinary action if appropriate
•inform employees about any problem and allow them to respond before decisions are made
•allow employees to be accompanied at any formal disciplinary or grievance meeting
•allow employee to appeal against any formal decision
I have enclosed the DISCIPLINARY ACTION NOTICE or letter format for you.
From India, Gurgaon
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Look dear, first a formal meeting should be arranged as soon as possible with necessary investigation and it should be carried out promptly by the supervisor or appoint a person to do carefully investigate this misconduct how did this come about.
Talk to their supervisor and other co-workers and investigate both the workers and when the truth came into light take the necessary action.
The employee should be notified in writing of any disciplinary case, and when it will be held, allowing enough time for the employee to prepare their response.
In brief
You should
•deal with issues promptly and with minimal delays
•act consistently
•investigate to establish the facts and only proceed to disciplinary action if appropriate
•inform employees about any problem and allow them to respond before decisions are made
•allow employees to be accompanied at any formal disciplinary or grievance meeting
•allow employee to appeal against any formal decision
I have enclosed the DISCIPLINARY ACTION NOTICE or letter format for you.
From India, Gurgaon
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Dear Nishi,
It is really impossible to advise you on ALL the processes and fine pints involved in conducting a Domestic Enquiry.
The attached format maybe of some use to you. But then you will reqire continuoud guidance at ecah step, since you are (perhaps??) doing it for the first time.
This being a serious matter whih will have legal implications/repurcussions at a later stage, it will be best to engage an experiences person, maybe a lawyer to conduct the Enquiry in the capacity of the Enquiry Officer.
For any further advice, please feel free to contact me on my mobile: 09717726667.
Best Wishes,
Vasant Nair
HR Advisor
Karma - HR
From India, Mumbai
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It is really impossible to advise you on ALL the processes and fine pints involved in conducting a Domestic Enquiry.
The attached format maybe of some use to you. But then you will reqire continuoud guidance at ecah step, since you are (perhaps??) doing it for the first time.
This being a serious matter whih will have legal implications/repurcussions at a later stage, it will be best to engage an experiences person, maybe a lawyer to conduct the Enquiry in the capacity of the Enquiry Officer.
For any further advice, please feel free to contact me on my mobile: 09717726667.
Best Wishes,
Vasant Nair
HR Advisor
Karma - HR
From India, Mumbai
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Dear Nishi,
Please read and understand the attached formats. These will surely help you but the conducting a Domestic Enquiry is serious matter having legal implications/manifestations at a later stage, after you decide to and the dismiss the workman.
Best would be to appoint an advocate or an experienced person as the EO and then proceesd. You could perhaps play the role of the Management Representative.
Best Wishes,
Vasant Nair
HR Advisor - Karma HR
From India, Mumbai
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Please read and understand the attached formats. These will surely help you but the conducting a Domestic Enquiry is serious matter having legal implications/manifestations at a later stage, after you decide to and the dismiss the workman.
Best would be to appoint an advocate or an experienced person as the EO and then proceesd. You could perhaps play the role of the Management Representative.
Best Wishes,
Vasant Nair
HR Advisor - Karma HR
From India, Mumbai
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Dear Nishi, Attached the procedures of Enquiry. Addresses all ur query and will be of very useful to you. Regards David
From India, Kochi
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From India, Kochi
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SIMPLE, if you belive the incident is TRUE, then
(1) Issue him a charge sheet narrating the incident in detail in the language understood by him & call for his explanation
(2) Even though the delinquent admits his guilt in his written explanation or had not sent any explanation within the stipulated time, constitute and conduct the domestic enquiry. For this purpose, sent him the notice of hearing, etc, giving ample opporutnity to participate in the enquiry.
(3) If the employee is suspended pending enquiry then Subsistence Allowance has to be paid as per law.
(4) On completion of domestic enquiry, send him the enquiry officer findigs and call for his comments.
(5)Finally issue him the order which should be proporiate to charges provided the charges are proved beyond doubt in enquiry.
From India, Tiruchchirappalli
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(1) Issue him a charge sheet narrating the incident in detail in the language understood by him & call for his explanation
(2) Even though the delinquent admits his guilt in his written explanation or had not sent any explanation within the stipulated time, constitute and conduct the domestic enquiry. For this purpose, sent him the notice of hearing, etc, giving ample opporutnity to participate in the enquiry.
(3) If the employee is suspended pending enquiry then Subsistence Allowance has to be paid as per law.
(4) On completion of domestic enquiry, send him the enquiry officer findigs and call for his comments.
(5)Finally issue him the order which should be proporiate to charges provided the charges are proved beyond doubt in enquiry.
From India, Tiruchchirappalli
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Hi, Please find one seminar report, recently I attended on Disciplinary proceedings Regards Soja
From India, Kochi
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From India, Kochi
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Hi friends,
I am AE, recently joined a reputed private organization. I got this job through campus placement. However, for my senior, it is the third company based on experience. I was sent to the site office from the design office without my consent. I cannot tolerate the behavior of my senior; he is unprofessional. We are treated like laborers (please ignore this line if it is offensive). I am scolded in front of my juniors and other seniors, even from different disciplines. As we stay in the guest house together, he intrudes into our personal space. For instance, he stands in front of us when we wake up and starts saying, "Why do you sleep so much?" He also nitpicks on many trivial matters. I am assigned tasks, but he assumes I cannot handle them and starts pointing out negative aspects of my work.
His continuous mental torture is becoming unbearable. I feel mentally depressed and demotivated solely because of him.
Please suggest a solution on how to face him, and I would like to request a transfer back to the design office.
I am in need of good guidance. Kindly provide me with strong evidence like contacting the Human Rights Commission.
Could you also guide me on how to draft a letter to the management and HR regarding this issue?
My email ID is sheikquadir.in@gmail.com.
From India, Dhanbad
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I am AE, recently joined a reputed private organization. I got this job through campus placement. However, for my senior, it is the third company based on experience. I was sent to the site office from the design office without my consent. I cannot tolerate the behavior of my senior; he is unprofessional. We are treated like laborers (please ignore this line if it is offensive). I am scolded in front of my juniors and other seniors, even from different disciplines. As we stay in the guest house together, he intrudes into our personal space. For instance, he stands in front of us when we wake up and starts saying, "Why do you sleep so much?" He also nitpicks on many trivial matters. I am assigned tasks, but he assumes I cannot handle them and starts pointing out negative aspects of my work.
His continuous mental torture is becoming unbearable. I feel mentally depressed and demotivated solely because of him.
Please suggest a solution on how to face him, and I would like to request a transfer back to the design office.
I am in need of good guidance. Kindly provide me with strong evidence like contacting the Human Rights Commission.
Could you also guide me on how to draft a letter to the management and HR regarding this issue?
My email ID is sheikquadir.in@gmail.com.
From India, Dhanbad
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(Fact Checked)-The user's reply contains accurate information regarding the disciplinary process and key steps to follow. The guidance provided aligns with best practices in handling misconduct issues in the workplace. (1 Acknowledge point)