welcome to workshop on
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WELCOME TO WORKSHOP WELCOME TO WORKSHOP ONON
HANDLING DISCIPLINARY MATTERS
LEGALLY AND EFFICIENTLY
MISCONDUCTMISCONDUCT IMPROPER OR BAD CONDUCT
MISBEHAVIOUR
MISDEMEANOR
DELINQUENCY
WRONG DOING
TRANSGRESSION
ADULTERY
TO MANAGE BADLY
DISCIPLINEDISCIPLINE SYSTEMATIC TRAINING
RESTRAINT
RESPECT
ORDER
CONTROL
OBEDIENCE
REGULATION
CORRECTIVE PUNISHMENT
DISCIPLINARY ACTIONDISCIPLINARY ACTION
DOMESTIC ENQUIRYDOMESTIC ENQUIRY
AN INTERNAL INFORMAL PROCESS OF INVESTIGATING AN ACT OF MISCONDUCT OF AN EMPLOYEE
WHEN REQUIRED
WHY REQUIRED
BY WHOM REQUIRED
FOR WHOM REQUIRED
ESSENCE OF DOMESTIC ENQUIRYESSENCE OF DOMESTIC ENQUIRY
L E F TL E F T
L = LEGAL
E = EFFICIENT , ETHICAL
F = FAST
T = TRANSPARENT
PROCESSES OF PROCESSES OF DOMESTIC ENQUIRYDOMESTIC ENQUIRY
FIRST INFORMATION ABOUT THE ACT OF MISCONDUCT
SHOW CAUSE NOTICE / CHARGESHEET
EXPLANATION OF WORKMAN
EXPLANATION SATISFACTORY – MATTER CLOSED
EXPLANATION NOT SATISFACTORY – DOMESTIC ENQUIRY
APPOINTMENT OF ENQUIRY OFFICER
RECORDING OF ENQUIRY PROCEEDINGS
. . . . . . PROCESSES OF DOMESTIC ENQUIRYPROCESSES OF DOMESTIC ENQUIRY
REPORT / FINDINGS OF ENQUIRY OFFICER
RECEIPT OF ENQUIRY REPORT BY THE COMPETENT AUTHORITY
SUPPLYING COPY OF ENQUIRY REPORT TO DELINQUENT FOR HIS COMMENTS ON IT
EVALUATION AND APPLICATION OF MIND ON THE ENQUIRY REPORT AND ON COMMENTS OF THE DELINQUENT IF ANY BY THE COMPETENT AUTHORITY
SHOW CAUSE NOTICE TO WORKMAN ABOUT PROPOSED PUNISHMENT
PUNISHMENT
WHAT IS A CHARGESHEETWHAT IS A CHARGESHEET
A MEMO OF ACCUSATIONS
VIOLATION OF SERVICE CONDITIONS / RULES / REGULATIONS ETC. BY THE EMPLOYEE
WHY ISSUE A WHY ISSUE A CHARGESHEET CHARGESHEET
NO ACTION CAN BE TAKEN AGAINST ANY WORKMAN FOR AN ACT OF MISCONDUCT UNLESS HE HAS BEEN ISSUED A CHARGESHEET
TO AFFORD A FAIR AND PROPER OPPORTUNITY TO THE DELINQUENT AS PER PRINCIPLES OF NATURAL JUSTICE TO PUT FORWARD HIS DEFENCE AGAINST THE CHARGES LEVELLED AGAINST HIM
ESSENTIALS OF A VALID ESSENTIALS OF A VALID CHARGESHEETCHARGESHEET
SPECIFIC
ACCURATE
DETAILED
CLEAR
UNAMBIGUOUS
. . .
. . . ESSENTIALS OF A VALID CHARGESHEET. . . ESSENTIALS OF A VALID CHARGESHEET CONTAIN ALL DETAILS
REFER STANDING ORDERS CAREFULLY
MENTION DATE, TIME , PLACE OF INCIDENT
USE WORD ‘ABOUT’ WHEN TIME OF INCIDENT IS TO BE MENTIONED
USE WORD ‘HABITUAL’ IF SO
MENTION CORRECT DISOBEDIENCE / VIOLATION
MENTION DOCUMENTS YOU WANT TO RELY UPON
. . .
. . . ESSENTIALS OF A VALID CHARGESHEET. . . ESSENTIALS OF A VALID CHARGESHEET
USE WORD ‘ ILLEGAL’ IF SO
USE SAME WORDS OF ABUSE / THREAT ETC.
MENTION CORRECT CLAUSE OF MISCONDUCT FROM STANDING ORDERS / SERVICE RULES
DO NOT MENTION ABOUT PROPOSED PUNISHMENT
AUTHORITY COMPETENT AUTHORITY COMPETENT TO ISSUE CHARGESHEETTO ISSUE CHARGESHEET
A PERSON WHO IS COMPETENT TO APPOINT AND DISMISS EMPLOYEES
A PERSON DULY AUTHORISED AND DELEGATED WITH THIS AUTHORITY
EXPLANATION BY EXPLANATION BY EMPLOYEEEMPLOYEE
IMPORTANT BUT NOT ESSENTIAL
IT IS A RIGHT OF EMPLOYEE
EXPLANATION NOT MANDATORY BRFORE INITIATING DOMESTIC ENQUIRY
EMPLOYEE MAY –– ACCEPT THE CHARGES– PLEAD GUILTY– PLEAD MERCY– REFUTE CHARGES– PLEAD GUILTY BUT EXPLAIN CIRCUMSTANCES– ASK MORE TIME TO SUBMIT EXPLANATION– NOT SUBMIT EXPLANATION . . .
. . . EXPLANATION BY EMPLOYEE. . . EXPLANATION BY EMPLOYEE
WITHIN STIPULATED TIME
AS PER STANDING ORDERS / SERVICE CONDITIONS
WITHIN REASONABLE TIME
EXTRA TIME REQUEST SHOULD BE GRANTED TO AVOID CHARGE OF DENIAL OF OPPORTUNITY
SUSPENSIONSUSPENSION IT IS A TEMPORARY DEPRIVATION OF ONE’S NORMAL POSITION,
PRIVILEGES, FACILITIES, FUNCTIONS ETC. PENDING ENQUIRY
IT IS TO AVOID ANY TAPMERING / DAMAGE BY EMPLOYEE
IT IS TO AVOID CONTINUANCE OF INDISCIPLINE
IT IS RESORTED TO WHEN EMPLOYEE’S CONTINUANCE WILL BE PREJUDICIAL TO THE INTEREST OF THE ORGANISATION
IT IS NOT REDUCTION IN RANK
IT IS PROSPECTIVE, NOT RETROSPECTIVE
IT SHOULD NOT BE FOR INDEFINITE PERIOD
SUSPENSION / SUBSISTANCE SUSPENSION / SUBSISTANCE ALLOWANCEALLOWANCE
AS PER STANDING ORDERS / SERVICE CONDITIONS / TERMS OF EMPLOYMENT
50% UPTO 90 DAYS, 75% AFTER 90 DAYS IF DELAY NOT ATTRIBUTABLE TO EMPLOYEE (Sec. 10-A of I.E.(S.O.)Act,1946
MISCONDUCT PROVED, EMPLOYEE DISMISSED – NO WAGES FOR SUSPENSION PERIOD
EMPLOYEE REINSTATED – ENTITLED FOR WAGES
NO WAGES IF EMPLOYEE ABSENT DUE TO DETENTION
ENTITLED TO WAGES IF SUSPENDED
. . .
. . . SUSPENSION / SUBSISTANCE ALLOWANCE. . . SUSPENSION / SUBSISTANCE ALLOWANCE
SUSPENSION ALLOWANCE INCLUDES ALL ALLOWANCES
DOMESTIC ENQUIRY WITHOUT PAYMENT OF SUBSISTANCE ALLOWANCE WILL BE VITIATED
STARVING EMPLOYEE CAN NOT DEFEND HIMSELF
SUSPENSION NOT A PUNISHMENT
PAYMENT OF SUBSISTANCE ALLOWANCE SUBJECT TO NOT TAKING EMPLOYMENT BY EMPLOYEE
APPOINTMENT OF APPOINTMENT OF ENQUIRY OFFICERENQUIRY OFFICER
E.O. IS A DELEGATE OF DISCIPLINARY AUTHORITY
E.O. CAN BE APPOINTED BY THE COMPETENT AUTHORITY
OFFICER OF ESTABLISHMENT CAN BE E.O.
E.O. SHOULD BE PERSON OF OPEN MIND AND NOT BIASED AGAINST THE DELINQUENT
E.O. SHOULD BE AN OFFICER OF REASONABLY HIGHER STATUS COMMANDING RESPECT AMONG EMPLOYEES
. . .
. . . APPOINTMENT OF ENQUIRY OFFICER. . . APPOINTMENT OF ENQUIRY OFFICER
AN ADVOCATE AS E.O. IS CONSIDERED TO BE AN IDEPENDENT, IMPARTIAL, UNBIASED AND RESPONSIBLE PERSON
NO MAN SHOULD BE A JUDGE OF HIS OWN CAUSE (NEMO DEBET ESSE JUDEX IN PROPRIA CAUSA)
JUSTICE SHOULD NOT ONLY BE DONE BUT MANIFESTLY AND UNDOUBTEDLY SHOULD SEEM TO HAVE BEEN DONE
A PERSON WHO HAS PERSONAL KNOWLEDGE OF THE INCIDENT SHOULD NOT BE AN E.O.
A PARTNER IN A SMALL ESTABLISHMENT CAN BE AN E.O.
OBJECTION BY DELINQUENT OBJECTION BY DELINQUENT AGAINST ENQUIRY OFFICERAGAINST ENQUIRY OFFICER
NOT AN INDEPENDENT PERSON
BIASED PERSON
NOT APPOINTED BY COMPETENT AUTHORITY
E.O. HIMSELF IS A WITNESS TO THE INCIDENT
MANAGEMENT’S PAID AGENT
OLD ENMITY WITH DELINQUENT
CHANGE THE ENQUIRY OFFICER
NOTICE OF ENQUIRYNOTICE OF ENQUIRY REASONABLE / ADEQUATE NOTICE TO BE GIVEN TO DELINQUENT
SERVICE OF NOTICE COULD BE BY HAND / BY REGD. A.D. POST
SERVICE OF NOTICE SHOULD BE ENSURED BEFORE PROCEEDING FURTHER
RETURNED LETTER IS NOT SERVICE OF COMMUNICATION EVADING TO TAKE DELIVERY IS NOT REFUSAL TO TAKE DELIVERY
NOR IT IS SERVICE OF DELIVERY
ENDORSEMENT OF POSTMAN IS REBUTTABLE
DELIVERY TO OTHER MEMBER OF FAMILY NOT GOOD DELIVERY . . .
. . . NOTICE OF ENQUIRY. . . NOTICE OF ENQUIRY
NORMALLY E.O. SHOULD SEND NOTICE
IN SOME SITUATIONS MANAGEMENT MAY ALSO SEND NOTICE
WHEN DELINQUENT DENIES HAVING RECEIVED OR REFUSED DELIVERY OF LETTER, ONUS TO PROVE DELIVERY COMES ON MANAGEMENT
WHEN SERVICE / COMMUNICATION TO DELINQUENT IS NOT COMPLETE, MANAGEMENT SHOULD PUBLISH IN LOCAL DAILY NEWSPAPER
REPRESENTATION OF REPRESENTATION OF DELINQUENT BY A LAWYER DELINQUENT BY A LAWYER REPRESENTATION THROUGH A LAWYER NOT A RIGHT
DEPENDS ON STANDING ORDERS / SERVICE CONDITIONS
DEPENDS ON CIRCUMSTANCES OF THE CASE
WHEN MATTER IS COMPLICATED
WHEN MANAGEMENT IS REPRESENTED BY A LEGALLY TRAINED PERSON
REFUSED FOR FEAR OF CAUSING COMPLICATIONS AND DELAY
RECORDING EVIDENCE IN RECORDING EVIDENCE IN ENQUIRYENQUIRY
E.O., M.R., DELINQUENT, D.A. TO MARK ATTENDANCE IN THE BEGINNING AND AT THE END OF EACH PAGE. WITNESSES ALSO TO SIGN AT APPROPRIATE PLACES.
STRICT RULES OF EVIDENCE NOT APPLICABLE IN DOMESTIC ENQUIRY
PRINCIPLES OF NATURAL JUSTICE CAN NOT BE IGNORED
ENQUIRY NEED NOT BE DONE AT ONE FIXED PLACE ONLY
ENQUIRY PROCEEDINGS SHOULD BE RECORDED IN TRIPLICATE, ONE COPY EACH FOR E.O., M.R. AND DELINQUENT
DELINQUENT SHOULD BE GIVEN COPIES OF DOCUMENTS RELIED UPON BY MANAGEMENT . . .
. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY DELINQUENT HAS RIGHT TO ASK FOR MORE DOCUMENTS
RELEVANT FOR HIS DEFENCE
STATEMENTS OF MANAGEMENT WITNESSES SHOULD BE RECORDED FIRST AND IN THE PRESENCE OF DELINQUENT
DELINQUENT SHOULD BE GIVEN OPPORTUNITY TO CROSS EXAMINE MANAGEMENT WITNESSES
IF DELINQUENT DOES NOT CROSS EXAMINE THE MANAGEMENT WITNESS, IT SHOULD BE RECORDED BY THE E.O.
M.R. MAY ASK QUESTION FROM WITNESS FOR CLARIFICATION
AFTER COMPLETION OF MANAGEMENT WITNESSES, E.O. SHOULD ENQUIRE FROM M.R. IF HE HAS NO OTHER WITNESSES, AND SHOULD RECORD THIS . . .
. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY
AFTER COMPLETION OF MANAGEMENT EVIDENCE, THE DELINQUENT WILL LEAD HIS EVIDENCE
M.R. WILL CROSS EXAMINE DELINQUENT’S WITNESSES. IF HE DOES NOT, E.O. SHOULD RECORD THIS
WHEN DELINQUENT’S EVIDENCE IS COMPLETE, E.O. WILL ASK THE DELINQUENT IF THERE ARE NO OTHER WITNESSES AND WILL RECORD THIS
IN EACH PROCEEDING E.O., M.R., DELINQUENT AND HIS REPRESENTATIVE HAVE TO MARK THEIR ATTENDANCE AND SIGN ON EACH PAGE OF THE ENQUIRY PROCEEDINGS
E.O. WILL CLOSE THE ENQUIRY PROCEEDINGS
. . .
. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY
A WITNESS IS CONSIDERED NEUTRAL UNLESS THERE IS MATERIAL TO PROVE HIS ENMITY WITH DELINQUENT
RELATIONSHIP WITH MANAGEMENT DOES NOT NEGATE A WITNESS IF HIS DEPOSITION IS FAIR AND TRUE
THERE IS NO RULE TO DISREGARD THE EVIDENCE OF LONE WITNESS
IF THERE ARE MANY WITNESSES, THERE IS NO NEED TO EXAMINE EACH AND EVERY WITNESS
IF THERE ARE MANY WITNESSES, THERE IS NO NEED TO EXAMINE EACH AND EVERY WITNESS
. . .
. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY
PROCESS OF CROSS-EXAMINATION IS VERY IMPORTANT TO TEST THE VERACITY OF WITNESSES
WITNESSES SHOULD BE CROSS-EXAMINED IN THE PRESENCE OF DELINQUENT
PROCEEDINGS SHOULD BE RECORDED IN LOCAL LANGUAGE / ENGLISH / HINDI WHICH IS EASILY UNDERSTOOD BY EMPLOYEE
PRINCIPLES OF NATURAL PRINCIPLES OF NATURAL JUSTICEJUSTICE
NO PERSON CAN BE HELD GUILTY WITHOUT INFORMING HIM THE CHARGES AGAINST HIM
NO PERSON CAN BE HELD GUILTY WITHOUT GIVING HIM FAIR AND PROPER OPPORTUNITY TO EXPLAIN HIS DEFENCE
NO PERSON CAN BE A JUDGE OF HIS OWN CAUSE
EX-PARTE ENQUIRYEX-PARTE ENQUIRY
WHEN EMPLOYEE REFUSES TO PARTICIPATE IN ENQUIRY
WHEN EMPLOYEE DOES NOT TURN UP IN ENQUIRY DESPITE ALL EFFORTS OF SERVICE / INTIMATION BY MANAGEMENT
WHEN EMPLOYEE REFUSES TO CROSS EXAMINE WITNESSES
WHEN EMPLOYEE WALKS OUT OF ENQUIRY
ENQUIRY REPORTENQUIRY REPORT ENQUIRY OFFICER WILL SCRUTINIZE, ASSESS, EVALUATE,
CORROBORATE, JUSTIFY AND CONCLUDE BASED ON ALL DOCUMENTS, STATEMENTS AND ALL RELEVANT INFORMATION FROM THE ENQUIRY PROCEEDINGS RECORDED BY HIM AND BY APPLYING HIS UNBIASED, IMPARTIAL, FAIR AND JUDICIOUS MIND AS PER PRINCIPLES OF NATURAL JUSTICE, AND WILL PREPARE HIS ENQUIRY REPORT / FINDINGS AND WILL SUBMIT THE SAME ALONGWITH ALL DOCUMENTS TO THE DISCIPLINARY AUTHORITY
ENQUIRY OFFICER IS REQUIRED TO SUBMIT HIS FINDINGS ONLY WHETHER THE DELINQUENT HAS BEEN PROVED GUILTY, PARTLY GUILTY OR NOT GUILTY
. . .
. . . ENQUIRY REPORT. . . ENQUIRY REPORT
HE SHOULD NOT RECOMMEND ANY PUNISHMENT IN CASE THE DELINQUENT IS FOUND GUILTY
FINDINGS OF A DOMESTIC ENQUIRY BASED ON SUSPICION, SURMISE OR CONJECTURES IS BAD IN LAW
INVITING COMMENTS INVITING COMMENTS A COPY OF THE ENQUIRY REPORT / FINDINGS PREPARED AND
SENT BY THE ENQUIRY OFFICER WILL BE PROVIDED TO THE DELINQUENT FOR HIS COMMENTS ON IT, IF ANY, TO BE SENT BY HIM WITHIN A STIPULATED TIME PERIOD.
IN CASE THE DELINQUENT GIVES SOME EXTENUATING REASONS AND POINTS OUT FLAWS IN THE FINDINGS OF THE ENQUIRY REPORT OF THE ENQUIRY OFFICER, THE DISCIPLINARY AUTHORITY WILL WEIGH THE ENQUIRY REPORT IN LIGHT OF SUCH COMMENTS OF DELINQUENT AND TAKE HIS ACTION.
IF THE DELINQUENT DOES NOT SUBMIT ANY COMMENTS, THE DISCIPLINARY AUTHORITY WILL TAKE FURTHER ACTION IN THE MATTER ON THE BASIS OF FINDINGS OF THE ENQUIRY OFFICER.
. . .
. . . INVITING COMMENTS. . . INVITING COMMENTS
NON SUPPLY OF COPY OF ENQUIRY REPORT TO DELINQUENT IS VIOLATION OF PRINCIPLES OF NATURAL JUSTICE AS WELL AS PROVISIONS OF ARTICLES 14 AND 21 OF CONSTITUTION
PUNISHMENTPUNISHMENT
IN CASE THE DELINQUENT IS ABSOLVED OF THE CHARGES BEING NOT PROVED IN THE ENQUIRY OR PARTIALLY PROVED, OR WHEN COMMENTS OF DELINQUENT ARE ACCEPTED BY DISCIPLINARY AUTHORITY, HE WILL NOT BE INFLICTED ANY PUNISHMENT OR WILL BE INFLICTED PUNISHMENT IN PROPORTION TO THE PARTIAL GUILT PROVED, AS THE CASE MAY BE.
IN CASE THE CHARGES ARE PROVED AGAINST THE DELINQUENT OR THE COMMENTS OF DELINQUENT ARE NOT ACCEPTED BY THE DISCIPLINARY AUTHORITY, APPROPRIATE DISCIPLINARY ACTION AS PER STANDING ORDERS / SERVICE CONDITIONS ETC. WILL BE INFLICTED ON THE DELINQUENT.
KINDS OF PUNISHMENTKINDS OF PUNISHMENT
PREVENTIVE
RETRIBUTIVE
CORRECTIVE
PURPOSE OF PUNISHMENTPURPOSE OF PUNISHMENT
TO PREVENT RECURRENCE OF ACTS OF MISCONDUCT BY SAME EMPLOYEE OR BY OTHERS IN FUTURE
TO ENFORCE / MAINTAIN DISCIPLINE IN ESTABLISHMENT
TO SEND MESSAGE OF FEAR OF LOSING JOB IN CASE SOME GROSS MISCONDUCT IS COMITTED BY ANY EMPLOYEE, AND THUS KEEP THEM AWAY FROM ANY ACT OF MISDEMEANOR
TO RUN THE ESTABLISHMENT COORDIALLY, PEACEFULLY AND EFFICIENTLY
FAIRPLAY IN PUNISHMENTFAIRPLAY IN PUNISHMENT
PUNISHMENT SHOULD BE JUST, FAIR AND IN PROPORTION TO THE ACT OF MISCONDUCT PROVED
PUNISHMENT SHOULD NOT BE ARBITRARY, VINDICTIVE, MALA FIDE, LESS OR EXCESSIVE
PUNISHMENT SHOULD BE AWARDED BY TAKING ALL FACTORS INTO CONSIDERATION
PUNISHMENT SHOULD BE AWRDED BY THE DISCIPLINARY AUTHORITY AFTER APPLYING HIS JUDICIOUS MIND
A DELINQUENT CAN NOT BE HELD GUILTY SIMPLY ON PRESUMPTIONS. . .
. . . FAIRPLAY IN PUNISHMENT. . . FAIRPLAY IN PUNISHMENT
SINCE FINDINGS OF DOMESTIC ENQUIRY CAN TAKE AWAY THE LIVELIHOOD OF DELINQUENT, THE ENQUIRY OFFICER SHOULD APPLY HIS OWN MIND VERY JUDICIOUSLY IN WRITING HIS REPORTDOMESTIC
ENQUIRY IS A QUASI JUDICIAL ENQUIRY AND THUS IT MUST SHOW REASONS FOR ITS CONCLUSION
TERMINATION SANS TERMINATION SANS ENQUIRYENQUIRY
IN EXTREME / EXCEPTIONAL CIRCUMSTANCE WHEN IT IS NOT PRACTICALLY POSSIBLE TO CONDUCT AN ENQUIRY, MANAGEMENT MAY RECORD SUCH CIRCUMSTANCES AND REASONS BEFORE TERMINATING THE EMPLOYEE.
MANAGEMENT MAY LEAD EVIDENCE BEFORE THE COURT IN SUCH CIRCUMSTANCES IF SO REQUIRED
SECTION 11-A OF I.D. ACT, 1947 SECTION 11-A OF I.D. ACT, 1947 AND POWERS OF LABOUR AND POWERS OF LABOUR
COURTS / TRIBUNALSCOURTS / TRIBUNALS ONCE THE EMPLOYEE IS PROVED GUILTY OF THE
CHARGES LEVELLED AGAINST HIM IN A DOMESTIC ENQUIRY, THE JURISDICTION TO AWARD PUNISHMENT RESTS WITH THE MANAGEMENT
WHEN A DOMESTIC ENQUIRY IS CONDUCTED FAIRLY, PROPERLY AND AS PER PRINCIPLES OF NATURAL JUSTICE, NORMALLY LABOUR COURTS / TRIBUNALS DO NOT INTERFERE WITH THE PUNISHMENT AWARDED BY THE MANAGEMENT
. . .
. . . SECTION 11-A OF I.D. ACT, 1947 AND POWERS . . . SECTION 11-A OF I.D. ACT, 1947 AND POWERS
OF LABOUR COURTS / TRIBUNALSOF LABOUR COURTS / TRIBUNALS
IN EXTREME CASES WHERE THE COURT FEELS THAT THERE IS A CASE OF VICTIMISATION OR UNFAIR LABOUR PRACTICE AND PUNISHMENT IS DISPROPORTIONATE TO THE ACT OF MISCONDUCT, IT MAY INTERFERE WITH THE PUNISHMENT
LABOUR COURT / TRIBUNAL IS CLOTHED WITH POWER TO RE-APPRAISE THE EVIDENCE IN DOMESTIC ENQUIRY AND SATISFY ITSELF WHETHER THE SAID EVIDENCE RELIED UPON BY THE MANAGEMENT ESTABLISHED THE MISCONDUCT ALLEGED AGAINST THE CONCERNED EMPLOYEE
THANK YOU !THANK YOU !
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