hi folks
recently while conducting a background check, we've found an employee faked his experience by 3 months as he was having 9 month exp and made it to a year.. but he is a excellent performer always follows time/rule/policy and his TAT is also excellent, and he is working on a relatively low salary than to his counterpart in other regions of our company.. please suggest what to do...
From India, Delhi
77recently while conducting a background check, we've found an employee faked his experience by 3 months as he was having 9 month exp and made it to a year.. but he is a excellent performer always follows time/rule/policy and his TAT is also excellent, and he is working on a relatively low salary than to his counterpart in other regions of our company.. please suggest what to do...
From India, Delhi
Hello,
Leaving aside Ravi's in-jest comment after the initial laugh, does the employee KNOW that he has been caught?
Coming to the action choices, while his performance can definitely be considered positively in the decision, it also needs to be brought to his notice that he does have TO PAY for his misdemeanour--that would be good for him & your COMPANY too, in the long-run.
But first CONFRONT him with the finding.
Since he is working on a lower CTC than others, one option could be to increase his Probation period [assuming he is still under Probation]--from whatever it is right now.
Another option could be to delay his salary raise by specific & mutually OK duration--he should know why it's being done.
Other members could come-up with other options.
There's, however, another angle to this issue that's important FOR YOU. Maybe it's time that you begin to release the Offers AFTER the BC is done henceforth. This would pre-empt such situations from repeating.
Another aspect that you may need to give some thought is: should this be known to other employees? There are both Pros & Cons for either way you handle it.
Rgds,
TS
From India, Hyderabad
Leaving aside Ravi's in-jest comment after the initial laugh, does the employee KNOW that he has been caught?
Coming to the action choices, while his performance can definitely be considered positively in the decision, it also needs to be brought to his notice that he does have TO PAY for his misdemeanour--that would be good for him & your COMPANY too, in the long-run.
But first CONFRONT him with the finding.
Since he is working on a lower CTC than others, one option could be to increase his Probation period [assuming he is still under Probation]--from whatever it is right now.
Another option could be to delay his salary raise by specific & mutually OK duration--he should know why it's being done.
Other members could come-up with other options.
There's, however, another angle to this issue that's important FOR YOU. Maybe it's time that you begin to release the Offers AFTER the BC is done henceforth. This would pre-empt such situations from repeating.
Another aspect that you may need to give some thought is: should this be known to other employees? There are both Pros & Cons for either way you handle it.
Rgds,
TS
From India, Hyderabad
Greetings!!
What I see is your company is at an advantage having good manpower at lower salary.
Like you mentioned he has proved himself to be an asset to the organization, you can bring to his notice & try explore why did he do so. He must be answerable for his mis deed and also, that his appraisals shall have an effect of it. But any further harsh action might not be required.
From India, Ahmedabad
What I see is your company is at an advantage having good manpower at lower salary.
Like you mentioned he has proved himself to be an asset to the organization, you can bring to his notice & try explore why did he do so. He must be answerable for his mis deed and also, that his appraisals shall have an effect of it. But any further harsh action might not be required.
From India, Ahmedabad
i am also thinking to make him informed about his clever trick.. but i am sure if its reaches to top level he will have to face a great pressure. as in our group we are bounded by group ethical policies.. but losing a person with good performance will hurt.. and his previous firm is also closed down
From India, Delhi
From India, Delhi
Hello,
Given the fact that his earlier company has closed down, I am not sure if his action was 'clever trick'--COULD be more out-of-desperation than any clear/purposeful intent to cheat [like we keep seeing the postings in this Forum--guys opting the easy way out & if that means 'to cheat', so-be-it attitude].
Suggest talk to him & also ensure he pays for it--a mistake is a mistake, whatever be the causes/reasons. How he is made to pay for it is UP TO YOU.
Rgds,
TS
From India, Hyderabad
Given the fact that his earlier company has closed down, I am not sure if his action was 'clever trick'--COULD be more out-of-desperation than any clear/purposeful intent to cheat [like we keep seeing the postings in this Forum--guys opting the easy way out & if that means 'to cheat', so-be-it attitude].
Suggest talk to him & also ensure he pays for it--a mistake is a mistake, whatever be the causes/reasons. How he is made to pay for it is UP TO YOU.
Rgds,
TS
From India, Hyderabad
just had a word with my boss.. he said let him know that his cheat is caught and keep all supporting with you if needed in future.. but still we need him to retain as he is working fine and opted for a lower salary..
From India, Delhi
From India, Delhi
increase his salary as he is a good performer and also working in low salary and the same time take explanation from him for fake experience or you can make it to his notice that he has been caught ..
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
I may suggest the following:
(i) A written warning is issued to the employee for lack of integrity & kept on record in his personal file.
(ii) As a penalty for this act, his period of probation should be extended by 3 months. After successful completion of the extended period, his salary may be fixed based on performance & also market - trend - based correction may be applied.
(iii) If already confirmed on completion of the probation period & his salary has been fixed (may be lower than the market trend), no salary review should be undertaken now. After one year (or as per your company rules), performance based increment may be given as per your standard norms. Market based correction to the salary may also be applied if he continues to be a top performer & there is no kink in his behavior.
From India, Delhi
(i) A written warning is issued to the employee for lack of integrity & kept on record in his personal file.
(ii) As a penalty for this act, his period of probation should be extended by 3 months. After successful completion of the extended period, his salary may be fixed based on performance & also market - trend - based correction may be applied.
(iii) If already confirmed on completion of the probation period & his salary has been fixed (may be lower than the market trend), no salary review should be undertaken now. After one year (or as per your company rules), performance based increment may be given as per your standard norms. Market based correction to the salary may also be applied if he continues to be a top performer & there is no kink in his behavior.
From India, Delhi
Hi,
Lets be practical & forgiving to a certain extent.
I faced a similar situation in my team where a team member had faked period of his employment. During background check, the agency reported him red as the firm in which he was working had shut down & those guys weren't able to find it.
I spoke to the team member in confidence & he accepted the fact that he had faked his experience partially.
What I observed & finally did
- He was a very good performer.
- Adhered to rules more than anybody else & I think the person for which you are seeking query is also trying to get his/her life back to track by not repeating the same mistake.
Considering the above & his attitude in general at work I did not let my bosses or HR know about the truth & the team member continued to work efficiently with integrity. He has got promotion in life & I am happy for him plus I have no regrets.
I think you should take a call based upon your gut feel but do tell the employee on 1-O-1 that you have come to know about this & should be told that this can lead to termination.
Everybody commits mistakes and people at high positions commit even bigger which go unquestioned - would recommend that you take a call based upon your observation & judgement & then decide whether he/she deserves a second chance!!
From India, Delhi
Lets be practical & forgiving to a certain extent.
I faced a similar situation in my team where a team member had faked period of his employment. During background check, the agency reported him red as the firm in which he was working had shut down & those guys weren't able to find it.
I spoke to the team member in confidence & he accepted the fact that he had faked his experience partially.
What I observed & finally did
- He was a very good performer.
- Adhered to rules more than anybody else & I think the person for which you are seeking query is also trying to get his/her life back to track by not repeating the same mistake.
Considering the above & his attitude in general at work I did not let my bosses or HR know about the truth & the team member continued to work efficiently with integrity. He has got promotion in life & I am happy for him plus I have no regrets.
I think you should take a call based upon your gut feel but do tell the employee on 1-O-1 that you have come to know about this & should be told that this can lead to termination.
Everybody commits mistakes and people at high positions commit even bigger which go unquestioned - would recommend that you take a call based upon your observation & judgement & then decide whether he/she deserves a second chance!!
From India, Delhi
I completely agree with Shekhar Singh, he is hardworking and dedicated, plus working at a lower salary...best is to bring the matter to his notice so that he thinks twice before doing any similar mistake..and forgive....moreover, its only a matter of 3 months, are you overlooking the 9 months???
From United Arab Emirates, Sharjah
From United Arab Emirates, Sharjah
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Employee Experience.doc