Singapore legislation
Regulation 3A
of Ngee Ann Polytechnic (Staff — Conduct and Discipline) Rules
Regulation 3A
Disciplinary action by Principal
Subregulation 1
Where a complaint is made to the Principal or any information comes to his knowledge that an employee has or may have committed an act which, if established, would constitute any of the disciplinary offences specified in the Schedule, the Principal shall appoint one or more authorised persons to conduct a preliminary investigation into the complaint or information.
Subregulation 2
The authorised person shall notify the employee in writing of the complaint made against him or the information referred to in paragraph (1).
Subregulation 3
An employee who has received a notification under paragraph (2) shall submit to the authorised person a written explanation or reply to the matters set out in the notification within 7 days of the receipt of the notification.
Subregulation 4
Notwithstanding the failure of an employee to submit a written explanation or reply under paragraph (3) —
the authorised person may proceed to conduct a preliminary investigation into the complaint or the matter and shall submit a report to the Principal in accordance with paragraph (5); and
the Principal may proceed to make a determination in respect of the complaint or matter in accordance with paragraph (6).
Subregulation 5
The authorised person shall, after considering the case made against the employee, his reply thereto (if any) and the results of the investigation, submit a report of the investigation to the Principal within 14 days of the conclusion of the investigation of the case.
Subregulation 6
The Principal may, after considering the report of the investigation, do any of the following:
if he is of the opinion that the allegation against the employee has not been established, he may dismiss the complaint or matter and strike the complaint or matter from the records;
if he is of the opinion that the allegation against the employee has been established but is not serious enough to warrant dismissal or reduction in rank, he may —
order that any increment due to the employee concerned be stopped or deferred for a period not exceeding one year;
impose a financial penalty not exceeding one month’s emoluments of the employee;
reprimand the employee; or
impose a combination of the penalties referred to in sub-paragraphs (i), (ii) and (iii);
if he is of the opinion that the allegation has been established and is serious enough to warrant dismissal or reduction in rank, he may refer the complaint or matter to the Staff Disciplinary Committee together with a copy of the report of the investigation submitted by the authorised person under paragraph (5).