Hi parab,
in most of the organisation they have DAP(disciplinary action policy) along with CAP(corrective action policy) to take care of such serious issues with zero tolerance, such as drinking alchohol,theft,sexual abuse,insubordination,instigation etc. etc. in case you are not following any drafted policy in your organisation untill now i wud advise you to draft one and start implementing it for stopping future occurrences of such incidences in your organisation.
Best Regards
Minakshi
From India, Mumbai
10in most of the organisation they have DAP(disciplinary action policy) along with CAP(corrective action policy) to take care of such serious issues with zero tolerance, such as drinking alchohol,theft,sexual abuse,insubordination,instigation etc. etc. in case you are not following any drafted policy in your organisation untill now i wud advise you to draft one and start implementing it for stopping future occurrences of such incidences in your organisation.
Best Regards
Minakshi
From India, Mumbai
Hi,
In all disciplinary matters, the essence is how swift you are in dealing with the cases. Coming to work under the influence of alcohol, is a serious misconduct, and must be dealt with. If a Show cause notice has been issued and receipt acknowledged, you may send him a second letter informing him of the date and time of enquiry, and directing him to remain present before the Inquiry authority. It should be made clear to him that if he fails to remain present, the enquiry will be held ex-parte, and no further explanation will be entertained. It is then left to the Inquiry authority to hold the enquiry and submit his report.
While we are obliged to follow the principles of natural justice before taking action, we should not be too defensive in dealing with the cases. We should reasonably be prompt in disciplining the employees, who must get a clear message that indiscipline is not tolerated by the organisation.
Cyril
From India, Nagpur
In all disciplinary matters, the essence is how swift you are in dealing with the cases. Coming to work under the influence of alcohol, is a serious misconduct, and must be dealt with. If a Show cause notice has been issued and receipt acknowledged, you may send him a second letter informing him of the date and time of enquiry, and directing him to remain present before the Inquiry authority. It should be made clear to him that if he fails to remain present, the enquiry will be held ex-parte, and no further explanation will be entertained. It is then left to the Inquiry authority to hold the enquiry and submit his report.
While we are obliged to follow the principles of natural justice before taking action, we should not be too defensive in dealing with the cases. We should reasonably be prompt in disciplining the employees, who must get a clear message that indiscipline is not tolerated by the organisation.
Cyril
From India, Nagpur
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