PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Insolvency N Gst Professional
Posh Programs; Hr Management Consultants
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nathraoLet them conduct enquiry.But tell them to do it time bound manner.
Document the fact that enquiry was ordered only on your resignation.
As Head HR you must already be aware of the old issue.
Collect and collate all papers related to it.
Inform the company of your willingness to cooperate with a time bound enquiry and also that due to medical requirements, it needs to be completed at one place and repeated delays,calls for attending enquiry is to be avoided.
If still they create problems for relief ,consult advocates who deal with HR matters.
What is the exit policy of your organisation?
may be due to medical needs,exit may not in compliance of notice period etc.
Keep your medical documents ready.
From India, Pune
Kritarth ConsultingNo Internal / Departmental / Managerial Enquiry will be Valid, Lawful and according to the Universal Principles of Natul Justice, Unless YOU ARE duly informed in writing of the " Allegation" being levelled against you /to be enquired into. Hence. please request/write back to your Employer/ / Appointing & Punishing Authority to inform you Specifically 1) the Date, 2) the Tme, 3) the Place and "Acts of Alleged Misconduct" aginst you. As a Law-abiding Employee / Individual/Person, please submit your Written Explanation to the "allegations", in your defnce and therafter Participate in Enquiry Proceedings whenever commenced, conductd and concluded.
Once the Enquiry Report with Conclusive & Definite Findings are arrived at by the Enquiry Officer/ Committee, the Punishing Authority is Law-Bound in India to give you an Opportunity to "Represent" against the Findings and the Proposed Punishment.
Harsh K Sharan, Kritrth Team,
From India, Delhi