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shamarao narayan yelgawakar (v.p.hr)     21 December 2011

Disclipanary proceeding

 

MISCONDUCT AND DISCIPLINARY ACTION :

 

        The  following  acts on the part of a workman shall  constitute  Major Misconduct: Note: (This list is illustrative and not exhaustive)

 

a)            Impertinence,  in-subordination or disobedience whether alone  or in  combination  with others of any lawful  or  reasonable  order whether written or verbal of the supervisors.

b)            Committing   theft, embezzlement, misappropriation, fraud   or mischief in respect of any              goods or property of the Unit.

c)            Willfully  or negligently causing loss or damage to any goods  or property of the Unit or of a  customer lying within the Unit.

d)           Demanding/taking/giving/offering of bribes or illegal gratifications.

e)            Habitual absence without leave or absence without leave for more than ten days without sufficient cause thereof.

f)             Habitual late attendance.

g)            Habitual  breach  of any of the standing orders  or  instructions issued there under from time to                      time or frequent repetition of any misconduct or act of omission.

h)            Riotous or disorderly behaviour during working hours at the establishment or any act subversive of discipline.

i)              Habitual Negligence, or neglect of one's work or duty.

j)              Frequent repetition of any act or omission for which a fine may be imposed to a maximum of 02 percent of the wages in a month.

k)            Going  on or joining or acting in concert or inciting others  for going  on  any strike, which is illegal or participating  in  any such strike.

l)              Sexual harassment which includes such un-welcome s*xual determined behaviour (whether directly or by implication) as-

a)         Physical contact and advances; or

b)         A demand or request for s*xual favours; or

c)         Sexually coloured remarks; or

d)        Showing p*rnography; or

m)          Indulging in any tactics or strategy having the result of a stay in-strike, slow down or pen-              down or tool-down strike or by doing such  a  thing so as to cause the stoppage of production                of  any sections or Department.

n)            Letting  out  the  secret of any  manufacturing  process  of  any working  process  or  any other                trade secret  or  information  on matters relating to the activities of the Unit.

 

o)            Committing other offenses regarding property e.g. sabotage, etc., within the meaning of the                Indian Panel Code.

 

p)            Deceptive/corrupt practices in connection with the Unit's work or business.

                                   

q)            Refusal of work on any other job or another machine when  ordered or  refusal to proceed on                      an-out-door or outstation duty when  so ordered, provided the workman is skilled for the job.

 

r)             Delivering  provocative  speeches or raising slogans  tending  to incite  other workers to violence or insubordination or  Contempt towards  the Management or its officers, anywhere in  the  Unit's premises, or holding gate meetings or demonstrations in front  of the Unit's gate or gates or squatting within 100 mtrs. radius  from the  gate  in  such  a way as to  obstruct movement  of  men  or materials to and from the Unit's factory/premises.

 

s)             The  collection or canvassing for collection of any  money  within the  Unit's premises for any purpose which is not  sanctioned  in writing  by  the Management or distributing or exhibiting in  or around  the Unit's premises any leaflets,  handbills,  pamphlets, posters  or  any other papers or the like  without  the  previous written permission of the Management.

 

t)             Leaving the factory/Unit premises while at work, before the usual fixed time without               permission.

 

u)            Organizing, holding or attending meeting individually or severally against the interest of the company inside the premises of the Unit without the prior written permission of the Management.

 

v)            Threatening,  intimidating  or  interfering  with  the  work   or otherwise misbehaving with                fellow workman in the Unit's  premises or  outside  the  premises but in connection  with  the                work  or affairs of the Unit or use of offensive/obscene language  against fellow  workers or                the Management or any of its  officers  inside the Unit's premises

w)          Surrounding or confining any officer or a fellow workman in order to make him yield to any               demands inside the Unit's premises or else where.

 

x)            Carrying on any trade-union  activities within the Unit's premises.

 

y)            Giving false  declaration or information  regarding  name,  age, father's name, qualifications                      or previous service etc. in personal Bio data and records before the employment and during the course of employment or at the time  of joining the Unit's service/employment or at any time later.                       Also failure  to notify the change in one's legal name and address  at the subsequent date after                      joining the Unit's services.

 

z)            Drunkenness  or  using of any intoxicants or possession / selling  of  such things  during  working  hrs. or  indulging  into  disorderly  or indecent  behaviour  like  fighting,  quarreling, intimidating etc.  in   the premises of the establishment.

 

aa)         Smoking and chewing the tobacco inside the Unit's premises, except in the places and  at time where and when smoking is permissible.

 

bb)        Gambling or engaging in lottery or in any trade  money  lending within the premises of the               Unit. Selling or canvassing for any goods article or services within the factory premises.

 

cc)         Sleeping / whiling away while on duty; or before commencement of duty or  after the expiry of One's duty in any part of the Unit's premises.

 

dd)       Mis-behaviour during an enquiry proceeding.

 

ee)         Refusal / Non Cooperation to give evidence in an enquiry against any workman, charged with any misconduct, if concerned.     

 

ff)          Deliberately leaving the work in hand unattended or any  electric instrument  or appliance               switched on to the electric  connection, after finishing one's duty/work on the said               appliance/instrument.

 

gg)        Habitual  indebtedness which leads to hindrance in the  work  and efficiency of a worker.

 

hh)        Acts  of  immorality  within the precincts of  the  Unit  or  its Staff/Workers quarters or                      bringing any unauthorized persons  on such   premises  or  committing  any  nuisance  in                    the   Unit's premises/Staff quarters/Workers colony.

 

ii)            Incivility  to the customers, visitors, or other  persons  having any dealings with the Unit either inside or outside the  premises of the Unit.

 

jj)            Entering  or attempting to enter or leave the Unit's premises  by force  or  otherwise except in               accordance with the rules  of  the Unit in this behalf.

 

kk)        Refusal / Non Cooperation on the part of worker to offer himself to be interrogation / Search by the Management officials.

 

ll)            Refusal to  receive  any  communication/letter/notice/order   in writing from the Management                      or any superior officer.

 

mm)    Refusal  to  sign  any  form or  document  or  register  kept  or maintained  for  the  purpose of  maintaining  daily  records  of production or details of any goods lost or damaged etc.

 

nn)        Willful non-cooperation with fellow workmen for proper  discharge of duty at any time.

 

oo)        Refusal  to  carry out the orders for transfer, within  the  time given or extended, as the case                      may be.

 

pp)        Mis-behaviour  with the enquiry officer during the  enquiry  into the matter of misconduct.

 

qq)        Tempering   with  the  official  record,   attendance   registers documents identity cards etc.                    Pertaining to himself or any other workman.

rr)            Unauthorized absence form work, or not reporting for duty.

 

ss)          Any subversive activities against the interest of the Company.

 

tt)           Possession of lethal weapons except those tools required for  the performance of the duty, while                    on works premises.

 

uu)        Unauthorized removal of any fences or safety devices.

 

vv)        Spitting on the Shop Floor or using places other than urinals  or latrines for answering the calls               of nature.

 

ww)    Picketing or holding demonstration at the place of residence of the Director, General Manager,              Works Manager, Factory Manager or any other Officer of the factory.

 

xx)        Found involved with minor mis-conducts more then three times  with  in a period of two                months.

 

yy)        Any where with in the establishment or colony or  outside, causing or threaten to cause any                physical &/or mental pain or injury to  other workman, either alone or in collusion with others.

 

 

1.      PROCEDURE  FOR  DEALING  WITH  CASES  OF  MAJOR  MISCONDUCTS  :

 

      i.        The  workman  if  found  guilty  of  any  major  misconduct,  the following  punishment  can  be awarded by  the  Management  after holding proper enquiry, taking into consideration the act(s) or misconduct(s) so proved:

 

Ø      Dismissal or discharge from service.

 

Ø      Suspension form duty in accordance with BIR Act.

 

Ø      Stopping  or  withholding of increment and promotion / reversal from the existing post  for  a        

             Period up to two years.

 

    ii.        PROCEDURE :

 

                If any report or complaint, verbal or written is received and  it discloses  on the face of it, that                the accusations  made  against the  workman  constitute  a major misconduct as  defined  in  the               standing orders and disciplinary action is warranted the  workman shall  be  given a charge-sheet               in writing and he will  be  given at least 48 hours to enable him to submit his written explanation.

 

                The workman may at the discretion of the Management be granted an extension of time for               submission of the explanation upon written request made by him

 

                If the workman refuses to accept the charge-sheet in the presence of an officer/workman, it              shall be pasted on the notice board and it shall be deemed to have been served on him.  However,              simultaneously a copy of the charge-sheet will  be sent  to him under registered cover.

 

                Except when required by the Management, an employee who has been suspended shall not            enter or remain in the Company’s premises during the period of suspension. The workman who has been served with a charge sheet if he denies or controverts the charges leveled against him, his            explanation will be considered accordingly.

 

                In case the Management is satisfied with the written explanation submitted by the workman, no            further action shall be taken and the workman, shall be deemed to have been absolved of all the            charges. Otherwise the workman will be issued an enquiry notice containing the name of the enquiry            officer, date, time and place where enquiry shall be held.

 

                  The  enquiry will be conducted by any person holding  responsible position  of  supervision  and control in the Factory  or  by  any other person so named and appointed by the Management /            Manager  to act as an enquiry officer. The enquiry officer will hold  enquiry proceedings  and  the           workman  will  be  given  full  and   fair opportunity  to  defend himself or to present his  case.  Such           a workman  may  be  assisted by another co-workman  of  his  choice belonging  to  the           establishment but not by an outsider or  by  a suspended  workman or those who are not on Company’s regular roll.

 

                  In case the workman fails to participate  or present  himself in the enquiry proceedings, the            enquiry  officer will  be within his right to proceed ex prate in the  absence  of the workman.                  Any  such  enquiry may relate to alleged acts of  misconduct  of several  workmen  together. A           joint enquiry of  several  workmen relating  to  similar/identical  charges  may  be  held  at   the           discretion of the Management.

 

                  If during the enquiry, it is found that the workman is guilty  of misconduct(s) or charge(s) other           than those stated in the charge-sheet or order of suspension, a fresh charge sheet would be served on           him and a fresh enquiry shall be conducted in accordance  with the procedure referred to herein under          these Standing Orders.

 

                  The management would also be within its right to  hold  domestic enquiry against a workman       being proceeded against in the Court of Law under for any offense and pass orders on merits         irrespective of the court decision.

 

                The  enquiry officer after recording the entire evidence  of  the Management  and  the  workman,          will submit his  findings  to  the Management.  the Management after considering and  examining  all the  records  of the inquiry vis-a-vis the charges  alleged  will pass an order either of punishment, or of withdrawing the charges as the case may be. The order of punishment shall be communicated in writing to the workman concerned. While deciding the  quantum of  the  punishment, the past record /conduct of the  workman  may also  be  taken into consideration  by  the  appointing/punishing authority.  Where permission or approval of the action  taken  is required  to be obtained from any prescribed authority under  the Bombay Industrial Relations Act 1946 the workman concerned shall be kept under  suspension from the date of such order without payment of any  wages or allowance until such time orders are passed by  the aforesaid authority.

 

2.      MINOR MISCONDUCT :

 

       The  following acts will be treated a minor misconduct for  which  an employee may be warned, reprimanded, or censured  :-

 

      i.        Absence without leave or without sufficient cause.

 

    ii.        Late  attendance  for more than Thirty minutes for  more  than  three times during a calendar month.

 

  iii.        Receiving  visitors while on duty except in an emergency  without proper permission.

 

  iv.        Failure to notify the management change of address.

 

    v.        Doing any personal work during duty hours.

 

  vi.        Not keeping machines / equipments so operated or entrusted clean and tidy.

 

3.      PROCEDURE FOR DEALING WITH CASES OF MINOR MISCONDUCTS :

 

       The  explanation  of the workmen for the alleged  minor  misconduct(s) will  be called for and if           found satisfactory, the matter will  be  closed otherwise the punishment referred to in clause 23 may           be imposed.

 

4.      SUSPENSION :

 

a)      A workman against whom any action is proposed to be taken may  be suspended  pending  enquiry. The order of  suspension  will  take effect immediately on its communication to the workman.

 

b)      During  the  period  of  suspension the  workman  shall  be  paid subsistence allowance @ 50% of         the Basic wages which he was entitled to immediately proceeding the date of such suspension, for the         first ninety  days  of  suspension  and @ 75% of  Basic  wages of the workman   for  the remaining period beyond 90 days of suspension if the delay in the completion  of disciplinary  proceedings  against such workman is not  directly attributable to the conduct of such workman.

 

 

c)      During the period of suspension, the Management has the right  to ask the concerned workman for        marking his attendance every day at the appointed time and place so stipulated in the written         orders  issued  to him and if the workman fails to do so, he  shall  lose his suspension allowance for these days and the workman shall  be further  liable for  disciplinary action for disobedience of the orders in this behalf.

 

d)     If  on  the  conclusion  of  the  enquiry  or  of  the   criminal proceedings, the workman concerned               is found guilty of the charges framed  against  him  and  it is  considered  that  an  order  of              dismissal  or  discharge or stoppage of  annual  increment (s)   would meet the ends of justice, the  Management shall  pass  an  order  accordingly. The  workman  shall  not  be entitled  to  any further payment for the  period  of  suspension except the subsistence allowance already paid to him under  these standing orders.

 

e)      If  a  workman is found guilty under the above clause and  it  is considered  that the period of        suspension up to the conclusion  of the  enquiry is sufficient punishment, order shall be  passed  to       reinstate  the  workman  treating the  period  of  suspension  as punishment without any further       payment for this period, excepting the suspension allowance admissible under these standing       orders.

 

f)       If  on the conclusion of the enquiry proceedings the workman  has been found to be not guilty of        any charges framed against him  he shall  be  deemed  to  have been on duty  during  the  period of suspension  and shall be entitled to the same wages as  he  would have  received if he had not been placed under  suspension  after deducting the subsistence allowance already paid to him for such period.

 

g)      The  payment of subsistence allowance under the  Standing  Orders shall be subject to the       suspended workman concerned not taking up any  employment/vocation  anywhere  else  during        the  period  of suspension and presenting himself on each working day at the gate at the time        specified in the suspension order by the Manager. The suspended  workman shall accept all the        communications  addressed to him by Management or the Company/Unit.

 

 

5.      COMPLAINTS AND GRIEVANCE PROCEDURE :

 

        Any  workman  having a cause for complaint about his work  or  working conditions  will  have a           right to present his case in writing  to  the Manager  for  investigation and consideration within two              days  of  the arising  of the said cause. The procedure for its redress will  be  as follows:

 

        Stage-I   :    A workman desiring to raise any question with which he is directly concerned shall in                              the first instance discuss it with  his immediate supervisor or his sectional head.

 

        Stage-II  :  Failing a satisfactory  solution of his problem by  the immediate supervisor or his                              sectional head as the case may be within 3 days the workman may request the HR Deptt.                             to consider his case.

 

       Stage-III :  Failing a satisfactory  solution of his problem by  the HR Deptt, the workman may                              request in writing the consideration of the case by the grievance committee which will be                             constituted as under :

 

 

¨   Two members to be nominated by the Management.

¨   Two members to be nominated by the workman concerned.

 

 

      The Manager or any other officer of the Unit notified in this  behalf will be the Chairman                             of the Committee but he will not vote in case  of division. 

 

      The  grievance Committee will be constituted by the Management and  it will  be permanent body            but one member from each side will  retire  by rotation  every year.  The first retirement will be by            drawing lot  by the Chairman in the presence of the members. In case of any  grievance arising out            of charge-sheet, suspension order, discharge or  dismissal of a workman, the above mentioned            procedure shall not apply.

            

       Stage-IV :  Failing satisfactory solution by the Grievance Committee, within ten days, the workman                              may seek such other redress as is open to him  under  the  law. However, he  may                                    approach  the  President/Chief Executive/General  Manager for redressal of his grievance                              but in  that case, he will have to wait for at least 15 days for his decision.

 



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