Understand domestic enquiry due process in India to reduce litigation risks and fair.

A company investigation to identify facts and data about a situation in which an employer has accused an employee of misconduct. Typically, a domestic investigation follows a 'show cause' letter, which is sent to the worker asking for an explanation for the alleged misconduct. The employer will move to a more formal domestic inquiry if the reply is not satisfactory.

We understand that the term domestic inquiry is mainly used to refer to an inquiry into an employee’s charges of indiscipline and misconduct, based on the above description of domestic inquiry. Domestic inquiry means departmental inquiry or domestic tribunal in common parlance. The matter is decided by administrative officers in such investigations and not by the courts of law. It is common for disciplinary authorities in a department or in an industry to appoint an officer or officers in cases of alleged indiscipline to investigate the allegations against an employee. These inquiries are generally referred to as 'Domestic Enquiries'. At times it is in the best interest to engage an outside firm to ensure no bias and adoption of the full procedure.

Notice that the domestic inquiry is simply an exercise in obtaining facts, i.e., the jury charged with collecting the evidence does not make conclusions about guilt or punishment. The final report is sent to the parties involved, most senior officials, who then decide on the required course of action.

PRINCIPLES OF DOMESTIC ENQUIRY

1. The rule of Natural Justice must be observed.

2. The delinquent is entitled to a just hearing.

3. He can call for his own evidence.

4. Cross-examine any witness called by the prosecution.

A disciplinary hearing held by an employer to decide if an employee is guilty of wrongdoing is a domestic investigation. A domestic inquiry is meant to uncover the facts of the accusations made against the worker.

The Industrial Court, in the course of adjudicating whether a dismissal is without just cause or excuse within the context of Section 20 of the Industrial Relations Act 1967, does not merely examine whether there were proper grounds for the employer to terminate the services of the employee but also examines whether the process by which the employee was terminated was fair or unfair.

(a) That there were fair reasons for the firing of the worker;

(b) That the process used to fire the employee was fair.