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Domestic enquiry officer did not permit the workman to produce all his witnesses on the plea - does enquiry officer have the power to prune evidence?
1.in domestic enquiry against a workman the enquiry officer did not permit the workman to produce all his witnesses on the plea that evidence may be repetitive and may delay the enquiry. the workman was prepared to record evidence by bulk affidavits to save time. does enquiry officer have the power to prune evidence? 2. the termination letter is signed by a person who is not manager notified under standing orders.is termination valid? warm regards.
Domestic enquiry
An enquiry officer was appointed by the disciplinary authority for conduct of domestic enquiry against an employee the enuiry officer had conducted enquiry and concluded that the employee is guilty of all charges. another charge sheet had been issued on the same employee for similar misconduct. the same official had been appointed as the enquiry officer for the second charge sheet. now the employee has represented for change of enquiry officer stating that the enquiry officer is biased as he had earlier held him guilty of the same charges. do we have to consider the request or deny the request what is the legal position. kindly forward your views along with extract of case laws please.
Relieving of a workman amids ongoing enquiry - he got a stay from the court against his transfer orders
Hi a union leader was transferred but he got a stay from the court against his transfer orders. in the meantime he was involved in serious misconduct and management suspended him pending enquiry. also a criminal case was lodged against him under the provisions of ipc. now the court has vacated the stay on his transfer and management wants to relieve him immediately. my query is that: 1.0 whether anything is to be mentioned in the relieving letter related to ongoing disciplinary proceedings. we have given him the letter giving the date of start of enquiry proceedings but before the start of the enquiry we got a transfer stay vacated from the court and the circumstances compelled him to relieve himself and his new place. 2.0 what is the fate of the enquiry proceedings? at the new place we will have to appoint a new enquiry officer. 3.0 incidentally enquiry letter is given but enquiry is not started. suppose if enquiry proceedings would have been started how to effect the relieving in such cases. i mean can a workman be relieved amid ongoing enquiry proceedings if yes how to complete the enquiry proceedings at a new place where practically not possible to have the same enquiry officer? can an enquiry be completed by two enquiry officers? regards
Domestic enquiry conducted in unfair manner...
Dear all i am working in pvt ltd company. my company management misused workers pf money which they had deducted from workers salary. i raised that issue and due to that was filed. now the management targeted me and suspended me in november 2014. now the enquiry is over and in whole enquiry management failed to prove the charges which leveled against me. but even they failed to do so still enquiry officer is giving his judgement against me. in his reports he showed that i found guilty for the charges. now is there any steps which i can take against the enquiry officer for his unfair enquiry conduct.?? is there any steps due which i can dragged that enquiry officer in court for his unfair enquiry report?? please advice me as i am totally disturbed due to this reason. thanks mangesh n.
The process of termination for misconduct... please help me with the procedure.
Dear all the process of termination for misconduct as i read is as follows: stage 1: written complaint allegations & surrounding facts stage 2: preliminary enquiry whether there exists a prima facie case? stage 3: charge sheet detailed facts & allegations should not be vague in writing signed stage 4: enquiry officer free from any bias or preconceived notions acquainted with the procedures stage 5: show cause notice details of all findings stage 6: punishment should not be construed as victimization or unfair labour practice pl guide me as to do we need to inform any statutory or labour court regarding this? i am the only hr in the company. how can i effecticvely carry out this process? pl guide as to who can be enquiry officer? what should be the time line?
Sample of an appointment letter for welfare officer - company crossed 500+ strength
Dear patrons my company crossed 500 strength and thus the inspector of factories told to appoint a welfare officer as per rule 76b of factory rules. now i need to issue an appointment letter. i need a sample of an appointment letter in this regard. regards