Dear Vageesha,
I am unable to understand your requirements. In general, any employee is responsible for any indiscipline. First of all, you should call them and communicate very specifically in the presence of their immediate superior or HOD. If they do not correct themselves after this, issue a written communication warning them (also mentioning the earlier communication in the letter). If the situation remains the same after the warning, issue a show cause notice. If their presence may affect operations or they could tamper with witnesses or documents, you can suspend them pending an inquiry.
In the normal course of events, if the employee submits an explanation for the show cause notice, admitting their mistake and asking for forgiveness, you can issue another letter, either a warning or imposing a punishment such as a one or two-day suspension depending on the severity of the mistake. If you are not satisfied with the explanation, i.e., if they do not accept their mistake, then proceed with an inquiry (a domestic inquiry). Appoint an inquiry officer, organize the inquiry, present witnesses, allow the employee to cross-examine, and present their witnesses. The inquiry officer will then submit their findings. Based on these findings and the gravity of the mistake, you can make a decision and issue a letter proposing the punishment, giving the employee an opportunity to respond. Depending on their response, you can issue the punishment letter and take action.
The entire inquiry process should be transparent, providing the employee with a fair opportunity. Failure to uphold natural justice may invalidate the inquiry. If the employee is under suspension, subsistence allowance must be paid. Failure to pay this allowance properly and promptly may lead to issues with the inquiry. After completing all procedures, there is a possibility of the employee taking the matter to the labor court.
Best regards,
Kameswarao
From India, Hyderabad
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32I am unable to understand your requirements. In general, any employee is responsible for any indiscipline. First of all, you should call them and communicate very specifically in the presence of their immediate superior or HOD. If they do not correct themselves after this, issue a written communication warning them (also mentioning the earlier communication in the letter). If the situation remains the same after the warning, issue a show cause notice. If their presence may affect operations or they could tamper with witnesses or documents, you can suspend them pending an inquiry.
In the normal course of events, if the employee submits an explanation for the show cause notice, admitting their mistake and asking for forgiveness, you can issue another letter, either a warning or imposing a punishment such as a one or two-day suspension depending on the severity of the mistake. If you are not satisfied with the explanation, i.e., if they do not accept their mistake, then proceed with an inquiry (a domestic inquiry). Appoint an inquiry officer, organize the inquiry, present witnesses, allow the employee to cross-examine, and present their witnesses. The inquiry officer will then submit their findings. Based on these findings and the gravity of the mistake, you can make a decision and issue a letter proposing the punishment, giving the employee an opportunity to respond. Depending on their response, you can issue the punishment letter and take action.
The entire inquiry process should be transparent, providing the employee with a fair opportunity. Failure to uphold natural justice may invalidate the inquiry. If the employee is under suspension, subsistence allowance must be paid. Failure to pay this allowance properly and promptly may lead to issues with the inquiry. After completing all procedures, there is a possibility of the employee taking the matter to the labor court.
Best regards,
Kameswarao
From India, Hyderabad
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DISCIPLINARY ACTIONS PROCEDURE.xls
Improving Employee Performance Through Workplace Coaching.pdf