Understanding the Disciplinary Procedure: How Does a Domestic Inquiry Work?

Please tell me the Disciplinary Procedure or Domestic Inquiry Process in detail.

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The Disciplinary Procedure or Domestic Inquiry Process is a formal procedure followed by organizations to address employee misconduct or violations of company policies. It involves a series of steps that aim to investigate the alleged misconduct, provide the accused employee with an opportunity to explain their side, and impose appropriate disciplinary actions if necessary.

The process typically begins with a formal notification to the employee about the allegations against them. This is followed by a thorough investigation conducted by a designated committee or panel. During the inquiry, the employee is given a chance to present their defense and provide any evidence or witnesses to support their case.

After the inquiry is completed, the committee will review all the evidence and testimonies presented before making a decision. Depending on the findings, disciplinary actions such as warnings, suspension, demotion, or termination may be imposed on the employee.

It is essential for organizations to ensure that the Disciplinary Procedure or Domestic Inquiry Process is conducted fairly and impartially, adhering to all relevant labor laws and company policies. This helps maintain a transparent and respectful work environment while also protecting the rights of both the organization and its employees.

Hi Krishnaraj P R,

Here is the corrected version of your text:

Step 1 - If you have proof that the staff has committed any offense which attracts punishment as per the Service Rules/Policy of your company, then send him/her a show cause notice as to why he/she should not be prosecuted for the offense. We should give them a chance to offer their explanation as per the principles of natural justice.

Step 2 - If you receive any written reply within the stipulated time -

(a) If the management is convinced about the reply, there is no need to proceed further.

(b) If the management is not convinced or if you do not receive any reply within the stipulated time, then disciplinary proceedings can be initiated against him/her.

Step 3 - A date is to be fixed, and a conciliation officer is to be appointed for conducting conciliation proceedings. An opportunity is to be given to the delinquent employee to explain his stand vis-a-vis the stand of the management. The findings of the conciliation officer are to be notified to the employee.

If the conciliation officer finds the employee guilty, then orders could be served on the said employee for such acts. If it is a punishment of termination of services, then the appointing authority alone can issue the termination letter.

With my limited knowledge, I have provided the above procedure. Seniors can clarify if there are any mistakes.

Thank you,

KRISHNARAJ P R

9840355204

I hope this helps! Let me know if you need further assistance.

Dear Krishnaraj,

I suggest one thing here that after the issuance of the charge sheet, the company has to display the name of the inquiry officer and not the conciliation officer; as the conciliation officer is a government authority. Simultaneously, the date and venue of the inquiry to the delinquent employee should be provided. Only then can the inquiry proceedings start until its conclusion. The inquiry officer submits his findings and issues a copy of the report to the delinquent employee/company, based on which action would be taken.

Regards,
KIRAN KALE