One of our employee has submitted forged documents (Appointment letter, Hike letter, Probation completion letter) at the time of joining we found that in our background verification. In meeting she accepted that she has done all documents forgery and we got the confirmation from previous company also that she has done forgery and they are processing legal actions on her. Now in this case what i need to take action and please let me know if we continue with that employee what will be the problems that we (Company) need to face.
Asst. Manager HR
From India, Hyderabad
Asst. Manager HR
From India, Hyderabad
Dear Kuntrapakam,
If the falsification of the documents is discovered and it is accepted by the newly joined employee also then the logical action would be termination of her services. However, before termination, issue her show cause notice. Let the employee give her reply. If the employee accepts her guilt then issue the termination order. If in the reply to the show cause notice, employee refuses to accept the misconduct then order domestic enquiry and let the misconduct be proved. Based on the finding report of the enquiry, take action which obviously is termination.
Falsification of the documents at the time of joining the company speaks of integrity of the individual. There cannot be any compromise on this count.
Thanks,
Dinesh Divekar
From India, Bangalore
7879If the falsification of the documents is discovered and it is accepted by the newly joined employee also then the logical action would be termination of her services. However, before termination, issue her show cause notice. Let the employee give her reply. If the employee accepts her guilt then issue the termination order. If in the reply to the show cause notice, employee refuses to accept the misconduct then order domestic enquiry and let the misconduct be proved. Based on the finding report of the enquiry, take action which obviously is termination.
Falsification of the documents at the time of joining the company speaks of integrity of the individual. There cannot be any compromise on this count.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you for your suggestions Mr. Dinesh but the thing is she is sentimentally trying to convince management that she came from very poor family so she needs this job and management also lagging this discussion since two weeks. When we come to her behavior its pathetic and we have recruited her for HR team as a junior recruiter. So if accept this employee to continue in our company what will be the issues that company need to handle.
From India, Hyderabad
From India, Hyderabad
Dear Kuntrapakam,
While taking decisions, you need to put company's interest before individual's interest. You need to create an culture of justice. If you handle this case sternly, it will send a message to one and all that whether a person works in HR department or otherwise, rules are implemented in letter and spirit. If you wish to create unwanted exceptions, then why you wanted to do background check at all? Scrap this part of the recruitment process!
Financial background of the newly joined employee has nothing to do with the misconduct committed by her. Both the things need to be seen independently. Tell your management to settle this matter expeditiously.
Yes, unceremonious separation of the employee is always distressful, to the individual as well as to the person's working in that department. But then every injury heals with the passage of time. You will recover from this emotional jerk within few days and that is all!
Thanks,
Dinesh Divekar
From India, Bangalore
While taking decisions, you need to put company's interest before individual's interest. You need to create an culture of justice. If you handle this case sternly, it will send a message to one and all that whether a person works in HR department or otherwise, rules are implemented in letter and spirit. If you wish to create unwanted exceptions, then why you wanted to do background check at all? Scrap this part of the recruitment process!
Financial background of the newly joined employee has nothing to do with the misconduct committed by her. Both the things need to be seen independently. Tell your management to settle this matter expeditiously.
Yes, unceremonious separation of the employee is always distressful, to the individual as well as to the person's working in that department. But then every injury heals with the passage of time. You will recover from this emotional jerk within few days and that is all!
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Colleague,
Since she has accepted that she has forged the document, let her put it in writing.
Certainly you cannot continue her service. Obvious option is to terminate her which will put black spot in her career . If she really repents for her mistake, she will not repeat it.
So, at least let her go by resigning instead of your terminating her .
Regards,
HR- Consultant.
From India, Mumbai
Since she has accepted that she has forged the document, let her put it in writing.
Certainly you cannot continue her service. Obvious option is to terminate her which will put black spot in her career . If she really repents for her mistake, she will not repeat it.
So, at least let her go by resigning instead of your terminating her .
Regards,
HR- Consultant.
From India, Mumbai
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