Dear All I wanted to know whether we can proceed for termination on the ground of providing falsified documents during the recruitment.
From India, Surat
13From India, Surat
Falsification is a crime. You can sack the employees after giving them show cause notice and after considering their replies, giving them appropriate opportunity to defend themselves, and if you are satisfied from the evidence available on record that they have falsified.
From India, Chandigarh
From India, Chandigarh
Please let the forum know further details to advice you accordingly
1)what was the falsified document, is it an experience certificate or is it educational certificate ?
2)how come you know about it, was it a BGV or do you have any evidence about the falsified document,
3) is the employee still under probation, what is the period of employment of the said employee
From India, Ahmadabad
1)what was the falsified document, is it an experience certificate or is it educational certificate ?
2)how come you know about it, was it a BGV or do you have any evidence about the falsified document,
3) is the employee still under probation, what is the period of employment of the said employee
From India, Ahmadabad
Dear Nishikant,
Right said Smbhappy, falclfication is a crime! This is a form of dishonesty, and if proven and evidence is strong, then the employer has all the right to terminate the employee. However, the employee has the right to defend himself and should also be considered by the employer. But if the employee is really that guilty then it is now up to the employer.
Regards,
From Philippines, Davao City
Right said Smbhappy, falclfication is a crime! This is a form of dishonesty, and if proven and evidence is strong, then the employer has all the right to terminate the employee. However, the employee has the right to defend himself and should also be considered by the employer. But if the employee is really that guilty then it is now up to the employer.
Regards,
From Philippines, Davao City
Dear Nishikant TS,
Yes you can terminate an employee for falsification of documents.
However, in the interests of natural justice, it would be advisable to (i) re assure yourselves that the document is indeed false and it is not just hearsay, (ii) formally advise the employee concerned that you have found document(s) submitted by him / her to be false / forgeries, (iii) provide an opportunity for the employee to place his / her side of the story before you and record / document his / her response.
Thereafter, on the merits of the case, it will be in order for you to take a decision in the interests of your organisation.
Regards,
Raju Bhatnagar
From India, Bangalore
Yes you can terminate an employee for falsification of documents.
However, in the interests of natural justice, it would be advisable to (i) re assure yourselves that the document is indeed false and it is not just hearsay, (ii) formally advise the employee concerned that you have found document(s) submitted by him / her to be false / forgeries, (iii) provide an opportunity for the employee to place his / her side of the story before you and record / document his / her response.
Thereafter, on the merits of the case, it will be in order for you to take a decision in the interests of your organisation.
Regards,
Raju Bhatnagar
From India, Bangalore
You can proceed subject to -
1. If you have solid proof to prove that the documents submitted by the candidate are really false, which ultimately was the basis to decide on his appointment then you can go ahead first to conduct a formal inquiry into it and for a logical conclusion.
2. However, having appttd. natural justice calls for that enough opportunity should be given to the person charged to say his side. Probably either you might conclude that your verified facts and your decision is vindicated or otherwise.
3. By chance those documents happened to be some incidental testimonials like sports, hobbies then you might leave him reprimanded. as they are not that much important for the post he was considered.
From India, Bangalore
1. If you have solid proof to prove that the documents submitted by the candidate are really false, which ultimately was the basis to decide on his appointment then you can go ahead first to conduct a formal inquiry into it and for a logical conclusion.
2. However, having appttd. natural justice calls for that enough opportunity should be given to the person charged to say his side. Probably either you might conclude that your verified facts and your decision is vindicated or otherwise.
3. By chance those documents happened to be some incidental testimonials like sports, hobbies then you might leave him reprimanded. as they are not that much important for the post he was considered.
From India, Bangalore
It goes without saying that employee should get terminated, if any of the document, submitted by him, at the time of recruitment, is found false. If he is on probation, he will get termination immediately. If he is confirmed employee, he should be given a chance to prove his innocence.
Anyone submitting false papers, is well aware that, if caught, he will get serious punishment, and he may be even prepared for that.
My question is related to noticing false document, in case of confirmed employee. What was HR doing all the time, when this employee was on probation. Three months or six months time of probation is a big time, for verification of all the details/documents, that employee has submitted, to the company. If any mischief is noticed, after the employee is confirmed, don’t you think that it is a failure of HR !!
From India, Mumbai
Anyone submitting false papers, is well aware that, if caught, he will get serious punishment, and he may be even prepared for that.
My question is related to noticing false document, in case of confirmed employee. What was HR doing all the time, when this employee was on probation. Three months or six months time of probation is a big time, for verification of all the details/documents, that employee has submitted, to the company. If any mischief is noticed, after the employee is confirmed, don’t you think that it is a failure of HR !!
From India, Mumbai
My dear Nishikant,
Submission of false documents for the purpose of getting employment amounts to wilful deceit and fraud and dishonesty. This is enough ground for termination of the service of the concerned after following the procedure of natural justice. However, the negligence on the part of the concerned in the HR department also cannot be condoned.
S.K.Johri
From India, Delhi
Submission of false documents for the purpose of getting employment amounts to wilful deceit and fraud and dishonesty. This is enough ground for termination of the service of the concerned after following the procedure of natural justice. However, the negligence on the part of the concerned in the HR department also cannot be condoned.
S.K.Johri
From India, Delhi
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Termination-emp loyment_563.pdf
Termination letter.doc