Dear Friends,
Please suggest in corporates what will happen when employee found fake with salary e.g if in interview round he/she say his salary is 20000 pm and in original his salary is 15000 and as in verification of employee we found that he manipulate in salary than what action we will take because he joined us .
With Regards
Anupam Bharti
From India, New Delhi
1Please suggest in corporates what will happen when employee found fake with salary e.g if in interview round he/she say his salary is 20000 pm and in original his salary is 15000 and as in verification of employee we found that he manipulate in salary than what action we will take because he joined us .
With Regards
Anupam Bharti
From India, New Delhi
Dear Anupam,
Please cross verify the Appointment letter along with latest salary certificate. If employee says he got an hike ask for the document to prove it else ask for the recent bank statement which depicts his salary. Inspite of all this if he/she found to be fraud you can always terminate him based on an approval from your senior management.
From India, Tiruchchirappalli
Please cross verify the Appointment letter along with latest salary certificate. If employee says he got an hike ask for the document to prove it else ask for the recent bank statement which depicts his salary. Inspite of all this if he/she found to be fraud you can always terminate him based on an approval from your senior management.
From India, Tiruchchirappalli
hi
Different company's will putforth their salary structure in different perspective, say like gross, CTC, CTC including and excluding allowances and so on. I would suggest you to cross check with the employee on the salary statement he/she has said. Then you can decide whether to terminate or warn that employee and re-work his salary as a punishment/warning for misconduct, if you think that employees is an need of the hour. If not get a written statement from that person and go ahead with you company policy.
Different company's will putforth their salary structure in different perspective, say like gross, CTC, CTC including and excluding allowances and so on. I would suggest you to cross check with the employee on the salary statement he/she has said. Then you can decide whether to terminate or warn that employee and re-work his salary as a punishment/warning for misconduct, if you think that employees is an need of the hour. If not get a written statement from that person and go ahead with you company policy.
Make sure that this will not happen with anyone by using the TeamWise software that not only provide you the power to mange the things before happen but also gives employee the power to mange the things effectively and accurately.
From India
From India
Hello
I agree with Mr. R.Mohana Sundaram.
You can check with the previous employer or ask him the clarification.
If the details is found incorrect, terminate him as per company policy.
If your management thinks of retaining the employee.. AVOID THAT. as it would create the bad impression on existing employees about the organisation.
From India, Mumbai
I agree with Mr. R.Mohana Sundaram.
You can check with the previous employer or ask him the clarification.
If the details is found incorrect, terminate him as per company policy.
If your management thinks of retaining the employee.. AVOID THAT. as it would create the bad impression on existing employees about the organisation.
From India, Mumbai
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Employee Background Verification Pre-offer & Post-Offer Services.doc