WELCOME TO WORKSHOP WELCOME TO WORKSHOP ONON

HANDLING DISCIPLINARY MATTERS

LEGALLY AND EFFICIENTLY

MISCONDUCTMISCONDUCT IMPROPER OR BAD CONDUCT

MISBEHAVIOUR

MISDEMEANOR

DELINQUENCY

WRONG DOING

TRANSGRESSION

ADULTERY

TO MANAGE BADLY

DISCIPLINEDISCIPLINE SYSTEMATIC TRAINING

RESTRAINT

RESPECT

ORDER

CONTROL

OBEDIENCE

REGULATION

CORRECTIVE PUNISHMENT

DISCIPLINARY ACTIONDISCIPLINARY ACTION

DOMESTIC ENQUIRYDOMESTIC ENQUIRY

AN INTERNAL INFORMAL PROCESS OF INVESTIGATING AN ACT OF MISCONDUCT OF AN EMPLOYEE

WHEN REQUIRED

WHY REQUIRED

BY WHOM REQUIRED

FOR WHOM REQUIRED

ESSENCE OF DOMESTIC ENQUIRYESSENCE OF DOMESTIC ENQUIRY

L E F TL E F T

L = LEGAL

E = EFFICIENT , ETHICAL

F = FAST

T = TRANSPARENT

PROCESSES OF PROCESSES OF DOMESTIC ENQUIRYDOMESTIC ENQUIRY

FIRST INFORMATION ABOUT THE ACT OF MISCONDUCT

SHOW CAUSE NOTICE / CHARGESHEET

EXPLANATION OF WORKMAN

EXPLANATION SATISFACTORY – MATTER CLOSED

EXPLANATION NOT SATISFACTORY – DOMESTIC ENQUIRY

APPOINTMENT OF ENQUIRY OFFICER

RECORDING OF ENQUIRY PROCEEDINGS

. . . . . . PROCESSES OF DOMESTIC ENQUIRYPROCESSES OF DOMESTIC ENQUIRY

REPORT / FINDINGS OF ENQUIRY OFFICER

RECEIPT OF ENQUIRY REPORT BY THE COMPETENT AUTHORITY

SUPPLYING COPY OF ENQUIRY REPORT TO DELINQUENT FOR HIS COMMENTS ON IT

EVALUATION AND APPLICATION OF MIND ON THE ENQUIRY REPORT AND ON COMMENTS OF THE DELINQUENT IF ANY BY THE COMPETENT AUTHORITY

SHOW CAUSE NOTICE TO WORKMAN ABOUT PROPOSED PUNISHMENT

PUNISHMENT

WHAT IS A CHARGESHEETWHAT IS A CHARGESHEET

A MEMO OF ACCUSATIONS

VIOLATION OF SERVICE CONDITIONS / RULES / REGULATIONS ETC. BY THE EMPLOYEE

WHY ISSUE A WHY ISSUE A CHARGESHEET CHARGESHEET

NO ACTION CAN BE TAKEN AGAINST ANY WORKMAN FOR AN ACT OF MISCONDUCT UNLESS HE HAS BEEN ISSUED A CHARGESHEET

TO AFFORD A FAIR AND PROPER OPPORTUNITY TO THE DELINQUENT AS PER PRINCIPLES OF NATURAL JUSTICE TO PUT FORWARD HIS DEFENCE AGAINST THE CHARGES LEVELLED AGAINST HIM

ESSENTIALS OF A VALID ESSENTIALS OF A VALID CHARGESHEETCHARGESHEET

SPECIFIC

ACCURATE

DETAILED

CLEAR

UNAMBIGUOUS

. . .

. . . ESSENTIALS OF A VALID CHARGESHEET. . . ESSENTIALS OF A VALID CHARGESHEET CONTAIN ALL DETAILS

REFER STANDING ORDERS CAREFULLY

MENTION DATE, TIME , PLACE OF INCIDENT

USE WORD ‘ABOUT’ WHEN TIME OF INCIDENT IS TO BE MENTIONED

USE WORD ‘HABITUAL’ IF SO

MENTION CORRECT DISOBEDIENCE / VIOLATION

MENTION DOCUMENTS YOU WANT TO RELY UPON

. . .

. . . ESSENTIALS OF A VALID CHARGESHEET. . . ESSENTIALS OF A VALID CHARGESHEET

USE WORD ‘ ILLEGAL’ IF SO

USE SAME WORDS OF ABUSE / THREAT ETC.

MENTION CORRECT CLAUSE OF MISCONDUCT FROM STANDING ORDERS / SERVICE RULES

DO NOT MENTION ABOUT PROPOSED PUNISHMENT

AUTHORITY COMPETENT AUTHORITY COMPETENT TO ISSUE CHARGESHEETTO ISSUE CHARGESHEET

A PERSON WHO IS COMPETENT TO APPOINT AND DISMISS EMPLOYEES

A PERSON DULY AUTHORISED AND DELEGATED WITH THIS AUTHORITY

EXPLANATION BY EXPLANATION BY EMPLOYEEEMPLOYEE

IMPORTANT BUT NOT ESSENTIAL

IT IS A RIGHT OF EMPLOYEE

EXPLANATION NOT MANDATORY BRFORE INITIATING DOMESTIC ENQUIRY

EMPLOYEE MAY –– ACCEPT THE CHARGES– PLEAD GUILTY– PLEAD MERCY– REFUTE CHARGES– PLEAD GUILTY BUT EXPLAIN CIRCUMSTANCES– ASK MORE TIME TO SUBMIT EXPLANATION– NOT SUBMIT EXPLANATION . . .

. . . EXPLANATION BY EMPLOYEE. . . EXPLANATION BY EMPLOYEE

WITHIN STIPULATED TIME

AS PER STANDING ORDERS / SERVICE CONDITIONS

WITHIN REASONABLE TIME

EXTRA TIME REQUEST SHOULD BE GRANTED TO AVOID CHARGE OF DENIAL OF OPPORTUNITY

SUSPENSIONSUSPENSION IT IS A TEMPORARY DEPRIVATION OF ONE’S NORMAL POSITION,

PRIVILEGES, FACILITIES, FUNCTIONS ETC. PENDING ENQUIRY

IT IS TO AVOID ANY TAPMERING / DAMAGE BY EMPLOYEE

IT IS TO AVOID CONTINUANCE OF INDISCIPLINE

IT IS RESORTED TO WHEN EMPLOYEE’S CONTINUANCE WILL BE PREJUDICIAL TO THE INTEREST OF THE ORGANISATION

IT IS NOT REDUCTION IN RANK

IT IS PROSPECTIVE, NOT RETROSPECTIVE

IT SHOULD NOT BE FOR INDEFINITE PERIOD

SUSPENSION / SUBSISTANCE SUSPENSION / SUBSISTANCE ALLOWANCEALLOWANCE

AS PER STANDING ORDERS / SERVICE CONDITIONS / TERMS OF EMPLOYMENT

50% UPTO 90 DAYS, 75% AFTER 90 DAYS IF DELAY NOT ATTRIBUTABLE TO EMPLOYEE (Sec. 10-A of I.E.(S.O.)Act,1946

MISCONDUCT PROVED, EMPLOYEE DISMISSED – NO WAGES FOR SUSPENSION PERIOD

EMPLOYEE REINSTATED – ENTITLED FOR WAGES

NO WAGES IF EMPLOYEE ABSENT DUE TO DETENTION

ENTITLED TO WAGES IF SUSPENDED

. . .

. . . SUSPENSION / SUBSISTANCE ALLOWANCE. . . SUSPENSION / SUBSISTANCE ALLOWANCE

SUSPENSION ALLOWANCE INCLUDES ALL ALLOWANCES

DOMESTIC ENQUIRY WITHOUT PAYMENT OF SUBSISTANCE ALLOWANCE WILL BE VITIATED

STARVING EMPLOYEE CAN NOT DEFEND HIMSELF

SUSPENSION NOT A PUNISHMENT

PAYMENT OF SUBSISTANCE ALLOWANCE SUBJECT TO NOT TAKING EMPLOYMENT BY EMPLOYEE

APPOINTMENT OF APPOINTMENT OF ENQUIRY OFFICERENQUIRY OFFICER

E.O. IS A DELEGATE OF DISCIPLINARY AUTHORITY

E.O. CAN BE APPOINTED BY THE COMPETENT AUTHORITY

OFFICER OF ESTABLISHMENT CAN BE E.O.

E.O. SHOULD BE PERSON OF OPEN MIND AND NOT BIASED AGAINST THE DELINQUENT

E.O. SHOULD BE AN OFFICER OF REASONABLY HIGHER STATUS COMMANDING RESPECT AMONG EMPLOYEES

. . .

. . . APPOINTMENT OF ENQUIRY OFFICER. . . APPOINTMENT OF ENQUIRY OFFICER

AN ADVOCATE AS E.O. IS CONSIDERED TO BE AN IDEPENDENT, IMPARTIAL, UNBIASED AND RESPONSIBLE PERSON

NO MAN SHOULD BE A JUDGE OF HIS OWN CAUSE (NEMO DEBET ESSE JUDEX IN PROPRIA CAUSA)

JUSTICE SHOULD NOT ONLY BE DONE BUT MANIFESTLY AND UNDOUBTEDLY SHOULD SEEM TO HAVE BEEN DONE

A PERSON WHO HAS PERSONAL KNOWLEDGE OF THE INCIDENT SHOULD NOT BE AN E.O.

A PARTNER IN A SMALL ESTABLISHMENT CAN BE AN E.O.

OBJECTION BY DELINQUENT OBJECTION BY DELINQUENT AGAINST ENQUIRY OFFICERAGAINST ENQUIRY OFFICER

NOT AN INDEPENDENT PERSON

BIASED PERSON

NOT APPOINTED BY COMPETENT AUTHORITY

E.O. HIMSELF IS A WITNESS TO THE INCIDENT

MANAGEMENT’S PAID AGENT

OLD ENMITY WITH DELINQUENT

CHANGE THE ENQUIRY OFFICER

NOTICE OF ENQUIRYNOTICE OF ENQUIRY REASONABLE / ADEQUATE NOTICE TO BE GIVEN TO DELINQUENT

SERVICE OF NOTICE COULD BE BY HAND / BY REGD. A.D. POST

SERVICE OF NOTICE SHOULD BE ENSURED BEFORE PROCEEDING FURTHER

RETURNED LETTER IS NOT SERVICE OF COMMUNICATION EVADING TO TAKE DELIVERY IS NOT REFUSAL TO TAKE DELIVERY

NOR IT IS SERVICE OF DELIVERY

ENDORSEMENT OF POSTMAN IS REBUTTABLE

DELIVERY TO OTHER MEMBER OF FAMILY NOT GOOD DELIVERY . . .

. . . NOTICE OF ENQUIRY. . . NOTICE OF ENQUIRY

NORMALLY E.O. SHOULD SEND NOTICE

IN SOME SITUATIONS MANAGEMENT MAY ALSO SEND NOTICE

WHEN DELINQUENT DENIES HAVING RECEIVED OR REFUSED DELIVERY OF LETTER, ONUS TO PROVE DELIVERY COMES ON MANAGEMENT

WHEN SERVICE / COMMUNICATION TO DELINQUENT IS NOT COMPLETE, MANAGEMENT SHOULD PUBLISH IN LOCAL DAILY NEWSPAPER

REPRESENTATION OF REPRESENTATION OF DELINQUENT BY A LAWYER DELINQUENT BY A LAWYER REPRESENTATION THROUGH A LAWYER NOT A RIGHT

DEPENDS ON STANDING ORDERS / SERVICE CONDITIONS

DEPENDS ON CIRCUMSTANCES OF THE CASE

WHEN MATTER IS COMPLICATED

WHEN MANAGEMENT IS REPRESENTED BY A LEGALLY TRAINED PERSON

REFUSED FOR FEAR OF CAUSING COMPLICATIONS AND DELAY

RECORDING EVIDENCE IN RECORDING EVIDENCE IN ENQUIRYENQUIRY

E.O., M.R., DELINQUENT, D.A. TO MARK ATTENDANCE IN THE BEGINNING AND AT THE END OF EACH PAGE. WITNESSES ALSO TO SIGN AT APPROPRIATE PLACES.

STRICT RULES OF EVIDENCE NOT APPLICABLE IN DOMESTIC ENQUIRY

PRINCIPLES OF NATURAL JUSTICE CAN NOT BE IGNORED

ENQUIRY NEED NOT BE DONE AT ONE FIXED PLACE ONLY

ENQUIRY PROCEEDINGS SHOULD BE RECORDED IN TRIPLICATE, ONE COPY EACH FOR E.O., M.R. AND DELINQUENT

DELINQUENT SHOULD BE GIVEN COPIES OF DOCUMENTS RELIED UPON BY MANAGEMENT . . .

. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY DELINQUENT HAS RIGHT TO ASK FOR MORE DOCUMENTS

RELEVANT FOR HIS DEFENCE

STATEMENTS OF MANAGEMENT WITNESSES SHOULD BE RECORDED FIRST AND IN THE PRESENCE OF DELINQUENT

DELINQUENT SHOULD BE GIVEN OPPORTUNITY TO CROSS EXAMINE MANAGEMENT WITNESSES

IF DELINQUENT DOES NOT CROSS EXAMINE THE MANAGEMENT WITNESS, IT SHOULD BE RECORDED BY THE E.O.

M.R. MAY ASK QUESTION FROM WITNESS FOR CLARIFICATION

AFTER COMPLETION OF MANAGEMENT WITNESSES, E.O. SHOULD ENQUIRE FROM M.R. IF HE HAS NO OTHER WITNESSES, AND SHOULD RECORD THIS . . .

. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY

AFTER COMPLETION OF MANAGEMENT EVIDENCE, THE DELINQUENT WILL LEAD HIS EVIDENCE

M.R. WILL CROSS EXAMINE DELINQUENT’S WITNESSES. IF HE DOES NOT, E.O. SHOULD RECORD THIS

WHEN DELINQUENT’S EVIDENCE IS COMPLETE, E.O. WILL ASK THE DELINQUENT IF THERE ARE NO OTHER WITNESSES AND WILL RECORD THIS

IN EACH PROCEEDING E.O., M.R., DELINQUENT AND HIS REPRESENTATIVE HAVE TO MARK THEIR ATTENDANCE AND SIGN ON EACH PAGE OF THE ENQUIRY PROCEEDINGS

E.O. WILL CLOSE THE ENQUIRY PROCEEDINGS

. . .

. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY

A WITNESS IS CONSIDERED NEUTRAL UNLESS THERE IS MATERIAL TO PROVE HIS ENMITY WITH DELINQUENT

RELATIONSHIP WITH MANAGEMENT DOES NOT NEGATE A WITNESS IF HIS DEPOSITION IS FAIR AND TRUE

THERE IS NO RULE TO DISREGARD THE EVIDENCE OF LONE WITNESS

IF THERE ARE MANY WITNESSES, THERE IS NO NEED TO EXAMINE EACH AND EVERY WITNESS

IF THERE ARE MANY WITNESSES, THERE IS NO NEED TO EXAMINE EACH AND EVERY WITNESS

. . .

. . . RECORDING EVIDENCE IN ENQUIRY. . . RECORDING EVIDENCE IN ENQUIRY

PROCESS OF CROSS-EXAMINATION IS VERY IMPORTANT TO TEST THE VERACITY OF WITNESSES

WITNESSES SHOULD BE CROSS-EXAMINED IN THE PRESENCE OF DELINQUENT

PROCEEDINGS SHOULD BE RECORDED IN LOCAL LANGUAGE / ENGLISH / HINDI WHICH IS EASILY UNDERSTOOD BY EMPLOYEE

PRINCIPLES OF NATURAL PRINCIPLES OF NATURAL JUSTICEJUSTICE

NO PERSON CAN BE HELD GUILTY WITHOUT INFORMING HIM THE CHARGES AGAINST HIM

NO PERSON CAN BE HELD GUILTY WITHOUT GIVING HIM FAIR AND PROPER OPPORTUNITY TO EXPLAIN HIS DEFENCE

NO PERSON CAN BE A JUDGE OF HIS OWN CAUSE

EX-PARTE ENQUIRYEX-PARTE ENQUIRY

WHEN EMPLOYEE REFUSES TO PARTICIPATE IN ENQUIRY

WHEN EMPLOYEE DOES NOT TURN UP IN ENQUIRY DESPITE ALL EFFORTS OF SERVICE / INTIMATION BY MANAGEMENT

WHEN EMPLOYEE REFUSES TO CROSS EXAMINE WITNESSES

WHEN EMPLOYEE WALKS OUT OF ENQUIRY

ENQUIRY REPORTENQUIRY REPORT ENQUIRY OFFICER WILL SCRUTINIZE, ASSESS, EVALUATE,

CORROBORATE, JUSTIFY AND CONCLUDE BASED ON ALL DOCUMENTS, STATEMENTS AND ALL RELEVANT INFORMATION FROM THE ENQUIRY PROCEEDINGS RECORDED BY HIM AND BY APPLYING HIS UNBIASED, IMPARTIAL, FAIR AND JUDICIOUS MIND AS PER PRINCIPLES OF NATURAL JUSTICE, AND WILL PREPARE HIS ENQUIRY REPORT / FINDINGS AND WILL SUBMIT THE SAME ALONGWITH ALL DOCUMENTS TO THE DISCIPLINARY AUTHORITY

ENQUIRY OFFICER IS REQUIRED TO SUBMIT HIS FINDINGS ONLY WHETHER THE DELINQUENT HAS BEEN PROVED GUILTY, PARTLY GUILTY OR NOT GUILTY

. . .

. . . ENQUIRY REPORT. . . ENQUIRY REPORT

HE SHOULD NOT RECOMMEND ANY PUNISHMENT IN CASE THE DELINQUENT IS FOUND GUILTY

FINDINGS OF A DOMESTIC ENQUIRY BASED ON SUSPICION, SURMISE OR CONJECTURES IS BAD IN LAW

INVITING COMMENTS INVITING COMMENTS A COPY OF THE ENQUIRY REPORT / FINDINGS PREPARED AND

SENT BY THE ENQUIRY OFFICER WILL BE PROVIDED TO THE DELINQUENT FOR HIS COMMENTS ON IT, IF ANY, TO BE SENT BY HIM WITHIN A STIPULATED TIME PERIOD.

IN CASE THE DELINQUENT GIVES SOME EXTENUATING REASONS AND POINTS OUT FLAWS IN THE FINDINGS OF THE ENQUIRY REPORT OF THE ENQUIRY OFFICER, THE DISCIPLINARY AUTHORITY WILL WEIGH THE ENQUIRY REPORT IN LIGHT OF SUCH COMMENTS OF DELINQUENT AND TAKE HIS ACTION.

IF THE DELINQUENT DOES NOT SUBMIT ANY COMMENTS, THE DISCIPLINARY AUTHORITY WILL TAKE FURTHER ACTION IN THE MATTER ON THE BASIS OF FINDINGS OF THE ENQUIRY OFFICER.

. . .

. . . INVITING COMMENTS. . . INVITING COMMENTS

NON SUPPLY OF COPY OF ENQUIRY REPORT TO DELINQUENT IS VIOLATION OF PRINCIPLES OF NATURAL JUSTICE AS WELL AS PROVISIONS OF ARTICLES 14 AND 21 OF CONSTITUTION

PUNISHMENTPUNISHMENT

IN CASE THE DELINQUENT IS ABSOLVED OF THE CHARGES BEING NOT PROVED IN THE ENQUIRY OR PARTIALLY PROVED, OR WHEN COMMENTS OF DELINQUENT ARE ACCEPTED BY DISCIPLINARY AUTHORITY, HE WILL NOT BE INFLICTED ANY PUNISHMENT OR WILL BE INFLICTED PUNISHMENT IN PROPORTION TO THE PARTIAL GUILT PROVED, AS THE CASE MAY BE.

IN CASE THE CHARGES ARE PROVED AGAINST THE DELINQUENT OR THE COMMENTS OF DELINQUENT ARE NOT ACCEPTED BY THE DISCIPLINARY AUTHORITY, APPROPRIATE DISCIPLINARY ACTION AS PER STANDING ORDERS / SERVICE CONDITIONS ETC. WILL BE INFLICTED ON THE DELINQUENT.

KINDS OF PUNISHMENTKINDS OF PUNISHMENT

PREVENTIVE

RETRIBUTIVE

CORRECTIVE

PURPOSE OF PUNISHMENTPURPOSE OF PUNISHMENT

TO PREVENT RECURRENCE OF ACTS OF MISCONDUCT BY SAME EMPLOYEE OR BY OTHERS IN FUTURE

TO ENFORCE / MAINTAIN DISCIPLINE IN ESTABLISHMENT

TO SEND MESSAGE OF FEAR OF LOSING JOB IN CASE SOME GROSS MISCONDUCT IS COMITTED BY ANY EMPLOYEE, AND THUS KEEP THEM AWAY FROM ANY ACT OF MISDEMEANOR

TO RUN THE ESTABLISHMENT COORDIALLY, PEACEFULLY AND EFFICIENTLY

FAIRPLAY IN PUNISHMENTFAIRPLAY IN PUNISHMENT

PUNISHMENT SHOULD BE JUST, FAIR AND IN PROPORTION TO THE ACT OF MISCONDUCT PROVED

PUNISHMENT SHOULD NOT BE ARBITRARY, VINDICTIVE, MALA FIDE, LESS OR EXCESSIVE

PUNISHMENT SHOULD BE AWARDED BY TAKING ALL FACTORS INTO CONSIDERATION

PUNISHMENT SHOULD BE AWRDED BY THE DISCIPLINARY AUTHORITY AFTER APPLYING HIS JUDICIOUS MIND

A DELINQUENT CAN NOT BE HELD GUILTY SIMPLY ON PRESUMPTIONS. . .

. . . FAIRPLAY IN PUNISHMENT. . . FAIRPLAY IN PUNISHMENT

SINCE FINDINGS OF DOMESTIC ENQUIRY CAN TAKE AWAY THE LIVELIHOOD OF DELINQUENT, THE ENQUIRY OFFICER SHOULD APPLY HIS OWN MIND VERY JUDICIOUSLY IN WRITING HIS REPORTDOMESTIC

ENQUIRY IS A QUASI JUDICIAL ENQUIRY AND THUS IT MUST SHOW REASONS FOR ITS CONCLUSION

TERMINATION SANS TERMINATION SANS ENQUIRYENQUIRY

IN EXTREME / EXCEPTIONAL CIRCUMSTANCE WHEN IT IS NOT PRACTICALLY POSSIBLE TO CONDUCT AN ENQUIRY, MANAGEMENT MAY RECORD SUCH CIRCUMSTANCES AND REASONS BEFORE TERMINATING THE EMPLOYEE.

MANAGEMENT MAY LEAD EVIDENCE BEFORE THE COURT IN SUCH CIRCUMSTANCES IF SO REQUIRED

SECTION 11-A OF I.D. ACT, 1947 SECTION 11-A OF I.D. ACT, 1947 AND POWERS OF LABOUR AND POWERS OF LABOUR

COURTS / TRIBUNALSCOURTS / TRIBUNALS ONCE THE EMPLOYEE IS PROVED GUILTY OF THE

CHARGES LEVELLED AGAINST HIM IN A DOMESTIC ENQUIRY, THE JURISDICTION TO AWARD PUNISHMENT RESTS WITH THE MANAGEMENT

WHEN A DOMESTIC ENQUIRY IS CONDUCTED FAIRLY, PROPERLY AND AS PER PRINCIPLES OF NATURAL JUSTICE, NORMALLY LABOUR COURTS / TRIBUNALS DO NOT INTERFERE WITH THE PUNISHMENT AWARDED BY THE MANAGEMENT

. . .

. . . SECTION 11-A OF I.D. ACT, 1947 AND POWERS . . . SECTION 11-A OF I.D. ACT, 1947 AND POWERS

OF LABOUR COURTS / TRIBUNALSOF LABOUR COURTS / TRIBUNALS

IN EXTREME CASES WHERE THE COURT FEELS THAT THERE IS A CASE OF VICTIMISATION OR UNFAIR LABOUR PRACTICE AND PUNISHMENT IS DISPROPORTIONATE TO THE ACT OF MISCONDUCT, IT MAY INTERFERE WITH THE PUNISHMENT

LABOUR COURT / TRIBUNAL IS CLOTHED WITH POWER TO RE-APPRAISE THE EVIDENCE IN DOMESTIC ENQUIRY AND SATISFY ITSELF WHETHER THE SAID EVIDENCE RELIED UPON BY THE MANAGEMENT ESTABLISHED THE MISCONDUCT ALLEGED AGAINST THE CONCERNED EMPLOYEE

THANK YOU !THANK YOU !