Dear Seniors,
Require your favor to know how to handle integrity issues in organisation.
In our organisation there is one integrity case on wherein i am finding difficult to documents to prove someone has played fraud gone against misconduct & did something.
Being HR i have to balance both employee -employer.Employer should not feel i am supporting employee misbehavior with misconduct.
Please do shae expereinces knowledge how to handle such type of cases.
From India, Mumbai
2Require your favor to know how to handle integrity issues in organisation.
In our organisation there is one integrity case on wherein i am finding difficult to documents to prove someone has played fraud gone against misconduct & did something.
Being HR i have to balance both employee -employer.Employer should not feel i am supporting employee misbehavior with misconduct.
Please do shae expereinces knowledge how to handle such type of cases.
From India, Mumbai
Dear Milin,
Until and unless you have a documented proof you can not go for action. Hence it is better to wait for some time till you get a concrete proof, if you take any action it may create a negative impact and most of the employees may act against the management.
Even if you have taken any action against the employee and if the employee proceeds legally it may be a suicidial effort for the management and you and it may reflect on your performance.
Regards - kamesh
From India, Hyderabad
Until and unless you have a documented proof you can not go for action. Hence it is better to wait for some time till you get a concrete proof, if you take any action it may create a negative impact and most of the employees may act against the management.
Even if you have taken any action against the employee and if the employee proceeds legally it may be a suicidial effort for the management and you and it may reflect on your performance.
Regards - kamesh
From India, Hyderabad
Dear Milan,
Being from HR you need to be neutral. The best thing is to order domestic enquiry. Let the enquiry officer investigate and then only we will come to know whether the fraud was done or not. However, to initiate enquiry also, there has to be some material evidence. If you have that then that is sufficient to constitute enquiry Secondly, please note that if you order the enquiry then you cannot be the witness.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Being from HR you need to be neutral. The best thing is to order domestic enquiry. Let the enquiry officer investigate and then only we will come to know whether the fraud was done or not. However, to initiate enquiry also, there has to be some material evidence. If you have that then that is sufficient to constitute enquiry Secondly, please note that if you order the enquiry then you cannot be the witness.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Hi ,
Thanks for sharing comments on how to handle intergity issue .
Yes Kamlesh we have asked for documents paper to verify but here problem is person who has done misconduct not accepting that he knows where the money gone .He is not ready not to accept .He is just making us to believe he will provide pending documents & he will prove he is not involved in this cash matter.He will make his name clear from the case.
Management has done discussion about document made him clear that he is liable to pay outstanding to company under this misconduct he has done he is telling he was not aware how this has happen documents are not correct how that third party charged him high amount & company paid that amount blindly through his account . management trusted him but he has done breach of trust wat management has to say..
Please sugget me what should we can do in such cases where person not agreeing what he has done against company miscondut which is clear fraud by showing illegal document.
This person who has done fraud is not even from higher designation he is just one lower level officer .handling paper work.He seems to be nice guy but his involvement is there but he is not yet telling us truth how to handle such case.
Yes Dinesh - We have in mind to ask for enquiry by vigilance officer but we are analyzing pros & cons for same how to go about.
From India, Mumbai
Thanks for sharing comments on how to handle intergity issue .
Yes Kamlesh we have asked for documents paper to verify but here problem is person who has done misconduct not accepting that he knows where the money gone .He is not ready not to accept .He is just making us to believe he will provide pending documents & he will prove he is not involved in this cash matter.He will make his name clear from the case.
Management has done discussion about document made him clear that he is liable to pay outstanding to company under this misconduct he has done he is telling he was not aware how this has happen documents are not correct how that third party charged him high amount & company paid that amount blindly through his account . management trusted him but he has done breach of trust wat management has to say..
Please sugget me what should we can do in such cases where person not agreeing what he has done against company miscondut which is clear fraud by showing illegal document.
This person who has done fraud is not even from higher designation he is just one lower level officer .handling paper work.He seems to be nice guy but his involvement is there but he is not yet telling us truth how to handle such case.
Yes Dinesh - We have in mind to ask for enquiry by vigilance officer but we are analyzing pros & cons for same how to go about.
From India, Mumbai
Dear Milan,
From your second post what I find is incorrect or poorly defined process is also the reason for this integrity issue. You need to improve your process also. That smart person possibly could have taken advantage of this loophole in the process.
I recommend you conducting domestic enquiry. Termination without domestic enquiry is not legally tenable. Tomorrow if the accused were to approach court then you should have documentary proof for his termination. You have not mentioned the amount involved however, if the amount is too high then you may file a police case based on the findings of the enquiry.
Another important thing about domestic enquiry is that in our country court cases drag on for years. In the mean time lot of people come and go. Now who will defend your case in the court? This very documentary proof will work in your favour.
From the organisation cultural point of view, domestic enquiry will send message to other employees that this in your company things happen as per the law and there are no on spot terminations. This environment of justice is quite important for any company - whether big or small.
Ok...
DVD
From India, Bangalore
From your second post what I find is incorrect or poorly defined process is also the reason for this integrity issue. You need to improve your process also. That smart person possibly could have taken advantage of this loophole in the process.
I recommend you conducting domestic enquiry. Termination without domestic enquiry is not legally tenable. Tomorrow if the accused were to approach court then you should have documentary proof for his termination. You have not mentioned the amount involved however, if the amount is too high then you may file a police case based on the findings of the enquiry.
Another important thing about domestic enquiry is that in our country court cases drag on for years. In the mean time lot of people come and go. Now who will defend your case in the court? This very documentary proof will work in your favour.
From the organisation cultural point of view, domestic enquiry will send message to other employees that this in your company things happen as per the law and there are no on spot terminations. This environment of justice is quite important for any company - whether big or small.
Ok...
DVD
From India, Bangalore
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