What action should be taken against employee after receiving not satisfactory explaination ftrm him
From India, Sholapur
Acknowledge(0)
Amend(0)
From India, Sholapur
Acknowledge(0)Amend(0)
Dear Friend,
Upon receiving the explanation for a show-cause notice and deeming it unsatisfactory, the next step is to draft a charge sheet and proceed with conducting an inquiry. You need to appoint an inquiry officer, set a date and time for the inquiry, and instruct the employee who has been charged to attend. Additionally, the employee should be informed that they can seek assistance from a colleague during the inquiry process.
The inquiry officer will conduct the proceedings, providing the charged employee with the opportunity to present their side, cross-examine witnesses, and review any documents submitted. The role of the inquiry officer is to determine whether the employee is guilty or not. If the employee is found guilty, appropriate action can be taken by the management.
Regards,
Kesava Pillai
From India, Kollam
Acknowledge(0)Amend(0)
256Upon receiving the explanation for a show-cause notice and deeming it unsatisfactory, the next step is to draft a charge sheet and proceed with conducting an inquiry. You need to appoint an inquiry officer, set a date and time for the inquiry, and instruct the employee who has been charged to attend. Additionally, the employee should be informed that they can seek assistance from a colleague during the inquiry process.
The inquiry officer will conduct the proceedings, providing the charged employee with the opportunity to present their side, cross-examine witnesses, and review any documents submitted. The role of the inquiry officer is to determine whether the employee is guilty or not. If the employee is found guilty, appropriate action can be taken by the management.
Regards,
Kesava Pillai
From India, Kollam
Acknowledge(0)Amend(0)
Dear Kesav, Recently i gave the interview and asked "how many member can be in the domestic inquiry" How can go through this question pls advise. with regards
From India, Jhajjar
Acknowledge(0)Amend(0)
From India, Jhajjar
Acknowledge(0)Amend(0)
In case the subject matter of the SCN requires imposition of major punishment like then a domestic enquiry can be fixed. Otherwise, if there is no past history of the employee, it is suggested that the employee can be called and orally convinced to give a revised explanation letter accepting the misconduct, based on which a suitable minor punishment can be given. Otherwise, the principles of natural justice should be followed in the conduct of a domestic enquiry.
Even in a domestic enquiry, at the commencement of the enquiry, the EO shall question him on acceptance of charges. If he accepts the charges in toto, then the same shall be recorded and closed. If not, it becomes the responsibility of the complainant or Management Representative to prove charges and the delinquent worker to disprove the same.
M. Venkatraghavan
From India, Selam
Acknowledge(0)Amend(0)
Even in a domestic enquiry, at the commencement of the enquiry, the EO shall question him on acceptance of charges. If he accepts the charges in toto, then the same shall be recorded and closed. If not, it becomes the responsibility of the complainant or Management Representative to prove charges and the delinquent worker to disprove the same.
M. Venkatraghavan
From India, Selam
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Check LisCheck List ofr Disciplinary Proceedings Domestic Enquiry 11 Sep 09.doc
(DOC - ESSPM) Employee Satisfaction Survey Process Manual.pdf