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Disciplinary Form

Disciplinary Form Template for India

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Key Requirements PROMPT example:

Disciplinary Form

"I need a Disciplinary Form for an IT sector employee who has repeatedly violated our data security protocols and accessed unauthorized client information, requiring immediate disciplinary action while ensuring compliance with Indian cybersecurity regulations."

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Document background
The Disciplinary Form is a crucial document used in Indian workplaces when formal disciplinary action needs to be taken against an employee for misconduct or policy violations. It ensures compliance with Indian labor laws, including the Industrial Employment (Standing Orders) Act, 1946, and various state-specific regulations. The form should be used when documenting serious violations of company policy, persistent performance issues, or behavioral concerns that warrant formal action. It typically includes detailed information about the incident, reference to violated policies, evidence, employee's right to respond, and proposed disciplinary measures. The document serves as both a legal record and a communication tool, ensuring transparency and fairness in the disciplinary process while protecting the organization's interests in potential legal proceedings.
Suggested Sections

1. Employee Information: Basic details of the employee including name, employee ID, designation, department, and length of service

2. Incident Details: Specific details of the misconduct or violation, including date, time, location, and nature of the offense

3. Company Policy Reference: Reference to specific company policies, standing orders, or rules that have been violated

4. Previous Warnings: Documentation of any previous warnings or disciplinary actions taken against the employee

5. Current Action: Details of the current disciplinary action being taken or proposed

6. Right to Response: Statement informing the employee of their right to respond to the allegations and the timeframe for response

7. Consequences: Clear explanation of the implications of the disciplinary action and potential consequences of future violations

Optional Sections

1. Witness Statements: To be included when there are witnesses to the incident who have provided statements

2. Investigation Findings: To be included when a formal investigation has been conducted

3. Performance Improvement Plan: To be included when the disciplinary action includes a requirement for specific improvements

4. Union Representative Details: To be included when the employee is a union member and entitled to union representation

5. Appeal Process: To be included when the organization has a formal appeal process for disciplinary actions

Suggested Schedules

1. Evidence Documentation: Copies of relevant evidence supporting the disciplinary action (photos, documents, emails, etc.)

2. Previous Warning Letters: Copies of any previous warning letters or disciplinary actions

3. Relevant Company Policies: Excerpts of specific company policies that were violated

4. Witness Statement Forms: Standardized forms containing witness accounts of the incident

5. Employee Response Form: Standard form for the employee to provide their written response to the allegations

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions

























Clauses





















Relevant Industries

Manufacturing

Information Technology

Banking and Financial Services

Retail

Healthcare

Education

Hospitality

Construction

Telecommunications

Professional Services

Transportation and Logistics

Public Sector

Energy and Utilities

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Industrial Relations

Personnel Management

Operations Management

Relevant Roles

Human Resources Manager

HR Business Partner

Employee Relations Manager

Department Head

Line Manager

Supervisor

Compliance Officer

Legal Counsel

HR Director

Chief Human Resources Officer

Industrial Relations Manager

Personnel Manager

Industries







Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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