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Updated: Thursday January 14, 2010/AlKhamis Muharram 29, 1431/Bruhaspathivara Pausa 24, 1931, at

07:12:18 PM

Course Contents:

1.The West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance, 1968.

Book Recommended:

1.Labour Code of Pakistan by M. Shafi and P. Shafi.

Charge Sheet on the base of Misconduct: Following the Charge Sheet on the base of Misconduct:

Mr. Jamil Riaz Khan


Fabricator
Dawood Chemical Industries Limited
Muredkey
RAWLAKOT.

May 23, 2002

Subject: Charge Sheet on Misconduct.

1. You were granted leave for ten (10) days with effect from May 01, 2002. You were required to report
yourself on duty on May 11, 2002.

2.You have not reported yourself on duty upto May 22, 2002, and remained absent willfully without sanction
of leave for twelve (12) days.

3. This act on your part constitutes misconduct under the West Pakistan Industrial and Commercial
Employment (Standing Orders) Ordinance, 1968.

4.You are hereby directed to explain your position in writing within ten days of issuance of this charge sheet
as to why action should not be taken against you under relevant provisions of the West Pakistan Industrial
and Commercial Employment (Standing Orders) Ordinance, 1968.

5.In case you fail to submit your written reply within stipulated period, ex parte action shall be taken against
you.

Muhammad Shahnawaz Nizami Naqshbandi Latifi


Senior Manager Human Resources
Modes of payment of gratuity u/s 12: Following are the different modes of payment of gratuity:

1.By Commissioner when worker dies:

2.Payment to dependents:

3.By employer when worker survives:


4.Application to Commissioner when employer fails:

5.Upon termination:

6.Within two days upon termination:

7.Upon resignation:

8.One months wages:

9.Average of three months last drawn:

10.Eligibility after six months:

Procedure of retrenchment u/s 13: Following procedure of adopted for retrenchment (downsizing) of the
workers:

1.Right of the employer:

2.When retrenchment is conducted:

a)Close down of establishment:

b)Close down of department:

c)Extinction of post:

3.Junior most is retrenched first:

4.Right of service certificate u/s 19:

Reemployment of the retrenched worker u/s 14: Worker once retrenched can be reemployed according to the
following procedure:

1.Only within oneyear procedure: Worker once retrenched can be taken back on employment provided he
is required back within one after his retrenchment.

2.Offer through registered mail:

3.Offer to senior most first:

4.Preference to whom rejoins within 10 days where seasonal factory is:

5.Registered mail within 10 days where no one rejoins in case of seasonal factory:

6.One year provision in case of construction work:

Powers and functions of Inspector u/s 23 D: Following are the powers of Inspector:

1.To enter in premises:

2.To make examination of document:

3.To make examination of registers:

4.To take evidence on spot:


5.Call for information from Management:

6.To report to Registrar:

7.Any other power:

Functions of Works Council u/s 25: Following are the powers of the Works Council:

1.To promote relationship:

2.Maintain sympathies among all:

3.Bilateral negotiation:

4.Settlement of disputes:

5.Security of employment:

6.Condition of safety:

7.Job satisfaction:

8.To encourage vocational training:

9.Measures for harmonious working:

10.Educational facilities for children:

11.Discuss mutual interest matters:

Kinds of workmen u/s 2(i): Following are the kinds of the workmen:

1.Permanent: One who continuously works for more than nine months on permanent job.

2.Probation: It is transitory period of three months.

3.Badlis:

4.Temporary: Maximum period for temporary workers is nine months.

5.Apprentices:

Definition of worker: Following points are considerable in the determination of workman:

1.Skill:

2.Unskilled:

3.Manual work:

4.Clerical work:

5.Nature of work:

6.Disregard of designation and salary:

7.Employment in industrial and commercial establishment:


8.Work for hire:

9.Work of reward:

Punishment to worker on misconduct u/s 15: Following are the punishments:

1.3% fine in a month: s

2.Withholding of increment: It is withheld for a maximum period of one year.

3.Withholding promotion: This punishment also cannot be extended for a period of one year.

4.Reduction to lower post: He can be reverted to lower post.

5. Dismissal without compensation: Where worker is guilty of misconduct, he can be dismissed without
compensation.

Samples of Show Cause Notices


Mr. Muhammad Ajmal
(Driver)
Adil Textile Mills Limited
SHEIKHUPURA.

AD/49/8974 February 19, 1998

Subject: Show Cause Notice.

This refers to the following warning issued to you on negligence in subordination on your part:

Memo No. AD/35/001 Dated 22121994


Memo No. AD/89/002 Dated 24011995
Memo No. AD/36/003 Dated 18041995
Letter No. AD/48/1940 Dated 22121996
Memo Dated 07051997
Warning Notice AD/56/5009 Dated 09061997

On 13021998 you left from site at 1515 hours to drop Mr. Muhammad Ali and Mr. Javed Qadri at Pearl
Continental Hotel (The Mall Lahore) you reached at site on 1915 hours (Gate Pass attached). On the way to
Pearl Continental, inspite of some stoppages by Managers, you dropped them at 1645 hours. You should have
reached at site latest by 1800 hours but you reported on 1915 hours.

Your above action comes under the violation of rules and as such constitutes an act of Misconduct. You are
hereby called for an explanation within three days on receipt of this letter as to why disciplinary action should
not be taken against you. In case of failure, further action will be initiated according to law.

Manager Human Resources

Enclosure (as above)

Mr. Muhammad Nazir


(Driver)
ICI Dulux Limited
LAHORE.

AD/89/ February 19, 1998

Subject: Show Cause Notice.

It has been reported against you that on ______________, you had been sent to Head Office to shift some
___________________, by KIA Truck (LXC0000). You reported to Assistant Manager Administration, Mobeen
Ali Khan that you have observed mobil oil leakage from the engine side and oil consumption also. Assistant
Manager advised you get you truck checked from the _________________________, before leaving for site. But
instead of following the lawful instructions of your officer, you did not get you truck checked at the designated
workshop not report at Head Office rather you directly approached to site and also claimed a bill amounting to
Rs. , for unauthorized purchase of six liter mobil oil.

This act of yours tantamount to gross misconduct under the labour law. You are therefore directed in your own
interest, to submit your explanation in writing within seven days of receipt of this notice as to why disciplinary
action should not be taken against you.

In case you fail to submit your reply within the stipulated period, it will be assumed that you have nothing to
explain/produce in your defence and further action will be taken against you according to the law.

Manager Human Resources

Enclosure (as above)

Syed Akhtar Abbas Khan


Officer (Mechanical Supervisor)
Pak Electron Limited
LAHORE.

Subject: Show Cause Notice.

Ad/89/95687 April 14, 1998

Dear Sir,

This refers your application for earned leave from March 25, 1998 to April 07, 1998, for two weeks.

You left the site without approving this leave by your manager.

You were directed to resume your duty immediately vide this office letter No. HR/00/9351, dated March 27,
1998.

You were again directed to resume your duty immediately vide this office letter No. HR/00/9367, dated April
03, 1998.

Both of the above letters were sent to you by Courier Service on your given postal address.

You failed to comply with the instructions and availed unauthorized leave mentioned above.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you again fail to reply this letter, further action will be taken against you according to the law.

With best regards,

Muhammad Umar Farooq Kalyar


Manager Human Resources

c. c.: 1. Divisional Manager Engineering


2. HRD (Site)

Mr. Anjum Ali Bokhari


Instrument Technician
Ittehad Chemicals Limited
SHEIKHUPURA.

AD/89/564789 June 10, 1998

Subject: Show Cause Notice.

Dear Sir,

This refers your leave application form dated April 25, 1998, requesting for sick leave from April 14, 1998 to
April 21, 1998 for 8 days.

In support of your sickness, you submitted medical certificate issued by Dr. Amir Khursro, Satellite Town,
Rawalpindi, dated April 16, 1998.

During the course of scrutiny it has been found that the medical certificate submitted by you is not genuine and
has not been issued by the signing authority.

Your above action is against the law and as such constitutes an act of misconduct.

You are, therefore, required to explain within one week as to why disciplinary action should not be taken
against you.

If you fail to submit your reply within the given period, further action will be taken against you exparte.

With best regards,

Pir Ali Gohar


Manager Human Resources

c. c.: Human Resources Department (Site)


Mr. Muhammad Anjum Gardezi
Junior Instrument Technician
Hayat Textile Mills Limited
SHEIKHUPURA.

AD/89/5698 June 24, 1998

Subject: Show Cause Notice.

Dear Sir,

You were directed to perform preventive maintenance on TC3401 on June 22, 1998, during reinstalling of the
transmitter on the DOP Plant. The transmitter was damaged because of your negligence/mishandling of the
instrument.

Your above action comes under negligence of duty and as such constitutes an act of misconduct.

You are, therefore, required to submit your written reply against the above mentioned negligence as to why
disciplinary action should not be taken against you.

Your reply should reach to this office within seven days of the receipt of this letter, failing which further action
will be taken against you according to the law.

With best regards,

Zafar Ullah Khan Khokhar


Divisional Manager Human Resources

c. c.: 1. Manager Instrument


2. Human Resources Department (Site)

Mr. Anwar Chattha


Chak No. 35/G. D.
Mujahid Pura
OKARA.

AD/15/ July 13, 1998

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since May 24, 1998, without permission and intimation to this
office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you fail to reply this letter, further action will be taken against you according to the law.

With best regards,

Ch. Munawar Masood Heera


General Manager Human Resources

c. c.: 1. Manager Production


2. Human Resources Department (Site)

Mr. Javed Iqbal Chohan


Chak No. 57/1L
Tehsil Renala Khurd
OKARA.

AD/89/ July 13, 1998

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since June 10, 1998, without permission and intimation to this
office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you fail to reply this letter, further action will be taken against you according to the law.

With best regards,

Muhammad Aftab Mirza


General Manager Administration

c. c.: 1. Manager Production


2. Human Resources Department (Site)

Mr. Khalid Mahmood Buttar


Chak No. 98/IL
Tehsil Renala Khurd
OKARA.

AD/89/6598 July 13, 1998

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since June 10, 1998, without permission and intimation to this
office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you fail to reply this letter, further action will be taken against you according to the law.

With best regards,

Rana Muhammad Amin Sagar


Manager Human Resources

c. c.: 1. Manager Production


2. Human Resources Department (Site)

Mr. Khaliq Mehmood


C/o. Azeem Electronics
Narowal Road, Daska
SIALKOT.

AD/89/78954 July 17, 1998

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since July 01, 1998, without permission and intimation to this
office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you fail to reply this letter, further action will be taken against you according to the law.

With best regards,

Ch. Zafar Iqbal Cheema


Manager Human Resources

c. c.: 1. Manager Production


2. Human Resources Department (Site)
Mr. Mazhar Iqbal Khan
149/R. B. (East)
Tehsil & District FAISALABAD.

AD/89/65987 December 22, 1998

Subject: Show Cause Notice.

Dear Sir,

This refers your leave application form dated November 21, 1998 to December 04, 1998, requesting for sick
leave for 14 days. Neither your manager has approved your application nor you resumed your duty to date.
Also you have not intimated to this office that as to why you have been absent from your duty.

Your above action is against the law and as such constitutes an act of misconduct.

You are, therefore, required to explain within one week as to why disciplinary action should not be taken
against you.

If you fail to submit your reply within the given period, further action will be taken against you according to
the law.

With best regards,

Muhammad Azam Bhatti


Manager Human Resources

c. c.: 1. Manager Quality Control.


2. Human Resources Department (Site).

Mr. Muhammad Tariq


Plant Operator
Paktel Limited
SHEIKHUPURA.

AD/89/56987 February 17, 1999

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since December 01, 1998, without permission and intimation to
this office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to submit your reply in writing within seven days as to why disciplinary action
should not be taken against you.

If you fail to reply this letter, further action will be taken against you according to the law.

With best regards,

M. Zeeshan Akbar Khan


Manager Human Resources

c. c.: 1. Manager Production


2. Human Resources Department (Site)

Mr. Muhammad Ghafoor


Village Kujjar
Deara Wakeel Wala
P. O. Farooq Abad
SHEIKHUPURA.

AD/89/11267 March 16, 1999

Subject: Show Cause Notice.

Dear Sir,

You have been found absent from your duty since February 25, 1999, without permission and intimation to this
office.

Your above action is against the law and as such constitutes an act of misconduct.

You are therefore directed to resume your duty immediately and submit your reply in writing within seven
days as to why disciplinary action should not be taken against you.

If you fail to resume your duty and reply this letter, further action will be taken against you according to the
law.

With best regards,


Waqas Ahmed Ch.
Manager Human Resources

c. c.: 1. Manager Production


2. Human Resources Department (Site)

Mr. Muhammad Akmal Naushahi


(Driver)
Personal No. 2054
ICI Pakistan Limited
SHEIKHUPURA.

Yourreference: Ourreference: AD/1254/9874 Date: June 13, 2K

Subject: Show Cause Notice.

It has been reported against you that on June 09, 2K, you were deputed to shift some chemicals to Head Office
by KIA truck (LXC 2010). After unloading the luggage you reported to Akram Shah Durrani, Assistant
Manager Marketing, regarding over consumption of engine oil and some leakage of oil from engine. The
concerned officer ordered you to get the engine checked from KIWI MOTORS as the same workshop had
overhauled the same engine earlier on. You were categorically asked by the concerned officer to inform him
regarding the report from the KIWI MOTORS so that suitable action could be taken regarding the repair etc.
But you neither got the engine of the truck checked from the KIWI MOTORS nor reported to the officer
concerned at Head Office. You, rather returned to site and presented a bill worth Rs. 360/ for Mobil Oil, which
you were not authorized to purchase without permission.

You have been found guilty of noncompliance of lawful orders of your senior officer and your act
tantamounts to gross misconduct under the labour laws. You are therefore, directed in your own interest, to
submit your explanation in writing within seven days of receipt of this notice as to why severe disciplinary
action should not be taken against you.

In case you fail to submit your reply within the stipulated period, it will be assumed that you have nothing to
explain/produce in your defence and further action will be taken against you according to the law.

With regards,

Mohsin Gilani
Human Resources

c. c.: 1. Manager Administration, Site.


2. Industrial Relations Department Site, for information.

Mr. Farooq Langriyal


Manager Production
Yamaha Motorcycles Limited
SHEIKHUPURA.

Yourreference: Ourreference: YML/26598 Date: August 29, 2K



Subject: Show Cause Notice.

It has been reported against you that on August 21, 2000, you were performing the duties as Shift Incharge. At
about 23:30 hours Mr. Muhammad Nameer, Plant Operator, Personal No. 1056, reported to you about the over
pressure at R4. Due to this negligence under your command and control a material loss amounting to Rs.
30,000/ to 35,000/ approximately took place. Instead of communicating this incident to the Management
through log book/cooking book or verbally you tried to conceal the loss and destroyed/flushed all the
defective material in process through the drain and covered that drain by the empty P. A. Bags.

It is revealed from the above facts that this loss occurred due to your negligence and poor control. You are fully
responsible for this loss being the Shift Incharge. By not reporting this incident to the Management you not
only violated the rules and regulations of the Company but also found guilty of breach of trust.

You are therefore, directed in your own interest, to submit your reply in writing within seven days of receipt of
this notice as to why disciplinary action should not be taken against you.

In case you fail to submit your reply within the stipulated period, it will be assumed that you have nothing to
explain/produce in your defense and further action will be taken without any reference to you.

Mudassar Kiyani
Human Resources

c. c.: Director Operation


Divisional Manager Yamaha Motorcycles Limited
Senior Manager Production Yamaha Motorcycles Limited
Industrial Relations Site FYI.
Personal File

Mr. Abdul Latif Chohan


Driver
Personal No. 58
Mintgomary Pan Masala
LAHORE.

Yourreference: Ourreference: MPM/5887/25987 Date: November 27, 2K

Subject: Show Cause Notice.

On November 23, 2000, you were detailed as driver on car LOP 3654. You went to Shahdarah with Mr.
Noreez Shakoor on official duty. On the move back to office, you met with an accident near MinarePakistan.
As per written report from Mr. Noreez Shakoor, you hit a stationary vehicle in the rear when that the vehicle
was parked on the roadside. As a result of the accident following damages occurred to the Company car:

a.Front side bumper got damaged.


b.Left hand side indicator broken.
c.Left hand side parking light broken.
d.Right hand side indicator stopped functioning.

When you were asked by Ali Ahmed Khan as to how the accident took place, you gave a false statement. You
informed him that you applied emergency brakes, when a wagon stopped suddenly infront of you. The car
didnt stop on application of brakes, but hit the vehicle infront due to slippery road as it was raining heavily.

The circumstances in which this accident took place indicate that at the time of accident you were driving
negligently and carelessly, regardless of bad weather or road condition.

You are required to explain as to why a strict disciplinary action should not be taken against you for causing
the damage to Company property and making a false statement.

Your reply to reach the undersigned by November 30, 2000, positively.

Pervaiz Ali Shakoori


Human Resources

Mr. Muhammad Faisal Majeed


Ward No. 17, Nankana Road Shahkot
Tehsil Ahmadpur
SHEIKHUPURA.

Yourreference: Ourreference: AD/4587/87965 Date: July 09, 2002

Subject: Show Cause Notice.

You were found absent from your duty without leave since April 23, 2002. You were also directed to report on
duty vide our letter no. HR/00/, dated May 28, 2002, but you are still absent without any intimation.

Your this act tantamounts to gross violation of the rules and regulations.

You are therefore, directed in your own interest, to submit your explanation in writing within seven days of
receipt of this notice as to why disciplinary action should not be taken against you.

In case you fail to submit your reply within the stipulated period, it will be assumed that you have nothing to
explain/produce in your defense and further action will be taken against you according to the law.

Riaz Paracha
Human Resources

Mr. Abdul Riaz Basra


(Welder)
C/o. Nayyar Group of Industries
SHEIKHUPURA.

Subject: Show Cause Notice.

It is levelled against you that you had submitted to Human Resources Department, Plant Site, a Maternity Bill
from Khan Hospital, Sheikhupura, amounting to Rs. 16,000/ (Rupees sixteen thousand only) which was found
fake upon inquiry. An Explanation letter was issued to you on May 20, 2003, requiring the reasons within
seven days. Despite two weeks has been passed but your explanation has not reached to the undersigned.
Hence this Show Cause Notice.

You are therefore once again directed in your own interest, to submit your explanation in writing within seven
days of the issuance of this Show Cause Notice as to why severe disciplinary action should not be taken against
you.

In case you fail to submit your reply within the stipulated period, it will be assumed that you have nothing to
explain/produce in your defense and further action will be taken against you according to the law.

Munir A. Sheikh

See the Labour Inspection under this Law.

See the Declaration Form under various Labour Laws.

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