What can I do to prove myself after my previous CEO purposefully failed my background verification? He just commented that I didn't serve my notice period for 90 days, even though it was negotiated verbally as 30 days. I served the notice period, completed all the exit formalities, and even received my salary for the period I served.
P.S. - The top-level harassed me verbally and sexually, so they agreed to my 30-day notice when I threatened them by saying I would press charges.
From India, Chennai
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P.S. - The top-level harassed me verbally and sexually, so they agreed to my 30-day notice when I threatened them by saying I would press charges.
From India, Chennai
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Hi,
It is very unfortunate that your past employer gave you negative feedback. You can explain the reasons behind the negative feedback, supported by your relieving order and Full and Final Settlement (FFS) clearance. Present that in case of an incomplete notice period, you wouldn't have received proper relieving.
Thank you.
From India, Madras
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1153It is very unfortunate that your past employer gave you negative feedback. You can explain the reasons behind the negative feedback, supported by your relieving order and Full and Final Settlement (FFS) clearance. Present that in case of an incomplete notice period, you wouldn't have received proper relieving.
Thank you.
From India, Madras
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Nowadays, these background verification agencies are significantly impacting the careers of young individuals. In another ongoing discussion here, an employee is facing pressure due to a background verification conducted four years after joining.
It is important to recognize that employees may leave our organization due to dissatisfaction with the organizational climate. This should be accepted. Conducting exit interviews is beneficial as they help identify our weaknesses that need attention. Unfortunately, many fail to see this opportunity positively and instead attempt to harm the employee's career. What do they gain from this? While it may be appropriate to make a note for employees who have absconded, leaving a negative comment for an employee who has completed the handover process and final settlement is unjustifiable.
In such situations, you can follow the advice of Lakshmi Narayan, suggesting that providing the Full and Final (F&F) statement and relieving order should suffice to demonstrate a smooth handover process.
From India, Kannur
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It is important to recognize that employees may leave our organization due to dissatisfaction with the organizational climate. This should be accepted. Conducting exit interviews is beneficial as they help identify our weaknesses that need attention. Unfortunately, many fail to see this opportunity positively and instead attempt to harm the employee's career. What do they gain from this? While it may be appropriate to make a note for employees who have absconded, leaving a negative comment for an employee who has completed the handover process and final settlement is unjustifiable.
In such situations, you can follow the advice of Lakshmi Narayan, suggesting that providing the Full and Final (F&F) statement and relieving order should suffice to demonstrate a smooth handover process.
From India, Kannur
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You can move to a court and initiate a criminal case in the name of the person (CEO) for giving negative or unwanted remarks, whereas you have a good track record.
I know of a particular case where a student misbehaved with the clerk, and in the commotion, some office stationary and a glass tabletop were broken. The student was right to protest, but violence was the only fault. The principal of the college and the college trust decided to rusticate the student. The college trust called the student's father, who I was present with. The chairman and principal informed the father that they were going to rusticate the boy. The father of the student then called the director of vigilance, informing him that his cousin brother was going to be rusticated by the college management. In a moment, the whole scenario changed. The staff apologized to the student and the management held him responsible for all the damage due to unnecessary harassment of the student.
Be positive and action-oriented. If you think you are right or otherwise, do not mention the black mole in your CV for the future.
From India, Mumbai
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I know of a particular case where a student misbehaved with the clerk, and in the commotion, some office stationary and a glass tabletop were broken. The student was right to protest, but violence was the only fault. The principal of the college and the college trust decided to rusticate the student. The college trust called the student's father, who I was present with. The chairman and principal informed the father that they were going to rusticate the boy. The father of the student then called the director of vigilance, informing him that his cousin brother was going to be rusticated by the college management. In a moment, the whole scenario changed. The staff apologized to the student and the management held him responsible for all the damage due to unnecessary harassment of the student.
Be positive and action-oriented. If you think you are right or otherwise, do not mention the black mole in your CV for the future.
From India, Mumbai
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