Dear Friends,
Please find a PPt on the procedures to be followed in connection with a Domestic Enquiry. The formats given are just changable according to your situation.
Hope it may be useful to you.
12th February 2008 From India, Kannur
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File Type: ppt disciplinary_action_122.ppt (355.5 KB, 5982 views)

Wonderful post, thanks a lot. But..
I need to know the difference between Disciplinary Action Sheet and Charge Sheet. Is there is any difference or both are same? I also what to know about the next step after issuing charge sheet and Disciplinary action sheet.
Please help me out.
12th February 2008 From United States
I presume there is hardly any difference between Charge sheet and Disciplinary action sheet. Both are simultaneously used, but I think the common term is charge sheet.
Disciplinary action sheet may also be interpreted as a general circular/ notice issued to a group, say for go slow or similar tactics.
It may also be interpreted as a 'warning Notice' issued to an employee.
Normally, after charge sheet is issued, the management will wait for the explanation. If the reply is unsatisfactory, then the domestic enquiry will be initiated as mentioned.
12th February 2008 From India, Kannur
its a very nice & informative ppt.
please could you specify that where from i got Standing orders??
or it will formulate by Organization itself???
i will appreciate your prompt response in this regard
13th February 2008 From Pakistan, Karachi
Dear Shahsad Ali,
Standing Orders are drafted and certified following Industrial Employment (Standing Orders) Act, 1946. According to the Act, certification of standing orders is mandatory for those companies employing not less than 100 employees (There are state rulings wherein companies employing 50 or more are brought under the Standing rders Act).
The standing orders define the relationship between the employee and employer and as such it becomes a fundamental document which clearly states what are to be done and not to be done, the procedures, formalities in connection with the conduct of even the every day functioning. Since it is drafted in consultation with the workmen, the rules are binding on them and cannot be challenged.
13th February 2008 From India, Kannur
Hi Madhuji,
Your PPT presentation on Disciplinary action is effective and gives a clear understanding on the subject. It is really effective. I welome you & invite to bring more such informations especially on soft skills.
Amitabh :)
13th February 2008 From India, Ranchi
Reply to Disciplinary Action - PPt This is very Useful to all. Thanks and expecting more from our Group Friends Navamani HR Gateway Distriparks (South) Private Limited Chennai.
13th February 2008 From India, Madras
Excellent presentation! My compliments.
I have only one observation to make. You have mentioned that the enquiry proceding should be recorded in the qustion answer form. While there in such rule that the procedings should be recorded in question answer or narrative form, I personally feel recording it in a narative form is more convenient and effective. Only at some point when you want a specific point brought out, a question could be put up and answer sought.
It is better the option is left to the Enquiry Officer as to which mode he would like to adopt while holding the enquiry. In my personal experience of last many years, recording it in a narative form is more convenient and effective.
14th February 2008 From India, Nagpur
Dear Mr. Cyril,
I have not stated that the proceedings 'should be' recorded in question- answer manner but I have stated that it 'may be' recorded........ More descriptive and narrative procedure shall also be followed depending upon the nature of the enquiry and, of course, convenience of the EO.
Thank you very much for the input given. Thanks a lot.
14th February 2008 From India, Kannur
Hey , Excellent presentation and informative , keep doing this kind of presentations. I wish u all the best ramana
15th February 2008 From India, Hyderabad


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