Can a central govt. employee get suspended if somebody accuses him of commiting adultery with a colleagues wife( a departmental complaint)? Also if he is accused of having s*x with a prostitute, will he get suspended in this case as well??
Should the concerned person opt for VRS?
Or will he be suspended only if it is proved that he committed adultery or had s*x with a prostitute?
Term abuse has been assumed that the activity is within the organisation.If the said term relates to else where,a categoricial confirmation to the effect that the issue is outside the organisation has to be got to be serviced by the organisation,before resorting to the legal route.This is one of the requirement to be complied with by central government officials,whose service matters are governed by Central Administrative Tribunal.Hence a civl case can follow only subject to the said basic conditions...
Keeping with the general and good conduct of the employees rules, the organisation may issue a notice but since the offences relate to personal issues, especially happened outside the organisation, the department may not interfere in the personal affairs of the individual employees until and unless it is proved to be detrimental to the smooth functioning of the department.
Above all, the employee in the organisation should have valuable contribution and should not be a target of superiors. If there is an opportunity to torture him, superiors will never spare the opportunity. At the end his sincerity and work for organisation and his relations with superior that ultimately counts.
Such ethics are required from every citizen. Though it is accepted that suspension is not a punishment, it is more than a death to sensitive citizen. Only, if there is a doubt that he tampers the record and influences within organisation , suspension may be a reason. But in case of any allegations, suspension may not be the right way, though nothing stops employer, and a good HRD can never resort to such ultimate step. There may be several things involved in deciding good moral conduct and such law in private life and evidences.
It is true that in many organisations, where victimisation is prevailing even before issuing charges, suspension is effected, and as informed already it is not a good HR practice.