Dear Veronica,
Please adopt the procedure suggested for disciplinary proceedings to avoid legal complications ;
1. Get done Preliminary enquiry in the matter through a senior/reliable official.
2. Serve notice to the delinquent employee based on the findings of preliminary enquiry. Ask him to explain his position on the allegations within 24 hours. If reply is unsatisfactory, issue detailed Charge sheet incorporating the clauses of misconduct as detailed in the Standing Orders/Code of conduct of the organization or in the employment contract with a list of witnesses & documents the management relied upon.
3. Initiate inquiry giving fair chance to defend the delinquent employee.
4. Terminate the employee if charge(s) proved. Give a copy of the fact finding report of Enquiry Officer to the concerned employee.
5. If standing orders permits, allow the terminated employee to approach the appealing authority to review the decision of termination given by the appointing authority.
R K SINGH
Please adopt the procedure suggested for disciplinary proceedings to avoid legal complications ;
1. Get done Preliminary enquiry in the matter through a senior/reliable official.
2. Serve notice to the delinquent employee based on the findings of preliminary enquiry. Ask him to explain his position on the allegations within 24 hours. If reply is unsatisfactory, issue detailed Charge sheet incorporating the clauses of misconduct as detailed in the Standing Orders/Code of conduct of the organization or in the employment contract with a list of witnesses & documents the management relied upon.
3. Initiate inquiry giving fair chance to defend the delinquent employee.
4. Terminate the employee if charge(s) proved. Give a copy of the fact finding report of Enquiry Officer to the concerned employee.
5. If standing orders permits, allow the terminated employee to approach the appealing authority to review the decision of termination given by the appointing authority.
R K SINGH