Summary:
- Without following principles of natural justice no punishment should be imposed on the employee.
- Punishment should not be different to different employees who has committed the same or similar misconduct.
- In determining the quantum of punishment the Management should treat all the employee equally and there shall be no discrimination.
- The enquiry officer must be an independent person who is totally un-connected to the dispute and not an interested party in the outcome of the dispute.
- When an employee commits misconduct for personal gain punishment of dismissal is appropriate.
- When the acts of an employee adversely affect the interests of the company, it is nothing but gross misconduct and punishment of dismissal is appropriate.
The Management of an industrial establishment has a right to exercise control over its employees. Employer employee relationship rests on the overall control that an employer is entitled to exercise over his employees, not only in regard to their work in the establishment but also in regard to their conduct and behaviour in relation to the performance of work. It also includes his attitude towards his co-workers, supervisors, outsiders with whom the employee may come into contact in relation to the performance of work. Without disciplinary control being exercised by the employer, work cannot run smoothly and efficiently.