Dual Employment Dilemma: How Should We Handle This Misconduct and Issue a Charge Sheet?

Dear Seniors and Colleagues,

A very good afternoon to you all. One of our workmen has been found to be engaged in dual employment. This matter came to our attention when he submitted his PF claim for transfer. He had worked in another company after leaving our factory premises for four months, and his PF account statement is on record with us. How should we proceed with the next course of action? Can we issue him a charge sheet for this misconduct? If so, could anyone provide a sample charge sheet for reference?

Thank you.

Hi, while I agree with you that dual employment is not ethical, I just want to check in to see in what way it has affected your business. Have you found any performance issues due to dual employment?

Dear Mr. HR-Dynamic,

In regards to the current situation, you can indeed initiate disciplinary action based on the relevant service rules. This action is warranted because it can lead to the following negative impacts:

On the company: Decreased productivity, lack of commitment and loyalty, and knowledge and skill drain.

On the employee: Increased stress and burnout, limited career growth opportunities, and a strained work-life balance.

For guidance on preparing a charge sheet, please refer to the following link. You can modify the misconduct mentioned to suit the specific case:

[Link to sample charge sheet: https://www.citehr.com/640591-sample...who-came.html]

Additionally, aside from any violations of service rules or terms of appointment (if applicable), you can also include engaging in dual employment as a contravention of the provisions outlined in either the Factories Act or the Shop Act, depending on which is applicable.