Dear Rajmrpl,
I fully endorse the view of Mr.Nathrao. Having said so, I also have to add that it is purely managerial politics in that the very promotion of the individual might be a ploy to make him a scapegoat in order to save someone else actually responsible and accountable as well for the alleged lapse. Any act of omission or commission that could be brought within the four corners of the term " misconduct " so defined in the rules, regulations etc applicable is the precursor to the disciplinary proceeding. When you are so sure that it was not at all an enumerated misconduct in the Standing Orders by virtue of his employment position at the time of the occurrence, why the management is bent upon fixing him after his promotion? From an ethical perspective, it is certainly not correct. However, in the legalistic approach, if the impact of the alleged lapse has several and long-lasting ramifications which compel disciplinary action on all involved, it is immaterial whether it is an enumerated misconduct or not for the reason that it could be an act of negligence on the incumbent's lower position and as such he can not resist it successfully. But what is important is that he alone shall not be punished just for hushing up the matter. In such an exercise satisfying both legal and moral norms, I would subscribe to the suggestion of Mr.Dhingra.