[b][i]Hello,
Kindly accept the in-line response as the reply!![b][i]
[quote="SASHMITA"]Thanks a lot Samvedan, the difference has been explained very well by you. :) :)
You are welcome. I like to help.
As per this, chargesheet is where employee is given a chance to put his perspective or opinion.
Yes please!
If we discuss about service industry, then does issuing three warning letter means termination or not??
In matters of discipline management, service industry is no different than the manufacturing industry. Processes and steps are same legally speaking. The applicable legislations would also be same. The approach may different from one management to another but the principles and rules of lawa will have to be followed. And most importantly "three warnings" do NOT mean termination UNLESS the terms and conditions so stipulate but even that would be, in my considered opinion, against law.
And if employees are reluctant to towards the verbal warnings, what's the best way out to avoid further misconduct or indiscipline.
Sounds odd, but there are "Verbal Warnings" in writing. Not specifically provided in law but entirely permissible. The mechanism is that you warn some one verbally first and then write down the fact with necessary details on a standard form, sign it and put it on cincerned employee's personal file.
And if chargesheet has to be issued then what's the procedure... as it involves a committee and within 48 hrs it has to decide. if not satisfactory.. then the proceeding will continue........ plz correct me and give me a clear picture for the same.
No, a charge sheet does NOT involve any committee at all. The process is:
1) An incident that demands cognizance to be taken by the management takes somewhere in the premises.
2) It needs to be reported by a complainant-the aggreived employee or any other employee who is an obswerver of the same.
3) The HR after making priliminary investigation that such an incident has indeed occured and needs to be taken cognizance of will, if applicable prepare the Chrage Sheet against the errent employee, get it signed by an authorised person and have it issued to the concerned employee.
4) Depending upon the reply, further course of action will be decided.[b
Actually the subject is vast. The above material is just to givve you an idea. if you can provide more details or raise more specific incidents I may be able to offer better advice![u]
Will appreciate your quick response.........
Cheers!
samvedan
October 23, 2007
Regards,
Sashmita