I work in banking. My company gave me a disciplinary warning 5 years ago for an internal control breach. The warning was active for 1 year then expired and was removed from my personnel files. Now I am receiving an offer from another bank.
I did not disclose it in the interview because I literally forgot about it. Now the background check has started, and I am considering what could go wrong. This event has come back to memory.
Will my current employer refer to that expired warning as disciplinary action even after it has been removed from my personnel files? What is my best approach from here?
From Hong Kong
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I did not disclose it in the interview because I literally forgot about it. Now the background check has started, and I am considering what could go wrong. This event has come back to memory.
Will my current employer refer to that expired warning as disciplinary action even after it has been removed from my personnel files? What is my best approach from here?
From Hong Kong
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Dear member,
Before replying to your query, let me share a few thoughts on discipline. In the context of running a business, maintaining a structured and orderly approach is crucial. This structured approach, also known as discipline, is characterized by consistent self-restraint. Instances where self-restraint falters are considered infringements, prompting the leadership to implement external restraints to prevent future occurrences. In your case, a defined period of restraint was imposed; however, it should not become a burden carried indefinitely.
You have expressed concerns about how your punishment may affect background verification (BGV). Reputable companies with robust administrative procedures typically limit BGV to evaluating whether an employee's separation was linked to serious issues like theft, workplace violence, or embezzlement. Internal disciplinary matters are usually not included in BGV checks, so there is no need to worry on that front.
Thanks,
Dinesh Divekar
From India, Bangalore
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8035Before replying to your query, let me share a few thoughts on discipline. In the context of running a business, maintaining a structured and orderly approach is crucial. This structured approach, also known as discipline, is characterized by consistent self-restraint. Instances where self-restraint falters are considered infringements, prompting the leadership to implement external restraints to prevent future occurrences. In your case, a defined period of restraint was imposed; however, it should not become a burden carried indefinitely.
You have expressed concerns about how your punishment may affect background verification (BGV). Reputable companies with robust administrative procedures typically limit BGV to evaluating whether an employee's separation was linked to serious issues like theft, workplace violence, or embezzlement. Internal disciplinary matters are usually not included in BGV checks, so there is no need to worry on that front.
Thanks,
Dinesh Divekar
From India, Bangalore
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Disciplinary Warning.doc
Warning Letter - Disciplinary Action.xls