Warning Letter To Employee For Unacceptable Behaviour And Insubordination
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Dear Mr. V. L. Nagarkar,If the company has incontrovertible evidence of corruption or misuse/abuse of authority, then the company can terminate the DGM even without conducting the domestic inquiry. Nevertheless, going beyond the law, let us look from the managem...
Depending on the nature or gravity of misconduct and existing evidence, you may terminate the DGM (assuming that he will not fall within the category of 'workman' under the ID Act) directly without holding a domestic enquiry. But as an abundance of caution, it i...
I am not entirely in agreement with the views expressed. If there is clinching evidence of misconduct by a person at the level of DGM-HR, just terminate their service forthwith. There is no need to hold any inquiry.Regards,VL. NagarkarHR Consultant
Mr. Divakar,Your comments in the first paragraph are no different from mine. The other parts of your learned observations deal with the post-termination scenario.In my view, when you have clear evidence against the DGM-HR, who is very likely a non-workman, there...
First, refer to the "Service Rules" applicable to DGM-HR. He does not come under the definition of "Employee" as per Section 2(S) of the Industrial Disputes Act, 1947.Issue a Charge Sheet/Show cause Notice leveling Charges of Misconduct/Misappropriation. Give su...
Dear Barani,Mr. Divekar is absolutely right. Unless you follow the proper procedure, it may boomerang on you. The first step is to ensure you have irrefutable proof of any misdeeds. Then proceed with a domestic enquiry. You can find plenty of material on how to ...
What is clause 24 of Industrial Employment Standing Orders?If you have certified standing orders and there is a clause 24, how can we determine what it entails? Standing orders are specific to each company and vary; therefore, without knowledge of what is stated...
Dear Sir,If any employees have a safety variance PPT available, please share it with me.
Good evening,Can anybody share a draft warning letter to be given to a managerial employee for safety violations and arrogant behavior? Secondly, will the clauses under Clause 24 of The Industrial Employment Standing Orders be applicable to him, or should it be ...
Hi Santosh,Subject: Warning Letter for Safety Violation and Arrogant Behavior[Date]Dear [Employee's Name],We hope this letter finds you well. We are writing to address a serious matter concerning your conduct as a managerial employee at [Your Company Name]. It h...