Hi,
Why didn't you verify his certificates before appointing him? He is liable to get paid for the days he has worked (exception only in case, if your appointment terms say that an employee will be fired without pay in case of false certification).
Regards,
Stephen Marks.
From India, Coimbatore
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9Why didn't you verify his certificates before appointing him? He is liable to get paid for the days he has worked (exception only in case, if your appointment terms say that an employee will be fired without pay in case of false certification).
Regards,
Stephen Marks.
From India, Coimbatore
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Dear Vinod,
Sorry, I don't agree with you. Irrespective of his worth, it is a dangerous and wrong precedent to continue associating with a person who cheats you. This is akin to the recent uncovering of pilots who were appointed with fake competency certificates. They have been dismissed even though they worked for a few years at Air India and other airlines. Even in their cases, there were no public reports indicating they performed below par. Fake certificates are never pardoned.
From India, Bangalore
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Sorry, I don't agree with you. Irrespective of his worth, it is a dangerous and wrong precedent to continue associating with a person who cheats you. This is akin to the recent uncovering of pilots who were appointed with fake competency certificates. They have been dismissed even though they worked for a few years at Air India and other airlines. Even in their cases, there were no public reports indicating they performed below par. Fake certificates are never pardoned.
From India, Bangalore
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Situation is different here, He has worked and not laxity in work duration, salary. only he has prepared his experience certificate . His educational background is good.
From India, Nasik
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From India, Nasik
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Hi Alok,
The compensation here does not mean "salary," it means compensation in lieu of notice. So, in my view, there is no escape for paying him in full until you suspend him pending enquiry.
Regards,
DS
From India, Kanpur
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The compensation here does not mean "salary," it means compensation in lieu of notice. So, in my view, there is no escape for paying him in full until you suspend him pending enquiry.
Regards,
DS
From India, Kanpur
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Hi Alok,
Further to my earlier postings (as DS), the matter of what you should be doing with the employee is of your personal choice. In law, he is guilty and should be punished. However, it is up to your standards, the ideology of your organization, and what you decide. Keeping a clear focus on fraud will require thinking twice and maintaining tight vigilance on his actions. Think within a broad framework and decide in the best interest of your organization. Try to be neutral and objective when making the final decision. Do what best suits your organization.
Best of luck and regards.
Email: dstomer2007@rediffmail.com
From India, Kanpur
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Further to my earlier postings (as DS), the matter of what you should be doing with the employee is of your personal choice. In law, he is guilty and should be punished. However, it is up to your standards, the ideology of your organization, and what you decide. Keeping a clear focus on fraud will require thinking twice and maintaining tight vigilance on his actions. Think within a broad framework and decide in the best interest of your organization. Try to be neutral and objective when making the final decision. Do what best suits your organization.
Best of luck and regards.
Email: dstomer2007@rediffmail.com
From India, Kanpur
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Look, I believe once a person joins a company, they become like a new family member. If we find that, after ignoring his/her fake certificate, the person still qualifies for the post, just impose a penalty not higher than 1/10 of his salary. However, if the person was qualified with the help of that fake certificate, then it's a fraud case and no notice is needed.
Remember, it's the employer's responsibility to check documents before hiring.
From Bangladesh, Dhaka
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Remember, it's the employer's responsibility to check documents before hiring.
From Bangladesh, Dhaka
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