tag:blogger.com,1999:blog-16478130613197170872024-02-02T02:52:41.544-08:00Departmental Inquiry AwarenessAn effort to create awareness .... Editor - Keshav Ram Singhal, Ajmer, IndiaKeshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.comBlogger61125tag:blogger.com,1999:blog-1647813061319717087.post-74990836296737359982022-02-02T01:05:00.003-08:002022-02-02T01:05:42.037-08:00Article-Extract - Erroneous Memos And Charge Sheets And The Onus Of Proving<p> </p><p class="MsoNoSpacing"><b>Article-Extract <o:p></o:p></b></p>
<p class="MsoNoSpacing"><b>From the Desk of Editor, Domestic Enquiry,
October-December 2021 <o:p></o:p></b></p>
<p class="MsoNoSpacing"><b>‘’’’’’’’’’’’<o:p></o:p></b></p>
<p class="MsoNoSpacing"><b>Erroneous Memos And Charge Sheets And The Onus Of Proving<o:p></o:p></b></p>
<p class="MsoNoSpacing" style="margin-left: 36.0pt; mso-list: l0 level1 lfo1; text-indent: -18.0pt;"><!--[if !supportLists]--><b><span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; line-height: normal;">
</span></span></span><!--[endif]-->Soumya Datta</b><o:p></o:p></p>
<p class="MsoNoSpacing">‘’’’’’’’’’’’’<o:p></o:p></p>
<p class="MsoNoSpacing">Instances of memos and charge sheets issued to officers
are increasing exponentially. Most often seen that the allegations and charges
are levelled indiscriminately or as a matter of routine without substantiating
or providing the relevant instructions of the Bank which have been breached. This
attitude appears to be “let the alleged officer defend”. This is nothing but a “hit-run”
or “defend if you can” approach. <o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">Charge-sheets / memos should be specific, pointing and
clearly say what is omission / commission. For that it is necessary to quote
the “related instructions” which have been violated along with allegations. Without
instruction(s) of the Bank being quoted, Bank cannot allege a breach of it. If the
allegations are not indicated detailing the instructions violated, it
necessarily means that there is no such instruction at all.<o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">Officers who are handling disciplinary proceedings, and
more especially the defence counsel / representatives need to pay specific
attention and insist for related circular instructions. This is the first and
best step of defence. <o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">The Presenting Officer has to produce positive evidence
to prove the charge. Unfortunately, the Presenting Officers / Enquiry Officers
and even the learned Disciplinary Authorities tend to ignore this basic approach
of domestic enquiries. <o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">The delinquent employee must know what the charges
against him are and the nature of misconduct alleged against him and he must
get ample opportunity to meet such charges and to defend him by giving proper explanation.
<o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">If the charges are not precise and definite, the
delinquent employee would not be able to understand those charges and defend himself
effectively and in such a case, it cannot be said to be a fair and just
enquiry. <o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing">Note – This is an article-extract. For full article,
please refer to the courtesy publication. <span style="mso-spacerun: yes;"> </span><o:p></o:p></p>
<p class="MsoNoSpacing"><o:p> </o:p></p>
<p class="MsoNoSpacing"><b>Courtesy</b> – Domestic Enquiry (October – December 2021)
published by All India State Bank Officers’ Federation (AISBOF), Bangalore –
560001. <o:p></o:p></p>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-83752278716313117812019-11-22T07:52:00.001-08:002019-11-22T07:52:49.694-08:00बैंकों का विलय और अनुशासनात्मक मामलों का निपटान<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>*बैंकों का विलय और अनुशासनात्मक मामलों का निपटान*</b><br />
<br />
बैंकों के विलय के कारण जो चुनौतियाँ सामने आती हैं, उनमें से एक मानवीय संबंधों के मुद्दों में विशेष रूप से स्थानान्तरण के मामलें होते हैं और दूसरा अनुशासनात्मक मामलों का निपटान होता है। हालांकि सभी सार्वजनिक क्षेत्र के बैंकों में अनुशासनात्मक नियम कमोबेश सामान्य हैं, फिर भी घरेलू जाँच का क्षेत्र काफी हद तक प्रत्येक बैंक में उसकी कार्य-संस्कृति, सांस्कृतिक नैतिकता, ऐतिहासिक पृष्ठभूमि आदि से प्रभावित होता है। विभिन्न बैंकों में की गई अनुशासनात्मक कार्यवाही में अलग-अलग प्रथाएं होती हैं। यह इसलिए होता है क्योंकि - (i) हर बैंक का अनुभव आधार भिन्न होता है, (ii) अनुशासनात्मक मामलों के निष्पक्ष और न्यायसंगत संचालन को सुनिश्चित करने में प्रबंधन द्वारा प्रदान किया गया समर्थन भी हर बैंक में अलग-अलग होता है, (iii) हर बैंक में कामगार यूनियनों / अधिकारी संघों की आंतरिक शक्ति भी भिन्न होती है, जो अच्छी तरह से प्रशिक्षित रक्षा प्रतिनिधियों का सहयोग आरोपित कर्मचारी या आरोपित अधिकारी को उपलब्ध कराते हैं। पिछले कई वर्षों से चार्ज-शीटों की संख्या में बढ़ोतरी हो रही है और कामगार यूनियनों / अधिकारी संघों के सामने यह चुनौती है कि अनुशासनात्मक कार्रवाई के लिए वे अच्छी संख्या में 'रक्षा प्रतिनिधि' उपलब्ध कराएँ। जब भी बैंकों का विलय होता है मानव संसाधन प्रबंधन को लेकर कुछ चुनौतियाँ सामने आती हैं, जिसमें विशेष रूप से यह सुनिश्चित करना होता है कि एक नई इकाई में कर्मचारियों का सुचारुरूप और सामंजस्यपूर्ण एकीकरण हो जाए। जब भी बैंकों का विलय होता है, तो कार्य-नीतियों में छोटे बैंक की तुलना में बड़े बैंक का अधिक प्रभाव होता है।<br />
<br />
संक्रमण अवधि (transition period) में बैंकों की प्रमुख चिंता अनुशासनात्मक कार्यवाही से निपटना है। ऐसी जानकारी मिल रही है कि संक्रमण अवधि में चार्जशीट की सँख्या वृद्धि पर हैं क्योंकि बैंक यह चाहते हैं कि लंबित मामले जल्दी से समाप्त हो जाएँ। यदि संक्रमण अवधि में अनुशासनात्मक कार्यवाही के मामले नहीं निपट पाते हैं तो दिक्कत होने की संभावना है, क्योंकि हर बैंक की कार्य संस्कृति में अंतर होता है। फिर एक और चुनौती अनुशासनात्मक मामलों को संभालने की प्रक्रिया है, क्योंकि अनुशासनात्मक कार्यवाही का प्रबंधन हर बैंक में भिन्न होता है। कमोबेश अनुशासनात्मक कार्यवाही संबंधित बैंकों के वरिष्ठ अधिकारियों के रवैये से काफी प्रभावित होती है। इसी तरह, जब भी कोई मामला जहाँ आरोप साबित हो जाते हैं, अनुशासनात्मक प्राधिकारी द्वारा निपटाया जाता है, तो सजा देने में बैंकों के बीच अंतर होता है। विलय के मामले में, बड़े बैंकों का बड़ा भाई रवैया हमेशा कर्मचारियों के दिमाग में मनोवैज्ञानिक तरीके से काम करता है। विलय के पश्चात बैंक में अधिकारियों और साथ ही अवार्ड स्टाफ का एकीकरण उस सीमा तक प्रभावित होता है और इसके परिणामस्वरूप बैंकों में बहुत से अधिकारी और अवार्ड स्टाफ स्वैच्छिक सेवानिवृत्ति लेना चुनते हैं, क्योंकि विलय के बाद बैंक में अनुशासन के नाम पर उन्हें हमले की आशंका होती है और अनजाना डर सताता है।<br />
<br />
बैंकों को विलय किए जाने पर प्रत्येक बैंक में अनुशासनात्मक मामलों के प्रबंधन पर विशेष ध्यान देने की आवश्यकता है। इसके लिए बैंकों के विलय के बाद अनुशासनात्मक मामलों को संभालने से पहले अनुशासनात्मक प्राधिकारी को विलय हुए बैंक में प्रचलित अनुशासन, कार्य पद्धति, मानव संसाधन प्रथाओं आदि से सम्बंधित धारणाओं की स्पष्ट समझ होनी चाहिए। यह समझना बहुत जरूरी है कि विलय होने पर बैंक में अनुशासनात्मक कार्यवाही का क्षेत्र बहुत संवेदनशील विषय है। ताकि विलय पश्चात छोटे बैंक के कर्मचारियों और अधिकारियों को यह महसूस नहीं हो कि वे बड़े बैंक प्रबंधन द्वारा उत्पीड़न के अधीन हैं। एक तरफ बैंक प्रबंधन को इस ओर विशेष ध्यान देने की जरुरत है कि त्वरित रूप से अनुशासनात्मक मामले निपटाएं जाएं और साथ ही अधिकारी संघों और अवार्ड स्टाफ यूनियनों को यह देखने के लिए विशेष रुचि लेनी चाहिए कि विलय के समय कार्मिक विभागों में लंबित मुद्दों और मामलों पर प्रबंधन द्वारा ठीक तरह से ध्यान दिया जा रहा है। अधिकारी संघों और अवार्ड स्टाफ यूनियनों को यह ध्यान भी रखना चाहिए कि जो अधिकारी या कर्मचारी अनुशासनात्मक कार्यवाही की जद में आ गए हैं, उन्हें उचित बचाव प्रदान करें ताकि निर्दोष कर्मचारियों और अधिकारियों का उत्पीड़न न हो, क्योंकि शीर्ष स्तर पर अधिकारियों के मन में संभावित पूर्वाग्रह व्याप्त हो सकता है।<br />
<br />
- केशव राम सिंघल<br />
<br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-45088391990118730442018-10-25T07:16:00.001-07:002018-10-25T07:32:58.589-07:00FREQUENTLY ASKED QUESTION - 27<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>FREQUENTLY ASKED QUESTION - 27<br />
<br />
Can the Disciplinary Authority (DA) appoint, by an order, one of his superiors as Presenting Officer (PO) and/or Inquiry Officer (IO)?</b><br />
<br />
The procedure to be followed in disciplinary proceedings is generally laid down in Service Rules and Standing Orders made there under. <br />
<br />
Yes, in my opinion, DA may appoint, by an order, one of his superiors as PO and/or IO, provided Service Rules and/or Service Rules do not restrict such appointment. While appointing a senior officer to such assignments, the DA should seek a consent from such senior officer. <br />
<br />
Readers may differ with my opinion, however, in such a case they may seek legal opinion.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxJPyYfULAz9X8y-0f48gzJXrBCjcpAwK5pAXeT7sPGke6s8F1OGlf4CPjk1oYdY1yKWrMfJSQmUo4uGCrCZtR89YSfdqnJeCrIDdhO_iXFleCXnBvgMhUQsDPnyc34S5zUh0Eg52blcy8/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxJPyYfULAz9X8y-0f48gzJXrBCjcpAwK5pAXeT7sPGke6s8F1OGlf4CPjk1oYdY1yKWrMfJSQmUo4uGCrCZtR89YSfdqnJeCrIDdhO_iXFleCXnBvgMhUQsDPnyc34S5zUh0Eg52blcy8/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a><br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-6127922702878428562018-09-24T09:20:00.005-07:002018-09-24T09:43:36.985-07:00FREQUENTLY ASKED QUESTION - 26<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>FREQUENTLY ASKED QUESTION - 26<br />
<br />
Can a Zonal Manager be presented as a witness?</b><br />
<br />
Yes, a Zonal Manager may be presented as a witness in a departmental inquiry, if he not a disciplinary authority (DA) or appellate authority (AA) in the departmental inquiry. <br />
<br />
The departmental inquiry proceedings have a dual purpose. They are intended (i) to help the Disciplinary Authority (DA) to assess the guilt of the CE with a view to decide further course of action, if any, and (ii) to provide the CE a chance to meet the charges levelled against him and to prove his innocence. Departmental Inquiry proceedings are quasi-judicial, in nature. A judicial approach is necessary while dealing with such cases. The procedure adopted must not only be fair and reasonable but should also bear a convincing appearance that justice has been done. <br />
<br />
You must remember that no person shall be a judge in his own case, applies to DA also.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPQAZUYI6xGeZMRiFXEvSvS_N-b203Zwm3iJM2pHS3SOv0IN5XIY0drI41iGKPqPe71iWGG1D4qtihmUx-X8kwWsIPBSTXlX1P8vrzrNTWX6qEec1gG7vQr2PdyUE-y4zh10hW8NsmKSfZ/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPQAZUYI6xGeZMRiFXEvSvS_N-b203Zwm3iJM2pHS3SOv0IN5XIY0drI41iGKPqPe71iWGG1D4qtihmUx-X8kwWsIPBSTXlX1P8vrzrNTWX6qEec1gG7vQr2PdyUE-y4zh10hW8NsmKSfZ/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a><br />
<br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-73445774101641211462018-09-24T09:17:00.001-07:002018-09-24T09:17:49.950-07:00FREQUENTLY ASKED QUESTION - 25<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>FREQUENTLY ASKED QUESTION - 25<br />
<br />
Can PO present himself as a witness in the departmental inquiry?</b><br />
<br />
In a departmental inquiry, the presenting officer (PO) is appointed by the management and the PO has the right to present its case against the charged employee / charged officer. PO is required to examine the witness in the inquiry. PO's job is to adduce evidence in support of the charge. Generally PO is not a witness in a departmental inquiry. Examining self as a witness by the PO in the inquiry is somewhat difficult. It is suggested that management should appoint a PO, who is not a witness in the inquiry.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-36907083279923410122018-08-06T03:00:00.000-07:002018-08-06T03:00:14.869-07:00FREQUENTLY ASKED QUESTION - 24<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<br />
<b>What should be done if there are allegations against the Disciplinary Authority?</b><br />
<br />
<b>Allegations against the Disciplinary Authority</b><br />
<br />
The aggrieved party should brought the matter to the notice of the Appellate Authority with full facts of the allegations.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPQAZUYI6xGeZMRiFXEvSvS_N-b203Zwm3iJM2pHS3SOv0IN5XIY0drI41iGKPqPe71iWGG1D4qtihmUx-X8kwWsIPBSTXlX1P8vrzrNTWX6qEec1gG7vQr2PdyUE-y4zh10hW8NsmKSfZ/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjPQAZUYI6xGeZMRiFXEvSvS_N-b203Zwm3iJM2pHS3SOv0IN5XIY0drI41iGKPqPe71iWGG1D4qtihmUx-X8kwWsIPBSTXlX1P8vrzrNTWX6qEec1gG7vQr2PdyUE-y4zh10hW8NsmKSfZ/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a><br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-71700961372023555642017-12-07T06:28:00.000-08:002017-12-07T06:28:09.549-08:00FREQUENTLY ASKED QUESTION - 23<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<br />
<b>Can an officer, who has submitted a report and if the inquiry is initiated on such report of the officer, be appointed as inquiry officer?</b><br />
<br />
If an officer has submitted a report and if the inquiry is initiated on such report of the officer, then in all fairness, the officer should not be appointed as inquiry officer. If somehow the officer is inadvertently appointed as inquiry officer, steps should be taken to ensure that the task of holding the inquiry is assigned to some other officer. <br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal <br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-89009936377128560762017-12-07T05:39:00.000-08:002017-12-07T05:39:01.315-08:00FREQUENTLY ASKED QUESTION - 22<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>Can an officer, who has witnessed the incident, being the subject matter of an inquiry, be appointed as inquiry officer?</b><br />
<br />
If an officer is a witness to any of the incidents, which is the subject matter of the inquiry, then in all fairness, the officer should not be appointed as inquiry officer. If the above facts become known after the appointment of the enquiry officer, during the inquiry, steps should be taken to ensure that the task of holding the inquiry is assigned to some other officer.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal <br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhwPpQ5xYj9MLCm0t3nhYsX9O9XlU_EJ9MXrs5FL7FzQr3jACNpjmjvDzjcYqol5_kdrJmr4VviRKLCmiqxP_etyJIZCHbFBLk86Lc66U8GYz7MKQ9vrwgtEdW9Dv4hYtXplJrGSniorNMO/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-20493687562472308262017-10-11T10:23:00.000-07:002017-10-11T10:23:18.248-07:00Power Under Section 11-A of the Industrial Disputes Act<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>Power Under Section 11-A of the Industrial Disputes Act</b><br />
<br />
Section 11-A of the Industrial Disputes Act confers powers on the Labour Courts, Tribunals and National Tribunals to give proper relief in case of discharge or dismisal of workman and to decide the justification of the decision of the employers. When it is found that the departmental inquiry is not held properly, the Labour Court / Tribunal / National Tribunal would set aside the order of punishment by giving appropriate relief to the concerned workman. Appropriate relief to the concerned workman may include lesser punishment or even no punishment resulting in reinstatement of the concerned workman.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxJPyYfULAz9X8y-0f48gzJXrBCjcpAwK5pAXeT7sPGke6s8F1OGlf4CPjk1oYdY1yKWrMfJSQmUo4uGCrCZtR89YSfdqnJeCrIDdhO_iXFleCXnBvgMhUQsDPnyc34S5zUh0Eg52blcy8/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxJPyYfULAz9X8y-0f48gzJXrBCjcpAwK5pAXeT7sPGke6s8F1OGlf4CPjk1oYdY1yKWrMfJSQmUo4uGCrCZtR89YSfdqnJeCrIDdhO_iXFleCXnBvgMhUQsDPnyc34S5zUh0Eg52blcy8/s200/LogoKRSinghal.Colour.jpg" width="200" height="200" data-original-width="1202" data-original-height="1202" /></a><br />
<br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-86959550826558082172017-08-04T20:52:00.002-07:002017-12-07T05:36:04.259-08:00FREQUENTLY ASKED QUESTION - 21<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>Is it necessary to hold full fledged departmental inquiry for imposing a minor penalty?</b><br />
<br />
<br />
An employee should be given an opportunity to defend himself when a charge sheet is issued for imposing a minor penalty. A full fledged inquiry may not be necessary for imposing a minor penalty.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram SinghalKeshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-81121353530356650992016-11-02T09:02:00.000-07:002016-11-02T09:02:36.679-07:00News - Reimbursement of TA/DA to serving/retired employees attending disciplinary/criminal proceedings as charged officer, Prosecution/Defence witnesses etc. in Public Sector Banks<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>News - <br />
<br />
Reimbursement of TA/DA to serving/retired employees attending disciplinary/criminal proceedings as charged officer, Prosecution/Defence witnesses etc. in Public Sector Banks</b><br />
<br />
The Central Vigilance Commission (CVC) noticed that as per the instructions issued by the Indian Bank's Association (IBA) dated 25.04.2011, TA/DA was not permissible to the retired officer / employees for attending the departmental inquiry as Defence Assistants or Defence witnesses of the Public Sector Banks. As the IBA's guidelines were in violation of Ministry of Finance, GOI instructions and Commission's guidelines, the Commission vide letter dated 27.02.2015 advised Department of Financial Services (DFS) to examine the issues and to take corrective steps to remove anomalies and to ensure that IBA circular is in line with the Government of India and Commission's guidelines. <br />
<br />
2. DFS has reported that the IBA, vide letter dated 19.11.2015 has since reviewed and revised the scheme and issued comprehensive instructions regarding reimbursement of TA/DA to serving/retired employees attending departmental/criminal proceedings as Charged Officer, prosecution/Defence witness etc. As per the revised circular, now payment of TA/DA to Defence Assistants /Defence Witnesses (both serving and retired) attending departmental inquiry and criminal proceedings before Court would be allowed.<br />
<br />
- From the Coordination (Policy) Wing, Central Vigilance Commission (CVC)<br />
<br />
<b>Courtesy Source</b> - VIGEYE VANI - Quarterly Newsletter Central Vigilance Commission - April-June 2016<br />
Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com1tag:blogger.com,1999:blog-1647813061319717087.post-19682526847667528522015-11-17T21:12:00.002-08:002023-06-19T03:36:38.604-07:00Training Handbook on 'Departmental Inquiry Awareness'<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div>Dear friends,<br />
<br />
Greetings!<br />
<br />
People generally are afraid of departmental inquiry. People find difficulty in participating in departmental inquiry. <br />
<br />
I have been associated with departmental inquiry and thus I have the opportunity to read books, generally voluminous books, related to departmental inquiry. During my service as an officer of a bank and also as an elected representative of the officers' association, I had opportunities to participate in departmental inquiries, sometimes as Presenting Officer on behalf of the management or sometimes as defence representative assisting the charged officer. Thus, I could gain experience to learn the insight of the departmental inquiry. With a view to share my knowledge and tips related to departmental inquiry, I have designed and developed a training handbook on 'Departmental Inquiry Awareness'. This is a small effort to create awareness on departmental inquiry.<br />
<br />
No one should be punished without giving him an opportunity to defend himself and a judicial approach is necessary in the procedures of departmental inquiry. The procedure adopted must not only be fair and reasonable but should also bear a convincing appearance that justice has been done.<br />
<br />
Contents of the Training handbook include the following:<br />
<br />
# 01 - Preface<br />
<br />
# 02 - An introduction on 'Departmental Inquiry Awareness' training<br />
<br />
# 03 - General tips<br />
<br />
# 04 - Tips for the inquiry officer<br />
<br />
# 05 - Summarized procedure for inquiry proceedings (useful for DA and IO)<br />
<br />
# 06 - Tips for the presenting officer<br />
<br />
# 07 - Tips for the charged employee and the defence representative<br />
<br />
# 08 - Legal practitioner as a DR<br />
<br />
# 09 - Investigation<br />
<br />
# 10 - Short notes and FAQs - The inquiry report, Natural justice in departmental inquiry, Bias in departmental inquiry, When a high court quashed the inquiry report, Useful quarterly magazine, Venue of the inquiry, What action when an employee gets employment by misrepresentation, Can DA differ with the IO findings, Unbecoming conduct, Inquiry conducted by a subordinate to the complainant, Agreeing or disagreeing of DA by the findings of the IO, Mass casual leave by employees, Assistance of an advocate, Perusal of documents/records on receipt of memo/show cause notice, Suspension, Representation by lawyers, Oath in departmental inquiry, Principle of natural justice, Who is competent to hold a departmental inquiry, Personnel officer as presenting officer, Ingredients of a charge sheet, Abusing b an employee, Departmental inquiry against an employee acquitted by a court of law, Labour court power under section 11A, Proposed punishment mentioned in charge sheet, Non-supply of list of witnesses along with charge sheet, Allegations against a superior, Can outsider be IO, Examining the management witness, Plea of victimisation, IO Report, When the CE admits the guilt, Confidence loss upon an employee, Adjournment of an inquiry, Who may be present at the inquiry, Ex-parte inquiry<br />
<br />
# 11 - Specimen of documents and records - Inquiry officer communication, Disciplinary proceedings, IO's letter to custodian of documents<br />
<br />
# 12 - Post-training test details<br />
<br />
Thanking you,<br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Note - The handbook is not available for distribution. </b><b>Readers are requested to search the relevant topic in the blog. Thanks.</b><div>
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgw41kWKvnag1kMB0BRArbDPSuqYaLMHXtNmzFfp58Fi1YWhRgr7GFY0JyMjOdcas7y3keGiGWllN3n1QksNHE1d64urdrKGim5cwJe0MgTMMvVeRXCVNfl3xGMri3H4-fShiRlEMoM7s3e/s1600/LogoKRSinghal.Colour.jpg"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgw41kWKvnag1kMB0BRArbDPSuqYaLMHXtNmzFfp58Fi1YWhRgr7GFY0JyMjOdcas7y3keGiGWllN3n1QksNHE1d64urdrKGim5cwJe0MgTMMvVeRXCVNfl3xGMri3H4-fShiRlEMoM7s3e/s200/LogoKRSinghal.Colour.jpg" /></a><br />
<br />
<br />
<br />
</div>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-3101380319773799842015-09-15T02:03:00.000-07:002015-11-24T02:30:17.086-08:00INVESTIGATION<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><b>INTRODUCTION</b><br />
<br />
An investigation is an action or process of investigating something or someone (may be crime, misconduct, problem, statement, etc.) especially to discover the related facts and the truth. It is a formal or systematic examination, study or research of the case.<br />
<br />
Before initiating a departmental inquiry against an employee, management (generally the DA) wishes to confirm the misconduct, its gravity and persons involved, for which an investigation is conducted. Failure to properly investigate any incident in the organization's workplace can be costly. It may be important to investigate a matter to know:<br />
- Who were involved?<br />
- What were the facts? What happened?<br />
- Where happened?<br />
- When happened or committed?<br />
- Why committed or why happened? (System deficiencies may be noticed)<br />
- How committed?<br />
<br />
To know the basis facts, it is usually better to investigate.<br />
<br />
<b>Step-by-Step Process</b><br />
<br />
Following step-by-step process may be useful:<br />
<br />
<b>Step 1</b> - Determine whether an investigation is necessary. Appropriate authority should decide. <br />
<br />
<b>Step 2</b> - Determine an investigating officer - The person selected as an investigating officer should not be involved in the case. He should be independent. Appropriate authority should issue relevant orders.<br />
<br />
<b>Step 3</b> - Collecting relevant information - The investigating officer should collect relevant documents and information related to the case.<br />
<br />
<b>Step 4</b> - Determine date, time and place of investigation - The investigating officer should take appropriate decision with regard to date, time and place of investigation and inform to concerned persons.<br />
<br />
<b>Step 5</b> - Conduct investigation - Interview individuals with knowledge of facts. Written statements may be asked. A good approach is to ask open-ended questions that invite a person to provide information. Listen carefully to responses, and follow-up with narrower questions. Also ask each person to provide any related documents, if any, they have. Avoid close-ended questions. A better approach to use 5W1H (What, Where, Why, When, Who and How)questions.<br />
<br />
<b>Step 6</b> - Prepare investigation report - The investigating officer should prepare an investigating report containing facts gathered during interviews and written statements and by looking to the relevant documents. Analyze inconsistent or conflicting information and conclude your report with the investigation outcome.<br />
<br />
<b>Step 7</b> - Submit report - The investigating officer should submit the investigation report along with relevant documents to the authority.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
For Training Handbook on Departmental Inquiry Awareness, Please <a href="http://departmentalinquiryawareness.blogspot.in/2015/11/training-handbook-on-departmental.html">Click Here</a><br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-74964107788988625412015-03-08T08:53:00.002-07:002015-03-08T08:53:53.546-07:00FREQUENTLY ASKED QUESTION - 20<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<br />
<b>What will be the effect if the proposed punishment is mentioned in the charge-sheet as issued to an employee?</b><br />
<br />
Mere mentioning of the proposed punishment in the charge-sheet will not cause any prejudice against an employer. On the contrary, a CE under the given circumstances will know the gravity of the misconduct alleged against him.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-79012218922506478202015-03-06T04:45:00.000-08:002015-03-06T04:45:07.059-08:00FREQUENTLY ASKED QUESTION - 19<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>Under what circumstances a labour court can alter the punishment awareded to an employee by his employer?</b><br />
<br />
Under section 11-A of the Industrial Disputes Act,1947,a labour court (and also tribunal and national tribunal) has the power to alter punishment in those cases where the punishment is so harsh as to suggest victimization.<br />
<br />
Section 11A in The Industrial Disputes Act, 1947 is as under:<br />
"11A. 4 Powers of Labour Courts, Tribunals and National Tribunals to give appropriate relief in case of discharge or dismissal of workmen.- Where an industrial dispute relating to the discharge or dismissal of a workman has been referred to a Labour Court, Tribunal or National Tribunal for adjudication and, in the course of the adjudication proceedings, the Labour Court, Tribunal or National Tribunal, as the case may be, is satisfied that the order of discharge or dismissal was not justified, it may, by its award, set aside the order of discharge or dismissal and direct reinstatement of the workman on such terms and conditions, if any, as it thinks fit, or give such other relief to the workman including the award of any lesser punishment in lieu of discharge or dismissal as the circumstances of the case may require: Provided that in any proceeding under this section the Labour Court, Tribunal or National Tribunal, as the case may be, shall rely only on the materials on record and shall not take any fresh evidence in relation to the matter.]"<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-22388251345424536072015-03-03T19:10:00.001-08:002015-03-03T19:10:51.621-08:00FREQUENTLY ASKED QUESTION - 18<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>Is there any bar on initiating disciplinary proceedings (departmental inquiry) against an employee who is acquitted by a criminal court?</b><br />
<br />
No. Acquittal of the accused employee in a criminal case is no bar for departmental inquiry or disciplinary proceedings. The degree or standard of proof required for conviction in a criminal prosecution should be such as to put beyond the pale of doubt the guilt of the accused..<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-28451921569149900902015-03-03T03:56:00.001-08:002015-03-03T03:56:46.284-08:00FREQUENTLY ASKED QUESTION - 17<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>Is it essential that a charge-sheet should contain the actual words spoken by an employee for abusing his superior?</b><br />
<br />
No doubt a charge-sheet should be specific and not vague. Where in a charge-sheet it has been stated that the employee has misbehaved and abused his superior in a filthy language, though the exact words of abuses were not extracted, the nature of the word has been indicated by the word 'filthy', it can not be said that the charge is completely unspecific as to the mode, manner and contents of the misconduct.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
Abbreviation<br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-25131718221265747292015-02-22T21:22:00.000-08:002015-02-22T21:22:39.324-08:00FREQUENTLY ASKED QUESTION - 16<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>What are the essential ingredients of a charge-sheet?</b><br />
<br />
The framing of charge-sheet being the first necessity for departmental inquiry/disciplinary action. A charge-sheet must be precise, specific and must set out all the necessary particulars. There is no prescribed form for a charge-sheet. The object of charge-sheet is to give the employee the exact data of the misconduct committed by him so that he may submit his explanation in his defence. Ordinarily, a charge-sheet would indicate the proposed punishment but there is no hard and fast rule about it. The only requirement of a charge-sheet is that it must be drawn in clear and unambiguous language indicating charges levelled against the employee concerned and all other necessary particulars specifically and precisely.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-64433464657410428532015-02-12T23:32:00.000-08:002015-11-24T02:33:18.104-08:00LEGAL PRACTITIONER AS A DR<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>LEGAL PRACTITIONER AS A DR</b><br />
<br />
A departmental inquiry is mostly carried out on the basis of the rules laid down by the management of organizations. The first and the foremost guideline to hold a departmental inquiry is to abide by the principles of 'natural justice'. It is mandatory for the IO to play fair. The IO should always keep in mind that the proceedings should be carried out properly without any arbitrariness. Fair opportunity should be given to both the parties involved in the departmental inquiry. Can an employee demand a representation by a legal practitioner as a matter of right in the departmental inquiry? On a number pf occasions courts persisted that representation is not a matter of right to the employee, however they opined that one must not forget that departmental inquiries which are undertaken are not inquiries in the court of law, and in such inquiries fairly simple questions of fact as to whether certain acts of misconduct were committed by an employee or not is to be considered.<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s1600/meeting2.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s200/meeting2.jpg" /></a><br />
<br />
The right to be represented through a legal practitioner can be restricted by statutes, rules, regulations or standing orders in this regard. A reasonable extent of help and guidance must be meted out to the employee when a situation like a departmental inquiry comes up. This is because the employee is (or may be) at a disadvantageous and unequal position in industrial relations. Most often we see entire trade union system is crippled through inter-union rivalries and most employees are not aware of the legal technicalities in such inquiry proceedings. Wherein an inquiry, the charged employee is pitted against a legally trained mind, the refusal to grant him permission to appear through a legal practitioner would amount to denial of a reasonable request and violation of essential principles of natural justice.<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh390UZAegDCjN6kG7NpnwwJlloOaWXSeha4lD5-Lj8KHpOQ40d2qnJfSk090s91ElqhihPdEmjHl4Af-trffKjk9YXoSHR-blj8nOKCqVoa30vI9fohYd3UZM1xxq8eFsubkXCH5N2SpB8/s1600/Planning01.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh390UZAegDCjN6kG7NpnwwJlloOaWXSeha4lD5-Lj8KHpOQ40d2qnJfSk090s91ElqhihPdEmjHl4Af-trffKjk9YXoSHR-blj8nOKCqVoa30vI9fohYd3UZM1xxq8eFsubkXCH5N2SpB8/s200/Planning01.jpg" /></a><br />
<br />
There are certain circumstances which may warrant representation by a legal practitioner and if the opportunity is not given to the employee, this would amount to unfair labour practices and violation of natural justice. The circumstances are as follows:<br />
(i) Where the PO is a legally trained personnel<br />
(ii) Where the service rules confer discretion in the IO or DA to permit the charged employee to be represented by a legal practitioner<br />
(iii) Where the facts of the inquiry case are complicated and the gravity of charges are high and the employee is not educated or skilled enough to handle such situation then a legal practitioner may be allowed to defend him.<br />
<br />
The right of representation of a charged employee by a legal practitioner is only a small step in ensuing justice and fairness in departmental inquires.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
For Training Handbook on Departmental Inquiry Awareness, please <a href="http://departmentalinquiryawareness.blogspot.in/2015/11/training-handbook-on-departmental.html">Click Here</a><br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority <br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0vDBy3XsWouTF5YQh70lMzfLYdgyUeZNi4gbQwVP-9Rzsb9wdwu_Jop9TLtLMVHJ_FnFh_EXlZ6hPGM3XXLQtQ1KYCirnGWYEDJv5IStSYJ3vNRYSDOu9ws142GSSPRlkPNFpbW7StLZw/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0vDBy3XsWouTF5YQh70lMzfLYdgyUeZNi4gbQwVP-9Rzsb9wdwu_Jop9TLtLMVHJ_FnFh_EXlZ6hPGM3XXLQtQ1KYCirnGWYEDJv5IStSYJ3vNRYSDOu9ws142GSSPRlkPNFpbW7StLZw/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-18422586447294888402015-02-12T02:50:00.000-08:002015-02-12T02:50:00.986-08:00FREQUENTLY ASKED QUESTION - 15<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s1600/meeting2.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s200/meeting2.jpg" /></a><br />
<br />
<b>Whether a Personnel Officer,having no law degree can be treated as legally trained person if he is appointed as Presenting Officer?</b><br />
<br />
Legally trained person is a person who has a qualification in law, such as law degree or a professional qualification in law. An officer (including Personnel Officer) having no qualification in law is not a legally trained person. <br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-14091566326072539112015-02-11T21:43:00.002-08:002015-02-11T21:43:53.859-08:00FREQUENTLY ASKED QUESTION - 14<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s1600/meeting2.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgTnjbGPD1uNPJH-KUScAyQxYofxNWD_Y9po3ZPEdOWzlFCaIhctXAe5l0Lo8o-c8sW9CVQ1goovEtvXFJIjBkqtMzXpUHaGXg4M4FAfAaKGv0BCIFSB07juxuDfay01K7WYA5acmOFuIU4/s200/meeting2.jpg" /></a><br />
<br />
<b>Who is competent to hold departmental inquiry?</b><br />
<br />
The person to be appointed as IO must be independent and unbiased so that the employee proceeded against may have confidence in him. This is based on two time-hounoured principles of public policy, namely, (i) that no man should be a judge in his own case, and (ii) that justice should not be done but manifestly and undoubtedly seem to be done. In other words, if a person is acting judicially, he should be free from bias, financial or otherwise either in favour or against a party to a dispute. He should not bring himself to a position where bias can be reasonably inferred to exist.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-8212712383536794412015-02-04T06:48:00.001-08:002015-02-04T06:48:47.099-08:00FREQUENTLY ASKED QUESTION - 13<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div> <br />
<br />
<b>What do the 'principles of natural justice' imply in departmental inquiry?</b><br />
<br />
The basic concept of natural justice so far as departmental inquiries are concerned is that no man should be condemned unheard. He should be informed of the allegations or the basis upon which action detrimental to him is proposed to be taken and he given an opportunity of making his representation or presenting his case in regard to those allegations and consideration of that representation or viewpoint before action detrimental to him is taken.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-9759200936139457252015-02-03T20:28:00.000-08:002015-02-03T20:28:33.930-08:00Short Note - The Inquiry Report<div dir="ltr" style="text-align: left;" trbidi="on"><br />
</div><br />
<b>Whether the Inquiry Officer should provide a copy of the inquiry report to the charged employee?</b><br />
<br />
Before an employee is punished in a departmental inquiry, a copy of the inquiry report should be furnished to the charged employee. In many cases, it was held that not furnishing the report amounts denial of natural justice.<br />
<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
Abbreviation<br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0tag:blogger.com,1999:blog-1647813061319717087.post-866454554030503832014-12-30T22:42:00.000-08:002015-01-10T07:42:32.271-08:00Natural Justice in Departmental Inquiry<div dir="ltr" style="text-align: left;" trbidi="on"><br />
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It is always emphasized upon the necessity of observance of the principles of natural justice in the conduct of departmental inquiry by the employer. The rules of natural justice oblige the employer's management to follow certain pre inquiry procedures like informing the employee of the charges levelled against him, providing him the list of witnesses and documents having nexus with the incident to be relied upon in the departmental inquiry so that the CE and his DR can cross check its authenticity and veracity and thereby the CE should be provided with an opportunity to cross examine the contents and discredit their testimonies if required, fair opportunity to cross-examine witnesses and examine witnesses, including himself, in support of his defense and unbiased and proper recording of the evidences adduced by the CE. As such the IO should follow principles of natural justice, so that justice is done with the inquiry proceedings.<br />
With best wishes, <br />
<br />
Keshav Ram Singhal<br />
<br />
<b>Abbreviation</b><br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a><br />
<br />
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</div><br />
<b>Should Inquiry Officer administer oath to witnesses?</b><br />
<br />
Departmental inquiries need not be conducted in accordance with the technical requirement of criminal trials, but they must be fairly conducted and in holding them, considerations of fair play and natural justice must govern the conduct of the IO. In departmental inquiry the Inquiry Officer should not administer oath to witnesses. Please read <a href="http://departmentalinquiryawareness.blogspot.in/2012/04/general-tips-15.html">General Tips - 15</a> of this blog.<br />
<br />
With best wishes,<br />
<br />
Keshav Ram Singhal<br />
<br />
Abbreviation<br />
<br />
IO = Inquiry Officer / Enquiry Officer / Inquiring Authority<br />
PO = Presenting Officer<br />
DR = Defence Representative<br />
CE = Charged Employee / Charged Officer<br />
DA = Disciplinary Authority<br />
AA = Appellate Authority<br />
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s1600/LogoKRSinghal.Colour.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGOZdjv5azAvfBGyuPX_QPCDyO21yPAvby2SirE2Si6QgjjUsz4nZvyq10K3NvZDafsi-lu0cOOkyeOI3zG4T80ymioBbx_TGhqzVHgRmiB5Bidqhi4lcSB8fmytjgaHu4hXcxecO_9DxH/s200/LogoKRSinghal.Colour.jpg" /></a><br />
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</script>Keshav Ram Singhalhttp://www.blogger.com/profile/04280301315193793988noreply@blogger.com0