Forums 论坛

28/10/2010 10:36:04
Re: Staff Misconduct

One of our staff has mishandled (slapping) a worker. He, however has verbally admitted to his misconduct. As an employer, we decided to issue him a show cause letter. But if he admitted his misconduct even in his reply to show cause, is it necessary to conduct a DI after that?

Can we issue a warning letter immediately after reviewing his reply to show cause letter?

Or can we suspend him as another form of punishment?

Pls help, thanks
Edit | Delete

28/10/2010 12:03:54

'Slapping' is not a misconduct. There's a case about it brought into the Industrial Court. I'm still searching it. (Don't know whether I'm able to find it because I cant remember in which box i kept it)....but the case is still fresh in my mind.
Edit | Delete

KL Siew
28/10/2010 13:04:15
I don't know how serious is the incident. Anyway, no one should take the law into his own hands. Doing a DI is a good proposal to show that justice is done and seen to be done. This may be good for the morale of the workers as they may perceive semblance of fairness in the management. On the other hand, it could also be fair to the staff concerned as he would have a chance to defend himself.
Edit | Delete

28/10/2010 17:54:56
What is DI and show clause letter?
Edit | Delete

KL Siew
28/10/2010 20:29:10
DI is short for Domestic Inquiry which is used to inquire into certain work related offence committed by the employee and show cause letter is one asking an employee to give explanation for something irregular he has done.
Edit | Delete

Post Response (Feel free to share your experiences)

Email:  (optional)


Best to get official advice, call now! Labour Office   EPF   SOCSO