Hi,
1. If the company terminates an employee for not disclosing one of the previous employments, will he be able to get the job in the same industry in the future?
2. Companies/banks put employees on garden leave after resignation; is it considered "reprimanded/suspended or punished" to answer to the next prospective employer? If yes, and justification is provided, will the prospective employer consider it for hiring or will the candidature be rejected straightaway?
From India, Mumbai
1. If the company terminates an employee for not disclosing one of the previous employments, will he be able to get the job in the same industry in the future?
2. Companies/banks put employees on garden leave after resignation; is it considered "reprimanded/suspended or punished" to answer to the next prospective employer? If yes, and justification is provided, will the prospective employer consider it for hiring or will the candidature be rejected straightaway?
From India, Mumbai
Hi,
The impact of being terminated for not disclosing previous employment on future job opportunities in the same industry can vary. It depends on the specific circumstances, the policies of the hiring company, and the industry norms. Some employers may view the failure to disclose previous employment as a breach of trust, which could negatively impact the individual's chances of securing a job in the future. However, others may consider the situation on a case-by-case basis, taking into account the reasons for non-disclosure.
To mitigate the potential negative effects, the individual should be honest about their employment history during future job applications and interviews. They can also provide a clear and honest explanation for the non-disclosure if asked, emphasizing any lessons learned and steps taken to ensure transparency going forward.
Garden leave is generally not considered a form of reprimand, suspension, or punishment. It is a common practice for companies to place employees on garden leave during their notice period to ensure a smooth transition and protect sensitive information. When explaining garden leave to a prospective employer, it is important to provide a clear and truthful explanation, emphasizing the standard nature of the practice.
Prospective employers typically understand that garden leave is a standard business practice and does not reflect negatively on the employee's performance or conduct. Justification and transparency are key when addressing any concerns related to garden leave during the hiring process. In most cases, being on garden leave should not result in automatic rejection of a candidate, especially if the situation is explained professionally and honestly.
Thanks
From India, Bangalore
163The impact of being terminated for not disclosing previous employment on future job opportunities in the same industry can vary. It depends on the specific circumstances, the policies of the hiring company, and the industry norms. Some employers may view the failure to disclose previous employment as a breach of trust, which could negatively impact the individual's chances of securing a job in the future. However, others may consider the situation on a case-by-case basis, taking into account the reasons for non-disclosure.
To mitigate the potential negative effects, the individual should be honest about their employment history during future job applications and interviews. They can also provide a clear and honest explanation for the non-disclosure if asked, emphasizing any lessons learned and steps taken to ensure transparency going forward.
Garden leave is generally not considered a form of reprimand, suspension, or punishment. It is a common practice for companies to place employees on garden leave during their notice period to ensure a smooth transition and protect sensitive information. When explaining garden leave to a prospective employer, it is important to provide a clear and truthful explanation, emphasizing the standard nature of the practice.
Prospective employers typically understand that garden leave is a standard business practice and does not reflect negatively on the employee's performance or conduct. Justification and transparency are key when addressing any concerns related to garden leave during the hiring process. In most cases, being on garden leave should not result in automatic rejection of a candidate, especially if the situation is explained professionally and honestly.
Thanks
From India, Bangalore
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