Dear Ms. Pooja Singh,
While handling correspondence related to discipline or indiscipline, we need to be factual. Phrases like "not doing proper work" or "doing fake work" are vague. We need to be specific and mention clearly the violations of laid down rules, regulations, SOP, etc. When mentioning the violations, we need to specify the type of misconduct, the date of misconduct, and what action was taken, such as whether a verbal or written warning was issued.
Regarding your request for a draft of the warning letter
If an employee has repeatedly engaged in misconduct, it warrants issuing a show-cause notice to request an explanation. If the response is unsatisfactory, a more severe punishment may be necessary. A "Warning Letter" or even a "Strict Warning Letter," though punitive, may not be sufficient to prompt a change in the employee's behavior. Therefore, consider imposing a different punishment such as wage forfeiture.
When a domestic enquiry is necessary
If the employee's misconduct has caused losses for the company and the employee remains uncooperative despite warnings, a domestic enquiry may be necessary. After investigation, if the misconduct is proven, terminating the employee's services may be warranted. Employees have a duty to adhere to prescribed standards to enhance the competitiveness of the enterprise. However, if an employee remains obstinate, appropriate action must be taken. Showing misplaced mercy could lead to further issues for the company.
Thanks,
Dinesh Divekar