Hi Can anyone make me to understand the process of suspension of an employee and also, Termination. Thank you.
From India, Hyderabad
From India, Hyderabad
Dear Member
There are two types of Suspensions.
One is Suspension from services as a Punishment.
Secondly it is suspension pending enquiry.During suspension pending enquiry the employee will be entitled to Subsistance Allowance which is defined in the Standing Orders.
For the process of enquiry in brief :-
1. Charge-sheet
2. Notice of Enquiry
3. Enquiry (Keeping in view the Principals of natural justice)
4. Findings of Enquiry Officer
5. Showcause notice based on Enquiry Findings and punishment proposed
6. Letter of Punishment (Suspension, termination etc.)
Regards
Preetam Deshpande
From India, Mumbai
130There are two types of Suspensions.
One is Suspension from services as a Punishment.
Secondly it is suspension pending enquiry.During suspension pending enquiry the employee will be entitled to Subsistance Allowance which is defined in the Standing Orders.
For the process of enquiry in brief :-
1. Charge-sheet
2. Notice of Enquiry
3. Enquiry (Keeping in view the Principals of natural justice)
4. Findings of Enquiry Officer
5. Showcause notice based on Enquiry Findings and punishment proposed
6. Letter of Punishment (Suspension, termination etc.)
Regards
Preetam Deshpande
From India, Mumbai
Mr Deshpande has given all details. However I am just adding a few more minute points.
1. Complaint letter from concerned describing the incident
2.Preliminary investigation and then a decision to proceed with disciplinary action
3. Charge sheet preparation
4. Serving of charge sheet/show cause notice
5. Obtain reply from the employee in writing
6. assess the reply and inform the employee stating that the reply is not satisfactory and hence enquiry is being initiated
7. Appoint an Enquiry officer
8. Inform the employee regarding appointment of Enquiry Officer and infor the first date
9. Let the Enquiry officer complete the Enquiry
10.Give the employee an opportunity to be represented by his coworker or if Standing Order provides, Union Represntative
11.Give reasonable opportunities for producing witness and cross examine Managements witnesses
12. Enquiry officers report
13. Examine the report and the Authority to pass a speaking order saying that he has examined the report and agree with the findings and pass a punishment
14. Notmal punishments like suspension warning etc may not require second show cause notice If it is dismissal, second show cause notice specifying the punishment must be given
15 Punishment should be given in writing after the reply in case of dismissal
From India, Chennai
1. Complaint letter from concerned describing the incident
2.Preliminary investigation and then a decision to proceed with disciplinary action
3. Charge sheet preparation
4. Serving of charge sheet/show cause notice
5. Obtain reply from the employee in writing
6. assess the reply and inform the employee stating that the reply is not satisfactory and hence enquiry is being initiated
7. Appoint an Enquiry officer
8. Inform the employee regarding appointment of Enquiry Officer and infor the first date
9. Let the Enquiry officer complete the Enquiry
10.Give the employee an opportunity to be represented by his coworker or if Standing Order provides, Union Represntative
11.Give reasonable opportunities for producing witness and cross examine Managements witnesses
12. Enquiry officers report
13. Examine the report and the Authority to pass a speaking order saying that he has examined the report and agree with the findings and pass a punishment
14. Notmal punishments like suspension warning etc may not require second show cause notice If it is dismissal, second show cause notice specifying the punishment must be given
15 Punishment should be given in writing after the reply in case of dismissal
From India, Chennai
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Termination-emp loyment_563.pdf
Termination letter.doc