Dear All,
I have encountered a challenge here. Recently, one of our employees submitted a Covid-19 positive report for the second time, which appeared to be edited. Upon cross-checking, we found that he had also submitted the same edited positive report the first time. When we discovered this discrepancy the second time, we requested him to undergo testing again at a reputable lab. He tested negative within the third day of his second false positive report submitted to us. Since the reopening after the lockdown in Karnataka on 14th June, he has been working from home and is yet to return to the office. We have retained all the false document proofs to discuss with him upon his return, as he committed to do so within a week.
During his first report (during the first wave), we granted him nearly a month of paid leave, followed by several months of work from home, even after our other employees had returned to normal work routines. Additionally, we provided him with Rs. 30,000 from the company to manage himself. Throughout both lockdowns, we ensured that all employees received 100% of their salaries.
Has anyone else faced similar issues? What actions would you take in such a scenario? We are planning to terminate him for submitting false reports. Do you have any suggestions on this matter?
Thank you.
From India, Bangalore
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13I have encountered a challenge here. Recently, one of our employees submitted a Covid-19 positive report for the second time, which appeared to be edited. Upon cross-checking, we found that he had also submitted the same edited positive report the first time. When we discovered this discrepancy the second time, we requested him to undergo testing again at a reputable lab. He tested negative within the third day of his second false positive report submitted to us. Since the reopening after the lockdown in Karnataka on 14th June, he has been working from home and is yet to return to the office. We have retained all the false document proofs to discuss with him upon his return, as he committed to do so within a week.
During his first report (during the first wave), we granted him nearly a month of paid leave, followed by several months of work from home, even after our other employees had returned to normal work routines. Additionally, we provided him with Rs. 30,000 from the company to manage himself. Throughout both lockdowns, we ensured that all employees received 100% of their salaries.
Has anyone else faced similar issues? What actions would you take in such a scenario? We are planning to terminate him for submitting false reports. Do you have any suggestions on this matter?
Thank you.
From India, Bangalore
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Dear Praveen,
Submission of false documents to the company is misconduct. However, the misconduct needs to be proved. Therefore, I recommend you order the domestic enquiry. Let the accused employee be given a chance to clarify his position, and if the misconduct is established, then your management is free to award a suitable punishment.
Now that the lockdown restrictions in Bangalore have been largely lifted, the employee can be told to report to the office and depose for the domestic enquiry. However, before you release the order for the domestic enquiry, hire an experienced Enquiry Officer (EO) and explain the facts of the case.
Thanks,
Dinesh Divekar
From India, Bangalore
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Submission of false documents to the company is misconduct. However, the misconduct needs to be proved. Therefore, I recommend you order the domestic enquiry. Let the accused employee be given a chance to clarify his position, and if the misconduct is established, then your management is free to award a suitable punishment.
Now that the lockdown restrictions in Bangalore have been largely lifted, the employee can be told to report to the office and depose for the domestic enquiry. However, before you release the order for the domestic enquiry, hire an experienced Enquiry Officer (EO) and explain the facts of the case.
Thanks,
Dinesh Divekar
From India, Bangalore
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