ICEWEAR WRAP-16

CREATION DISCIPLINARY
PRIVATE LIMITED
PROCEDURE Procedures

The Organization treats all personnel with dignity and respect. It is primarily the responsibility of every
section in charge / HR to ensure that discipline is maintained. The standing order gives information
about the code of conduct in the Organization. Standing order in native language (Tamil) is distributed
to all section in charge for easy availability and ready reference and is displayed in the notice board for
easy availability and ready reference. If there is any breach of discipline, it is the HR who should in the
first instance, investigate the matter and take appropriate action.

Any conduct in violation of the Organization Standing Orders results in disciplinary action. The action
is based on the standing order.
The Organization does not engage in or support use of corporal punishment, mental or physical
coercion and verbal abuse. Harsh or inhumane treatment is not allowed. The In charge and Supervisors
are trained about behavioral aspects to deal with worker.
There are two aspects of discipline, namely the corrective and punitive. The former involves mainly
counseling and the latter as the word suggests, mainly involves some sort of punitive action.
Minor breaches of discipline can be resolved with a reprimand or a verbal warning by the HR. The fact
that the reprimand or the warning was given, as well as the signature of the employee concerned will be
endorsed on the charge sheet, and this will be certified with the signature of the MD.
If there has been an act of misconduct or a breach of discipline which is likely to result in a disciplinary
action more serious than a verbal warning the section in charge is advised to consult the HR.
In the case of written warning if the employees refuse to accept the warning letter, the section in
charge may read its contents to the employees in the presence of another section in charge and make a
note to that effect. The other section in charge will also endorse his signature as a witness.
The domestic disciplinary inquiry would be necessitated if warranted as follows:
The section in charge should report acts of misconduct or breach of discipline (other than breaches of
minor discipline) to the HR. If the section in charge has the impression that the matter calls for a
disciplinary inquiry the HR will be requested to conduct a preliminary investigation. In case an employee
is detected by security guard of attempting to remove any Organisation property from the Organisation
premises without authority, the Organisation would proceed to make a preliminary investigation in to
the incident by HRE after taking the stolen property into custody.
HR will forward his report on the preliminary investigation to MD who will decide whether the
employee concerned is to be suspended and / or asked to show cause in consultation with the HR.
Enough opportunity is provided to the employee to explain his stance during the conduct of the inquiry.
If a suspension order and / or cause notice is to be issued these documents will be prepared by the HR
department and will be served on the employee concerned by the HR.
On receipt of the employee’s reply to the show cause notice the HR in consultation with the MD will
consider his reply in relation to the data in the preliminary investigation, the show cause notice, and the
nature of the offence and decide on the following course of action:

Revision No: 01
Approved by: Factory Manager Page 1 of 2
Dated: 01.08.2020
ICEWEAR WRAP-16
CREATION DISCIPLINARY
PRIVATE LIMITED
PROCEDURE Procedures

- Conduct a domestic disciplinary inquiry

- Counsel the employee and impose a comparatively light punishment.
- Counsel the employee and exonerate him

A domestic enquiry as this expression suggests is not a judicial trial. In regard to some aspects it is
similar to a trial, whereas in regard to some very important aspects it differs from it. The main points of
similarity are the manner of giving evidence and cross examination, and the concern for the principles of
natural justice. The main point of difference is the inquiring person is not a judge but a fact finder.
Therefore, he could have recourse to relevant documents even if these were not produced at the
inquiry, hence could summon witnesses whom he thinks are necessary even if they were not summoned
by either party

As regard the inquiry itself the following are the main points of procedure:
 The HR will appoint an inquiry officer
 The employee concerned (the accused) will be informed about the inquiry: he will also be
informed that if he wishes he could nominate a fellow employee generally of the same grade to
watch his interests and represent him at the enquiry
 The inquiring officer will be the MD of the inquiry.
 The HR or his nominee will normally conduct the case on behalf of the prosecution.
 The representative of the accused, if any, will conduct the case for the accused: other wise the
accused will conduct his own case.
 The HR will make arrangements for recording the proceedings as they go on and at the
conclusion of the inquiry the typed proceedings is handed over to the inquiry officer.
 HR in liaison with the section in charges will see to the attendance of witnesses. After the
inquiry, the inquiring officer should submit his report to the HR within two weeks of its
conclusion or with in the period stipulated by HR whichever is earlier.

Counselling is a process in which a person who has made a mistake is helped to take remedial action by
the respective section in charge with the assistance of the HR. The section in charge that performs the
role of counselor acts as a facilitator in this process. He helps the person concerned to identify his
mistake to analyze the situation and to work out a solution. Punitive actions and counseling are not
mutually exclusive. In all situations when punitive action is taken the section in charge is expected to
counsel the person concerned.
Even in those cases where the punishment is dismissal, if practicable the manager would do well to
counsel the person concerned before he finally leaves the company

Revision No: 01
Approved by: Factory Manager Page 2 of 2
Dated: 01.08.2020