Hi All-
I appreciate your responses to the query i had raised. While i do understand that being a human, i need to ensure that ample chance is given to an employee to prove himself, but any breach in any area of employement is not warranted for.
In this particular case - the employee forged a document and the same got reflected in her Background Verification. The employee took pains in procuring a letter head - drafting a letter - signing the document on behalf of the HR Head of the previous firm. If i did let her go, i will be responsible for violating QMS procedure and would be held liable if the employee errs (again). My point is, if the employee can fake a document today, she can fake other things out as well. Mgmts perception is same and is in accordance to future threats that could be envisaged from the erring employee.
I spoke to her today and have dismissed her form her services with immediate effect and explained her that a) salary for this month will still be credited b) No notice pay will be rolled out c) we will keep a record for any future reference checks d) we wont go to the police and lodge a FIR for forgery d) we wont intimate her previous employer about the fake document she created, thereby reducing any chances of legal implications.
I also spoke to the internal teams and explained the reason for dismissal of the erring employee.
The dismissal letter I rolled out is as under:
To,
XYZ
Address
Date: 21st September 2009
Subject: Dismissal from services
XYZ ,
As you and I have already discussed, your receipt of this letter represents your official dismissal as an employee of ABC Pvt Ltd, effective today. A company such as ours has an obligation to adhere to the most exacting standards of employement integrity. Since you have demonstrated a willingness to compromise these standards, we cannot in good faith accede to your continued employment with us.
Realizing the delicate nature of this situation, I nevertheless need to inform you that ABC Pvt Ltd will maintain a confidential file detailing the events that have led to your dismissal. This file documents your manipulation of employement documents with the aim of gaining employment with us. While we will not attempt to hinder your future career in any way, protection of GamCom IT Services Pvt Ltd’s legal interests and sound reputation requires us to preserve an internal record of all your actions relative to your dismissal.
It is also appropriate for me to inform you that we cannot recommend you to potential future employers upon their inquiry. For this reason we ask you not to present our company’s name or the names of company personnel as references. Please contact Ms. FNQ (HR Executive) for further information concerning your severance.
In spite of your unfortunate false start here at ABC Pvt Ltd –and because we recognize your very real talent–we genuinely hope you find a bright new beginning for your career.
Regards,
From United Kingdom, London
3I appreciate your responses to the query i had raised. While i do understand that being a human, i need to ensure that ample chance is given to an employee to prove himself, but any breach in any area of employement is not warranted for.
In this particular case - the employee forged a document and the same got reflected in her Background Verification. The employee took pains in procuring a letter head - drafting a letter - signing the document on behalf of the HR Head of the previous firm. If i did let her go, i will be responsible for violating QMS procedure and would be held liable if the employee errs (again). My point is, if the employee can fake a document today, she can fake other things out as well. Mgmts perception is same and is in accordance to future threats that could be envisaged from the erring employee.
I spoke to her today and have dismissed her form her services with immediate effect and explained her that a) salary for this month will still be credited b) No notice pay will be rolled out c) we will keep a record for any future reference checks d) we wont go to the police and lodge a FIR for forgery d) we wont intimate her previous employer about the fake document she created, thereby reducing any chances of legal implications.
I also spoke to the internal teams and explained the reason for dismissal of the erring employee.
The dismissal letter I rolled out is as under:
To,
XYZ
Address
Date: 21st September 2009
Subject: Dismissal from services
XYZ ,
As you and I have already discussed, your receipt of this letter represents your official dismissal as an employee of ABC Pvt Ltd, effective today. A company such as ours has an obligation to adhere to the most exacting standards of employement integrity. Since you have demonstrated a willingness to compromise these standards, we cannot in good faith accede to your continued employment with us.
Realizing the delicate nature of this situation, I nevertheless need to inform you that ABC Pvt Ltd will maintain a confidential file detailing the events that have led to your dismissal. This file documents your manipulation of employement documents with the aim of gaining employment with us. While we will not attempt to hinder your future career in any way, protection of GamCom IT Services Pvt Ltd’s legal interests and sound reputation requires us to preserve an internal record of all your actions relative to your dismissal.
It is also appropriate for me to inform you that we cannot recommend you to potential future employers upon their inquiry. For this reason we ask you not to present our company’s name or the names of company personnel as references. Please contact Ms. FNQ (HR Executive) for further information concerning your severance.
In spite of your unfortunate false start here at ABC Pvt Ltd –and because we recognize your very real talent–we genuinely hope you find a bright new beginning for your career.
Regards,
From United Kingdom, London
hi trinity,
handled with tact and guile. i suppose not endangering the employee's future will be good. this should serve as warning to all those who involve in such activities. i guess the matter has been settled amicably.
first impression is the best impression
From India, Madras
handled with tact and guile. i suppose not endangering the employee's future will be good. this should serve as warning to all those who involve in such activities. i guess the matter has been settled amicably.
first impression is the best impression
From India, Madras
I go by what you say. But the employee "Forged her official relieving letters" and that is a punisable offence amounting to a Police FIR and intimation of the same need to be given to her previous org, so that they can initiate a enquiry + legal action.
From United Kingdom, London
From United Kingdom, London
HI Trinity,
Its a common mistake most people do nowadays.
Have a ref check with his previous employers for his performance, If he is good, then give him one months notice to submit the original papers.
Else.... you can go for termination which stands as a moral for all new comers in future.
Rgds
Vijay.
From India, Madras
Its a common mistake most people do nowadays.
Have a ref check with his previous employers for his performance, If he is good, then give him one months notice to submit the original papers.
Else.... you can go for termination which stands as a moral for all new comers in future.
Rgds
Vijay.
From India, Madras
Hi everyone,
I have one opinion. Why don't we do ref check before we hire a candidate.Prevention is always better than cure.Why waste your time and money on his induction, training and so on.
The candidate may not join after ref check but atleast you know you have hired a wrong guy.
Well I also feel that we as an employer should promote transparency from the candidate. I have seen cases that employers reject candidates if he/she is open about his mistakes like gaps betw two jobs, termination etc. I think we should judge candidate not only by wat he has done but his ability to do things.
From India, Mumbai
I have one opinion. Why don't we do ref check before we hire a candidate.Prevention is always better than cure.Why waste your time and money on his induction, training and so on.
The candidate may not join after ref check but atleast you know you have hired a wrong guy.
Well I also feel that we as an employer should promote transparency from the candidate. I have seen cases that employers reject candidates if he/she is open about his mistakes like gaps betw two jobs, termination etc. I think we should judge candidate not only by wat he has done but his ability to do things.
From India, Mumbai
Hi Trinity,
I agree with Jyoti. And as I mentioned earlier, its not always that employee is at fault. She might have problem with previous employer and would be afraid of disclosing as she might end-up losing your offer.
You should work out with her salary, probation period or bond.
Talking about Reference Check – How far can you trust on a 3rd party, of whom you are also not aware? (Here, as she has already left the company without notice, I am sure; you will receive bad reference).
In this case, I think she should be judged on her educational qualification, personal background and interview.
And regarding legal steps, it would be like turning a person who made a mistake to a criminal. Warning should be enough for her.
From India, Vadodara
I agree with Jyoti. And as I mentioned earlier, its not always that employee is at fault. She might have problem with previous employer and would be afraid of disclosing as she might end-up losing your offer.
You should work out with her salary, probation period or bond.
Talking about Reference Check – How far can you trust on a 3rd party, of whom you are also not aware? (Here, as she has already left the company without notice, I am sure; you will receive bad reference).
In this case, I think she should be judged on her educational qualification, personal background and interview.
And regarding legal steps, it would be like turning a person who made a mistake to a criminal. Warning should be enough for her.
From India, Vadodara
Yes! u can relieve him immediately with the note that he has given false information and fake certificates to the management. If you want to prove yourselves, please avail the certificate by accommadating pvt. detective agencies
From India, Madras
From India, Madras
Hi Everyone,
have been reading the post and have been wondering as to what are the means by which one can do a follow up - I have just joined this firm in Healthcare, wherein we do not have any process' - could the seniors please suggest way's in which I could go for verification (apart from calling the company)???
I would appreciate if senior's from the IT sector could put in some thought's - because I believe when in comes to background check's IT has evolved a lot - could senior's help please???
From India
have been reading the post and have been wondering as to what are the means by which one can do a follow up - I have just joined this firm in Healthcare, wherein we do not have any process' - could the seniors please suggest way's in which I could go for verification (apart from calling the company)???
I would appreciate if senior's from the IT sector could put in some thought's - because I believe when in comes to background check's IT has evolved a lot - could senior's help please???
From India
Hi Meenu,
If your org has budget, Third party verification is always advisable as they specialized in this field and have contacts to get the information from various govt/authenticated bodies.
Incase no budget :-
Ask for all relevent documents from the candidate and send it to respective org for verification. Always take verification on mail and from company mail id.
Check the company listing in nasdaq or local govt authority.
Physical verification of the company address. (1 case we had where person has provided all relevent certificates and references but when third party verified the office existence, the security guard said that it existed 1 year back but now closed, so verification feedback was amber/could not verified. In such scenerio, its your company discretion. We chose to let go candidate as we were paying a cost to the consultant, so why to pay a cost to a amber one.)
There are some training institute who charges certain amount from the candidate, provide training and give exp certificate of employment. If you call them up, they will verify it also. In such scenerio, its on management/HR discretion in alignment with the company policies to discount the exp or not hire the person.
Regards
Anshu
From India
If your org has budget, Third party verification is always advisable as they specialized in this field and have contacts to get the information from various govt/authenticated bodies.
Incase no budget :-
Ask for all relevent documents from the candidate and send it to respective org for verification. Always take verification on mail and from company mail id.
Check the company listing in nasdaq or local govt authority.
Physical verification of the company address. (1 case we had where person has provided all relevent certificates and references but when third party verified the office existence, the security guard said that it existed 1 year back but now closed, so verification feedback was amber/could not verified. In such scenerio, its your company discretion. We chose to let go candidate as we were paying a cost to the consultant, so why to pay a cost to a amber one.)
There are some training institute who charges certain amount from the candidate, provide training and give exp certificate of employment. If you call them up, they will verify it also. In such scenerio, its on management/HR discretion in alignment with the company policies to discount the exp or not hire the person.
Regards
Anshu
From India
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