Dear Seniors,

Emergency leave without pay (LOP) was granted to one of our employees; however, through reliable sources, we found that she had lied to obtain the leave. In this scenario, please clarify whether the lie may qualify as misconduct and lead to termination.

Regards,
ASHISH

From India, Jaipur
Acknowledge(0)
Amend(0)

Dear Ashish,

In legal parlance, "lie" is called "misrepresentation of facts." If an employee has misrepresented the facts and you have concrete evidence, you may investigate the matter by ordering a domestic enquiry. If the misconduct is proven, you may take suitable disciplinary action.

Thanks,

Dinesh Divekar

From India, Bangalore
Acknowledge(0)
Amend(0)

As already suggested, if you have documentary evidence, you can issue a charge sheet, initiate a domestic enquiry proceeding, and take appropriate measures. Make sure that the punishment is proportionate to the gravity of the misconduct.
From India, Kolkata
Acknowledge(0)
Amend(0)

Please check the clause in your Certified Standing Orders. It is not necessary that all Show Cause or Charge sheet turns into an ENQUIRY. If the employee in his reply unambiguously accepts the charges in total, pleads guilty and prays for forgiving where is the question of Conducting ENQUIRY. It is a farce. Conducting Domestic Enquiry, again is a process followed to arrive at a decision on the truthfulness of the charges, and in that process, the Delinquent is given opportunities to defend himself, and the principles of natural justice are followed.
From India, Chennai
Acknowledge(0)
Amend(0)

For the benefit of members attached please find the ppt prepared by me
From India, Chennai
Attached Files (Download Requires Membership)
File Type: ppt Disciplinary.ppt (711.0 KB, 174 views)

Acknowledge(0)
Amend(0)

Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.






Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2025 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.