one of my good subordinate colleague done Froude in hotel bills caught by finance dept...And they asked termination or resignation of that employee.....so what relaxation can be given to him
From India, Delhi
2From India, Delhi
you have not detailed the incident, why he was eligible to pay hotel bills? was it for company outdoor deputation, or LTC? and what type of defect is traced by the finance department?
there are many objections as well as exceptions also to make a remedy, but without the details of actual situation, or the cause of using the hotel payment, its not worthy to make any comment.
there are many objections as well as exceptions also to make a remedy, but without the details of actual situation, or the cause of using the hotel payment, its not worthy to make any comment.
I agree with Mr.Sharma. Of course it is within the domain of the Finance Department of an organisation to point out financial irregularities but they are not empowered to suggest termination of the employee concerned. The maximum best they can suggest is recovery of the amount apart from disciplinary action in this regard. The post indicates the embarrassment and hesitation of the poster Vastavaamit himself. Reimbursement of expenses like hotel bills, conveyance etc., are there only to facilitate the work/ performance of the employees irrespective of their status and not to make out some fraulent income. If the hotel bills are bogus, it is very serious for it is a question of intergrity and honesty of the concerned employee. Howsoever efficient or good the employees be, their lack of honesty and integrity will certainly ruin the organisation in the long run. At least, conduct a discreet enquiry and then decide.
From India, Salem
From India, Salem
Fraudulent activity is a serious misconduct by an employee. However, such misconduct has to be proved primarily through domestic enquiry giving the employee fair chance to represent himself. Mere suggestion/ advice/ instructions of finance department or any department identifying the 'fraud' won't be enough to terminate the employee directly.
It is suggested that you issue a charge sheet and conduct an enquiry. Thereafter, depending on the actual need of that employee as well as judging the gravity of action, decide the quantum of punishment.
From India, Kolkata
It is suggested that you issue a charge sheet and conduct an enquiry. Thereafter, depending on the actual need of that employee as well as judging the gravity of action, decide the quantum of punishment.
From India, Kolkata
Sir, his out station entitlement is 2000 rs, hotel room amount is 600 rs n he change in bill n did 1200 rs, this type of mistakes he did ...Many time in one sheet.
From India, Delhi
From India, Delhi
His outstation entitlement for hotel is Rs. 2000 per day ??!!!
He has produced bills very much lower than this Rs. 1200 per day.
If the bills are from the hotel, Finance Deptt. has no right to ask for resignation or termination.
Finance Deptt. can only ACCEPT or REJECT a bill. That's all.
They should not concern themselves with employee discipline. It is the area of HR Deptt or Line authorities.
But I think nothing constructive can be expected from family owned and family run companies. They are not run in a professional manner, nut as a proprietorship concerns.
From India, Delhi
He has produced bills very much lower than this Rs. 1200 per day.
If the bills are from the hotel, Finance Deptt. has no right to ask for resignation or termination.
Finance Deptt. can only ACCEPT or REJECT a bill. That's all.
They should not concern themselves with employee discipline. It is the area of HR Deptt or Line authorities.
But I think nothing constructive can be expected from family owned and family run companies. They are not run in a professional manner, nut as a proprietorship concerns.
From India, Delhi
Dear Amit,
His entitlement towards lodging per day might be Rs.2000-00 or the actual bill whichever is less. Therefore, he might have inflated the actual expense incurred in this behalf under the belief that it would not arouse any suspecion for it is less than his entitlement. Had the hotel issued the bill for the amount he claimed, it may be technically correct. But, as per your last post he is alleged to have corrected the bill, not only on this ocassion but before also. Therefore it is a fraudulent claim supported by bogus or fabricated bill.
From India, Salem
His entitlement towards lodging per day might be Rs.2000-00 or the actual bill whichever is less. Therefore, he might have inflated the actual expense incurred in this behalf under the belief that it would not arouse any suspecion for it is less than his entitlement. Had the hotel issued the bill for the amount he claimed, it may be technically correct. But, as per your last post he is alleged to have corrected the bill, not only on this ocassion but before also. Therefore it is a fraudulent claim supported by bogus or fabricated bill.
From India, Salem
Such employee can be separated after issuing him show cause cum chargesheet & conducting domestic enquiry. This is time consuming process & in addition it involves costs.
If it is clear case of fraud, have one-to-one talk with him. Make him aware that company will conduct enquiry and will terminate service. This will be setback to her / him. So ask for resignation. If this is done, immediately issue relieving letter. Don't condone fraud even of 'good employee' as it may cause serious difficulties.
From India, Mumbai
If it is clear case of fraud, have one-to-one talk with him. Make him aware that company will conduct enquiry and will terminate service. This will be setback to her / him. So ask for resignation. If this is done, immediately issue relieving letter. Don't condone fraud even of 'good employee' as it may cause serious difficulties.
From India, Mumbai
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