Hello, I was working with Group Hotel for 1 year. Initially, the HR Sir informed me that I was suspended pending an inquiry. After 8 days, the HR manager informed me that I could not continue in my job as I had not provided accurate information regarding a tip amount given by a guest directly to a bellboy, which they considered fraudulent.
He asked me to submit a resignation letter before he could provide me with clearance and the necessary certificates. I provided an explanation and submitted the resignation letter as requested. I am unsure whether the management is at fault or if it is my mistake. I have suddenly found myself without a job and am unsure of what steps to take next.
From India
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He asked me to submit a resignation letter before he could provide me with clearance and the necessary certificates. I provided an explanation and submitted the resignation letter as requested. I am unsure whether the management is at fault or if it is my mistake. I have suddenly found myself without a job and am unsure of what steps to take next.
From India
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Honesty, as always, is the best policy to follow for one and all. However, any allegation of acts of misconduct on the part of any employed person has to be dealt with as per the sequence listed below:
1. Issue to the concerned employed person a written letter (also commonly referred to as a charge sheet, explanation letter, or show-cause notice), notifying him/her of the alleged acts of misconduct as per the service rules applicable in your case. Inform him/her why and how the allegation amounts to misconduct for which s/he is liable to disciplinary action. Therefore, s/he must submit his/her written reply/explanation in writing within the specified time period.
2. Once the written reply/explanation in defense is submitted or received, order an internal/domestic/managerial inquiry in accordance with the principles of natural justice and the procedures prescribed for such internal inquiries, appointing an inquiry officer or committee.
3. Enable the charge-sheeted employee to fully participate in the ongoing inquiry proceedings where s/he is given all reasonable opportunity to defend his/her actions, including cross-examination of witnesses and evidence produced by the employer/management to substantiate the allegation.
4. Based on the inquiry report with definite and conclusive findings, the punishing authority must apply his/her mind to the findings in deciding either condoning or proportionate punishment.
It is important to abide by the principles of natural justice by giving/issuing to the so-referred-to "delinquent employee" a set of the inquiry findings for his/her information and for him/her to submit his/her representation if any in respect of the inquiry findings (please refer to the recently reported ruling by our Honorable Supreme Court of India on the matter).
Kritarth Team of Trustworthy Inquiry Officers, Bengaluru Office, 29th April 2019
From India, Delhi
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2141. Issue to the concerned employed person a written letter (also commonly referred to as a charge sheet, explanation letter, or show-cause notice), notifying him/her of the alleged acts of misconduct as per the service rules applicable in your case. Inform him/her why and how the allegation amounts to misconduct for which s/he is liable to disciplinary action. Therefore, s/he must submit his/her written reply/explanation in writing within the specified time period.
2. Once the written reply/explanation in defense is submitted or received, order an internal/domestic/managerial inquiry in accordance with the principles of natural justice and the procedures prescribed for such internal inquiries, appointing an inquiry officer or committee.
3. Enable the charge-sheeted employee to fully participate in the ongoing inquiry proceedings where s/he is given all reasonable opportunity to defend his/her actions, including cross-examination of witnesses and evidence produced by the employer/management to substantiate the allegation.
4. Based on the inquiry report with definite and conclusive findings, the punishing authority must apply his/her mind to the findings in deciding either condoning or proportionate punishment.
It is important to abide by the principles of natural justice by giving/issuing to the so-referred-to "delinquent employee" a set of the inquiry findings for his/her information and for him/her to submit his/her representation if any in respect of the inquiry findings (please refer to the recently reported ruling by our Honorable Supreme Court of India on the matter).
Kritarth Team of Trustworthy Inquiry Officers, Bengaluru Office, 29th April 2019
From India, Delhi
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