Dear Vageesha,
Unable to understand your requirement. But in general it is that any employee is responsible for any indiscipline first of all you should call him and communicate him very specifically in the presence of his immediate superior or HOD. Even after this he has not corected him/ her self then issue a written communication warning him (should also mention the earlier activity ie., communication part also in the letter), even after the warning the situation is the same then you have to issue a show cause notice, if his presence is going to affect the operations or he may tamper the witnesses or the documents then you can suspend him pending enquiry. In normal course if the employees submits his explanation for the show cause notice and in his letter he expresses his mistake and begs for pardon then you can issue one more letter either warning or imposing some punishment like one day / two days suspension basing on the gravity of the mistake, or if you are not happy with the explanation ie., he is not accepting his / her mistake then call for an enquiry (domestic enquiry ). You have to appoint an enquiry office, then organize enquiry, produce witnesses and allow the employee to cross examine, to produce his witnesses finally the enquiry office will submit his findings, basing on his findings and gravity of the mistake you can take decision and issue a letter of the proposed punishment and give him an opportunity to respond, basing on his response you can issue the punishment letter and take action. All the enquiry process should be very transparent, employee should be given an opportunity, a natural justice need to be obtained failing which the enuiry is going to be vitiated. If the employee is under suspension then you have to pay subsistance allowance, if it is not paid properly and timely then there is every possibility of default on the enquiry part. After completion of every thing there is every possibility of the employee going to labour court etc.
with best regards - kameswarao