Disciplinary Action Handbook

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• Sir,
  Hon'ble Supreme court of India has made the Legislative Law very clearly and given its verdict very Loudly that an employee who is an unequal partner in comparision to the Management of an Industry/Organisation should be proteted from VICTIMISATION and harassment by clearly Specifying the Activities which are considered as Misconducts for disciplinary Action against an employee. This is also enumerated in the soul of the provisions of the Industrial Employment (Standing Orders) Act Rules 1946. Till Certification of Standing Orders by the Industry/Establishment The Model Standing Orders should be applicable and the Misconducts under Rule 14 (3) from (a) to (k) will be the Limit of Misconducts for Disciplinary Action. The Disciplinary Authority does not have unlimited scope and power to victimise an employee unilaterally. Also it is mandatory to specify the specific section number under Rule 14 with the allegation so that an employee can defend himself and got proper opportunity to get justice. Such as in IPC mere mentioning "Mr. XYZ appempted to Murder Mr. SSSS " is not complete without specifying the Section (Dhara) 307 with the charges in the chargesheet. Hope you should include these aspects in your valuable compilation "Disciplinary Action Hand Book" in the Article "Drafting of Chargesheet".
  With regards.
  Kindly let me know about the action taken by your goodself if my suggestion in any way be helpful to your readers.
  MKVerma
  mkvermaraj@gmail.com

• Thanks for the Valuable and untold information beneficial for all employees.