I worked in Company 'A' for a year, then in Company 'B' for another year, and presently, I am working in Company 'C'. Now, I have received an offer from one of the largest MNCs, let's call it Company 'D'. I have submitted all employment-related documents to 'D' for background verification.
Company 'A' is run very unprofessionally by unethical individuals who are quite powerful and not afraid of legal consequences. I have an offer letter signed by the former General Manager and a Relieving Letter signed by the MD. During my one-year tenure, I received salaries in cash only for the first two months, May 2013 and June 2013. From the third month onwards, starting July 13, I received payments through bank transfers. Even in June 13, when I received cash, TDS was deducted and deposited in my name, reflecting as a tax credit on my PAN Ledger. I also had an EPF account with Company 'A'. Apart from the initial two months, they deducted my PF and consistently paid to the EPFO from July 13 until my last month of employment. While Company 'A' deducted income tax regularly, I do not possess Form 16 from them. However, my TDS details are reflected on Form 26AS, downloadable from the Income Tax website. This summarizes my employment with Company 'A'.
Now, I have a couple of questions:
1. What should I do if Company 'A' ignores or denies certifying my employment details when the Background Verification Agency, on behalf of Company 'D', visits them?
2. If Company 'A' fails to provide accurate information or provides false details conflicting with what I provided to Company 'D', will the Background Verification Agency or Company 'D' inform me? Will I get a chance to provide supporting documents like Salary Account Statements, or will they simply mark my profile red and cancel my appointment?
Note: Initially, I have only submitted the Offer Letter and Relieving Letter from Company 'A' to Company 'D'. I have not provided additional documents like Salary Account Statements unless requested, to avoid unnecessary submissions.
Thank you,
Sam Singh
From India, undefined
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Company 'A' is run very unprofessionally by unethical individuals who are quite powerful and not afraid of legal consequences. I have an offer letter signed by the former General Manager and a Relieving Letter signed by the MD. During my one-year tenure, I received salaries in cash only for the first two months, May 2013 and June 2013. From the third month onwards, starting July 13, I received payments through bank transfers. Even in June 13, when I received cash, TDS was deducted and deposited in my name, reflecting as a tax credit on my PAN Ledger. I also had an EPF account with Company 'A'. Apart from the initial two months, they deducted my PF and consistently paid to the EPFO from July 13 until my last month of employment. While Company 'A' deducted income tax regularly, I do not possess Form 16 from them. However, my TDS details are reflected on Form 26AS, downloadable from the Income Tax website. This summarizes my employment with Company 'A'.
Now, I have a couple of questions:
1. What should I do if Company 'A' ignores or denies certifying my employment details when the Background Verification Agency, on behalf of Company 'D', visits them?
2. If Company 'A' fails to provide accurate information or provides false details conflicting with what I provided to Company 'D', will the Background Verification Agency or Company 'D' inform me? Will I get a chance to provide supporting documents like Salary Account Statements, or will they simply mark my profile red and cancel my appointment?
Note: Initially, I have only submitted the Offer Letter and Relieving Letter from Company 'A' to Company 'D'. I have not provided additional documents like Salary Account Statements unless requested, to avoid unnecessary submissions.
Thank you,
Sam Singh
From India, undefined
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Dear Sam,
You have posted on several threads the same matter repeatedly. I believe this is due to your sense of urgency and concern.
I am reposting the same reply here, which I have already posted, so that you can receive assistance promptly.
Kindly refrain from posting on multiple threads.
Dear Sam,
I have reviewed your query. There is no need for you to worry. An ex-employer cannot jeopardize someone's future, despite the concerns you have expressed.
Furthermore, I agree that Background Verification is often conducted poorly by individuals lacking corporate experience. BV serves little practical purpose, as past behavior does not guarantee future actions.
Every offender has a first time committing a wrongdoing, which may not have occurred in the past.
What ensures that an individual with a clean record will always perform well throughout their life and never make a mistake?
With advancements like AADHAR and in Police work, an offender cannot hide indefinitely and will eventually be apprehended, whether they remain in India or flee abroad like many high-profile offenders.
Background Verification primarily serves as a way for consulting firms to profit by instilling fear in employers regarding potential risks of similar offenses.
A successful BV does not ensure future performance. A KYC system, akin to those used by banks, suffices.
In the event of any discrepancies raised by the BV Agency, defend your case. If you have not engaged in any wrongdoing or committed any fraud, why worry?
Warm regards.
From India, Delhi
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1497You have posted on several threads the same matter repeatedly. I believe this is due to your sense of urgency and concern.
I am reposting the same reply here, which I have already posted, so that you can receive assistance promptly.
Kindly refrain from posting on multiple threads.
Dear Sam,
I have reviewed your query. There is no need for you to worry. An ex-employer cannot jeopardize someone's future, despite the concerns you have expressed.
Furthermore, I agree that Background Verification is often conducted poorly by individuals lacking corporate experience. BV serves little practical purpose, as past behavior does not guarantee future actions.
Every offender has a first time committing a wrongdoing, which may not have occurred in the past.
What ensures that an individual with a clean record will always perform well throughout their life and never make a mistake?
With advancements like AADHAR and in Police work, an offender cannot hide indefinitely and will eventually be apprehended, whether they remain in India or flee abroad like many high-profile offenders.
Background Verification primarily serves as a way for consulting firms to profit by instilling fear in employers regarding potential risks of similar offenses.
A successful BV does not ensure future performance. A KYC system, akin to those used by banks, suffices.
In the event of any discrepancies raised by the BV Agency, defend your case. If you have not engaged in any wrongdoing or committed any fraud, why worry?
Warm regards.
From India, Delhi
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Dear Raj Kumar,
Thank you for your reply. My main concern is whether BV Agencies or the recruiting companies generally inform candidates if their credentials or records are properly verified by past employers. Otherwise, I will be left in the dark, and BV Agency may mark my profile negatively without any false declarations or information from my side. Could you please shed some light on how multinational corporations (MNCs) typically handle such situations? Do they notify the candidates?
Please advise.
Thank you.
From India, undefined
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Thank you for your reply. My main concern is whether BV Agencies or the recruiting companies generally inform candidates if their credentials or records are properly verified by past employers. Otherwise, I will be left in the dark, and BV Agency may mark my profile negatively without any false declarations or information from my side. Could you please shed some light on how multinational corporations (MNCs) typically handle such situations? Do they notify the candidates?
Please advise.
Thank you.
From India, undefined
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** if their credentials or records are NOT verified properly
From India, undefined
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From India, undefined
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These companies report only to those who are paying them for their services. They have scant regard for the candidates. Nor do they try to get in touch with the candidate. They call it being professional, which means not to have any concern or sympathy for the applicant. It may sound harsh, but it is true.
From India, Delhi
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From India, Delhi
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