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Dear friend,
Please issue a show cause notice to the employee. After receipt of the reply, if if is not satisfactory, order for a domestic inquiry and provide him ample opportunity to put forth his argument, to meet the ends of natural justice. After receipt of the Inquiry report, take action to inflict punishment, as per the gravity of the charge proved against the employee.
Suri Babu Komakula

From Canada, Calgary
After taking into consideration of the statement of defense with reference to the Charge sheet, you need to conduct an enquiry into the matter. After receipt of the Enquiry report, you have to initiate action based on the findings of the Enquiry Officer. If the accused Officer found to be guilty as per the findings of the Enquiry Officer, you can take action against the charged employee as per the rules of the company. If not proved, close the file.
From Canada, Calgary
You can issue a Charge sheet stating clearly details of misconduct committed..(What and when - the date and time of misconduct ) and show cause
him as to why disciplinary action should not be taken against him.
After receiving his explanation/reply, decide about holding a domestic enquiry - preferably by a lawyer who is experienced in holding
domestic enquiries. You can act, as per the finds of the E.O.
R K Nair

From India, Aizawl
Dear Suri ji/ Nair ji,
The queriest raised his query 14 months back. The issue must have concluded by now. Other learned members has timely advised the queriest as to what to do and therefore there is no point suggesting remedial action to queriest now after so much lapse of time. Rather, we should ask the queriest his experience handling the issue.

From India, Mumbai

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