Legal Factors in Human Resources

Domestic Enquiry Process for Banks Noman Khan BME-1004

Why Policies Are Important

Purpose and Scope
Disciplinary Policies is necessary to set out consistent standards for disciplinary process and procedures to ensure that, where performance of an Employee fails to meet expected standards, they are managed in a fair, timely and consistent way.
This will help Employees to achieve and maintain high standards of conduct , engagement, morale and performance and minimize the risk of litigaiton.

Misconducts
Following are the list of Gross Misconduct:
Dishonesty, theft or fraud Acts of threats and violence Disregard of safety rules, including H&S regulation being under the influence of alcohol and substance abuse Communication of Confidential information to others. Conducting unauthorized business on bank premises or during working hours using resources for other business. Serious breach or neglect of duty or other action which resulted in a detriment to the bank relations or standing. Misuse of banks products or property. Harassment (verbal, written or physical)

Misconducts
Serious and/or willful breach of bank policies and procedures. Falsification of records Serious misuse of Banks equipment, Networks, emails, intranet, internet and other communication equipment

Any act of serious insubordination or willful failure to carry out reasonable instruction
Criminal offences committed outside the workplace which impact on the bank disrepute

Investigation
Before deciding whether to proceed with the case an investigation may be require to establish a fair and balanced view of the facts.

Investigation are solely for the purpose of facts findings

Employee must cooperate fully in in any investigation

Showcause Notice
Show Cause notice is served to get explanation for a misconduct of an employee and an employee is expected to give explanation for the same. Content: Date & Reference Employee name , designation, ID No, Address Subject Details of allegations Written Explanation along with the deadline for reply

Ex-Parte proceedings incase if Employee fails to reply within a stipulated time.

Signed by the competent authority

Hearing Explanation
After receiving the reply to the showcause notice HR will call the Employee for hearing purpose to probe further in to the case. Day, Date, time , place mentioned on the Personal appearance before inquiry committee letter. Employee can go along with the witness. Committee consist of at least 3 and maximum 5 members After question/answer session Employee will fill the Disciplinary Hearing Statement.

Disciplinary Sanctions
There are number of sanctions which may be imposed as a result of the Disciplinary Procedure. The main potential sanctions are: Formal verbal warning( recorded ) First written warning Final written warning Dismissal

Appeal
Employee will have a right to appeal once against any disciplinary sanction imposed. Employee can show more evidence in order to defend his self Hearing committee for Appeals

Appeal committee decision will be final

Impact on Salary Review & Bonus

Employees who have been subject to action under Bank Employee Discipline Policy and Procedures will have this considered as part of their salary and bonus reviews. Employee may not receive a salary increase or bonus award.

Thank you