Hi
In such a case one need to follow Principles of Natural Justice before taking any action.
for the same following steps are to be initiated.
1. Seek explanation and verify the same.
2. Verify past record of the employee concerned.
3. Decide the offence under Minor/Major Penalty.
4. Hold Departmental Enquiry in accordance to the category of offence
5. Pass the order.
After following the above procedure properly, the concerned employee getting favourable relief from Labour Court and higher Court is remote.
Kumar
From India, Mumbai
In such a case one need to follow Principles of Natural Justice before taking any action.
for the same following steps are to be initiated.
1. Seek explanation and verify the same.
2. Verify past record of the employee concerned.
3. Decide the offence under Minor/Major Penalty.
4. Hold Departmental Enquiry in accordance to the category of offence
5. Pass the order.
After following the above procedure properly, the concerned employee getting favourable relief from Labour Court and higher Court is remote.
Kumar
From India, Mumbai
I agree with Mr. Atul Malve\'s opinion first thing done should be thorough investigation, if he is a regular defaulter its better to take resignation from his side than to terminate him for keep ourself on safe side. A curropt could corrupt the whole organisation better to clear out that source.
From India, Kolhapur
1From India, Kolhapur
Dear Veena,
Awarding punishment without enquiry would be against the principal of natural jusice.
Initiate diciplinary action as per standing orders of your company. Try to obtain aplogy letter / issue
show cause notice and on reciet of his explanation proceed futher.
Also keep in mind that the essense of punishment is to deter like minds to fall in line with discipline.
Thanks.
HC. SUBBARAMU
HR & Labour Law Consultant
Bangaluru
From India, Kochi
Awarding punishment without enquiry would be against the principal of natural jusice.
Initiate diciplinary action as per standing orders of your company. Try to obtain aplogy letter / issue
show cause notice and on reciet of his explanation proceed futher.
Also keep in mind that the essense of punishment is to deter like minds to fall in line with discipline.
Thanks.
HC. SUBBARAMU
HR & Labour Law Consultant
Bangaluru
From India, Kochi
Dear Veena,
This is an issue to do with an employee's integrity and should not be dealt with lightly.
The best course of action would be to confront the employee with all the facts of the farud that he has committed and get him to submit his resignation, accept it and relieve him with immediate effect.
The best concession you will thus grant him is that you are offering the employee an opportunity to make a graceful exit from the organization and thus not jeopradize his future career prospects.
Such instances of gross misconduct have to be dealt with clear firmness.
This could also be a learning experience for you. Maybe you may like to consider having Corporate ties ups with hotels/guest houses in various locations with a system of direct billing. This will also help you save through corporate discounts.
This system should help prevent such attempts at defrauding the Company.
You could also prepare a PPT without specifying names and use it as a case study and share the same with other employees of the Company at appropriate forums.
Best Wishes,
Vasant Nair
From India, Mumbai
This is an issue to do with an employee's integrity and should not be dealt with lightly.
The best course of action would be to confront the employee with all the facts of the farud that he has committed and get him to submit his resignation, accept it and relieve him with immediate effect.
The best concession you will thus grant him is that you are offering the employee an opportunity to make a graceful exit from the organization and thus not jeopradize his future career prospects.
Such instances of gross misconduct have to be dealt with clear firmness.
This could also be a learning experience for you. Maybe you may like to consider having Corporate ties ups with hotels/guest houses in various locations with a system of direct billing. This will also help you save through corporate discounts.
This system should help prevent such attempts at defrauding the Company.
You could also prepare a PPT without specifying names and use it as a case study and share the same with other employees of the Company at appropriate forums.
Best Wishes,
Vasant Nair
From India, Mumbai
he should be terminated because it can happen again and again,,, the person who does it he is not honest with his work, and he create losses for the company.
From India, Ahmadabad
From India, Ahmadabad
Veena,
I suppose you are in HR dept. (I don't know co. name)
I am an engineer working with MNC in Maneja.
In a similar case, my colleague was terminated as he was caught with fake bills.
There are numerous incidents like this, and companies tolerate affairs, adultery but loss of money NEVER.
If you permit, I request you to reveal name of your company. If at all, there is vacancy in Design, project or quality I can pass it to my friends.
Being a new member I can not post my Email here.
Umang Dave
9725671950
I suppose you are in HR dept. (I don't know co. name)
I am an engineer working with MNC in Maneja.
In a similar case, my colleague was terminated as he was caught with fake bills.
There are numerous incidents like this, and companies tolerate affairs, adultery but loss of money NEVER.
If you permit, I request you to reveal name of your company. If at all, there is vacancy in Design, project or quality I can pass it to my friends.
Being a new member I can not post my Email here.
Umang Dave
9725671950
Dear Veena,
Please note that misappropriation of funds/money is some thing serious and major issue. Please trace the past history of the personnel in question and in case there has been a precedence the person does not deserve a clemency.
However, in any case, an explanation from the concerned is a must before proceeding with an action. Preventive action such as notification of hotels at places visits of your company personnel are frequent is desirable besides another way is to fix some amount (on the basis of the type of location/classification of cities) as ceiling towards hotel charges category of employee-wise.
Regards
S.K.Johri
From India, Delhi
Please note that misappropriation of funds/money is some thing serious and major issue. Please trace the past history of the personnel in question and in case there has been a precedence the person does not deserve a clemency.
However, in any case, an explanation from the concerned is a must before proceeding with an action. Preventive action such as notification of hotels at places visits of your company personnel are frequent is desirable besides another way is to fix some amount (on the basis of the type of location/classification of cities) as ceiling towards hotel charges category of employee-wise.
Regards
S.K.Johri
From India, Delhi
Thanks to all for showing ur concern but i feel the company whr m working is not taking this issue seriously...we had a meeting for the same but in vain...he is working since 1 yr. & his HOD saved him...i told the directors tht atleast let me giv him a notice bt they denied ...being into accounts dept.nobody has taken any action. I am dieing here for cost cutting & controlling everything & they are doing nothing....anyways i feel like i am doing bull shit...my management is very much happy with my work & beign female m heading HR & admin dept. but ....some things r lacking & will tk time to b in system as we r coming wit IPO also very soon.
From India, Vadodara
From India, Vadodara
i agreed with mr Atul S Malve enquire about his past worked records and then take think what you have to do. Pardeep
From India, Jamshedpur
From India, Jamshedpur
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