Dear Sonal Dash,
What is the context of your query? Are you an aggrieved employee? Have you raised this query in the capacity of the HR professional? What exactly was the incident? Did it happen for the first time, or it is a repetition? Did a manager come to the HR Department and express his/her frustration against an employee, and you have written down exactly what he/she told you?
An employee can be issued a charge sheet for the misconduct mentioned in the Standing Orders approved by the competent authorities. Before issuing the charge sheet, a domestic enquiry should be conducted, and the Enquiry Officer (EO) should verify and investigate the facts. The focus of the enquiry should be on what happened rather than generating evidence to establish someone's culpability. The comments on the charges mentioned in your post are as follows:
a) Jealousy: - I don't think this misconduct is mentioned in the standing orders. However, effects of the jealousy can be misconduct.
b) Work efficiency: - Yes, subpar efficiency could be misconduct. However, the employee should be communicated well in advance about the norms of efficiency. The measurement of efficiency should be for the work that is part of the employee's Job Descriptions (JDs).
c) Compromise in quality: - This is similar to (b) above. The employee should be informed well in advance how the quality of the work will be measured, when it will be measured, how frequently it will be measured, etc.
d) Negativity: - This is similar to the point (a) above. Negativity in itself cannot be the misconduct, but it could become the cause of the misconduct.
Thanks,
Dinesh Divekar