I work in banking. My company gave me a disciplinary warning 5 years ago for internal control breach. The warning was live for 1 yr then expired and removed from my personel files. Now I am getting an offer from another bank.
I did not disclose it in the interview because I literally forgot it. Now the background check began and I was thinking about what can go wrong.
This event came back to memory.
Will my current employer refer to that expired warning as disciplinary action even after it is removed from my personnel files?
What is my best approach from here?
From Hong Kong
I did not disclose it in the interview because I literally forgot it. Now the background check began and I was thinking about what can go wrong.
This event came back to memory.
Will my current employer refer to that expired warning as disciplinary action even after it is removed from my personnel files?
What is my best approach from here?
From Hong Kong
Dear member,
Before giving a reply to your query, let me write a few lines on discipline. While running a business enterprise, it is important to bring a structured approach or orderliness. This structured approach or orderliness is nothing but discipline. The constant display of self-restraint is a sign of a disciplined person. Occasionally, when self-restraint drops, we call it is an infringement. To control the future infringement(s), the top leadership imposes external restraints. This is what happened in your case too. However, the restraint was for a defined period. However, the external restraint cannot become baggage that has to be carried for the rest of the life.
You are linking your punishment with background verification (BGV). The professional companies with sound administrative practices, restrict BGV to check whether or not the separation of an employee had a negative connotation arising out of theft, workplace violence, embezzlement etc. It is too much to mention matters of internal discipline in the BGV. So have no worry on this count.
Thanks,
Dinesh Divekar
From India, Bangalore
7883Before giving a reply to your query, let me write a few lines on discipline. While running a business enterprise, it is important to bring a structured approach or orderliness. This structured approach or orderliness is nothing but discipline. The constant display of self-restraint is a sign of a disciplined person. Occasionally, when self-restraint drops, we call it is an infringement. To control the future infringement(s), the top leadership imposes external restraints. This is what happened in your case too. However, the restraint was for a defined period. However, the external restraint cannot become baggage that has to be carried for the rest of the life.
You are linking your punishment with background verification (BGV). The professional companies with sound administrative practices, restrict BGV to check whether or not the separation of an employee had a negative connotation arising out of theft, workplace violence, embezzlement etc. It is too much to mention matters of internal discipline in the BGV. So have no worry on this count.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Disciplinary Warning.doc
Warning Letter - Disciplinary Action.xls