By Faudzil Harun - Trans Management Consultants
3. Alternatively if the misconduct was not as serious the employer could
issue a show cause letter to the employee who committed the
misconduct.
4. In small organizations it is in order for the employer himself to
investigate into the matter. The employer should however provide the
employee an opportunity to give his version of the incident through a show
cause letter, which contains information on the charges.
5. The show cause letter must indicate the offences the employee is alleged
6. The employee should be required to submit his explanation within a given
There have been cases where after the show cause letter is issued; there is inaction on everyone’s part. Often the work of issuing letters and follow up on these is delegated to junior supervisors and if they are not effective or do not have appropriate training, the matter in all probability may be overlooked. It is understandable if the employee does not respond. He is hoping the whole episode will be forgotten or he is simply being defiant.
1. A show cause letter is not mandatory.
2. Once the investigation indicates that there is reason to believe
misconduct was committed, the employer needs to decide whether the
employee is to be charged and an inquiry held into the matter.
2. Once the investigation indicates that there is reason to believe
misconduct was committed, the employer needs to decide whether the
employee is to be charged and an inquiry held into the matter.
3. Alternatively if the misconduct was not as serious the employer could
issue a show cause letter to the employee who committed the
misconduct.
4. In small organizations it is in order for the employer himself to
investigate into the matter. The employer should however provide the
employee an opportunity to give his version of the incident through a show
cause letter, which contains information on the charges.
5. The show cause letter must indicate the offences the employee is alleged
to have committed, specifying details
of the offence and the date and
time it was committed to enable the employee to answer the charged.
time it was committed to enable the employee to answer the charged.
6. The employee should be required to submit his explanation within a given
time frame. Normally a week’s grace
should be sufficient for the employee
to respond.
7. Once the employee has responded, the employer should go through the
explanation to see if the employee had committed an offence and
whether the explanation is satisfactory. If the employee seeks more time
to respond to the show cause letter, the employer should not
unreasonably refuse the appeal.
7. Once the employee has responded, the employer should go through the
explanation to see if the employee had committed an offence and
whether the explanation is satisfactory. If the employee seeks more time
to respond to the show cause letter, the employer should not
unreasonably refuse the appeal.
There have been cases where after the show cause letter is issued; there is inaction on everyone’s part. Often the work of issuing letters and follow up on these is delegated to junior supervisors and if they are not effective or do not have appropriate training, the matter in all probability may be overlooked. It is understandable if the employee does not respond. He is hoping the whole episode will be forgotten or he is simply being defiant.