As per the Standing Orders of my company, some of the major penalties for misconduct do not have a specified time period. For example, stoppage of "one" increment, stoppage of N (nos.) of increments, reduction to a lower grade or post, or lower stage in a timescale.
The promotion policy states that for the purpose of promotion, an employee should not be under any disciplinary inquiry proceedings or punishment within the last year. However, when a charged employee is found guilty and punished with, for instance, stoppage of one increment, does this imply that the period of punishment is one year, considering the immediate nature of the punishment without a specified time frame?
Your comments are welcome. Thank you.
From India, Purulia
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20The promotion policy states that for the purpose of promotion, an employee should not be under any disciplinary inquiry proceedings or punishment within the last year. However, when a charged employee is found guilty and punished with, for instance, stoppage of one increment, does this imply that the period of punishment is one year, considering the immediate nature of the punishment without a specified time frame?
Your comments are welcome. Thank you.
From India, Purulia
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Before imposing the punishment, you should seek permission from the government (Labour Officer) by requesting them to grant permission to impose the particular punishment as per the standing order for one year for the misconduct for which the enquiry officer's domestic enquiry report also proves the misconduct.
After availing the permission, you can impose the punishment. Otherwise, you may end up paying back wages or whatever. All the best.
From India, Chennai
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After availing the permission, you can impose the punishment. Otherwise, you may end up paying back wages or whatever. All the best.
From India, Chennai
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Your standing order states that there should not have been any:
- disciplinary enquiry proceeding
- any punishment within the last one year.
So when you are determining an increment, you need to check whether there was any punishment ordered during the last year. If the individual had one increment held back, then the one-year period would count from the time the increment was withheld. Essentially, they would have to miss one increment, regardless of whether it is the one currently under evaluation or one that has already been withheld. You cannot withhold an increment twice—once due to a disciplinary committee order and once because the one-year period has not passed.
As per the Standing Orders of my Company, some major penalties for misconduct do not have a specific time frame. For example, stoppage of "one" increment or "Stoppage of N (nos.) of increment or reduction to a lower grade or post or lower stage in a timescale.
The promotion policy stipulates that for promotion purposes, an employee should not be under any disciplinary enquiry proceeding or under punishment within the last year. However, when an employee who has been chargesheeted is found guilty and punished by, let's say, "Stoppage of one increment," does it mean the period is one year, considering the punishment is immediate and without a specific time frame?
Your comments on this matter are welcome. Thanks.
From India, Mumbai
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- disciplinary enquiry proceeding
- any punishment within the last one year.
So when you are determining an increment, you need to check whether there was any punishment ordered during the last year. If the individual had one increment held back, then the one-year period would count from the time the increment was withheld. Essentially, they would have to miss one increment, regardless of whether it is the one currently under evaluation or one that has already been withheld. You cannot withhold an increment twice—once due to a disciplinary committee order and once because the one-year period has not passed.
As per the Standing Orders of my Company, some major penalties for misconduct do not have a specific time frame. For example, stoppage of "one" increment or "Stoppage of N (nos.) of increment or reduction to a lower grade or post or lower stage in a timescale.
The promotion policy stipulates that for promotion purposes, an employee should not be under any disciplinary enquiry proceeding or under punishment within the last year. However, when an employee who has been chargesheeted is found guilty and punished by, let's say, "Stoppage of one increment," does it mean the period is one year, considering the punishment is immediate and without a specific time frame?
Your comments on this matter are welcome. Thanks.
From India, Mumbai
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Generally, promotion of employees is based on several parameters such as merit, seniority, blemishless service in the feeder cadre, etc. Blemishless service of the employee otherwise fit for his due promotion could be objectively evaluated based on the punishment, if any awarded to him in the near past. Punishment is the final aspect of disciplinary control in any organization. Punishment, per se, attaches some stigma to an employee's career advancement. However, if it is given too much consideration in every promotion, its impact will be very negative as it would amount to multiple punishments. That's why in the promotion policy of any organization, relaxation to any past punishment is reflected in the form of a definite time frame of its operation. At the same time, a delinquent employee cannot be permitted to stake his claim for promotion as a matter of his employment right based on the absence of punishment within the stipulated time frame due to pending disciplinary proceedings. To curb such tendencies, a restriction is imposed in the form of a bar on employees facing disciplinary action at the time of their promotion.
Coming to your question, Jay, stoppage of an employee's increment as a punishment cannot be indefinite when you have a standard time scale of pay with fixed annual incremental benefits. That's why the order of punishment should specifically state whether the stoppage of increment is cumulative or non-cumulative. Otherwise, it is to be inferred as non-cumulative only, as the employee will lose the increment for the particular year only. In the case of stoppage of increment with cumulative effect, he will lose one increment forever. In any case, the operative period of such stoppage should be reckoned with the number of annual increments ordered to be denied for the consideration of his promotion purpose. For example, if it is one increment, the punishment will be in operation during that particular year his increment is withheld, and if it is two increments, during the period of the entire two years, and the like.
Regarding Stephan's contention of prior permission from the Labor Department on the matter, it seems to me not correct.
From India, Salem
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Coming to your question, Jay, stoppage of an employee's increment as a punishment cannot be indefinite when you have a standard time scale of pay with fixed annual incremental benefits. That's why the order of punishment should specifically state whether the stoppage of increment is cumulative or non-cumulative. Otherwise, it is to be inferred as non-cumulative only, as the employee will lose the increment for the particular year only. In the case of stoppage of increment with cumulative effect, he will lose one increment forever. In any case, the operative period of such stoppage should be reckoned with the number of annual increments ordered to be denied for the consideration of his promotion purpose. For example, if it is one increment, the punishment will be in operation during that particular year his increment is withheld, and if it is two increments, during the period of the entire two years, and the like.
Regarding Stephan's contention of prior permission from the Labor Department on the matter, it seems to me not correct.
From India, Salem
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