Scribd
Upload
553 views2 pages

Preventive Suspension

This notice places an employee under preventive suspension for 30 days for allegedly stealing 5 battery cells in violation of company rules. The notice outlines the employee's responsibilities during the suspension period, including making themselves available for any administrative hearings. It also states that management may decide to reinstate, extend the suspension, or dismiss the employee depending on the results of the investigation. The employee is charged administratively for the alleged offense.

Uploaded by

Cherry Alday
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
553 views2 pages

Preventive Suspension

This notice places an employee under preventive suspension for 30 days for allegedly stealing 5 battery cells in violation of company rules. The notice outlines the employee's responsibilities during the suspension period, including making themselves available for any administrative hearings. It also states that management may decide to reinstate, extend the suspension, or dismiss the employee depending on the results of the investigation. The employee is charged administratively for the alleged offense.

Uploaded by

Cherry Alday
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 2

September 4, 2015

__________________
__________________
__________________

NOTICE FOR PREVENTIVE SUSPENSION

This notice is being given to you with regard to your alleged infraction of Cooperative Rules and
Regulations particularly 3.6 of Disciplinary Penalty Chart (DPC), in reference to the following
incident:

1. Stealing of the 5 units of battery cells

The _____________________________ penalizes such action as indicted by the provisions


below:

Stealing of any sort, including theft, removal from premises without proper authorization,
of any Cooperative / Client’s property of any employee without the latter’s consent.

First Offense (Without Mitigating Circumstances) : Dismissal

Considering the nature and gravity of the offense charged, you are hereby placed under
preventive suspension for a maximum period of thirty (30) calendar days effective September 4,
2015. Unless instructed otherwise by the Investigative/Administrative Hearing
Committee/HRAD, it shall be your responsibility to do the following during the said period:

1. To make yourself available for any notice of administrative hearing which may take place
any time within the said period;
2. To be restrained from entering company premises and approaching the Complainant,
members of the Investigative Committee, members of the Management Committee and
those who may possibly exert influence in the investigation within six (6) kilometer
radius;
3. To secure a clearance / return to work order first prior to any decision of reinstatement.

Should Management finally decide to reinstate you due to lack of evidence, it shall be obliged to
compensate the leaves that you have consumed and other benefits that may be entitled to you
during your preventive suspension. Management shall likewise not be bound to reimburse or
compensate the same should the investigative results lead to your dismissal.
The Implementing Rules of the Labor Code of the Philippines, under Book V, Rule XXIII, as
amended by D.O. 9, June 21, 1997, stipulates:

“Sec. 8. Preventive Suspension – The employer may place the worker concerned under
preventive suspension if his continued employment poses a serious and imminent
threat to the life or property of the employer or of his co-workers.”

After your preventive suspension, Management shall reinstate you in your former position or in a
substantially equivalent position, or extend the period of suspension, provided that during the
period of suspension, Management shall pay the wages and other benefits due to you. In such
case, you shall not be bound to reimburse the amount paid to you during the extension if
Management decides, after completion of the hearing, to dismiss you.

You are hereby charged administratively of the aforementioned offense.

For your information and strict compliance


Please be guided accordingly.

Truly yours, Received by:

____________________
_______________________ ____________________
HR – Employee Relations Officer Mechanic

Noted by:

____________________
HR Head

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy