EMPLOYERS EXPECTATION

Employee

should adhere the companys code of conduct. If they avoids this then it leads to indiscipline/misconduct.

FORM
Disobedience theft, dishonesty,will

fal behaviour, remain absent from work without leave etc.

CAUSES OF INDISCIPLINE
Absence of Effective Leadership :
It results in poor management in areas of direction duidance, instruction etc. It leads to indiscipline.

Unfair Management Practices :

Eg: Payment of lowwages, delay in payment, bad working conditions. It leads to indiscipline.

Divide & Rule Policy:

Managers may often divide the employees into groups, get the information from different groups about others. It leads to indiscipline.

 Non-Uniform Disciplinary Action:

Management has to treat all cases of indiscipline in a fair & equitable way if not it leads to indiscipline.

PRINCIPLES OF NATURAL JUSTICE AND DOMESTIC ENQUIRY

The principle of natural justice states that no man should be held guilty without getting an opportunity to explain his point of view. It states that the worker be given a fair chance : to present evidence of his own choice. to cross examine the managements evidence. to explain his point of view without any pressure or fear. enquiry should be done by non-bias person. enquiry officer(manager) should not take any decision without hearing both the parties.

 the changes made by the employer against the

employee are explained to the worker. If the worker agrees with the changes made against him, the enquiry is dropped. the punishment should not be of proportion to the misconduct of the employee.

DISCIPLINARY PROCEDURES
Issuing a Charge sheet:
Documents Allegation not the conclusion. Specific

Date, Time, Venue of

incident.

Show-Cause Notice:
It requires the worker to show disciplinary action will not be taken against him. Give chance to employee Time is given. cause why

 Domestic Enquiry:
Any explanation. Explanation but not satisfactory to the management. Domestic enquiry starts. Notice.

Examination of Witness by the Enquiry Officer:

Right to cross examine the managements witness. Right to give his view point. Documents examined by enquiry officer.

 Closure of the Enquiry:

Sum-up all the arguments. Signed.

Finding of the Enquiry Officer:

Enquiry officer should provide his decision on the basis of only evidence available & statement made by parties.

Punishment:
Fine, Stopage of increment Demotion Discharge/Dismissial from services Suspension ets.

 Subsistence Allowance:

90 days 50% of salary, more than 90 days 75% of salary if delay.

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