Please tell me the Disciplinary Procedure or Domestic inquiry Process in detail.
From India, Ahmadabad
From India, Ahmadabad
Step 1- If you have proof that the staff has committed any offence which attracts punishment as per the Service Rules/Plolicy of your company, then send him/her a show cause notice as to why he/she should not be prosecuted for the offence. -- We should give them a chance to offer their explanation as per the principles of natural justice.
Step - 2 -- If you receive any written reply within the stipulated time --
(a) If the management is convinced about the reply no need to proceed further.
(b) if the management is not convinced or
If you do not recevieve any reply within the stipulated time, then, deciplenary proceedings can be initiated againt him/her.
Step - 3 -- A date is to be fixed and a conciliation officer to be appointed for conducting concilation proceedings. An oppurtunity is to be given to the deliquent employee to explain his stand vis a vis the stand of the management. The findings of the conciliation officer to be notified to the employee.
If the conciliation officer find the employee to be guilty, then orders could be served on the said empoyee for such acts. If it is a punishment of termination of services, then the appointing authority alone can issue the termination letter.
With my little knowledge i have given the above procedure. Seniors can clarify if there is any mistakes.
Thanking You,
KRISHNARAJ P R
9840355204
From India, Madras
3Step - 2 -- If you receive any written reply within the stipulated time --
(a) If the management is convinced about the reply no need to proceed further.
(b) if the management is not convinced or
If you do not recevieve any reply within the stipulated time, then, deciplenary proceedings can be initiated againt him/her.
Step - 3 -- A date is to be fixed and a conciliation officer to be appointed for conducting concilation proceedings. An oppurtunity is to be given to the deliquent employee to explain his stand vis a vis the stand of the management. The findings of the conciliation officer to be notified to the employee.
If the conciliation officer find the employee to be guilty, then orders could be served on the said empoyee for such acts. If it is a punishment of termination of services, then the appointing authority alone can issue the termination letter.
With my little knowledge i have given the above procedure. Seniors can clarify if there is any mistakes.
Thanking You,
KRISHNARAJ P R
9840355204
From India, Madras
Dear Krishnaraj,
I do suggest one thing here that after issuance of charge sheet company has to display the name of the inquiry officer and not conciliation officer; as conciliation officer is a govt. authority, and simultaneously date,venue of the inquiry to the deliquent employee. Then only inquiry proceedings shall start till its end. Inquiry officer submits his findings and issue a copy of report to the deliquent employee/company; by which an action would be taken.
Regards,
KIRAN KALE
From India, Kolhapur
I do suggest one thing here that after issuance of charge sheet company has to display the name of the inquiry officer and not conciliation officer; as conciliation officer is a govt. authority, and simultaneously date,venue of the inquiry to the deliquent employee. Then only inquiry proceedings shall start till its end. Inquiry officer submits his findings and issue a copy of report to the deliquent employee/company; by which an action would be taken.
Regards,
KIRAN KALE
From India, Kolhapur
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