One of our family enemies filed a false FIR against all our family members over a property dispute. However, I was exonerated by the police. I was never arrested or charged. I never faced any trial or summons by the court or police. The police stated in its final report that there is no evidence against me.
Now, my question is whether this false FIR will have any impact on my placements or career. I have no criminal cases pending against me. Do I need to mention this false FIR on my resume? Do background checks include whether any FIR was filed? Will it have any adverse impact on my prospects?
From India, Kolkata
Acknowledge(0)
Amend(0)
1Now, my question is whether this false FIR will have any impact on my placements or career. I have no criminal cases pending against me. Do I need to mention this false FIR on my resume? Do background checks include whether any FIR was filed? Will it have any adverse impact on my prospects?
From India, Kolkata
Acknowledge(0)Amend(0)
A person who intentionally causes damage to another's reputation is subjected to punitive action for defamation, with its own limitations. A proof of the statement must be shown along with evidence that the individual's intensified statements against you were false.
The false accusations (as stated by you) made against you have been documented in an FIR, which is a critical step. FIR, or First Information Report, is filed over any commission of offense; where any informant may inform the police, who then file a report presented to the court for trial, where the accused has to attend the appeal filed against them. From my understanding, by attending the plea and proving no documents and evidence are available, your case will be dismissed.
My point here is that an FIR will be recorded. Nevertheless, you will have to inform the employer overall, as many employment checks often run on experience, education, and individual background. Improving initiation, therefore, lessens the impact on your career progression.
The impact is trivial in nature based on how competently you handle the employer during the interview.
Good luck!
From India, Visakhapatnam
Acknowledge(0)Amend(0)
The false accusations (as stated by you) made against you have been documented in an FIR, which is a critical step. FIR, or First Information Report, is filed over any commission of offense; where any informant may inform the police, who then file a report presented to the court for trial, where the accused has to attend the appeal filed against them. From my understanding, by attending the plea and proving no documents and evidence are available, your case will be dismissed.
My point here is that an FIR will be recorded. Nevertheless, you will have to inform the employer overall, as many employment checks often run on experience, education, and individual background. Improving initiation, therefore, lessens the impact on your career progression.
The impact is trivial in nature based on how competently you handle the employer during the interview.
Good luck!
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Thank you very much, ma'am, for your valuable advice. I would like to get some opinions on what specifically companies check when it comes to individuals - whether any First Information Report (FIR) has been filed against the person, or if the person has been formally charged, prosecuted, or arrested. An FIR can be filed by anyone against another person, but it needs to be taken cognizance of by the court (in my case, no cognizance was taken).
From India, Kolkata
Acknowledge(0)Amend(0)
From India, Kolkata
Acknowledge(0)Amend(0)
Thank you very much, ma'am, for your valuable advice. I would like to seek your opinion on what specific aspects companies typically check during background verification. For instance, do they look into whether an FIR has been filed against an individual or if the person has been formally charged, prosecuted, or arrested? It is worth noting that an FIR can be lodged by any person against anyone, but it needs to be acknowledged by the court for further action to be taken (in my case, no cognizance was taken).
As part of the background checking process, the background agency or the employer usually visits the local police station in the applicant's place of residence to review any records that have been filed. In cases where no cognizance has been taken, it indicates that there is no formal indictment against the individual.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
As part of the background checking process, the background agency or the employer usually visits the local police station in the applicant's place of residence to review any records that have been filed. In cases where no cognizance has been taken, it indicates that there is no formal indictment against the individual.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
One more point I wish to add. If you desire, you might as well mention briefly about the case and the ultimate status of the case in your CV. If possible, you might also attach documentary evidence to support your status. I hope that making a true statement in your CV would add to your virtues, sincerity, and honesty, which would be appreciated by the interviewer. Display that you have nothing to hide. I think that being a property dispute, which has nothing to do with your career or character/conduct, the due weightage thereof shall be given by your employer to be in proper perspective. On a practical side, make sure that the HC at the police station does not spoil your party; try to keep them in good humor and happy with you. All the best, pal.
kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
In addition to what has been contributed by our experts and leaders, please consider initiating a background verification on your own. That will give a clearer picture of what your future employer would see, thereby helping you set your plan of actions.
A background verification can be initiated by registering in the National Skill Registry, Nasscom. You never know, nothing might affect as the police already closed this case. They would even issue you a certificate that you can offer with your resume to your future employers. It might take some investment for you, but it will be worthwhile.
Wish you all the best.
From India, Mumbai
Acknowledge(0)Amend(0)
A background verification can be initiated by registering in the National Skill Registry, Nasscom. You never know, nothing might affect as the police already closed this case. They would even issue you a certificate that you can offer with your resume to your future employers. It might take some investment for you, but it will be worthwhile.
Wish you all the best.
From India, Mumbai
Acknowledge(0)Amend(0)
From the description, it can only be said that a complaint was filed against you and other family members before the Police Station. The police, after basic investigations, closed the case. Thus, technically, the complaint has not turned into an FIR. Only after the police finds substance in the complaint is an FIR made. In petty matters like loss of an identity card or driving license, one is required to make a complaint to the police before a duplicate is issued. The police just keeps it on record and no further cognizance is taken. Since in your matter too, no cognizance has been taken, this is not a case where you have been prosecuted or arrested for any criminal offence.
From India, Bhopal
Acknowledge(0)Amend(0)
From India, Bhopal
Acknowledge(0)Amend(0)
I seriously dont think there is any problem bcz individually you have done nothing wrong as you said above but, in another statement you said "I ve no criminal case pending against me" which i want you to clarify ...Is there anything that you are not comfortable to share with us? , because the property dispute/ FIR against your family and anything that can affect your career are totally different matters in actually.
Second, you must not take it like this issue can affect your professional life or I should say you must not drag these personal things into your professional life consideration. Although, I accept sometime these kind of problem bothers us alot and forces us to think over these things or put us in a dilemma whether these can disturb our professional life or not but we often forget in this situation that we are by taking worries and mixing our personal life problems with our professional life, actually ourselves allowing them to bother our professional life.
Also im not agree with Sharmila ji that you should tell all about FIR and dispute to your employer, which can certainly affect your job and can create many questions and doubts/inquiries on immediate basis and I believe that you won’t really accept. However, I accept background verification may disclose these things but we must not forget these are related to your personal life, not concerning to career life or past employments which actually matter most for your employers/recruiters.
Moreover, with the process of background verification, recruiters and employer like to know the work history of an employee/candidate, nature and behavior/ dealing at work and any legal/criminal activity (if any) in personal and professional life which can affect them by anyway not about family disputes and issues running in family. Though these issues and family problem can impact to candidate/ employee mentally and if you are strong or are able to handle yourself (i.e. Depression) and never let these things come into face at work, there would have no problem for you. Now it’s totally upto you.
One thing i really dont understand why people are scared of background verification and feels like recruiters/ employer are very much like to know their personal life or should i say consider it most than employment history.
Lastly, I seriously want to know from Candidates/Members, how many of you have experienced or being a recruiter/employer have adopt this kind of Background verification in their professional life -- >
I would suggest you, please be free mind and step ahead with confidence in your professional life and must not share these family problems to your employers/recruiters.
For example, a candidate must not share family information or any kind of family details while interview until asked by interviewer, so the same is here. You must not be too honest but professional, sincere and confident Hope you got my point.
Best of Luck
From India, Gurgaon
Acknowledge(0)Amend(0)
Second, you must not take it like this issue can affect your professional life or I should say you must not drag these personal things into your professional life consideration. Although, I accept sometime these kind of problem bothers us alot and forces us to think over these things or put us in a dilemma whether these can disturb our professional life or not but we often forget in this situation that we are by taking worries and mixing our personal life problems with our professional life, actually ourselves allowing them to bother our professional life.
Also im not agree with Sharmila ji that you should tell all about FIR and dispute to your employer, which can certainly affect your job and can create many questions and doubts/inquiries on immediate basis and I believe that you won’t really accept. However, I accept background verification may disclose these things but we must not forget these are related to your personal life, not concerning to career life or past employments which actually matter most for your employers/recruiters.
Moreover, with the process of background verification, recruiters and employer like to know the work history of an employee/candidate, nature and behavior/ dealing at work and any legal/criminal activity (if any) in personal and professional life which can affect them by anyway not about family disputes and issues running in family. Though these issues and family problem can impact to candidate/ employee mentally and if you are strong or are able to handle yourself (i.e. Depression) and never let these things come into face at work, there would have no problem for you. Now it’s totally upto you.
One thing i really dont understand why people are scared of background verification and feels like recruiters/ employer are very much like to know their personal life or should i say consider it most than employment history.
Lastly, I seriously want to know from Candidates/Members, how many of you have experienced or being a recruiter/employer have adopt this kind of Background verification in their professional life -- >
I would suggest you, please be free mind and step ahead with confidence in your professional life and must not share these family problems to your employers/recruiters.
For example, a candidate must not share family information or any kind of family details while interview until asked by interviewer, so the same is here. You must not be too honest but professional, sincere and confident Hope you got my point.
Best of Luck
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear Anil ji,
Every other person have their own stance. If I may say this "Its now or never", which impacts any information given to most employer -- for instance, a passport as an identity proof, Do you think employer keeps it as a testimony. NO, Employer have their BG checks on each& every document provided (Either we say Professionally or Personally).
Besides, let me site you a tiny example, Our CEO requested me to do a BGV to an employee after he has worked for almost about year and half. Definite enough to the verification done at the time of his joining we had no digression towards his professional milieu. However, when we recently felt stats of his behaviour, found foray in his personal intricacy. [He had a hit and run case in the past]
Each day we see many things in our lives, but are you sure if you are not veritable to your employer, you may have to face issues later. I know & understand that been proactive initially may get you no jobs. Rather one in 10 employers will forsee this amicably.
Let him decide his point of view, I'm sure many excuses can get in trouble. Instead a straight aspect keeps anyone saved.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Every other person have their own stance. If I may say this "Its now or never", which impacts any information given to most employer -- for instance, a passport as an identity proof, Do you think employer keeps it as a testimony. NO, Employer have their BG checks on each& every document provided (Either we say Professionally or Personally).
Besides, let me site you a tiny example, Our CEO requested me to do a BGV to an employee after he has worked for almost about year and half. Definite enough to the verification done at the time of his joining we had no digression towards his professional milieu. However, when we recently felt stats of his behaviour, found foray in his personal intricacy. [He had a hit and run case in the past]
Each day we see many things in our lives, but are you sure if you are not veritable to your employer, you may have to face issues later. I know & understand that been proactive initially may get you no jobs. Rather one in 10 employers will forsee this amicably.
Let him decide his point of view, I'm sure many excuses can get in trouble. Instead a straight aspect keeps anyone saved.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Before going further, let me repeat my question first.
How many Recruiters/Employers are here who have adopted this kind of Background Verification Procedure? or let me ask this question again with a slight modification to all Recruiters/Employers : For how many employees of your organization you have adopted this procedure of background (Police) verification and how often? And, if you'v adopted, what was the purpose of it initially, or should I ask, was there anything that influences you/your purpose of background verification of an employee?
Why I am asking this because I am really interesting in knowing what actually ask (YOU) an employer to go for Police Verification for an Employee/Candidate and in what circumstances or on what basis/findings? And I believe, your answers, certainly gonna help me and other by many ways in our learning, and it would be highly appreciated.
I also accept and know how much background verification of candidates/ future employees/employees helps us and what it values to us but there are something which I would like to highlight you again is the PURPOSE/REASONS, and difference between General Employee Background Verification or Advance Employee Background (Police) Verification?
Let me take your example where you have cited a story of an employee who had a “Hit And Run” case in his (personal life) past which was discovered by you after *requesting your CEO to perform BGV to employee.
Now my questions to you:
*What was the reason behind this request to you by your CEO or what actually made him realize to go for BGV? (if you feel like to answer)
After getting the truth about this employee what was your actions?
Does this case ever made you ever feel like to go for BGV for other employees?
And if yes/no than why?
For what Percent of your employees, you have adopted BGV so far.
I also accept, No, Employer has their BG checks on each & every document provided by employee and not for all employees actually.
Hope my questions find you interesting.
About the poster, I second you, let him decides his further actions to go with
From India, Gurgaon
Acknowledge(0)Amend(0)
How many Recruiters/Employers are here who have adopted this kind of Background Verification Procedure? or let me ask this question again with a slight modification to all Recruiters/Employers : For how many employees of your organization you have adopted this procedure of background (Police) verification and how often? And, if you'v adopted, what was the purpose of it initially, or should I ask, was there anything that influences you/your purpose of background verification of an employee?
Why I am asking this because I am really interesting in knowing what actually ask (YOU) an employer to go for Police Verification for an Employee/Candidate and in what circumstances or on what basis/findings? And I believe, your answers, certainly gonna help me and other by many ways in our learning, and it would be highly appreciated.
I also accept and know how much background verification of candidates/ future employees/employees helps us and what it values to us but there are something which I would like to highlight you again is the PURPOSE/REASONS, and difference between General Employee Background Verification or Advance Employee Background (Police) Verification?
Let me take your example where you have cited a story of an employee who had a “Hit And Run” case in his (personal life) past which was discovered by you after *requesting your CEO to perform BGV to employee.
Now my questions to you:
*What was the reason behind this request to you by your CEO or what actually made him realize to go for BGV? (if you feel like to answer)
After getting the truth about this employee what was your actions?
Does this case ever made you ever feel like to go for BGV for other employees?
And if yes/no than why?
For what Percent of your employees, you have adopted BGV so far.
I also accept, No, Employer has their BG checks on each & every document provided by employee and not for all employees actually.
Hope my questions find you interesting.
About the poster, I second you, let him decides his further actions to go with
From India, Gurgaon
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
How does stress affect my blood sugar.docx