If you are employed or engaged by an employer and working as corporate legal professional, how will you help the delinquent employees in drafting replies to the charge sheets which were issued by same employer himself. Every employee in an organisation should note that he or she may not acts on any point which may result in detrimental to the interest of organization or leads to indiscipline among other employees.
Being corporate legal professional, you are aware about the job functions assigned to your role. Are you taking care about all issues pertaining to corporate affairs such as marketing, finance, sales, purchase and including HR also. If you uses to advise management on HR related legals issues also, you are not supposed to render any help to your co-staff member / worker in giving draft replies to their respective charge sheets. Other wise, it may amounts to misconduct and you are require to play dual role i.e as consultant in legal issues pertaining to other dept and as an advisory to union or its member employees who are said to be committed misconduct as per standing orders / service rules of the company.
If you are given sole authority to deal with HR legal issues also, HR dept will be very happy to escape from their job responsibility with regard to enforcing disciplinary actions, then you will be held responsible to frame charge sheet that are to be given to delinquent employees who commits misconduct in future. In such a case, will you help the delinquent employee who commits misconduct in future. in drafting his reply to the charge sheet which is supposed to be drafted by yourself?
So my humble suggestion is that you are not supposed to help any employee who will be given charge sheet or show cause notice that will be issued by HR dept as per the policy of company, in enforcing the discipline in the office.
My concern is based on the query given. I have no role in preparing charge sheet. I should not interfere, unless the Management neglects to follow its own policy or any legal provision conflicting with Managements action. But in case the Management neglects to follow its own policy or any legal provision conflicting with Managements action shall I close my eyes?