Domestic Enquiry Procedures: How to Adapt Formats for Your Situation

Dear Friends,

Please find a PPT on the procedures to be followed in connection with a Domestic Enquiry. The formats given are changeable according to your situation.

Hope it may be useful to you.

Regards,
Madhu.T.K

Hi,

Wonderful post, thanks a lot. But... I need to know the difference between Disciplinary Action Sheet and Charge Sheet. Is there a difference, or are they the same? I also want to know about the next step after issuing a charge sheet and disciplinary action sheet. Please help me out.

Cheers,
Pankaj

I presume there is hardly any difference between a Charge sheet and a Disciplinary action sheet. Both are simultaneously used, but I think the common term is a charge sheet.

A Disciplinary action sheet may also be interpreted as a general circular or notice issued to a group, for example, for a go-slow or similar tactics. It may also be interpreted as a 'warning Notice' issued to an employee.

Normally, after a charge sheet is issued, the management will wait for an explanation. If the reply is unsatisfactory, then the domestic inquiry will be initiated as mentioned.

Regards,
Madhu.T.K

Dear,

It's a very nice and informative PPT. Could you please specify where I can get the Standing Orders from? Will they be formulated by the organization itself?

I would appreciate your prompt response in this regard.

Regards,
Shahzad

Dear Shahsad Ali,

Standing Orders are drafted and certified following the Industrial Employment (Standing Orders) Act, 1946. According to the Act, certification of standing orders is mandatory for companies employing not less than 100 employees. (There are state rulings wherein companies employing 50 or more are brought under the Standing Orders Act).

The standing orders define the relationship between the employee and employer, making it a fundamental document that clearly states what is to be done and not to be done, including procedures and formalities related to everyday functions. Since it is drafted in consultation with the workmen, the rules are binding on them and cannot be challenged.

Regards, Madhu.T.K

Hi,

Excellent presentation! My compliments.

I have only one observation to make. You have mentioned that the enquiry proceedings should be recorded in the question-answer form. While there is no such rule that the proceedings should be recorded in question-answer or narrative form, I personally feel recording it in a narrative form is more convenient and effective. Only at some point when you want a specific point brought out, a question could be put up and an answer sought.

It is better the option is left to the Enquiry Officer as to which mode he would like to adopt while holding the enquiry. In my personal experience of the last many years, recording it in a narrative form is more convenient and effective.

Cyril

Dear Mr. Cyril,

I have not stated that the proceedings 'should be' recorded in a question-answer manner, but I have stated that it 'may be' recorded. More descriptive and narrative procedures shall also be followed depending upon the nature of the inquiry and, of course, the convenience of the EO.

Thank you very much for the input given. Thanks a lot.

Regards,

Madhu.T.K

Hi,

This is a truly valuable and insightful presentation that enhances understanding of Industrial Relations. Thank you for sharing your efforts and knowledge with us.

Warm regards,
Umesh Chaudhary
welcomeumesh@yahoo.com

I am a final trimester student of IIPM. Thank you for posting such a knowledgeable PPT. I am conducting research on disciplinary actions, and it will be helpful for me. Thank you again.

Dear Madhu ji,

The PowerPoint presentation is very informative. You have created a simple and understandable presentation for everyone in the HR profession. Keep up the good work.

Regards,
PBS KUMAR

Sir,

Thank you very much for posting the informative and useful PowerPoint presentation. It is excellent and will greatly assist me in my research work on this topic.

Regards,
Anil Kumar TP