Hi All,
I would like to get few samples on how to reply to a verification team/consultant when one of my ex-employee has provided fake data - on salary & reason for leaving.
And already he was almost terminated due to behavioural issues.
Thanks in advance for your valuable info.
Flora
From India
I would like to get few samples on how to reply to a verification team/consultant when one of my ex-employee has provided fake data - on salary & reason for leaving.
And already he was almost terminated due to behavioural issues.
Thanks in advance for your valuable info.
Flora
From India
Hi Flora,
If an employee have mentioned different reason of leaving in his resignation letter and he is giving some other reason in his next employment, it should not be treated as discrepancy or behavioral issue as generally people don't give exact reason of leaving at the time of their resignation, but giving fake salary slips or salary data comes under discrepancy, so you may respond to the BV consultant with the exact CTC of your ex employee if you find revealing salary is ok with your company norms, as few company representatives do not reveal the salary of their ex employee and mark it as confidential.
Coming to your second point - "he was almost terminated", there is nothing called "almost terminated", either it would be "terminated" or it will be "resigned", so if your ex employee was asked to resign or he had resigned by his own, in that case do not mention the word "terminated" to the BV consultant. You may write about his behavioral issue in the 'additional comment' column, but you need to be very careful while writing the comment and give exact inputs, because someone's employment depends on your inputs . Lastly I would like to highlight use professional language while responding to the the background verification.
Regards
Ashutosh
From India, Kollam
67If an employee have mentioned different reason of leaving in his resignation letter and he is giving some other reason in his next employment, it should not be treated as discrepancy or behavioral issue as generally people don't give exact reason of leaving at the time of their resignation, but giving fake salary slips or salary data comes under discrepancy, so you may respond to the BV consultant with the exact CTC of your ex employee if you find revealing salary is ok with your company norms, as few company representatives do not reveal the salary of their ex employee and mark it as confidential.
Coming to your second point - "he was almost terminated", there is nothing called "almost terminated", either it would be "terminated" or it will be "resigned", so if your ex employee was asked to resign or he had resigned by his own, in that case do not mention the word "terminated" to the BV consultant. You may write about his behavioral issue in the 'additional comment' column, but you need to be very careful while writing the comment and give exact inputs, because someone's employment depends on your inputs . Lastly I would like to highlight use professional language while responding to the the background verification.
Regards
Ashutosh
From India, Kollam
Hi Ashutosh,
Thanks for the reply.
Yes, I got that not always the reason for resignation and the reason given to the next employer are same. but the "reason for leaving" provided is "company closed" which is not the case. How do i deal this?
Secondly the employee had repeated issues like having weird conversations with supervisors, no reporting, crazy comments about colleagues etc. (which I have mentioned in the "additional comments" field as "No proper communication & reporting to immediate supervisor") and one day he put notification,in the next couple of days was found to have consumed alcohol during working hours (post lunch brk). So we called him and asked to resign the same day. Will this be "terminated" or resigned". Considering his career our management issued exp.letter to him.
Pl share your thoughts on this.
Thanks
Flora
From India
Thanks for the reply.
Yes, I got that not always the reason for resignation and the reason given to the next employer are same. but the "reason for leaving" provided is "company closed" which is not the case. How do i deal this?
Secondly the employee had repeated issues like having weird conversations with supervisors, no reporting, crazy comments about colleagues etc. (which I have mentioned in the "additional comments" field as "No proper communication & reporting to immediate supervisor") and one day he put notification,in the next couple of days was found to have consumed alcohol during working hours (post lunch brk). So we called him and asked to resign the same day. Will this be "terminated" or resigned". Considering his career our management issued exp.letter to him.
Pl share your thoughts on this.
Thanks
Flora
From India
This is quiet strange that your ex employee has mentioned this reason, well if BV consultant has reached you and you are replying from your official id that makes it clear that company is not closed, anyways in this case I will suggest you to put exact reason of leaving which is mentioned by your ex employee in his resignation letter.
If you have asked the employee to resign and he puts his resignation formally, it will be treated as "resigned". Well there is a point to notice, as you said you have issued him the experience letter, generally experience letters format contain words like "sincere", "good moral character" etc, so if you have mentioned these words in the experience certificate, it will not be good to give additional comments as you have mentioned, because it will make a contradiction between the experience certificate issued and your inputs.
Regards
Ashutosh
From India, Kollam
If you have asked the employee to resign and he puts his resignation formally, it will be treated as "resigned". Well there is a point to notice, as you said you have issued him the experience letter, generally experience letters format contain words like "sincere", "good moral character" etc, so if you have mentioned these words in the experience certificate, it will not be good to give additional comments as you have mentioned, because it will make a contradiction between the experience certificate issued and your inputs.
Regards
Ashutosh
From India, Kollam
All the negative things, you have narrated are about said employee’s personality, attitude etc. You have not stated anything about his work performance. Also you have issued him Exp Certificate. So I presume, he must be good in his work.
Though he was wrong in his behaviors, and if he was good at work, and contributed good to your Company, do not write very harsh about him, which may affect his job security. In his work, he will be good at the new place also, and about attitude let the new colleagues experience themselves. Since he lost his job because of wrong doings, he may improve.
Whatever positive sides, if at all he has, try to write more on the same, and write little on his wrong doings, that too in good language.
If he is totally a useless character, then ignore the above lines, and then choice is all yours.
From India, Mumbai
Though he was wrong in his behaviors, and if he was good at work, and contributed good to your Company, do not write very harsh about him, which may affect his job security. In his work, he will be good at the new place also, and about attitude let the new colleagues experience themselves. Since he lost his job because of wrong doings, he may improve.
Whatever positive sides, if at all he has, try to write more on the same, and write little on his wrong doings, that too in good language.
If he is totally a useless character, then ignore the above lines, and then choice is all yours.
From India, Mumbai
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