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harik_1979 Started The Discussion:

dear sir, i want to know how to make a charge sheet accordingly disciplinary action. thanx harish 9258557802

getsgeetha@gmail.com - Member Since: Oct 2008
actually what is the charge sheet? Could any guide the details regarding this:?: Regards, Geetha.

preetipe@gmail.com - Member Since: Sep 2008
As per my knowledge, Charge Sheet is a document or the list about the misconduct of an employee.

niroopnambiar - Member Since: Nov 2008
Dear all,

As you know charge sheet is the document prepared by HR or enquirey commision after getting dirrection from managmet or hr itself regarding an amployees misconduct or violation of company ruls&regulation, its the first step for taking disciplinary action like termination ....

rameshdixit1977@rediffmai - Member Since: Aug 2008
Dear Geeta,

Charge sheet is a legal document which is given to a employee when prima facie charge of gross misconduct is prove on him. Suppose, an information regarding misconduct done by an employee or group of employee is received to Management or HR department, it comes under prelimary enquiry from the employee concerned. If the matter is not solved at this stage, management achieved the authentic ground of charges on the employee’s concerned. After getting the adequate information, management issues the charge sheet against the employee / group of employee. Simultaneously management appoints an enquiry officer and presenting officer of the case and the same must be conveyed to the charge sheeted employee. It should also convey to charge sheeted employee to submit the reply to enquiry officer only in the time stipulated mentioned in the charge sheet. While framing the charge sheet one thing should always keep in mind, since it is a legal document and it can not be amend or change at any stage of enquiry, so it should be frame with at most care & attention. If the reply of charge sheet is not found satisfactory by enquiry officer, he give date and place of enquiry to charge sheeted employee, and opportunity is given to them to put the evidence in their favor. He may also given an opportunity to present witness in favour, provided the witness is not a person outside the company. After analyzing the fact and figures of the case, enquiry officer present his enquiry report along with his specific recommendation to management. On the basis of enquiry report, disciplinary authority issues his decision. The decision of disciplinary authority is send across to charge sheeted employee and an opportunity is given to him to submit his representation, if any over the decision of disciplinary authority within a limited time period. Usually it is 03 to 07 days. In this way the procedure of disciplinary authority completed.

I hope above will solve your quiry

Thank You,


Ramesh K. Dixit,
Lucknow

getsgeetha@gmail.com - Member Since: Oct 2008
Dear Mr. Ramesh,

Thanks for ur information. then could you do another favour, that is How the HR professional make Charge Sheet. give any format otherwise give some suggessions to make it. if you dont mine.

Regards,

Geetha.


Quote:
Originally Posted by rameshdixit1977@rediffmai View Post
Dear Geeta,

Charge sheet is a legal document which is given to a employee when prima facie charge of gross misconduct is prove on him. Suppose, an information regarding misconduct done by an employee or group of employee is received to Management or HR department, it comes under prelimary enquiry from the employee concerned. If the matter is not solved at this stage, management achieved the authentic ground of charges on the employee’s concerned. After getting the adequate information, management issues the charge sheet against the employee / group of employee. Simultaneously management appoints an enquiry officer and presenting officer of the case and the same must be conveyed to the charge sheeted employee. It should also convey to charge sheeted employee to submit the reply to enquiry officer only in the time stipulated mentioned in the charge sheet. While framing the charge sheet one thing should always keep in mind, since it is a legal document and it can not be amend or change at any stage of enquiry, so it should be frame with at most care & attention. If the reply of charge sheet is not found satisfactory by enquiry officer, he give date and place of enquiry to charge sheeted employee, and opportunity is given to them to put the evidence in their favor. He may also given an opportunity to present witness in favour, provided the witness is not a person outside the company. After analyzing the fact and figures of the case, enquiry officer present his enquiry report along with his specific recommendation to management. On the basis of enquiry report, disciplinary authority issues his decision. The decision of disciplinary authority is send across to charge sheeted employee and an opportunity is given to him to submit his representation, if any over the decision of disciplinary authority within a limited time period. Usually it is 03 to 07 days. In this way the procedure of disciplinary authority completed.

I hope above will solve your quiry

Thank You,


Ramesh K. Dixit,
Lucknow

sideekh - Member Since: Nov 2008
Quote:
Originally Posted by harik_1979 View Post
dear sir,

i want to know how to make a charge sheet accordingly disciplinary action.

thanx

harish
9258557802
Dear all,

Good morning,

I would like to know about the annual leave calculation in excel sheet ( wz formula)
staff have 2.5 days per month, he has to complete 10 months form the last day of leave,... etc. how can we put formula and find out how many days leave he earned.

tks n rgds

Mohd.Hanifah - Member Since: Nov 2008
Good Morning Geetha, Please find attached a copy of charge sheet I create for a major misconduct case. I hope it will shed some light to your concerns. Mohd.Hanifah Kuala Lumpur, Malaysia


Attached FilesProvided by community member Mohd.Hanifah. Join us to learn and grow with your peers.
File Type: doc Sample Charge Sheet.doc (36.0 KB, 1721 views)
arundate1234 - Member Since: Apr 2011
charge sheet is an official document enumerating the defaults committed by the defaulter an employee. These defaults must be against the laid down duly approved and authorised rules and regulations which are usually termed as Certified Standing Orders which covers most of the areas of employees behaviour pattern while at work. So first you have to ensure and see that you have certified Standing Orders for your organisation. Then only you can compare and say that such and such act is against so and so clause or provision of the Certified Standing Orders. These Standing Orders need to be reviewed at regular interval to keep it in line with present circumstances or scenario. It is unfortunate that now a days very few organisations follow this structure.

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