What Is The Diff. Btwn Charge Sheet & Disc. Action Sheet

Dear all,
I need to know the difference between Disciplinary Action Sheet and Charge Sheet. Is there is any difference or both are same? I also what to know about the next step after issuing charge sheet and Disciplinary action sheet.
Please help me out.
cheers-
Pankaj

The difference between Charge Sheet is the primary stage sheet which is issued for the charges mentioned against an employee.
Disciplinary Action Sheet is the sheet containing charges proved against an employee & action taken by the company.
Cheers
SJ :D

Mr. Pankaj,
"Charge sheet" is a document in which u shall explain the misconduct of the employee in the form of "Article of Charge" and Charge sheet shall also contain the documents/ witnesses by which you propose to substantiate the charges. "Disciplinary action sheet " is, if I am correct, is the communication to the accused employee that disciplinary action is proposed to be taken against him for his misconduct by enclosing the charge-sheet etc.
Regards
Govans

hi
These are the steps involved Just have a look at it and decide as to where where Disciplinary action sheets falls as I have not heard this terminolgy so far.
1. Receive Complaint
2. Issue show cause notice asking as to why disciplinary action should not be initiated
3. Receipt of reply
4.Decide whether the reply is satisfactory or not
5. If the reply is not satisfactory, proceed with disciplinary action
6. Issue Charge sheet indicating the charges under which the action is proposed to be taken
7 Fix enquiry officer and date
8 Communicate the appointment of enquiry officer and the first date of hearing
9 Enquiry by Enquiry officer
10 Enquiry officer submits report
11. If found guilty,issue show cause as to why punishment should not be awarded and specify the punishment
12. Receipt of reply
13. If reply is not satisfactory, impose the punishment
I might have missed some minor steps. But these are the steps involved.You can decide now as to where the Disciplinary Sheet falls.
Siva

Hi
What Siva has mentioned is absolutely right. Let me add only one point to it.
In S.No.11, He has mentioned about Show Cause Notice. It is called Second Show Cause Notice. When we send Second Show Cause Notice, we have to enclose the copy of Enquiry Findings. If Enquiry Findings are not sent to the delinquent and punishment is inflicted, then it will vitiate the enquiry proceedings. If challenged, the order of the management will be reversed by the Labour Court.
Hope Siva will agree with me.
Thanks & Regards
Kalyan R
Manager - Personnel
Sundaram-Clayton Ltd
Brakes Division
Chennai
Mobile: 9840942232

Hi Kalyan
You are absolutely right. It is called Secod Show cause notice
I did not elaborate much on it. Second Show cause itself is a big subject.Right from who has to sign, reasons for taking the decisons, when second show cause is required, and if Standing orders has no such provision is it to be issued are all questions and clarifications need to be given. There are a few judgements on this subject too
Siva

Charge sheet is issued to an employee when prima facie evidence is found against him under conduct and discipline rules of the company. In the charge sheet statement of allegation is served to the employee and he is asked to explain the reason as to why disciplinary action can not be initiated against you. If the reply of employee is found satisfactory then no disciplinary action is taken against him. If his reply is unsatisfactory a enquiry committee is set up and employee is given full opportunity to defend his case. He has the right to take the support of other employee or lawyer to defend his case. Based on the findings of the enquiry committee, the employer awards appropriate punishment to the employee. If the employee is not satisfied by the findings of the enquiry committee and punishment awarded to him he can go to Court. If a punishment by employer is awarded without issuing charge sheet or setting a enquiry committee court may direct the employer to revoke punishment awarded or can direct the employer to full fill above set norms first and then award punishment or can exonerate the employee giving benefit of doubts.