Dear Mr S.Manohar,
In a short time a plethora of excellent postings have appeared from the learned members.
May I present my views as under.
When seen from a priority and safety point of view,it has to be
ensured that the recorded enquiry proceedings are on a fair and firm footing.
It should be robust to withstand a possible legal battle in future.
Apart from enquiry proceedings is there a Standing Order that provides for the punishment of Dismissal?
Has the employee been given a copy of the standing order when he joined or were the
contents explained to him in a formal training session or during induction.
I am not sure whether this is mandatory by Law.
Having ensured the above, comes the punishment aspect of the case.
The management may take the call taking a overall view.
This could be, in addition whatever suggestions already made, a demotion or a stopping an increment
or as deemed appropriate. This via media ensures two things.
Punishment awarded to the guilty.
Sympathetic consideration has taken place.
V.Raghunathan..................................... ................................ Navi Mumbai