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Role of Employer in Domestic Inquiry
In the context of a domestic inquiry, the role of the employer or punishing authority is crucial in ensuring a fair and lawful process. Here are practical do's and don'ts for employers to consider during a domestic inquiry:
🟢 Do's:
1. Always assess the situation before taking disciplinary action.
2. Conduct a preliminary inquiry to establish a prima facie case for disciplinary action.
3. Frame charges and draft notices with diligence and accuracy.
4. Respect the employee's dignity when serving notices.
5. Maintain confidentiality throughout the process.
6. Provide the employee with a chance to respond in writing.
7. Review the employee's defense with empathy.
8. Appoint competent individuals for the inquiry.
9. Ensure the inquiry is conducted lawfully.
10. Ensure no conflicts of interest among the inquiry members.
11. Support the employee in their defense.
12. Facilitate a timely inquiry process.
13. Uphold discipline while treating all parties fairly.
14. Review inquiry reports carefully.
15. Ensure the punishment aligns with the severity of the misconduct.
🔴 Don'ts:
1. Avoid interfering with the inquiry process.
2. Do not influence the inquiry officer or committee.
3. Refrain from retaliating against anyone involved.
4. Act fairly and reasonably at all times.
5. Avoid abusing authority in inquiry matters.
Employers play a critical role in upholding fairness and justice in domestic inquiries. By following these guidelines, employers can ensure a transparent and lawful process that respects the rights of all parties involved.
From India, Gurugram
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In the context of a domestic inquiry, the role of the employer or punishing authority is crucial in ensuring a fair and lawful process. Here are practical do's and don'ts for employers to consider during a domestic inquiry:
🟢 Do's:
1. Always assess the situation before taking disciplinary action.
2. Conduct a preliminary inquiry to establish a prima facie case for disciplinary action.
3. Frame charges and draft notices with diligence and accuracy.
4. Respect the employee's dignity when serving notices.
5. Maintain confidentiality throughout the process.
6. Provide the employee with a chance to respond in writing.
7. Review the employee's defense with empathy.
8. Appoint competent individuals for the inquiry.
9. Ensure the inquiry is conducted lawfully.
10. Ensure no conflicts of interest among the inquiry members.
11. Support the employee in their defense.
12. Facilitate a timely inquiry process.
13. Uphold discipline while treating all parties fairly.
14. Review inquiry reports carefully.
15. Ensure the punishment aligns with the severity of the misconduct.
🔴 Don'ts:
1. Avoid interfering with the inquiry process.
2. Do not influence the inquiry officer or committee.
3. Refrain from retaliating against anyone involved.
4. Act fairly and reasonably at all times.
5. Avoid abusing authority in inquiry matters.
Employers play a critical role in upholding fairness and justice in domestic inquiries. By following these guidelines, employers can ensure a transparent and lawful process that respects the rights of all parties involved.
From India, Gurugram
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