Bhai log ,:-D
The procedures is as follows(if i am not mistaken).
1.Take in writing from the female employee.
2.Prilimanary Investigation.
3.Issue him show cause notice giving him time to answer
4.After the show cause notice if not satisfied take management into
confidence and conduct domestic enquiry.
5.After DE if he is found guilty shoot him a letter asking "why he should
not be punished " .
6.Punishment (termination ,demotion etc)
Till the enquiry is over you have right to suspend him till the proceeding
are over.
Regards
Rajeev Dixit
(9901436213)
From India, Bangalore
111The procedures is as follows(if i am not mistaken).
1.Take in writing from the female employee.
2.Prilimanary Investigation.
3.Issue him show cause notice giving him time to answer
4.After the show cause notice if not satisfied take management into
confidence and conduct domestic enquiry.
5.After DE if he is found guilty shoot him a letter asking "why he should
not be punished " .
6.Punishment (termination ,demotion etc)
Till the enquiry is over you have right to suspend him till the proceeding
are over.
Regards
Rajeev Dixit
(9901436213)
From India, Bangalore
When I read "misbehaves with a lady associate", I tend to think that both the male staff and lady associate were engaged in some form of "misbehaviour" and were caught red-handed. If this was the case, if the company decides to take action, both should face the music and not just the male staff.
Farah may wish to clarfiy.
Autumn Jane
From Singapore, Singapore
Farah may wish to clarfiy.
Autumn Jane
From Singapore, Singapore
Dear all,
Regarding the misbehaved with female employee, either employee is senior or junior first you have to take in writting from concerned employees with details of complaint give a warning letter and ask him reply of the same letter and if you feel satisfied from his letter and make arrangements for query.
From India, Gurgaon
Regarding the misbehaved with female employee, either employee is senior or junior first you have to take in writting from concerned employees with details of complaint give a warning letter and ask him reply of the same letter and if you feel satisfied from his letter and make arrangements for query.
From India, Gurgaon
In any such incident the show cause notice can be given before the investigation depending on the seriousness of the case.
Give a show cause notice to him and now the onus is one the alleged to prove "why no action should be taken against him" so the invetigation starts right after the show cause.
From India, Lucknow
Give a show cause notice to him and now the onus is one the alleged to prove "why no action should be taken against him" so the invetigation starts right after the show cause.
From India, Lucknow
First of all you should check the corporate policy of your company on sexual harrasment.
Usually every company has a policy of corporate behaviour.
But before following this policy first warn the employee of dire cosequencies under this policy if that doesn't stop misbehaving. If the the process of misbehaving stops then it's good for both the person otherwise should take further process as per the policy of ur organisation
From India, New Delhi
Usually every company has a policy of corporate behaviour.
But before following this policy first warn the employee of dire cosequencies under this policy if that doesn't stop misbehaving. If the the process of misbehaving stops then it's good for both the person otherwise should take further process as per the policy of ur organisation
From India, New Delhi
Dear friend
Along with disiplinary proceduer wrote by other members
Acoording to employee standing order act,
You have to appoint a enquiry officer for Domestic enquiry.
You have to follow Rules of natural justice.
there would be cross examination or Deliquent witness and Managment witness ,finding
will be produced to the competent authority and based on that mangment can take a
action.
Please correct me if needed.
Regards
Pratap kamble
9689901446
From India, Pune
Along with disiplinary proceduer wrote by other members
Acoording to employee standing order act,
You have to appoint a enquiry officer for Domestic enquiry.
You have to follow Rules of natural justice.
there would be cross examination or Deliquent witness and Managment witness ,finding
will be produced to the competent authority and based on that mangment can take a
action.
Please correct me if needed.
Regards
Pratap kamble
9689901446
From India, Pune
Cool Cool Cool! Any complaint from a female employee in regard to what we discuss need not to be in writing. We better try not to contain the issue since you will become directly a party to it at court; if so.
Taking the SC verdicts on the same, we can ask for an explanation from the accused, officially apart from registering an fir. This will contain any further mishaps related to the particular activity. The investigation by vigilance department within the organization can be initiated soon.
From India, Hyderabad
Taking the SC verdicts on the same, we can ask for an explanation from the accused, officially apart from registering an fir. This will contain any further mishaps related to the particular activity. The investigation by vigilance department within the organization can be initiated soon.
From India, Hyderabad
Dear Professional
Initiate Disciplinary Action against Co-worker
Even if it is late ( time-barred) ask the Female Employee to give a written complaint, forthwith, failing which based on her verbal complaint lodged earlier, conduct a Preliminary Inquiry to ascertain whether,prima-facie, the complaint seems authentic(real not imaginary).Ask the Complainant and the Delinquent Employee to be present during this Inquiry along with 1 or 2 witnesses,if any. Complete this Preliminary Inquiry within hours and based on the findings, Frame the Charge-definite, with sufficient precision,mentioning Date, Time and Place of occurrence of the alleged Misconduct- and issue it to him. Take his receipt. Ask him to submit his Reply/ Explanation within Two working Days of receipt of the Explanation Letter. Carefully consider his explanation and if it is found Unsatisfactory, issue an Office Order (singed by the Appointing / Punishing Authority with Office Seal) informing him and her that Management has decided to conduct a Domestic Inquiry into the allegation and the Explanation. Appoint an Inquiry Officer- an impartial Officer/Manager) to conduct & complete the Inquiry Proceedings. The Inquiry
should be as per laid down procedure and must be fair, just and give reasonable opportunity o him to defend his action/ alleged misconduct. On the basis of the Report submitted by the Inquiry Officer, necessary action should be taken as per the Standing Orders of the establishment if allegation is found established.
Harsh KSharan,
New Delhi 09312 650756
From India, Delhi
Initiate Disciplinary Action against Co-worker
Even if it is late ( time-barred) ask the Female Employee to give a written complaint, forthwith, failing which based on her verbal complaint lodged earlier, conduct a Preliminary Inquiry to ascertain whether,prima-facie, the complaint seems authentic(real not imaginary).Ask the Complainant and the Delinquent Employee to be present during this Inquiry along with 1 or 2 witnesses,if any. Complete this Preliminary Inquiry within hours and based on the findings, Frame the Charge-definite, with sufficient precision,mentioning Date, Time and Place of occurrence of the alleged Misconduct- and issue it to him. Take his receipt. Ask him to submit his Reply/ Explanation within Two working Days of receipt of the Explanation Letter. Carefully consider his explanation and if it is found Unsatisfactory, issue an Office Order (singed by the Appointing / Punishing Authority with Office Seal) informing him and her that Management has decided to conduct a Domestic Inquiry into the allegation and the Explanation. Appoint an Inquiry Officer- an impartial Officer/Manager) to conduct & complete the Inquiry Proceedings. The Inquiry
should be as per laid down procedure and must be fair, just and give reasonable opportunity o him to defend his action/ alleged misconduct. On the basis of the Report submitted by the Inquiry Officer, necessary action should be taken as per the Standing Orders of the establishment if allegation is found established.
Harsh KSharan,
New Delhi 09312 650756
From India, Delhi
:) Farah Hello...
You must take time to gather the "facts" and not jump the gun. Did something truly happen or was there a misunderstanding.
If there is a problem, do you have an employee handbook with a policy that discribes actions to be taken with such behavior? If so, follow company policy. If not you might want to consider creating such a manual and to include within in it a section on CODE OF CONDUCT
Depending on the level of conduct you should consider following a Progressive Discipline process:
1..verbal warning
2..written warning
3..suspension
4..termination
However you do not have to follow these steps in order. This is just a guideline. Depending on the infraction, you have to make the call. Remember however, which ever option you choose it sets in place future decisions on like situations.
By the way, did you know that 60 to 70% of all managerial decision have some level of legal ramifications attached to it:?:
Keep this in mind..::-D
Be well,
Dr. Marc :icon1::)
PS 63:7
From United States, Calhoun
You must take time to gather the "facts" and not jump the gun. Did something truly happen or was there a misunderstanding.
If there is a problem, do you have an employee handbook with a policy that discribes actions to be taken with such behavior? If so, follow company policy. If not you might want to consider creating such a manual and to include within in it a section on CODE OF CONDUCT
Depending on the level of conduct you should consider following a Progressive Discipline process:
1..verbal warning
2..written warning
3..suspension
4..termination
However you do not have to follow these steps in order. This is just a guideline. Depending on the infraction, you have to make the call. Remember however, which ever option you choose it sets in place future decisions on like situations.
By the way, did you know that 60 to 70% of all managerial decision have some level of legal ramifications attached to it:?:
Keep this in mind..::-D
Be well,
Dr. Marc :icon1::)
PS 63:7
From United States, Calhoun
In this case, basically we need to investigate on the problem. Speak with the female employee and get the written complaint. Then the Male employee need to be confronted with his Manager and asked for the explanantion....during conversation you will be able to get whole lots of information.......Also, issue him the show cause post discussion....and ask the reason in writting...if employee accepts...take necessary action as per you company policy....in most companies itss termination.....
From India, Delhi
From India, Delhi
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc