First you need to ckeck wether you have any clause in your appointment order regarding fake experience or faulty certification etc. if you have it, then check what action you have mentioned against such. and take the action accordingly without thinking anything.
If you will not take any action the appointment order will not have any value.
If you dont have such clause in AO then have you told him verbally while interview that if you caught in such incident you will have to face so and so action. if you have told him take that action.
If in both the cases your answer is no then you need to take decesion considering your company.
Arun J.
From India, Hyderabad
190If you will not take any action the appointment order will not have any value.
If you dont have such clause in AO then have you told him verbally while interview that if you caught in such incident you will have to face so and so action. if you have told him take that action.
If in both the cases your answer is no then you need to take decesion considering your company.
Arun J.
From India, Hyderabad
It is not known whether he has given a faked experience certificate or simply mentioned the same in the bio-data / application form ? If it is mentioned in the bio-data / application form, it can be treated as unintentional. But if it was made deliberately in the certificate then the lighter logic cannot be applied.
M.Venkatraghavan
From India, Selam
M.Venkatraghavan
From India, Selam
Dear, In this case there are two important points, 1st the employee has cheated the Company and it shows his Character. There is no doubt that this person is manipulative and can break any rule or law if it suits him. On other hand you seems to feel the profits. But one important point is the minimum eligibility for the post. Second point is the impression on other employees. To maintain the standards and every thing as they should be, I feel 1st thing is you issue him a memo and charge sheet, hold an inquiry and give him the punishment. Which should be termination from Service. This will restrain others to do similar miss endeavors Now come to the other side of story as he is a good worker and it appears you are more then happy from his performance so ask him to resubmit his application with correct details and then reemploy him as a fresh employee and may be at par salary of that post. This action will not only keep the discipline in the company but also will help this employee in his future career.
From India, Delhi
From India, Delhi
Dear All,
Let him to work with the same concern. Everyone sometimes need to some mistakes. But, we are not here to forget and forgive. Check the reason behind his fake experience. If it is acceptable leave it and ask him to correct it as soon as in his CV or his personal file. If it is not acceptable warn him and let him to work with same low salary for a period of 1 year. Then hike his salary.But be sure that don't share this issue that to others.This matter should be u and that employee only.Everyone may did some mistake.The punishment depends on his nature of mistake.
From India, Salai
Let him to work with the same concern. Everyone sometimes need to some mistakes. But, we are not here to forget and forgive. Check the reason behind his fake experience. If it is acceptable leave it and ask him to correct it as soon as in his CV or his personal file. If it is not acceptable warn him and let him to work with same low salary for a period of 1 year. Then hike his salary.But be sure that don't share this issue that to others.This matter should be u and that employee only.Everyone may did some mistake.The punishment depends on his nature of mistake.
From India, Salai
its just a three month matter.. and re submission with correct info seems suitable but in a large orgzn like mine.. when we update his info.. HRIS will mark it red.. and it leads escalations and termination... that i know..
but i just want to tell him he is good worker but whatever he has done is not ethical... although it was done only to meet eligibility criteria...
From India, Delhi
but i just want to tell him he is good worker but whatever he has done is not ethical... although it was done only to meet eligibility criteria...
From India, Delhi
Conduct domestic inquiry and let him give a fair chance to express and defend himself . Consider his good performance and discipline while arriving on any conclusion .
From India, New Delhi
From India, New Delhi
Hi,
In this case you have a couple of choice,
1. Termination
2. Retaining
Typically, I will retain him rather than termination because i can forgive him until unless he harms the business.
Also,
1. He proved that he is potential person in interview among all.
2. In work, he proved himself as good performer, punctual, etc.,
3. No concern for management on his Pay.
4. As a HR, i don't want to (i can but) spend time and effort to find someone better than him (they might be better in papers not sure about their work).
Hence, Just forgive him and let him work but don't forget to collect the written explanation and keep it personal.
From India, Bengaluru
In this case you have a couple of choice,
1. Termination
2. Retaining
Typically, I will retain him rather than termination because i can forgive him until unless he harms the business.
Also,
1. He proved that he is potential person in interview among all.
2. In work, he proved himself as good performer, punctual, etc.,
3. No concern for management on his Pay.
4. As a HR, i don't want to (i can but) spend time and effort to find someone better than him (they might be better in papers not sure about their work).
Hence, Just forgive him and let him work but don't forget to collect the written explanation and keep it personal.
From India, Bengaluru
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Employee Experience.doc