Mr. Deshpande has provided all the necessary details. However, I am adding a few additional points:
1. Complaint letter from the concerned party describing the incident.
2. Preliminary investigation followed by a decision to proceed with disciplinary action.
3. Preparation of the charge sheet.
4. Serving of the charge sheet/show cause notice.
5. Obtaining a written reply from the employee.
6. Assessing the reply and informing the employee that the response is unsatisfactory, thus initiating an inquiry.
7. Appointment of an Inquiry Officer.
8. Informing the employee about the appointment of the Inquiry Officer and providing the first date.
9. Allowing the Inquiry Officer to complete the inquiry.
10. Granting the employee an opportunity to be represented by a coworker or, if the Standing Order permits, a Union Representative.
11. Providing reasonable opportunities for producing witnesses and cross-examining Management's witnesses.
12. Submission of the Inquiry Officer's report.
13. Reviewing the report and having the authority to issue a speaking order after confirming agreement with the findings and imposing a punishment.
14. Normal punishments such as suspension or warnings may not require a second show cause notice. However, in the case of dismissal, a second show cause notice specifying the punishment must be issued.
15. The punishment, especially in cases of dismissal, should be provided in writing after receiving the employee's reply.