Dear BOSS2966,
It varies from company to company what mandatory information they want from their employees. This is not an individual's decision but a format. We are back to square one. If asked a question - Should an employee 1. Answer correctly 2. Answer as per what he feels like, whether it is false or misleading.
Members, there is nothing personal here. We are just trying to find the best way to handle such situations.
Regards,
Smita
From India, Pune
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5It varies from company to company what mandatory information they want from their employees. This is not an individual's decision but a format. We are back to square one. If asked a question - Should an employee 1. Answer correctly 2. Answer as per what he feels like, whether it is false or misleading.
Members, there is nothing personal here. We are just trying to find the best way to handle such situations.
Regards,
Smita
From India, Pune
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Dear Smita,
If an employee deliberately falsifies personal information and it does not have any undue effect on financial matters, then in the case of any benefits declared by the company based on the merits of the personal information, he will not receive them.
If an employee deliberately falsifies details about Union membership, political party membership, arrest, or FIR filing details at any Police Station, then HR has the power to terminate the employee or conduct an inquiry to determine the reason for falsifying information. Based on the inquiry, the employee can be punished.
If an employee deliberately falsifies details about his family, in the event of any untoward incident, his family members, legal heirs, or nominees will not receive immediate relief on sympathy grounds from the organization. This is because the correct details were not provided initially or subsequently when requested. Consequently, family members or legal heirs may struggle to obtain the employee's terminal benefits, having to submit proof. Even after submission, the organization may delay payment for years.
The ultimate loser will always be the employee, not the organization.
From India, Kumbakonam
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If an employee deliberately falsifies personal information and it does not have any undue effect on financial matters, then in the case of any benefits declared by the company based on the merits of the personal information, he will not receive them.
If an employee deliberately falsifies details about Union membership, political party membership, arrest, or FIR filing details at any Police Station, then HR has the power to terminate the employee or conduct an inquiry to determine the reason for falsifying information. Based on the inquiry, the employee can be punished.
If an employee deliberately falsifies details about his family, in the event of any untoward incident, his family members, legal heirs, or nominees will not receive immediate relief on sympathy grounds from the organization. This is because the correct details were not provided initially or subsequently when requested. Consequently, family members or legal heirs may struggle to obtain the employee's terminal benefits, having to submit proof. Even after submission, the organization may delay payment for years.
The ultimate loser will always be the employee, not the organization.
From India, Kumbakonam
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