I have issued two show cause notices to workers regarding unauthorized absence over the past month. However, there has been no response from their side.
Could you please advise on the next steps to be taken from the HR department?
From India, Delhi
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Could you please advise on the next steps to be taken from the HR department?
From India, Delhi
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Hi,
I hope you meant to say that those employees absconded from work without any information and that you had issued a show-cause notice.
In the case of no response even after the issue of the letter, you should proceed with further disciplinary action, such as termination of employment. But before that, please ensure that the show-cause notice is received by those employees and also try to reach them through all possible sources. Provide a sufficient timeframe for those employees before proceeding with termination.
From India, Madras
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1015I hope you meant to say that those employees absconded from work without any information and that you had issued a show-cause notice.
In the case of no response even after the issue of the letter, you should proceed with further disciplinary action, such as termination of employment. But before that, please ensure that the show-cause notice is received by those employees and also try to reach them through all possible sources. Provide a sufficient timeframe for those employees before proceeding with termination.
From India, Madras
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The recipient is required to respond to the notice within the specified time frame. You can put the employee on suspension if the recipient fails to respond until they provide a satisfactory explanation. Otherwise, you can terminate them if they don't have a valid explanation for the misconduct, especially if they are habitual violators.
From India, Mumbai
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From India, Mumbai
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It has not been mentioned what type of establishment yours is. Do you have any Certified Standing Orders in your Establishment/Organization? If yes, then go by the provisions laid down in the Certified Standing Order. If not, follow provisions under Model Standing Orders as per The Industrial Employment (Standing Orders) Act, 1946.
You should issue Form-I followed by Form-II, thereafter issue a Charge Memo. All the documents must be sent through Registered post to the permanent address of the employee concerned with a copy through email or other means of communication (like Whatsapp).
If the employee fails to reply and submit a satisfactory explanation to justify his/her absence, an inquiry must be set up by appointing an Inquiry Officer and a Presenting Officer/Management Representative. The inquiry should be conducted and completed observing the principle of "Natural Justice." Opportunity may be given to the Charged employee to attend the inquiry through VC, and a link must be sent through email and Whatsapp.
After the completion of the inquiry proceedings, the report should be submitted by the I.O. to the Disciplinary Authority who has to pass orders as may be deemed fit to meet the ends of justice after carefully considering the facts brought out in the inquiry report.
If anyone wants, I can render my services for which I can be contacted through email arunjain.ncl@gmail.com
From India, New+Delhi
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You should issue Form-I followed by Form-II, thereafter issue a Charge Memo. All the documents must be sent through Registered post to the permanent address of the employee concerned with a copy through email or other means of communication (like Whatsapp).
If the employee fails to reply and submit a satisfactory explanation to justify his/her absence, an inquiry must be set up by appointing an Inquiry Officer and a Presenting Officer/Management Representative. The inquiry should be conducted and completed observing the principle of "Natural Justice." Opportunity may be given to the Charged employee to attend the inquiry through VC, and a link must be sent through email and Whatsapp.
After the completion of the inquiry proceedings, the report should be submitted by the I.O. to the Disciplinary Authority who has to pass orders as may be deemed fit to meet the ends of justice after carefully considering the facts brought out in the inquiry report.
If anyone wants, I can render my services for which I can be contacted through email arunjain.ncl@gmail.com
From India, New+Delhi
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While issuing a show cause notice against a complaint or alleged misconduct, a 24 or 48-hour time limit is given to submit a reply. Also, it is stated: "In case we don't receive your reply within the above period, it will be presumed that you have accepted the misconduct and have nothing to say, and necessary disciplinary action shall be initiated as per the law." Accordingly, suitable disciplinary action can be initiated against such employees, depending upon the gravity of the misconduct.
From India, Kochi
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From India, Kochi
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SHOW CAUSE NOTICE.pdf
DISCIPLINARY ACTION.ppt