Hi Sumathi,
Greetings from Vibrant Screen!
With competition in the corporate world getting tougher by the day, businesses cannot afford to make any mistakes. The awareness regarding the employee background screening has increased among companies and choosing the right vendor for a background screening provider is a careful, thorough process.
Vibrant Screen, We are now in the business for the last 11 years of core industry experience which has allowed us to understand the intricacies and challenges involved with employee background verification.
We are one of Indias leading Background verification companies and have been conducting verifications since 2002 (PAN India & Overseas service)
Empanelled BGV Checker under National Skills Registry (NSR) (NSR is a NASCOM initiative).
PAN India Presence with 8 branch offices.
Preferred vendor & Global leaders trust us with pre-employment verification of the new hires.
Quick TAT Reliable
Quality assurance
Have conducted more than 800,000 unique checks
Have served over 300 clients PAN India across major industry sectors
ISO 9001: 2008 & ISO/IEC 27001:2005 certified
Automated process
Never lost a client for lack of quality
Our reports were never challenged
For any further clarification on our services, please feel free to contact me.
Thank you.
Sasi Kumar. V
+91 9632299481
From India, Bangalore
Greetings from Vibrant Screen!
With competition in the corporate world getting tougher by the day, businesses cannot afford to make any mistakes. The awareness regarding the employee background screening has increased among companies and choosing the right vendor for a background screening provider is a careful, thorough process.
Vibrant Screen, We are now in the business for the last 11 years of core industry experience which has allowed us to understand the intricacies and challenges involved with employee background verification.
We are one of Indias leading Background verification companies and have been conducting verifications since 2002 (PAN India & Overseas service)
Empanelled BGV Checker under National Skills Registry (NSR) (NSR is a NASCOM initiative).
PAN India Presence with 8 branch offices.
Preferred vendor & Global leaders trust us with pre-employment verification of the new hires.
Quick TAT Reliable
Quality assurance
Have conducted more than 800,000 unique checks
Have served over 300 clients PAN India across major industry sectors
ISO 9001: 2008 & ISO/IEC 27001:2005 certified
Automated process
Never lost a client for lack of quality
Our reports were never challenged
For any further clarification on our services, please feel free to contact me.
Thank you.
Sasi Kumar. V
+91 9632299481
From India, Bangalore
Dear Nadeem Iqbal, First you start from showcause notice and than after discuss his absent more than 10 days. and lastly why you think his charges are proved as per act.
From India, Ahmedabad
From India, Ahmedabad
Dear Sumathy,
As per the whole thing is concern the employee has abide the rules of the company as well as it ll affect his own career. Looking at some point, it is very important that before taking any such step against him, issue a warning letter & take his view as why he did such forgery.
I have attached a copy hope this ll help to make the circular letter. U need to change the wordings.
From India, Bhubaneswar
14As per the whole thing is concern the employee has abide the rules of the company as well as it ll affect his own career. Looking at some point, it is very important that before taking any such step against him, issue a warning letter & take his view as why he did such forgery.
I have attached a copy hope this ll help to make the circular letter. U need to change the wordings.
From India, Bhubaneswar
Hi Sumitha,
If the person absconded from work without information then wait for 10 days .as per law if the person abscond without knowledge then the job can be terminated with subject to notice served to present/permanent address after 3 days of lapse of abscond from duty.Regarding the fake experience certificate,the certificate submitted by him is signed by past employer,so verify the past employer verification with signature.If found correct then the employee don't have any mistake though the past employer issued several work experience certificate to un- employee candidate.So,the past employer done social justice for employment to earn and survive.There is no such law to punish the employee.Yes,if the employee submitted the fake educational credentials then the law binds to punish him with fraud,cheating case.So,work experience can be observe by by interview process.Again,you can't issue any warning or showcause letter to employee for previous employment except illegal activities done in the current organization .My special suggestion not to become judge though in the appointment letter written back ground verification as it passed by certifying officer ( Labour Commissioner),but the certifying officer is not a law maker.There is no such law else it may challenge in the court of law by any employee latter actual of employee and penalization to employer.
I disagree with Hiral Mehta,Anil Arora for wrong suggestion as no rights for action against employee with subsequent reason by contravene the eye of law.
Also disagree with Latha-Jadeesan for holding the relieving letter,don't think that you are the law maker and holding legislative power .If employee wishes ,he/she lodge a complain for conciliation in the State Labour dept,if the employer unable to agree for employee request then it will go the civil court for verdict in Labour Court,High Court,SupreCourt etc pls don't invite the disputes always solve the maximum extent by well wishing for future achievement.
If the person absconded from work without information then wait for 10 days .as per law if the person abscond without knowledge then the job can be terminated with subject to notice served to present/permanent address after 3 days of lapse of abscond from duty.Regarding the fake experience certificate,the certificate submitted by him is signed by past employer,so verify the past employer verification with signature.If found correct then the employee don't have any mistake though the past employer issued several work experience certificate to un- employee candidate.So,the past employer done social justice for employment to earn and survive.There is no such law to punish the employee.Yes,if the employee submitted the fake educational credentials then the law binds to punish him with fraud,cheating case.So,work experience can be observe by by interview process.Again,you can't issue any warning or showcause letter to employee for previous employment except illegal activities done in the current organization .My special suggestion not to become judge though in the appointment letter written back ground verification as it passed by certifying officer ( Labour Commissioner),but the certifying officer is not a law maker.There is no such law else it may challenge in the court of law by any employee latter actual of employee and penalization to employer.
I disagree with Hiral Mehta,Anil Arora for wrong suggestion as no rights for action against employee with subsequent reason by contravene the eye of law.
Also disagree with Latha-Jadeesan for holding the relieving letter,don't think that you are the law maker and holding legislative power .If employee wishes ,he/she lodge a complain for conciliation in the State Labour dept,if the employer unable to agree for employee request then it will go the civil court for verdict in Labour Court,High Court,SupreCourt etc pls don't invite the disputes always solve the maximum extent by well wishing for future achievement.
We are from Human not a CBI personnel. Most often we hear that after joining an inquiry is been made by the new/present employer. Why??? At the time/recruitment process why it is not done. Almost all the company does it - later CBI inquiry??? HR being the role model/environment enrichment - enjoy such kind of job.
We as HR is there to develop sounding envrionment. Now if the recruitment done by the consultant then you shall charge them/ or the recruitment officer????
This sound quite unethical that new employees joins and you start doing all kind of inquiry.
Yes i agree the person has done wrong by WHY??? He may not be enjoying the present work profile/company/CTC what ever may be???
Just give him best wishes an end it
From India, Vadodara
We as HR is there to develop sounding envrionment. Now if the recruitment done by the consultant then you shall charge them/ or the recruitment officer????
This sound quite unethical that new employees joins and you start doing all kind of inquiry.
Yes i agree the person has done wrong by WHY??? He may not be enjoying the present work profile/company/CTC what ever may be???
Just give him best wishes an end it
From India, Vadodara
Hi Sumathy,
First,
There is a procedure for termination of employment without notice by the employee like 1. ,If the employee did not communicated a information with reason behind within 10 working days then employers can terminate the employment with subsequent notice to the employee.If the employers does not receive any information within 3 working days for absenteeism by employee then the employer can issue a notice to employee for reason for absenteeism,if not revive the reply within 10 working days then the employer can terminate the employment.Again,the employee will shows the reason for medical ground then the employer is bound to re-instate in service by the eye of law.
Second,
If the employee made any forgery to educational certificate then the criminal case will be impugne else ther is no such law provision for forgery of experience certificate as maximum establishment are supplying such certificate to the candidate for getting jobs except government organization.Even the organization/establishment are supplying the experience certificate where several employees are working in that organization/establishment are real experience achieved by doing their work.So,the employee of that establishment/organization should not suffer in their career by taking remuneration from that establishment/organization.In between the organizations/establishment are supplying the experience certificate to other candidates by maintaining the all records.If the employee made forgery by making fake experience certificate then the organization/establishment can lodge a case against the candidate who utilized the organization/establishment documents.But,the letter head can be done outside without taking the organization stationery. So,nothing can be done to any employee/candidate as the signature is not authenticate & invalid.
Manoj Kumar
B.Sc,LLB,PGDBA
First,
There is a procedure for termination of employment without notice by the employee like 1. ,If the employee did not communicated a information with reason behind within 10 working days then employers can terminate the employment with subsequent notice to the employee.If the employers does not receive any information within 3 working days for absenteeism by employee then the employer can issue a notice to employee for reason for absenteeism,if not revive the reply within 10 working days then the employer can terminate the employment.Again,the employee will shows the reason for medical ground then the employer is bound to re-instate in service by the eye of law.
Second,
If the employee made any forgery to educational certificate then the criminal case will be impugne else ther is no such law provision for forgery of experience certificate as maximum establishment are supplying such certificate to the candidate for getting jobs except government organization.Even the organization/establishment are supplying the experience certificate where several employees are working in that organization/establishment are real experience achieved by doing their work.So,the employee of that establishment/organization should not suffer in their career by taking remuneration from that establishment/organization.In between the organizations/establishment are supplying the experience certificate to other candidates by maintaining the all records.If the employee made forgery by making fake experience certificate then the organization/establishment can lodge a case against the candidate who utilized the organization/establishment documents.But,the letter head can be done outside without taking the organization stationery. So,nothing can be done to any employee/candidate as the signature is not authenticate & invalid.
Manoj Kumar
B.Sc,LLB,PGDBA
yes i agree with Nagamitkumar. Because may be he doesn’t like current environment and CTC and etc....
From India, undefined
From India, undefined
Hi
absconding from job duties falls under wellknown disciplinary procedure drafted by your company.the employer has every right to controll misbehaviour of the employee...
So go ahead....
Secondly....u have asked for general warning letter...i dont think u have no such capacity to draft a letter....
Mention this caseand put it on notice board ..no problem...
Abdconding from duties on enough medical grounds can be bearable.. In this case absconding and forgery needs public attention obviously.
Go ahead to draft a warning letter applicable to all....and another memo to the employee for breach of contract...to work there...
I think u have understood well
. U can do alot
From India, Nellore
absconding from job duties falls under wellknown disciplinary procedure drafted by your company.the employer has every right to controll misbehaviour of the employee...
So go ahead....
Secondly....u have asked for general warning letter...i dont think u have no such capacity to draft a letter....
Mention this caseand put it on notice board ..no problem...
Abdconding from duties on enough medical grounds can be bearable.. In this case absconding and forgery needs public attention obviously.
Go ahead to draft a warning letter applicable to all....and another memo to the employee for breach of contract...to work there...
I think u have understood well
. U can do alot
From India, Nellore
Hi Sumathi,
The background verification done by third party by taking genuine information can not be acceptable by the court of law.Only verification done by Legal person called commissioner e.g Advocate or police deputed by court only can be acceptable as per constitutional rights deputed by the court only.Regarding forgery of office stationary should be proper inquiry through FIR else same can be re-print by the offset/screen print machine but signature can't be match .I think you can not proof that he has stolen after leaving office. If the person abscond without notice e.g without submitting leave letter or any slip & absent for 3 days or more then your duty to serve a notice to his present/permanent address to take information for such absentism,if you are not receiving any information from him within a 10 days of absentism then you can terminate his job as per employment law by supplying letter through registered post to his address.Further,the employee taken shelter for treatment at hospital for health problem outside residing address or permanent address then you have to consider by reinstate in service by proper inquiry from concern hospital in written format.
I think it clear,don't issue any warning letter without any sufficient evidence to any employee else dispute will be raise prejudice to court..
Manoj
Advocate
The background verification done by third party by taking genuine information can not be acceptable by the court of law.Only verification done by Legal person called commissioner e.g Advocate or police deputed by court only can be acceptable as per constitutional rights deputed by the court only.Regarding forgery of office stationary should be proper inquiry through FIR else same can be re-print by the offset/screen print machine but signature can't be match .I think you can not proof that he has stolen after leaving office. If the person abscond without notice e.g without submitting leave letter or any slip & absent for 3 days or more then your duty to serve a notice to his present/permanent address to take information for such absentism,if you are not receiving any information from him within a 10 days of absentism then you can terminate his job as per employment law by supplying letter through registered post to his address.Further,the employee taken shelter for treatment at hospital for health problem outside residing address or permanent address then you have to consider by reinstate in service by proper inquiry from concern hospital in written format.
I think it clear,don't issue any warning letter without any sufficient evidence to any employee else dispute will be raise prejudice to court..
Manoj
Advocate
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