hey all, can you provide me a case study : "As an HRD Manager what steps you will initiate before dismissing a workman found guilty of misconduct where there is the presence of a strong employees union."
and also with assignment as : " As a business man, how does MIS come handy to you for providing information at various stages of decision making in today’s world of ever increasing complexities of business management. Also mention the use of computer in MIS (Take any business as an example)."
Please reply me back on romi_cutiepie@yahoo.com
From India, Pune
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and also with assignment as : " As a business man, how does MIS come handy to you for providing information at various stages of decision making in today’s world of ever increasing complexities of business management. Also mention the use of computer in MIS (Take any business as an example)."
Please reply me back on romi_cutiepie@yahoo.com
From India, Pune
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Dear Rome,
There is a standard disciplinary procedure mentioned under the model standing order that needs to be followed. Firstly, you have to issue the detailed chargesheet and show cause notice to the worker. Then, you have to appoint an Enquiry officer for a domestic inquiry, and the same needs to be informed to the concerned worker. There are two ways of inquiry: one is suspension pending inquiry and the other without suspension (as per the nature of misconduct, it needs to be decided).
After completing the inquiry procedure, the inquiry officer submits the report, and based on the report, management may decide to dismiss the worker. This is a bit lengthy process but a more appropriate one. You may also contact your legal advisor for the same if there is a Union for a better way of approach. Make sure that while dismissing the worker, file a caveat in the Industrial and Labor Court.
Hope this will help you.
Regards,
Harshal Sharma
+9561116401
sharmaharshal99@gmail.com
From India, Mumbai
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7There is a standard disciplinary procedure mentioned under the model standing order that needs to be followed. Firstly, you have to issue the detailed chargesheet and show cause notice to the worker. Then, you have to appoint an Enquiry officer for a domestic inquiry, and the same needs to be informed to the concerned worker. There are two ways of inquiry: one is suspension pending inquiry and the other without suspension (as per the nature of misconduct, it needs to be decided).
After completing the inquiry procedure, the inquiry officer submits the report, and based on the report, management may decide to dismiss the worker. This is a bit lengthy process but a more appropriate one. You may also contact your legal advisor for the same if there is a Union for a better way of approach. Make sure that while dismissing the worker, file a caveat in the Industrial and Labor Court.
Hope this will help you.
Regards,
Harshal Sharma
+9561116401
sharmaharshal99@gmail.com
From India, Mumbai
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If you are having problems with your projects, you need to discuss this with your professor/tutor.
You are the person doing the study, not us, and as such, you are expected to do the research, not ask CiteHR members to send you a ready-made answer to hand in as your own work. You will find posts here on CiteHR about the research you are doing. Just use the Search Box at the top of every page.
From Australia, Melbourne
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You are the person doing the study, not us, and as such, you are expected to do the research, not ask CiteHR members to send you a ready-made answer to hand in as your own work. You will find posts here on CiteHR about the research you are doing. Just use the Search Box at the top of every page.
From Australia, Melbourne
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For any disciplinary action, there is a procedure as per the Standing Orders Act and ID Act.
1. Take a written complaint from the concerned department head or employee.
2. Issue a show cause notice to the concerned worker by calling for a written explanation within 48 hours.
3. Based on the explanation and gravity of misconduct, issue a domestic enquiry notice.
4. Appoint an enquiry officer.
5. Conduct a domestic enquiry.
6. Issue the punishment based on the enquiry findings.
If union persons interfere in the process, take an undertaking letter from the union persons and give them a chance to improve things.
V.T. Reddy
From India
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1. Take a written complaint from the concerned department head or employee.
2. Issue a show cause notice to the concerned worker by calling for a written explanation within 48 hours.
3. Based on the explanation and gravity of misconduct, issue a domestic enquiry notice.
4. Appoint an enquiry officer.
5. Conduct a domestic enquiry.
6. Issue the punishment based on the enquiry findings.
If union persons interfere in the process, take an undertaking letter from the union persons and give them a chance to improve things.
V.T. Reddy
From India
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DISCIPLINARY ACTIONS PROCEDURE.xls
Disciplinary policy and procedure.doc