Dear Cite Contribution,
I am currently working in XYZ BPO as an Assistant Manager-HR. A couple of months back, I had a team member who had to be terminated in the third month due to non-performance, a bad attitude, and uninformed leaves during probation. This employee has now joined 'ABC' as an onboarding coordinator. To avoid employment verification, she has informed her current company that she is a fresher. However, the candidate has an extremely bad attitude. Due to being terminated, she has posted extremely negative comments about me on Facebook.
I am unsure whether I should inform the current company about this situation and how to proceed. I request your guidance on the matter.
Regards,
Divya Chandarana.
From India, Madras
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9I am currently working in XYZ BPO as an Assistant Manager-HR. A couple of months back, I had a team member who had to be terminated in the third month due to non-performance, a bad attitude, and uninformed leaves during probation. This employee has now joined 'ABC' as an onboarding coordinator. To avoid employment verification, she has informed her current company that she is a fresher. However, the candidate has an extremely bad attitude. Due to being terminated, she has posted extremely negative comments about me on Facebook.
I am unsure whether I should inform the current company about this situation and how to proceed. I request your guidance on the matter.
Regards,
Divya Chandarana.
From India, Madras
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Dear Divya,
Thank you for sharing your concern with us. I have changed the names of the firms to ensure your privacy.
I find two different concerns in your post. Firstly, the employee fudged her work history, and secondly, the damage she tried to bring to your reputation on Social Media.
Here's what I would suggest:
- Do you have a screenshot of the messages posted by the employee on Social Media?
- If you write to her current employer, stating that she worked with your firm earlier and was terminated, what are the possible outcomes that you may find?
- Her termination may not solve the problem, as she will continue to falsify documents and be employed where you cannot trace her.
Under such circumstances, what would be your best resort? What would you focus on now? Informing the employer about the misrepresentation of data or the threat that they might face from her behavior?
This may seem far-fetched now, but what are the corrective measures that you would want to bring in?
You must speak to her reporting manager with proof of the situation you shared. However, I suggest you identify the steps that must be taken to avoid a similar situation.
Let's believe that the employee is willing to improve and develop. Punishments will remain half-baked unless you ensure correction.
We are not expecting the employee to realize what was done to you. We just want her not to harm anyone in the future.
The employee in question has already been terminated. Even the new job is a demotion, as she had to join as a fresher. What would be your suggestion to build a better future for her?
I request our experts to share views and guide us on this.
From India, Mumbai
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Thank you for sharing your concern with us. I have changed the names of the firms to ensure your privacy.
I find two different concerns in your post. Firstly, the employee fudged her work history, and secondly, the damage she tried to bring to your reputation on Social Media.
Here's what I would suggest:
- Do you have a screenshot of the messages posted by the employee on Social Media?
- If you write to her current employer, stating that she worked with your firm earlier and was terminated, what are the possible outcomes that you may find?
- Her termination may not solve the problem, as she will continue to falsify documents and be employed where you cannot trace her.
Under such circumstances, what would be your best resort? What would you focus on now? Informing the employer about the misrepresentation of data or the threat that they might face from her behavior?
This may seem far-fetched now, but what are the corrective measures that you would want to bring in?
You must speak to her reporting manager with proof of the situation you shared. However, I suggest you identify the steps that must be taken to avoid a similar situation.
Let's believe that the employee is willing to improve and develop. Punishments will remain half-baked unless you ensure correction.
We are not expecting the employee to realize what was done to you. We just want her not to harm anyone in the future.
The employee in question has already been terminated. Even the new job is a demotion, as she had to join as a fresher. What would be your suggestion to build a better future for her?
I request our experts to share views and guide us on this.
From India, Mumbai
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Dear Cite Contribution,
Find below the Facebook posting done by the ex-employee:
"Divya was tagged in a status.
I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organization...Thank you so much Divya Chandarana just because of your good intention....I missed an opportunity but got placed in another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats others with the love they have for themselves. At least hereafter don't play with others' life and career, which is important just like yours."
I was completely startled by this comment. I am clueless about how to go about this. Completely uncertain about how to get in touch with her reporting manager, etc. It would be easier if we had any employees from the company on Cite HR so that we could share this information with them.
Request your guidance on the same.
Regards,
Divya
From India, Madras
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Find below the Facebook posting done by the ex-employee:
"Divya was tagged in a status.
I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organization...Thank you so much Divya Chandarana just because of your good intention....I missed an opportunity but got placed in another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats others with the love they have for themselves. At least hereafter don't play with others' life and career, which is important just like yours."
I was completely startled by this comment. I am clueless about how to go about this. Completely uncertain about how to get in touch with her reporting manager, etc. It would be easier if we had any employees from the company on Cite HR so that we could share this information with them.
Request your guidance on the same.
Regards,
Divya
From India, Madras
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Dear Divya,
Thank you for sharing the message. It was purely vile. Spreading malice on social media can amount to cyberbullying. We have a few options available to us. We can connect with the HR of her current employer and leave an open request for investigation and correction. An apology is important as it will teach others a lesson too. However, it might also instigate them to act surreptitiously and cause greater damage. We need a failsafe solution. This attack was done on your personal Facebook page. Hence, it wouldn't make much sense to lodge a complaint with your employer. I am mailing this post to my mentor. I wish to hear his thoughts and find his guidance on this.
Thank you once again!
From India, Mumbai
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Thank you for sharing the message. It was purely vile. Spreading malice on social media can amount to cyberbullying. We have a few options available to us. We can connect with the HR of her current employer and leave an open request for investigation and correction. An apology is important as it will teach others a lesson too. However, it might also instigate them to act surreptitiously and cause greater damage. We need a failsafe solution. This attack was done on your personal Facebook page. Hence, it wouldn't make much sense to lodge a complaint with your employer. I am mailing this post to my mentor. I wish to hear his thoughts and find his guidance on this.
Thank you once again!
From India, Mumbai
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Dear Divya,
If your image is tarnished on social media, I recommend you approach the cyber branch of the police and file a police complaint against her. Talk to your lawyer and file a libel suit against that ex-employee.
If the police investigation starts, her company will come to know automatically. Furthermore, it is their call on how to handle her case.
Of course, what I am saying is tedious for you as well. In India, the judiciary moves at a snail's pace. But sometimes, you need to teach a lesson. If the court can order Times Now Channel to pay INR 1,000 million, then you should ask for at least INR 1 million.
Possibly taking a cue from this case, Shekhar Gupta has slammed a suit of Rs 500 Crore against Vinod Mehta!
All the best!
Dinesh V Divekar
From India, Bangalore
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If your image is tarnished on social media, I recommend you approach the cyber branch of the police and file a police complaint against her. Talk to your lawyer and file a libel suit against that ex-employee.
If the police investigation starts, her company will come to know automatically. Furthermore, it is their call on how to handle her case.
Of course, what I am saying is tedious for you as well. In India, the judiciary moves at a snail's pace. But sometimes, you need to teach a lesson. If the court can order Times Now Channel to pay INR 1,000 million, then you should ask for at least INR 1 million.
Possibly taking a cue from this case, Shekhar Gupta has slammed a suit of Rs 500 Crore against Vinod Mehta!
All the best!
Dinesh V Divekar
From India, Bangalore
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Dear Nabomitha,
Thank you for your response. I would like to add that this employee was selected at another MNC BPO. However, due to our negative experience with her, I provided honest feedback during the reference check, leading to the denial of the job offer. She was only employed with us for a 3-month period, and we regret our decision to hire her. Despite my efforts as her team leader to support her, she showed no initiative.
I had to make the difficult decision to let her go based on the reasons mentioned above. Since then, I have not had any contact with her. I hope you can understand the challenging situation this has been.
Please assist me with this matter.
Regards,
Divya
From India, Madras
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Thank you for your response. I would like to add that this employee was selected at another MNC BPO. However, due to our negative experience with her, I provided honest feedback during the reference check, leading to the denial of the job offer. She was only employed with us for a 3-month period, and we regret our decision to hire her. Despite my efforts as her team leader to support her, she showed no initiative.
I had to make the difficult decision to let her go based on the reasons mentioned above. Since then, I have not had any contact with her. I hope you can understand the challenging situation this has been.
Please assist me with this matter.
Regards,
Divya
From India, Madras
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Dear Nabomitha & Seniors i am awaiting a revert from you. Reagrds, Divya
From India, Madras
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From India, Madras
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Dear Divya,
Please find the message from my mentor Samvedan:
Here's my take.
- It's safe to infer that badmouthing on FB is due to deserved but undesired termination.
- The termination was justified.
- In the normal course, I would NOT bother if the concerned party has been dishonest in hiding inconvenient information to secure new employment.
- But in the instant case, perhaps in the name of "freedom of expression," it is WRONG for the party to use FB to malign past HR or anyone for that matter.
- I would simply write to the defaulting person (without any reference to the context) to "apologize" and delete the concerned comments from FB within a defined time frame, say ONE WEEK.
- If I do not see compliance with my request in the given time frame, then I shall (and I will be justified to) write to Accenture HR (for what it is worth) about the lack of integrity and dishonesty of the concerned employee (offering but NOT handing over proof of employment and cause of termination at this stage) to Accenture.
- If Accenture acts professionally, the HR function in general will be well served. If they ignore, we know some more black sheep in our profession. Thereafter, having done the ethically right thing, I will withdraw completely from the situation as it is unwise to remain involved in such energy-sapping issues beyond a point of time anyway!
Trust you have received what you were looking for!
From India, Mumbai
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Please find the message from my mentor Samvedan:
Here's my take.
- It's safe to infer that badmouthing on FB is due to deserved but undesired termination.
- The termination was justified.
- In the normal course, I would NOT bother if the concerned party has been dishonest in hiding inconvenient information to secure new employment.
- But in the instant case, perhaps in the name of "freedom of expression," it is WRONG for the party to use FB to malign past HR or anyone for that matter.
- I would simply write to the defaulting person (without any reference to the context) to "apologize" and delete the concerned comments from FB within a defined time frame, say ONE WEEK.
- If I do not see compliance with my request in the given time frame, then I shall (and I will be justified to) write to Accenture HR (for what it is worth) about the lack of integrity and dishonesty of the concerned employee (offering but NOT handing over proof of employment and cause of termination at this stage) to Accenture.
- If Accenture acts professionally, the HR function in general will be well served. If they ignore, we know some more black sheep in our profession. Thereafter, having done the ethically right thing, I will withdraw completely from the situation as it is unwise to remain involved in such energy-sapping issues beyond a point of time anyway!
Trust you have received what you were looking for!
From India, Mumbai
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I appreciate the suggestion and wonderful response by Mr. Samvedan, but I believe you should not be bothered much by these things. Instead of escalating it further, you could have deleted or reported the comment, untagged yourself immediately. I don't think these things can seriously affect your public image because the people/friends (and common friends) who know you, know you better than her. Therefore, the statements and comments she has posted against you won't matter to them or your public image.
The second step, which may escalate the situation, but I consider it important to let her know about her comments/statements and immature furious action against you on a social/public site.
By replying, "Termination was a deserving action for a candidate like her (without addressing her/name), and badmouthing instead of being guilty, accepting mistakes, and taking corrective steps to mend her ways, shows her immaturity, lack of professionalism, and personality."
If you still feel that she needs a lesson, it is crucial to share her work history with her new employer, as suggested by the senior experts. Let her face the consequences of her mistakes professionally and socially. Because she has not only wronged you but also the new employer by hiding her work history/employment with your company.
From India, Gurgaon
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The second step, which may escalate the situation, but I consider it important to let her know about her comments/statements and immature furious action against you on a social/public site.
By replying, "Termination was a deserving action for a candidate like her (without addressing her/name), and badmouthing instead of being guilty, accepting mistakes, and taking corrective steps to mend her ways, shows her immaturity, lack of professionalism, and personality."
If you still feel that she needs a lesson, it is crucial to share her work history with her new employer, as suggested by the senior experts. Let her face the consequences of her mistakes professionally and socially. Because she has not only wronged you but also the new employer by hiding her work history/employment with your company.
From India, Gurgaon
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Dear Divya,
I hope you would not mind my views, which are contrary to what has been stated until now.
You were instrumental in her termination on grounds stated by you as:
"who had to be terminated in the third month on grounds of non-performance, bad attitude, and due to uninformed leaves in probation."
I understand it's easy to terminate an employee during probation. However, it may appear to be an extreme step:
- Non-performance depends to a large extent on how much or how well a person (apparently a fresher) has been trained.
- Bad attitude is primarily SUBJECTIVE.
- Uninformed leave, by that I understand to mean leaves without prior approval, one could have examined the reasons and counseled the person.
Moreover, there are several stages of Corrective Action including Warning, which I think were not taken. Instead of all these, since the supply exceeds the demand, the easier way of TERMINATION must have been taken.
Now, one can understand that this person does hold a grudge or grievance.
Are you still in touch with her? How did you add her as a "FRIEND" on Facebook?
I am very sure if one is not in someone's Friends list, that person cannot be tagged.
She has tagged you in the status with the following comment:
"I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organization...Thank you so much Divya Chandarana just because of your good intention....I missed an opportunity.... but got placed in another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats others with the love what they have for themselves. At least hereafter don't play with others' life and career which is important just like yours."
The only offending part appears to be: "At least hereafter don't play with others' life and career which is important just like yours."
Actually, it is more of an expression of HURT than offense. Such messages are just an expression of her earlier frustration on losing her job - which could have been avoided.
It is very easy to terminate the services of an employee and condemn him/her for life.
She is doing well and PERFORMING in a good company - and that is what she wants to convey to you.
The best you can do is to UNFRIEND or BLOCK her; which will disable the TAG; and in the future too, she won't be able to TAG you in comments/posts or pictures.
In fact, it is surprising how you have still continued to have her in your friends list?
Unless, if you'll excuse me, the reason is to keep a tab on her and to observe how she is doing.
By being vindictive and revengeful, you will only be JUSTIFYING her comments or impression about you.
Sometimes, or rather always, it is beneficial to be gracious and forgiving.
Warm regards.
From India, Delhi
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I hope you would not mind my views, which are contrary to what has been stated until now.
You were instrumental in her termination on grounds stated by you as:
"who had to be terminated in the third month on grounds of non-performance, bad attitude, and due to uninformed leaves in probation."
I understand it's easy to terminate an employee during probation. However, it may appear to be an extreme step:
- Non-performance depends to a large extent on how much or how well a person (apparently a fresher) has been trained.
- Bad attitude is primarily SUBJECTIVE.
- Uninformed leave, by that I understand to mean leaves without prior approval, one could have examined the reasons and counseled the person.
Moreover, there are several stages of Corrective Action including Warning, which I think were not taken. Instead of all these, since the supply exceeds the demand, the easier way of TERMINATION must have been taken.
Now, one can understand that this person does hold a grudge or grievance.
Are you still in touch with her? How did you add her as a "FRIEND" on Facebook?
I am very sure if one is not in someone's Friends list, that person cannot be tagged.
She has tagged you in the status with the following comment:
"I am so happy that people are jealous about my career growth...especially my dear Team lead in my previous organization...Thank you so much Divya Chandarana just because of your good intention....I missed an opportunity.... but got placed in another MNC which you were not able to reach in your 7 years of Corporate career....God is always with the one who is humble at heart and treats others with the love what they have for themselves. At least hereafter don't play with others' life and career which is important just like yours."
The only offending part appears to be: "At least hereafter don't play with others' life and career which is important just like yours."
Actually, it is more of an expression of HURT than offense. Such messages are just an expression of her earlier frustration on losing her job - which could have been avoided.
It is very easy to terminate the services of an employee and condemn him/her for life.
She is doing well and PERFORMING in a good company - and that is what she wants to convey to you.
The best you can do is to UNFRIEND or BLOCK her; which will disable the TAG; and in the future too, she won't be able to TAG you in comments/posts or pictures.
In fact, it is surprising how you have still continued to have her in your friends list?
Unless, if you'll excuse me, the reason is to keep a tab on her and to observe how she is doing.
By being vindictive and revengeful, you will only be JUSTIFYING her comments or impression about you.
Sometimes, or rather always, it is beneficial to be gracious and forgiving.
Warm regards.
From India, Delhi
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