1. Issue to the concerned Employed Person, a written Letter ( also commnly refereed to as Charge-Sheet or Explanation Letter or Show-Case Notice) notifying him/her the alleged Acts of Misconduct as per the Service Rules as in yourCase, informing him/her Why & How the allegation amounts to Misconduct for which s/he is liable toDisciplinary Action and so, s/he must submit his/her Written Reply/Explanation in Writing within Specified Time Period; and
2. Once, theWritten Reply/Explanation in defense is submitted or recieved, Order an Internal /Domestic/Managerial Inquiry in accordance with the Principles of Natural Justice and the Procedures Prescribed for such Internal Inquiries, and by Appointing an Inquiry Officer or Committee; and
3. Enable the Charge-sheeted Employee to fully participate in the ongong Inquiry Proceedings whwere s/he be given all reasonable Opportunity to Defend his/her Action including Cross-examination of Witnesses and or Evidence produced by the Employer/Management to substantiate the Allegation ; and
4. Based on the Inquiry Report with definite & Conclusive Findings., the Punishing Authority must apply his/her Mind to the Findings in deciding either Condoning or Proportionate Punishment.
It is Important to abide by the Principles of Natural Justice by Giving/Issuing to the so referred to "DelinqueetEmployee" a Set of the Inquiry Findings for his/her informayion and for him /her to submit his/her Representaion, if any in respect of the Inquiry Findings ( Please refer to the Recently Reort Rulimg by our Honble Supreme Court of India in the matter)
Kritarth Team of Trustworthy Inquiry Officers,
29th April 2019
29th April 2019 From India, Delhi