Hi,
One of our employees has worked for 5 months, but he absconded 10 days ago. He prepared a fake experience certificate from where he worked and presented it to the new employer. The new employer conducted a background check with me and sent me a copy of the certificate.
Now, the question is:
- If that employee returns, what action should be taken?
- I need a format for a general warning circular to all employees, mentioning his forgery and misuse of hospital stationery.
Please help me. It's very urgent.
Regards,
Sumathy
From India, Pondicherry
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1One of our employees has worked for 5 months, but he absconded 10 days ago. He prepared a fake experience certificate from where he worked and presented it to the new employer. The new employer conducted a background check with me and sent me a copy of the certificate.
Now, the question is:
- If that employee returns, what action should be taken?
- I need a format for a general warning circular to all employees, mentioning his forgery and misuse of hospital stationery.
Please help me. It's very urgent.
Regards,
Sumathy
From India, Pondicherry
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Hi Sumathi,
As you suggested, it is better to issue him a warning letter. You should reference the date he went for the interview. You can even issue two warning letters:
1) A letter for absconding for a long time.
2) A letter for forging the experience.
Thank you.
From India, Bangalore
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As you suggested, it is better to issue him a warning letter. You should reference the date he went for the interview. You can even issue two warning letters:
1) A letter for absconding for a long time.
2) A letter for forging the experience.
Thank you.
From India, Bangalore
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Hi Mainly i need the format for making a general circular for all employee as warning in a notice board. I have to mention his name in that circular or as a general warning Regards sumathy
From India, Pondicherry
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From India, Pondicherry
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Hey Don’t put it into notice board. You should issue it only to the particular candidate.
From India, Bangalore
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From India, Bangalore
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Certainly, you need to take action and must not bear this kind of act by any employee who breaches the employment conditions. I hope you are using relevant terms and conditions for employment/appointment letters, such as stating that if an employee is found engaging in this kind of act, they can be terminated immediately or under a "Misconduct Policy."
First, you need to issue him an "Absconded/Warning letter"; later, you can proceed with termination by stating the reason for his involvement in this act. Alternatively, issue him a notice regarding this matter.
Second, there is no need to post this on the notice board; instead, formulate a policy or include that clause (if not already present) in the appointment letter. This can be a simple way to address these kinds of issues.
From India, Gurgaon
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First, you need to issue him an "Absconded/Warning letter"; later, you can proceed with termination by stating the reason for his involvement in this act. Alternatively, issue him a notice regarding this matter.
Second, there is no need to post this on the notice board; instead, formulate a policy or include that clause (if not already present) in the appointment letter. This can be a simple way to address these kinds of issues.
From India, Gurgaon
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Hello!
You can take three steps:
First, send a warning letter to the concerned employee. The warning letter should include:
1. Details of the conduct issue of concern.
2. What has been discussed with the employee about the issue.
3. What the employer will do to assist.
4. An action plan of the steps the employee needs to take.
5. A reasonable timeframe in which the changes or improvements need to occur.
Ensure that the employee receives the warning letter and document the details of providing the letter (e.g., the time, date, who was there, what was said, etc.).
Secondly, the matter that you can include in such an internal circular (not on the notice board):
Kind attention: With reference to clause (so & so) of the appointment letter, every individual employee is required to serve a ONE-month notice period. Recently, an employee of our company left the organization abruptly without handing over the responsibility & serving proper notice; hence, he has been declared as ABSCONDED. Furthermore, it has come to the company's notice via a reliable source that the employee has also been involved in a criminal event of forgery by preparing a fake experience certificate. The company will be taking strict disciplinary actions against the same.
It is unethical on the part of the employee to do so. You can draft this properly as per your company standards & motto.
From India, Ahmedabad
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You can take three steps:
First, send a warning letter to the concerned employee. The warning letter should include:
1. Details of the conduct issue of concern.
2. What has been discussed with the employee about the issue.
3. What the employer will do to assist.
4. An action plan of the steps the employee needs to take.
5. A reasonable timeframe in which the changes or improvements need to occur.
Ensure that the employee receives the warning letter and document the details of providing the letter (e.g., the time, date, who was there, what was said, etc.).
Secondly, the matter that you can include in such an internal circular (not on the notice board):
Kind attention: With reference to clause (so & so) of the appointment letter, every individual employee is required to serve a ONE-month notice period. Recently, an employee of our company left the organization abruptly without handing over the responsibility & serving proper notice; hence, he has been declared as ABSCONDED. Furthermore, it has come to the company's notice via a reliable source that the employee has also been involved in a criminal event of forgery by preparing a fake experience certificate. The company will be taking strict disciplinary actions against the same.
It is unethical on the part of the employee to do so. You can draft this properly as per your company standards & motto.
From India, Ahmedabad
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Hi,
Basically, if during the background verification we find that the employee has made mistakes, we will need to collect their original certificates and obtain a letter from the employee. If the employee is seeking another opportunity, we will not provide relieving documents.
Regards, Latha J.
From India, Chennai
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Basically, if during the background verification we find that the employee has made mistakes, we will need to collect their original certificates and obtain a letter from the employee. If the employee is seeking another opportunity, we will not provide relieving documents.
Regards, Latha J.
From India, Chennai
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Hi All,
I would also like to share an incident of cheating/forgery/misconduct. One of my colleagues wrote a letter in my name and signed on my behalf without due consent/permission from me for writing the letter. I think this is something that should not be done in the eyes of the law. He deserves punishment.
PLEASE HELP, how should I proceed.
Regards,
Mousumi
From India, Chennai
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I would also like to share an incident of cheating/forgery/misconduct. One of my colleagues wrote a letter in my name and signed on my behalf without due consent/permission from me for writing the letter. I think this is something that should not be done in the eyes of the law. He deserves punishment.
PLEASE HELP, how should I proceed.
Regards,
Mousumi
From India, Chennai
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Hi everybody,
I received a low performance rating in my appraisal from my boss without any justification. He never discussed my job outputs with me. Please help me as I want to file a complaint with HR for this conflict. Could you please provide me with a sample complaint for justification?
Thanks,
Positive Men
From Pakistan, Hyderabad
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I received a low performance rating in my appraisal from my boss without any justification. He never discussed my job outputs with me. Please help me as I want to file a complaint with HR for this conflict. Could you please provide me with a sample complaint for justification?
Thanks,
Positive Men
From Pakistan, Hyderabad
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