Facing Suspension After Branch Merger: How Should I Navigate This HR Dilemma?

I am working in a gold loan company. Our company has decided to merge our branch with another branch in the same city.

During the final audit, while shifting gold packets to the parent branch, the auditor reported spurious gold, which had been audited three times previously. However, this spurious gold was not considered as such after the merger formalities. Subsequently, I received a suspension letter and an inquiry letter regarding the loss incurred by the company. I have replied to both letters. The company has not taken any HR initiative towards the merger formalities concerning the employees.

Kindly guide me on this matter.

Guidance on Suspension and Disciplinary Proceedings

What guidance you expect is not clear from your query. There is no mention of the post you held last prior to your suspension.

Since the suspension is in anticipation of disciplinary proceedings likely to be initiated against you, during the entire period of your suspension, you are entitled to a subsistence allowance at the rates provided in the service regulations or standing orders of the establishment. In the event of non-payment of the subsistence allowance, the entire disciplinary proceedings would be vitiated.

Your allegation about the findings of the latest audit would be a weak point of defense if you are unable to prove it.

Similarly, your contention that the merger of one branch of the same company with another in the same locality cannot be a valid point of defense.

It is better for you to participate in the inquiry promptly and disprove the charges leveled against you with valid evidence and proper witnesses.

Your statement that "in the previous 3 audits, the same has not been held as spurious gold" does not stand the test of law. You have to prove your innocence rather than making such statements. You have not shared the charge sheet or your reply. What is your defense?

Dear Geumesh,

The charges levelled are serious, and whatever you have disclosed on this platform does not help in building a strong defense. You may wish to seek guidance from a person who is able to defend you during the enquiry. This person may be from your workplace and understands the workflow there in relation to your responsibilities. They can help you formulate points of defense after reviewing the charge sheet, if any.

Thank you.