Gambhir, As you might have known that Employees are the most important source to run the show. If we leave them then we are the looser if the employee is really worthful retain him if not out!!! Salute for the person`s work not for the degree. My kind request is to retain. Extract watever you want from the employee then send him.Coz we are the cause maker by sending the candidate out and will have to recurit same skills set person, which will be waste of time ,calls interview.... etc. A coin as two side.Better talk to your mgt and take a rigt decission. Hope you will With Regards Subashree HR
Hi, I agree with fayeg.. Company Image is also important to survive in today's market.. So i think your organization should take corrective action to resolve this issue.. There is no dearth of fantastic performers.. You will them find plenty!!!!!! Good ahead & take the right decision... Thanks & Regards Rekha
From India, Bangalore
2From India, Bangalore
Strange that u did reference check after 3 years.. anyway.. You got to punish him.. may be a more constructive way.. as he is a high flier.. for eg:- suspend him and ask him to join only after completing his course and gets the ORIGINAL certificates. Make sure that a notice is send to all employees about the action taken..but without revealing identity. Or you may ask him to leave but ensure that his releving letter says the actual story. What if he fools another company. By giving this option you will be Spreading the word that stringent actions is taken for unethical behaviour, helps the employee to regret about his unethical beh. and help him come out of it.
From India, Madras
From India, Madras
Dear Gmabhir There are some solutions to this situation........ 1. As he went against the policy of the company so he should be fired............ And he must give written acceptance to it. 2. But as we all aware that finding a new employee is a tough job...........and then he is a good performer also................so why because of his cheating, organisation will suffer...............what we can do is..........that we can rethink on the positin he is sitting at.........and should give him the position as per his true testimonials....................... And then we must ask him to go for the required qualification, while pursuing the job. The cost of the qualification can be managed by the difference of his salary at new position(as per his true testimonials) and previous position(Where he was sitting with worng testimonials) and the rest difference he need to pay by his own................ Once he complete the qualification he can re apply for the position he was............ Point to keep in mind is...........He should sign the written agreement with the organisation for certain years..............and a apology letter............ I feel this can resolve the issue upto certain extent........ Regards Sujeet
From Nigeria, Lagos
From Nigeria, Lagos
I must say I have to agree with Ravi on this one. I see people here who are in favor of chucking him out and others who are in favor of sponsoring his degree, but IMHO this would either send out the wrong message or end the career of a person. Instead you could choose to ignore this act, because this person would never be comfortable having committed fraud. You say he is an excellent employee - it is maybe because his act always nags him into performing. Now if you were to chuck him out, you would lose this 'excellent' employee and if you were to sponsor his degree, you could effectively end his excellence. Also keep in mind, his fraud maybe the only reason he is sticking on to your company. Remember, "Fear is the tax that conscience pays to guilt". If you sponsor his education or give him time off to complete it there is nothing to hold him back to your organization. And then he becomes a valuable resource in the market. Therefore I suggest you ignore this mishap and take one for the team (by not putting him on the market :D).
Dear Gambhir Before issuing appointment letter, his credentials and referrels could have been checked-- Since he is consistantly performing well, you can suggest your management to sponsor for obtaining the qualifications required for your company which required for his nature of job. With regards L.kumar
From India, Madras
From India, Madras
Hello, Read your query with concern. You have not mentioned anything about the following:- 1. what is the nature of job handled by him 2. whether he is handling the confidential nature job. 3. whether he is involved in IPR activity 4. or handling clients or customers relationship. 5 or carrying on the petty work. Presumably if he is carrying on confidential nature of job, then retaining such gentlemen requires reviewing of the HR policies. Thanks Regards UMESH KAPOOR
From India, Mumbai
From India, Mumbai
Hi, First of all as a process there should have been a thorough reference check which includes reference check on work front/ academics details/ personal background, etc. But in this case since he has already joined the organization, rather than taking into consideration his performance, as a HR wld suggest you to take relevant action on legal ground. Supporting this kind of fraud will only worsen the HR image in front of entire organization & will degrade the importance of education as whole. Rgds, Alpesh Palan
From India, Nasik
From India, Nasik
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Employee Appraisal Form new.doc