How Should HR Handle a Show Cause Notice for Production System Violations?

Ref: HR/Notice/2017/16, Date: 10th June, 2017.

To,
Mr. ---------------
Designation ---------------
Department: ---------------,
Emp_Code: ---------------,

Subject - Show Cause Notice

Dear Mr. ---------------,
It has been reported against you that, on 9th June 2017, you were in the second shift and deployed at -------(Department)-------- in (--------division/plant-------). In your department, some systems are deployed for quality and standard functioning for production. However, you violated the deployed system for fixture maintenance activity, resulting in a defective frame being produced and reaching the customer end (Model - CT100, Qty. - 50 nos.). This may result in a penalty from the customer side. Such an action is considered gross negligence of duties and is completely unprofessional in the capacity of your profile.

Therefore, you are hereby required to submit a written explanation as to why suitable action should not be taken against you for the said misconduct. Your written explanation should reach the undersigned within 48 hours of receipt of this show cause notice. Failing which, it will be understood that you have no explanation to offer, and the management will take deterrent action as deemed fit.

For Company name --- (P) Limited,
Name of the Authorised person
Manager - Human Resources & IR

CC:
1. President - Operations,
2. General Manager - Works,
3. Personal File

The employee is being issued a show cause notice for violating production systems, resulting in the production of defective products. The notice requests the employee to provide a written explanation within 48 hours to justify why suitable action should not be taken against them for this misconduct. It is crucial for the employee to respond promptly and address the concerns raised in the notice. The management will review the explanation provided before determining the appropriate course of action based on the company's policies and relevant labor laws.