I would like to say that If any employee is furnishing wrong information or producing wrong inforamtion at the time of joining shuould be terminate. Weather this is mutual or written consent between the employer and employee.
Go a head........
Rakesh Kashyap
Go a head........
Rakesh Kashyap
I would like to know some more details before commenting anything;
When he joined you organisation.i.e how much time you take in verification.
At what level he has joined, Please share this for more clarity.
From India, Gurgaon
9When he joined you organisation.i.e how much time you take in verification.
At what level he has joined, Please share this for more clarity.
From India, Gurgaon
I think that for the point of view of company’s aim i.e. is revenue generation and if employee’s performance is upto the level than no need to terminate him.
From India, Lucknow
From India, Lucknow
Well Saurabh what I will say is ,the way ur employee enered the organisation is not a wright way , What Ithink you should terminate him. With Regards, kamya Sachdeva
From India, New Delhi
From India, New Delhi
Sure.. you can terminate him..!
There are two parts to be considered..!
He is fit for the profile...! Its a big loss.. if you through him out..!
If you dint do... You all are fools in front of that employee... as you are cheated by him..!
Though you catched him... You are not able to through him out ... there must be a psychological complex and its side effects untill you council him properly..! If he perform well.. dont through him out... But... Train him properly.. Council him... Give him a warning that... he will be terminated once his performance goes a bit down..!
Its my view...!
Lets listen to others for better solutions if any...!
From Qatar, Doha
There are two parts to be considered..!
He is fit for the profile...! Its a big loss.. if you through him out..!
If you dint do... You all are fools in front of that employee... as you are cheated by him..!
Though you catched him... You are not able to through him out ... there must be a psychological complex and its side effects untill you council him properly..! If he perform well.. dont through him out... But... Train him properly.. Council him... Give him a warning that... he will be terminated once his performance goes a bit down..!
Its my view...!
Lets listen to others for better solutions if any...!
From Qatar, Doha
in my opinion the employee should be asked to resign...this will save his career for future opportunities plus a signal will be sent to other employees that integrity will not be compromised even if performance is high...after all we as HR managers have to create a healthy work environment without compromising on either parameters.
Regards
Juhi
From India, Mumbai
Regards
Juhi
From India, Mumbai
Yes, you can definitely terminate his service. Even though you were not able to discover the falsity of the education certificate at the time of appointment, however, now that you have found out, you have every reason to terminate his service. I'm sure there must be a clause in the Employment Agreement, that he has been appointed on the representation given by him and believing it to be true by the company. This is sufficient enough to based your ground for termination.
From India, New Delhi
From India, New Delhi
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ESIC-37 Certificate of Re-employment-C ontinuous employment.pdf