Dear Thakur,
In case the Accused Person did not attend before the Inquiry Authority again and again, the Inquiry authority can continue the process of inquiry in absentia, based on the material records available. But the Inquiry Authority should keep the record of communications sent to Accused by Registered Post or by special messenger as a proof in token of having sent valid communications and obtain valid acknowledgement of the Accused for record.
From Canada, Calgary
37In case the Accused Person did not attend before the Inquiry Authority again and again, the Inquiry authority can continue the process of inquiry in absentia, based on the material records available. But the Inquiry Authority should keep the record of communications sent to Accused by Registered Post or by special messenger as a proof in token of having sent valid communications and obtain valid acknowledgement of the Accused for record.
From Canada, Calgary
Dear All, Please Tell me that How to terminate Irresponsible, Bad Manner, Culprit Union Leader from the Manufacturing Company...?
From India, Mumbai
From India, Mumbai
Dear,
There are many ways and some tricky steps to deploy your current employee. you can use union leader head against employee. just you have to be political and stubborn.
so it depend on your company higher authority to be Mahatma Gandhi or to follow Bhagat Singh Step
Warm Regards.
From India, Sholapur
There are many ways and some tricky steps to deploy your current employee. you can use union leader head against employee. just you have to be political and stubborn.
so it depend on your company higher authority to be Mahatma Gandhi or to follow Bhagat Singh Step
Warm Regards.
From India, Sholapur
If the Management proposes to terminate any employee who committed irregularities, the first initial step is to issue a Charge sheet duly indicating the imputations of mis-conduct, irregularities if any, giving an opportunity to submit his statement of defense to the charge sheet, by giving 14 days time to submit explanation. After receipt of explanation, taking the seriousness of the irregularities, the Management has to appoint an Inquiry Authority to conduct detailed inquiry in the charges/irregularities/imputations of misconduct etc., and report. The Inquiry Authority has to conduct inquiry as per the rules and regulations and provide an opportunity to the Accused Officer to put forth his defense statement, in the interest of natural justice. After receipt of the Inquiry report from the Inquiry Authority, if the charges/misconduct/irregularities etc., are proved beyond doubt, the Management has to issue a final show cause Notice to the Accused Officer, to submit his final statemen
From Canada, Calgary
From Canada, Calgary
dear sir
A union leader is not immune from any disciplinary action. If he is rude and illbehaved and arrogant, you can collect reports in writing from such managers or supervisors who have faced such arrogance and conduct a domestic enquiry against him. If the misconduct is proved in the enquiry and his past record is also bad, you can send him copy of the findings and call for his comments.
From India, Pune
A union leader is not immune from any disciplinary action. If he is rude and illbehaved and arrogant, you can collect reports in writing from such managers or supervisors who have faced such arrogance and conduct a domestic enquiry against him. If the misconduct is proved in the enquiry and his past record is also bad, you can send him copy of the findings and call for his comments.
From India, Pune
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Termination-emp loyment_563.pdf
Termination letter.doc