Immediately, conduct a Preliminary Fact-finding Investigation, to ascertain/find out , prima facie, the Bare Facts releted to and connected with the said /reported act of Misconduct i.e. Date (or duration/ period), Time, Venue/Place and the Act, per se of Stealing the Co's /Employer's Data, singly or in connivance and;
once to collect sufficiet reliable info/details of the Case,
1. Frame a Proper Charge-Sheet / Explanation Letter containing "Definite" Act/s of Misconduct/allegations, to be issued to him/her seeking his/her Reply/Explanantion as to Why Diciplinary Action should not be taken including Appointment of Inquiry Officer/Committee who shall commence, conduct and conclude Inquiry in accordance with the Princcples of Natural Justice and as per laid down procedures;
2. On receipt of Inquiry Report with definite and conclusive Findings, the Employer/Punishing Authority need to apply his/her mind tyhereto and decide on te Quantum of Punishment by way of Disciplinary Action as pe the Service Rules /Standing Orders applicable to the Delinquent Employee.
Kritarth Team of HR Professionals who are Appointed as Inquiry Officer
9 Jan 2019
9th January 2019 From India, Delhi