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Dear Sacheen
The presentation you have shared is really praiseworthy and we must know the procedure and what are all the provisions available in Disciplinary procedings. Normally the Suspension period is entitled for 50% Salary but you have mentioned as Suspension without Pay.
Thanks for sharing and keep on sharing.
From India, Kumbakonam
The presentation you have shared is really praiseworthy and we must know the procedure and what are all the provisions available in Disciplinary procedings. Normally the Suspension period is entitled for 50% Salary but you have mentioned as Suspension without Pay.
Thanks for sharing and keep on sharing.
From India, Kumbakonam
I agree with Mr Bhasker. If suspension is below six months period , the employee has to get 50% of his salary and if it is beyond six months and less than one year then he will get 75% of his salary followed by 100% salary if the suspension is continued beyond one year.
Thanks with regards.
sanagapalli
From India, Hyderabad
Thanks with regards.
sanagapalli
From India, Hyderabad
Dear Mr.Sacheen
In your post which started this thread, you have not referred to the procedure to be adopted for imposing a punishment on an individual. The "suspension without pay", "reduction in pay within a class" "demotion to a lower classification" "dismissal" mentioned in your presentation are the final orders that might be passed at the end of the disciplinary process. Your presentation does not indicate the exact procedure to be followed before imposing a punishment. For example and for your information a worker to whom the Industrial Employment(Standing Orders) Act applies cannot be punished for an act or omission which is not listed as misconduct in the standing orders applicable to him. Moreover the punishment could be only one of those specified in the certified standing orders applicable to the individual and if the standing orders are not yet certified the Model Standing Orders have to be followed.This is the decision of the Honourable Supreme Court of India. Usually certified standing orders/model standing orders specify the maximum number of days a worker could be punished with "suspension without pay". If your presentation is more comprehensive, it would be of very great help to all.
With regards
From India, Madras
In your post which started this thread, you have not referred to the procedure to be adopted for imposing a punishment on an individual. The "suspension without pay", "reduction in pay within a class" "demotion to a lower classification" "dismissal" mentioned in your presentation are the final orders that might be passed at the end of the disciplinary process. Your presentation does not indicate the exact procedure to be followed before imposing a punishment. For example and for your information a worker to whom the Industrial Employment(Standing Orders) Act applies cannot be punished for an act or omission which is not listed as misconduct in the standing orders applicable to him. Moreover the punishment could be only one of those specified in the certified standing orders applicable to the individual and if the standing orders are not yet certified the Model Standing Orders have to be followed.This is the decision of the Honourable Supreme Court of India. Usually certified standing orders/model standing orders specify the maximum number of days a worker could be punished with "suspension without pay". If your presentation is more comprehensive, it would be of very great help to all.
With regards
From India, Madras
Dear Mr.Bhaskar and Mr.Sanagapalli
The "suspension without pay" referred to by Mr.Sacheein is the final punishment that could be imposed on the delinquent worker. The suspension referred to by you is suspension pending enquiry. In the case of "suspension pending enquiry" the worker is entitled as pointed out by you to subsistence allowance at the rates applicable.
With regards
From India, Madras
The "suspension without pay" referred to by Mr.Sacheein is the final punishment that could be imposed on the delinquent worker. The suspension referred to by you is suspension pending enquiry. In the case of "suspension pending enquiry" the worker is entitled as pointed out by you to subsistence allowance at the rates applicable.
With regards
From India, Madras
Dear Mr. V Harikrishnan
The suspension is normally as like preventive arrest. If the company allows the employee for his regular work once he committed any offence, there are chances of destroying the evidences against him. That's the reason the suspension is implemented. If the final verdict given by the Committee/Board as Suspension for specific period, then it can be without salary. Even for more clarity, the Committee/Board also gives the recommendation as Suspension without pay & allowances or with half pay (Subsistence Allowance).
Thanks for giving more clarification Mr. V Harikrishnan and keep on imparting knowledge to us.
From India, Kumbakonam
The suspension is normally as like preventive arrest. If the company allows the employee for his regular work once he committed any offence, there are chances of destroying the evidences against him. That's the reason the suspension is implemented. If the final verdict given by the Committee/Board as Suspension for specific period, then it can be without salary. Even for more clarity, the Committee/Board also gives the recommendation as Suspension without pay & allowances or with half pay (Subsistence Allowance).
Thanks for giving more clarification Mr. V Harikrishnan and keep on imparting knowledge to us.
From India, Kumbakonam
Hi
This is vijay from Lanco Industries Limited near Tirupathi. Could you able to send me the Disciplinary proceedings and letter formats on Labour issues.
Regards,
Vijayakrishna,
Executice HR, Lanco Industries Limited, Srikalahasti.
From India, Bangalore
This is vijay from Lanco Industries Limited near Tirupathi. Could you able to send me the Disciplinary proceedings and letter formats on Labour issues.
Regards,
Vijayakrishna,
Executice HR, Lanco Industries Limited, Srikalahasti.
From India, Bangalore
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DISCIPLINARY ACTIONS PROCEDURE.xls
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc