Dear Niket
I am am finding it difficult to restrain my laugh at the query posted by you.
Gentleman in any case whnther he or She is an officer or subordinate absence without prior information is a grave misconduct and it is only not in case of any unforeseen incidence like accident or if nature's call and it very childish to mention that loose motion bouts has prompted one for remain absent. In any organization there is a a system of communication and today's world is flourishing only because of advancement in communication system.
At the last leaving station without information is indeed a misconduct.
RP Singh
From India, Bangalore
2I am am finding it difficult to restrain my laugh at the query posted by you.
Gentleman in any case whnther he or She is an officer or subordinate absence without prior information is a grave misconduct and it is only not in case of any unforeseen incidence like accident or if nature's call and it very childish to mention that loose motion bouts has prompted one for remain absent. In any organization there is a a system of communication and today's world is flourishing only because of advancement in communication system.
At the last leaving station without information is indeed a misconduct.
RP Singh
From India, Bangalore
Hi all,
Misconduct is not something which can change according to people's mind. It should be clearly written down, For Non-Management employees / Workers, the same is clearly mentioned in Standing orders and for Mgmt employees, there is the Conduct Discipline and Appeal rules.
Any act on the part of the employee as mentioned in the above rules is misconduct and is likely to attract a charge sheet and the employee shall be undergoing Disciplinary action. He can explain the reasons for leaving the town during the inquiry proceedings.
However, if the same is not mentioned in these books, it cannot be considered as misconduct and there can be no action against such employees. We have got a lot of court cases in this regards whereby courts have reinstated terminated employees because the charged misconduct were not present in the CDA rules. Courts have said that those were cases of victimisation of the employee.
Moreover, it is the professionalism on the part of the Organisation to mention what is expected out of an employee and what is not. If the organisation has failed to convey to its employees that some action is a misconduct, why should it punish the poor employee for that.
From India, Mumbai
Misconduct is not something which can change according to people's mind. It should be clearly written down, For Non-Management employees / Workers, the same is clearly mentioned in Standing orders and for Mgmt employees, there is the Conduct Discipline and Appeal rules.
Any act on the part of the employee as mentioned in the above rules is misconduct and is likely to attract a charge sheet and the employee shall be undergoing Disciplinary action. He can explain the reasons for leaving the town during the inquiry proceedings.
However, if the same is not mentioned in these books, it cannot be considered as misconduct and there can be no action against such employees. We have got a lot of court cases in this regards whereby courts have reinstated terminated employees because the charged misconduct were not present in the CDA rules. Courts have said that those were cases of victimisation of the employee.
Moreover, it is the professionalism on the part of the Organisation to mention what is expected out of an employee and what is not. If the organisation has failed to convey to its employees that some action is a misconduct, why should it punish the poor employee for that.
From India, Mumbai
one should remember that leave is not a matter of right .you need to take prior permission of the concerned superior before leaving the station or else convey the message over phone if it is not possible meeting him because of urgency . as per policy of the company leaving without permission amounts to misconduct and non compliance with any company standing orders and a displinary action may be intiated against the employee
n v r naidu
From India, Hyderabad
n v r naidu
From India, Hyderabad
If it is a sick leave it may consider but other than that disciplinary act should taken on them.
From India, Hyderabad
From India, Hyderabad
Dear All,
as per me it is misconduct but it is defenetly depends on nature of work.
we can say in manufacturing unit it is a big misconduct. elseware may not be so much. but every person should intimate to concern person for the same. so no other one can suffer.
Regards,
Bhavesh Upadhyay
From India, Mumbai
as per me it is misconduct but it is defenetly depends on nature of work.
we can say in manufacturing unit it is a big misconduct. elseware may not be so much. but every person should intimate to concern person for the same. so no other one can suffer.
Regards,
Bhavesh Upadhyay
From India, Mumbai
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