Sanjib D Lahkar
8

Dear Friends,
I am attaching herewith a "Check List" for cross checking the procedure followed in a Domestic Enquiry.
I will grateful for suggestions on improving the same and be advised on any anamolies/mistakes in the attachement.
Regards,
Thanks,
Sanjib.

From India, Delhi
Attached Files (Download Requires Membership)
File Type: doc Check LisCheck List ofr Disciplinary Proceedings Domestic Enquiry 11 Sep 09.doc (38.0 KB, 4550 views)

adv.arunlal@gmail.com
1

00-00-2021

To
<Name>
<Address>
<Employee Code>


Sub: Your unauthorised Absence from duties and the reported financial fraud of you at ……………..branch
Dear ________,
It has been observed from your attendance record during the period ____January 2020 to ___February 2020 that you remained absent, i.e. without intimation / pre-sanction and / or permission, from your superiors.
You are asked to show-cause, as to why management should not initiate a disciplinary action for your unauthorized absence as mentioned above as per the provisions under applicable law and as per the terms and conditions of your employment agreement with our Company.
Further to that, from the report of Internal Auditors dated ……… company discovered significant financial irregularities/ fraud committed by you during your employment as ………<designation>…………at ……………….branch and the Company sustained a loss to the tune of Rs. ..........‬/- (Rupees ............................................. only). The details of such financial irregularities/ fraud committed by you are mentioned in the Annexure to this notice.
You are required to submit your written explanation within 7 days on the receipt of this show-cause notice by you. In case, we do not receive your written explanation within the stipulated time, it will be presumed that you do not want to offer any explanation and management shall take an appropriate legal action in the matter as deemed fit.
Thanking you,
For M/s ............................................... Limited


Authorised Signatory
<Name>
<Designation>

From India, Cochin
vishnu-k-g
Dear Sirs/ madam,
Please advice me on the procedures to be followed as per the Labour Laws (ID Act and Standing Orders Act , etc) while dismissing an employee who was proved guilty after conducting domestic enquiry.


Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ฎ

All Copyright And Trademarks in Posts Held By Respective Owners.