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
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
Dear Rome,
there is a standard disciplinary procedure mentioned under the model standing order which 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 Enqiry officer for domestic enquiry and the same need to be informed to the concern worker.
there are two ways of enqiry one is suspenssion pending enqiry and other with out suspenssion. (as per the nature of misconduct it needs to be decieded)
Then after the complete enqiry procedure the enquire officer submits the report and on the basis of the report mgt may take a decision to dismiss the worker.
This is a bit lenghty process but more appropriate one.
You may contact to your legal advisor as well for the same if there is a Union for better way of approach.
Make sure while dismissing the worker file a caviate in the Industial and labour court.
Hope this will help you.
Regards,
Harshal Sharma
+9561116401
From India, Mumbai
7there is a standard disciplinary procedure mentioned under the model standing order which 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 Enqiry officer for domestic enquiry and the same need to be informed to the concern worker.
there are two ways of enqiry one is suspenssion pending enqiry and other with out suspenssion. (as per the nature of misconduct it needs to be decieded)
Then after the complete enqiry procedure the enquire officer submits the report and on the basis of the report mgt may take a decision to dismiss the worker.
This is a bit lenghty process but more appropriate one.
You may contact to your legal advisor as well for the same if there is a Union for better way of approach.
Make sure while dismissing the worker file a caviate in the Industial and labour court.
Hope this will help you.
Regards,
Harshal Sharma
+9561116401
From India, Mumbai
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From Australia, Melbourne
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 reSearch Box at the top of every page.
From Australia, Melbourne
For any disciplinary action there is procedure as per the Standing orders act and ID act.
1. Take a written complaint from the concerned dept head or employee.
2. Issue a show cause notice to the concerned worker by call for written explanation with in 48 hours
3. Based on explanation and gravity of misconduct issue domestic enquiry notice
4. appoint a enqueiry officer.
5.conduct domestic enquiry
6.Issue the punishment based on enquiry findings
If union persons interferes in between process , take the undertaking letterfrom the union persons and let him give a chance to improve the things.
V.t.reddy
From India
1. Take a written complaint from the concerned dept head or employee.
2. Issue a show cause notice to the concerned worker by call for written explanation with in 48 hours
3. Based on explanation and gravity of misconduct issue domestic enquiry notice
4. appoint a enqueiry officer.
5.conduct domestic enquiry
6.Issue the punishment based on enquiry findings
If union persons interferes in between process , take the undertaking letterfrom the union persons and let him give a chance to improve the things.
V.t.reddy
From India
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