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Sample enquiry report against employee

An enquiry report is likely to be written by a police officer or other public authority figure who is taking a statement from someone who is making a complaint. The enquiry report helps an officer keep track of the details of the complaint so that it can be investigated and followed up on at a later time. The person who writes the enquiry report might not be the same person who follows up on it, so the more details you include in your report, the better. List the date of the complaint at the top of the report, along with any relevant reference numbers.

Explain the nature of the complaint being reported briefly. This includes the who, what, when and where. Write down all the details that are provided to you by the person making the complaint. The details might include the alleged how and why of the complaint or details that need to be confirmed at a later time. Include details that were provided by other witnesses in the report, as well. Make a note when these details contradict those provided by the initial person who made the complaint.

State the story of the opposing side.

sample enquiry report against employee

The opposing side to the complaint should always be consulted, and the details provided should be listed accurately to ensure the report is fair and balanced. Update the report as the investigation continues.

SC’s Ruling on Disciplinary Proceedings and Non-Supply of Inquiry Report

If new evidence is found or if details are proven accurate or inaccurate, add this information to the enquiry report. Type up the report. Many of your initial notes regarding the complaint are likely to be handwritten. However, upon completing the enquiry report, type it up using a word processing program. Mike Johnson has been working as a writer sincespecializing in fitness, health, sports, recreational activities and relationship advice.

He has also had short stories published in literary journals such as "First Class Magazine. Share It. List all evidence you collected that relates in any way to the subject of your enquiry report. About the Author.The reality of employing staff is that, from time to time, you find yourself needing to discipline an employee.

The report follows the outline of the proceedings that are followed when holding a disciplinary hearing involving an employee. Summary The reality of employing staff is that, from time to time, you find yourself needing to discipline an employee.

The template Report also includes an Appeal Report in the event that the accused employee appeals against the disciplinary decision. What does the Disciplinary Enquiry Report look like? The template report can be printed onto twelve pages.

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Disciplinary Enquiry Report quantity. Category: Forms.

sample enquiry report against employee

Share this: 4. What do you need to do to use the template Disciplinary Enquiry Report? Read the sample disciplinary enquiry report and adapt it for your requirements. Make use of the Report format when conducting a Disciplinary Enquiry. Also known as: Written Summary of a Disciplinary Enquiry; Disciplinary Enquiry Procedure Also viewed: Disciplinary Procedures Pack The Online Agreements Shop cc and its members, staff, legal advisers, partners and consultants, agents and any person associated therewith cannot be held liable for any loss or damage that is incurred or may be incurred by any person as a direct or indirect result of the use of this website or any document or information contained on or obtained from this website, nor as a result of anything that is contained in or left out of any document.

Reviews There are no reviews yet. The interview guide provides sample interview questions and assists with the preparation and assessment of a candidate. Leave Application Form If you run a business and employ staff, then this Employee Leave Form template may be used by employees to apply for and record leave taken.

Product Search Search for: Search. Subscribe to our Newsletter Subscribe and we will keep you updated on legal issues pertinent to your business. We Accept. Pin It on Pinterest.The acts, as alleged above to have been committed by you, amount to misconduct which, if proved, would warrant serious disciplinary action against you.

Should you fail to submit your explanation as required, It will be presumed that you admit the charges and have no explanation to offer and the matter will be disposed of without any further reference to you.

Since the charges, leveled against you, are of grave and serious nature, you are herby suspended pending further proceedings and final orders in the matter.

The receipt of this letter should be acknowledged. No………………………… Designation:…………………. You have been absenting from duty without leave since……….

You are, therefore, called upon to show cause why your services will not be terminated under Clause ………. It has been reported against you as under : On…………at………………. Accordingly, you are hereby called upon to submit your written explanation and show cause why disciplinary action should not be taken against you. Your explanation must reach the undersigned within 48 hours.

Format - Chargesheet And Domestic Enquiry Procedure

Should you fail to submit your explanation required,the matter will be disposed of without any further reference to you. Has been found to be unsatisfactory. You are accordingly hereby warned. You are further advised in your own interest to be cautious and not to repeat such an act in future. The gravity of misconduct committed by you is such that it warrants severe punishment. However, we are taking a lenient view this time and have decided to award you this stern warning.

Should you repeat any such thing in future or commit any other misconduct we will not hesitate to take strict disciplinary action against you. Your leave record shows that you are in the habit of absenting off and on and in spite of the fact that you have been verbally advised and are warned for improving your attendance you have not shown any improvement.

You were again absent on ………. Without any authorization. You are being given another opportunity to correct yourself and in case you do not show any improvement we will have no alternative but to take a serious view of your action. On your above absence you are being strongly warned. It has been reported that today at In your explanation you have admitted your mistake. Although drastic action could have been taken against you forinsubordination, but with a view to reform you, you are being given another opportunity and we hope you will be very careful in future in such matters.

You are being warned. Now, therefore, you are hereby placed under suspension with effect from………under clauses……….In this recent case, the Supreme Court has primarily ruled on the legal principle of Non-Supply of Inquiry Report to the delinquent employee in disciplinary proceedings and the consequences that follow when the delinquent employee has not been prejudiced by non-supply of inquiry report prior to the issuance of show cause notice.

Factual Matrix in the case: Disciplinary proceedings had been initiated against the Respondent Driver by the Appellant on account of an incident and later on it was discovered that 61 passengers were travelling without a ticket. Thereafter, Respondent was suspended and disciplinary proceedings were initiated against him. The inquiry officer found that the charges against the Respondent were proved and thereafter the disciplinary authority issued a show cause notice along with which the inquiry report was supplied to the Respondent.

The Respondent also contended that the punishment of dismissal from service was disproportionate to the delinquency i. It made the following observations in the case:. Non-supply of Inquiry Report does not automatically results in Re-instatement of Delinquent Employee — That the High Court committed an error in its interpretation of the judgment in Managing Director case. Hence to direct reinstatement of the employee with back-wages in all cases is to reduce the rules of justice to a mechanical ritual.

The theory of reasonable opportunity and the principles of natural justice have been evolved to uphold the rule of law and to assist the individual to vindicate his just rights. They are not incantations to be invoked nor rites to be performed on all and sundry occasions.

Whether in fact, prejudice has been caused to the employee or not on account of the denial to him of the report, has to be considered on the facts and circumstances of each case. Where, therefore, even after the furnishing of the report, no different consequence would have followed, it would be a perversion of justice to permit the employee to resume duty and to get all the consequential benefits.

It amounts to rewarding the dishonest and the guilty and thus to stretching the concept of justice to illogical and exasperating limits.

It is for the delinquent employee to plead and prove that non-supply of such report had caused prejudice and resulted in miscarriage of justice. If he is unable to satisfy the court on that point, the order of punishment cannot automatically be set aside. Nageswara Rao held that supply of inquiry report is part and parcel of natural justice and must be furnished to the delinquent employee, failure to do so would not automatically result in quashing or setting aside of the order or the order being declared null and void.

Government brought in an ordinance which provides extension of various time limits under the Taxation and Benami Acts. Dishonour of Cheque — Section of the Negotiable instruments Act.Letters for misconduct are warning letters issued to employees or students for display of unacceptable behavior. Behaving rudely with coworkers or students, displaying violent behavior, bullying and harassing coworkers are all included in the list of unacceptable behavior in most of the environments.

Other than the above-mentioned situations, working under the influence of liquor or any other kind of substance, neglecting pending tasks such as school work or official work, arriving late to school or workplace, or taking leaves without informing the school or organization are all categorized as misconduct.

Institutions issue warning letter in case of misconduct. This is the first step in taking disciplinary action against people who are not behaving according to the set rules of the institution concerning behavior and misconduct. This display of misconduct warrants disciplinary action taken against you.

Therefore, this letter of warning is being issued to you by the organization as a formal warning. The warning letters copy will be placed in your personnel file. You may provide a response to this letter. Due to your actions, the customer remained unsatisfied with our company. Please refrain from acting inappropriately with customers again. Any further display of misconduct may result in additional disciplinary action, which can possibly include termination of your contract.

If you are facing problems with the appointed tasks, please refer to the supervisor. It has been brought to our attention that you have been involved in inappropriate behavior with a female colleague. Displaying inappropriate behavior with co-workers, male or female, are a violation of the code of conduct of our organization.

Therefore, this is an official warning letter being issued to you. Any kind of misconduct with the colleagues, especially female, will not at all be tolerated.

Further involvement in misconduct with other office employees will warrant the organization to take disciplinary action.

The disciplinary action can result in possible termination. If you are having issues with the female workers, please seek advice from your supervisor or head of the department. Your behavior has violated the standard code of conduct established by the school. Therefore, this letter is to be documented as a formal warning letter. A copy of this letter will also be placed in your personnel file. If you are facing any kind of issue, please feel free to contact your teachers or the counselor available in our school.

It has been brought to our attention that you have been displaying poor behavior at work during school.

Departmental Enquiry

According to the established standards of the code of conduct, you have violated the regulation regarding the conduct of the organization. Due to the poor behavior, you are being issued a formal warning letter which will also be placed in your personnel file. Please make sure you do not involve yourself in any further issues misconduct as the organization will be forced to take disciplinary action against you. Please do not involve yourself in any of such situations as the additional disciplinary action will have to be taken against you.

Any further involvement can result in expulsion from the institute. Letters August 6, Kate. Salary Increment Request Letter.

sample enquiry report against employee

Company ID Card Templates.An Inquiry letter is written by the Employer or Management group of a section of a large cooperate firm inquiring certain issues, the reason behind it. This kind of letter is written in order to clear up a dispute. The person who is inquired need to revert back to the certain clarification asked for.

The reason behind writing an inquiry letter can be anything like an inquiry for a product which is new in the market, an inquiry for a dispute in the organization, inquiry for a job position in an organization. An enquiry letter is a formal way of requesting to get information about anything from anyone formally.

When an inquiry letter is written to an organization or a person he has to give a reply for the letter by giving the correct information for the request of inquiry. This letter is written by the Manager of a large cooperate firm to his head office in order to clarify a dispute as to the job status of one of his employees. The employee claims he has recently been promoted to make him now 2nd in charge although no notification has been received, this causing some friction amongst employees.

Name of the Inquiring Person. Subject: Inquiry as regards to employee status. I am the Manager of Block- H writing this letter to clarify a small dispute that has occurred amongst my workers. On the departure of Mr. I am aware that more than one member of my current team did apply for the position, and Mr.

However he has no written evidence to this fact, and I also find it strange as he is relatively new to the company that you would award him this position. Please can you urgently confirm with me the exact job status of Mr. Yours Faithfully. The letter given below is a sample of job inquiry letter that is sent by an applicant to the HR department manager of a certain company. This letter is a formal letter thus it needs to be typewritten using a formal font and a presentable paper.

I was told by a friend of mine that you advertised this position last month in the local newspaper thus I am trying to see if it is still on. I am very hopeful for a positive response on this matter. I would be very thankful if you can include the process of application that I need to do if should your response be a positive one. Thank you and am looking forward to working with your esteemed company. This inquiry letter is written by a local business firm to a newly established business firm to inquire the range of the product and for the price list.You are commenting using your WordPress.

You are commenting using your Google account. You are commenting using your Twitter account. You are commenting using your Facebook account. Notify me of new comments via email. Notify me of new posts via email.

Enquiry Report of Mr. Yagniah, Enquiry Officer in relation to enquiry conducted into the charges leveled against Mr. The under signed was appointed as Enquiry Officer vide a letter dated Accordingly Mr. Venkat Reddy was intimated by letter dated The enquiry was commenced on The Charge-sheeted workman, Mr.

T Venkat Reddy, was absent. Though, the enquiry was scheduled at 2. PM the under signed waited for the charge-sheeted workman till 5. But the CSW did not attend the enquiry. In view of his absence, the enquiry was postponed to Accordingly on the same day i. Again on PM, the undersigned waited till 3. T Venkat Reddy. But he did not attend the enquiry. The Charge sheeted workman was set ex-parte, as he failed to attend the enquiry on two occasions i. The CSW was given reasonable opportunity to defend the charges, but he did not avail.

Hence he was set ex-parte and proceeded with the enquiry on Charges in brief as per charge-sheet dated It was alleged in the charge sheet dated At the outset, the Presentation Officer has placed the following documents, in the enquiry, in seriatim and they were taken on record as Management Exhibits.

Formal disciplinary meetings - opening the meeting

Description of the document. M Suresh Reddy will be the Management Representative and will submit the necessary papers. Letter addressed by the General Manager to the charge-sheeted workman that Mr.

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