Dear Citemanites, I was drafting a Memo Policy for Issuing Memo’s and Show cause notice within the organisation . Need your inputs / formats for the same Regards Ruchi
From India, Mumbai
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From India, Mumbai
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Dear Ruchi,
Do check with the link below: https://www.citehr.com/231162-show-cause-notice.html
From India, Bangalore
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482Do check with the link below: https://www.citehr.com/231162-show-cause-notice.html
From India, Bangalore
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Dear Mahesh could you pls guide me with the next steps to be followed after the issue of memo like the second memo, enquiry etc. regards Dinesh Raja. R Executive Hr SAC Engine Components Pvt. Ltd.
From India, Bhubaneswar
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From India, Bhubaneswar
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You have to first collect the data regarding the misconduct committed by the employee from his immediate superior or supervisor. Then carry out the preliminary investigation to verify the facts. Thereafter, take a detailed written report from the supervisor along with the date and time of the misconduct, as well as the names of those involved.
Thereafter, you need to draft a show cause notice stating first the fact of the commission of misconduct, then the applicable clause of misconduct as per the standing orders. Then call for an explanation therein. After the explanation is received, a charge sheet is to be issued, and an inquiry is to be fixed to investigate the charges leveled. In the inquiry, the officer has to follow the prescribed procedure under the standing orders act in accordance with the rules of natural justice. After receipt of the inquiry report, a copy is to be sent to the delinquent employee for his comments. Then, depending upon the nature of the misconduct, punishment is to be awarded if found guilty.
From India, Pune
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Thereafter, you need to draft a show cause notice stating first the fact of the commission of misconduct, then the applicable clause of misconduct as per the standing orders. Then call for an explanation therein. After the explanation is received, a charge sheet is to be issued, and an inquiry is to be fixed to investigate the charges leveled. In the inquiry, the officer has to follow the prescribed procedure under the standing orders act in accordance with the rules of natural justice. After receipt of the inquiry report, a copy is to be sent to the delinquent employee for his comments. Then, depending upon the nature of the misconduct, punishment is to be awarded if found guilty.
From India, Pune
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Employee reference policy.doc