Professional Documents
Culture Documents
Misconduct & Disciplinary Action: Charge Sheet & Domestic Enquiry
Misconduct & Disciplinary Action: Charge Sheet & Domestic Enquiry
Misconduct & Disciplinary Action: Charge Sheet & Domestic Enquiry
Minor Misconducts
The following acts or omission on the part of an employee
shall amount to minor misconduct:
Late coming
Absence from duty without leaves for a period of less than
six days
Loitering, gossiping in department during working hours
Failure to wear tight clothes/specified uniform.
Negligence of duties or neglect of work.
MAJOR MISCONDUCT
Habitual absenteeism without leave for more than 10 consecutive days or over
staying the sanctioned leave without sufficient grounds.
Theft, fraud or dishonesty in connection with the employer’s business or
property.
Taking or giving bribes or any illegal gratification.
Habitual breach of any standing order or any law applicable to establishment.
Collection without the permission of the manager or any money within the
premises of establishment.
Going on legal strike or abetting, inciting, instigation.
Willful slowing down in performance in work or instigation there of.
Willful insubordination or disobedience of any lawful and reasonable order of a
superior.
MAJOR MISCONDUCT
Warning letter
fine
Passing adverse entry in service records,
Recovery of loss of goods for which the concerned workman
is accountable,
Recovery from wages of the whole or part of any loss caused
by the workman through negligence.
PENALTIES FOR MAJOR MISCONDUCT
The following penalties may be imposed for good and sufficient reasons if an
employee found guilty of major misconduct :
Warning or censure,
Withholding of increment,
Fine,
Stopping promotion,
Demotion,
Suspension,
Discharge, dismissal,
Vacation of company quarter or any other punishment which the manager
may deem fit
Disciplinary Action
Why Indiscipline?
Ignorance of rules
Discontented workmen
discipline
Absenteeism
Overstaying leave
Insubordination
Misconduct
Procedures for taking action
followed.
Order of punishment
Sequential Order of Action
Examination of complaints
Preliminary Enquiry/Investigation
Drafting and issue of charge-sheet Memo.
Minor penalty proceedings
Major penalty proceedings
Inquiry proceedings
Charge Sheet
Charge Sheet – A Legal Document
Memorandum of charges
Statement of allegations of misconduct/ omission/ negligence
No particular format prescribed for charge sheet in any Labour enactment
The object is to give the employee exact idea of the misconduct committed by
him so that he may get reasonable opportunity to defend.
It is advisable to obtain a written complaint before issuing a charge-sheet and
as far a possible conduct a preliminary enquiry.
The charge-sheet should be drafted in a clear and unambiguous language.
Wherever possible, the relevant clause of the company’s standing orders
should be mentioned.
If the charges are related to a incident, the date, time, place of occurrence
should be mentioned.
The charge sheet framed should be signed by the disciplinary authority.
If the charge sheet is vague, whole enquiry will be vitiated.
Requisites of Charge sheet
After a charge-sheet has been served, within the specified time for reply,
how he may react ?
Admitting the charges and requesting for mercy
Denying the charges and requesting for an enquiry
Not submitting any explanation at all
•Requesting for more time to submit explanation.
• Giving an ambiguous or obscure reply.
Notice for the enquiry
After consideration of the explanation of the charge-sheeted employee or when no
reply received with-in the specified time limit, the management should issue an
office order appointing an enquiry officer or an enquiry committee, to hold the
enquiry of the charge-sheet.
Who can be an enquiry officer ?
He can be an official of the company or even an outsider, but care should be taken
to appoint only such a person who is neither a witness nor personally connected or
interested in the matter
Domestic Enquiry
Objective & Purpose
Objective:
To highlight the procedure for a fair and proper domestic enquiry
as per requirements of law.
Why Domestic Enquiry?
In today’s context no employer can discharge or dismiss a
delinquent workman even for a serious misconduct without
following an elaborate procedure for taking disciplinary action.
It is only when the workmen is found guilty of the charge in an
enquiry conducted as per the principal of natural justice, that
the employer after following the procedure can punish him as
per the company’s standing orders.
Principal of natural justice :
No man shall be the judge in his own cause
Both sides shall be heard.
Rules of natural justice:
delinquent shall also be served calling on him to show cause ‘why action
delinquent.
Though serving of such notice will not make the process of enquiry invalid
To Date:
-------------
Sub: Absenting without intimation-
Sd/-
Appropriate Authority/ Authorized Signatory
Charge sheet- misbehavior
To Date:
-------
Sub: Misbehaving with fellow Worker
Sd/-
Appropriate Authority/ Authorised
Signatory
Notice of enquiry
To Date:
--------
Sub: Enquiry u/r ___ of Standing Orders
Ref: Charge sheet No.____ dated______
Your explanation dated____
To
Date
--------
Sub: Order of Termination of Service
Ref: Charge sheet No____ dated____
Pursuant to the charge sheet above referred and findings of enquiry report
dated____, the management has come to the conclusion that the charges
leveled against you have been proved categorically.
As you have been found guilty of serious misconduct, the management has
decided to dismiss you from service. However, on compassionate grounds,
we have decided to take a lenient step by imposing a lesser punishment by
discharging you from service with effect from/ with immediate effect.
You are, therefore, directed to settle your dues including salary dues and
handover the charges to Mr________ during office hours on_________
Sd/-
Authorized Signatory