u can do one thing...if u want to terminate the employee ..u can do it easily...because he has not submitted his orignal doc...so there is nthng wrong to terminate that employe...dnt wrrty nthn will happen the ball is in ur court...!!!
From India, Banga
7From India, Banga
yes i am agree with shimit firstly you should focus on his performance. if it is good then there is no need to terminate him....... Ragards Gahelot HR Executive
From India, Delhi
From India, Delhi
Dear ,
Immediate put his job on suspension as per your verification report(with objective evidence) and issue a notice to him immediately and tell him about fake certificate submitted by him,after getting his reply,if he could not proved himself then you can terminate him immediately.
Please do not allow him to entre inside the factory or meet with people except HR/Admin/Top management.
Note:also Verify with your company standing order/policy for disciplinary action/termination/suspension process.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
Immediate put his job on suspension as per your verification report(with objective evidence) and issue a notice to him immediately and tell him about fake certificate submitted by him,after getting his reply,if he could not proved himself then you can terminate him immediately.
Please do not allow him to entre inside the factory or meet with people except HR/Admin/Top management.
Note:also Verify with your company standing order/policy for disciplinary action/termination/suspension process.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
Hi Sourabh,
My views are as under:
If the concerned employee is a worker, he is guided by the Standing orders. You should conduct a proper domestic enquiry before terminating him from the services of the co. giving him a fair opprotunity to present his case. By doing so, there will be no violation of the principles of natural justice.
From India, Jamshedpur
My views are as under:
If the concerned employee is a worker, he is guided by the Standing orders. You should conduct a proper domestic enquiry before terminating him from the services of the co. giving him a fair opprotunity to present his case. By doing so, there will be no violation of the principles of natural justice.
From India, Jamshedpur
The employee should be immediately terminated & matter must be reported to police for further legal action.Integrity & honesty MUST be above performance at any time,
From India, Mumbai
From India, Mumbai
Dear Sender Being the employee is not trust worthy, appropriate action can be taken, including termination of service LK
From India, Madras
From India, Madras
hi,
well just to help you out ..i av an attempt below...
what i feel is you should answer the following Questions before you take the decision to terminate him or retain him:
1, what significance does 'qualification' in the resume hold for your orgnaization,i.e., both basic and desirable?
2, what part of 'value' weight-age does integrty hold in your organization?
3, how would other employees react if they knew this and what impact would it have on the overall organizational performance?
4, what effect will it have on your 'employer brand' if the person continues to remain in the organization?
5,Even if he continues in the organization, what is the gurantee that he will not repeat the same (remember, corporate governance is now the top topic,where ethics are quite stressed)
6,What are the costs that have been incurred now on the person so far?
kindly consider these questions and think in a long-term perspective and take a decision. also, bear it in mind that, value-system defines culture and dats wat the organization wants the employees to follow...so follow it first urself...:)
From India, Secunderabad
well just to help you out ..i av an attempt below...
what i feel is you should answer the following Questions before you take the decision to terminate him or retain him:
1, what significance does 'qualification' in the resume hold for your orgnaization,i.e., both basic and desirable?
2, what part of 'value' weight-age does integrty hold in your organization?
3, how would other employees react if they knew this and what impact would it have on the overall organizational performance?
4, what effect will it have on your 'employer brand' if the person continues to remain in the organization?
5,Even if he continues in the organization, what is the gurantee that he will not repeat the same (remember, corporate governance is now the top topic,where ethics are quite stressed)
6,What are the costs that have been incurred now on the person so far?
kindly consider these questions and think in a long-term perspective and take a decision. also, bear it in mind that, value-system defines culture and dats wat the organization wants the employees to follow...so follow it first urself...:)
From India, Secunderabad
Hi,
Lets take it the other way. A employee joins as HRD exec. but actually to some other work say managing car fleet. Will he be happy. Isnt the compnay cheated him. If u can lie on basic thing it becomes very difficult for me to trust him after that. And about employee getting demotivated its his deed so he has to bear the consequences. Performace does matter but not in this fashoin. Well its my opnion I dont intend to force it on any one.
Warm Regards,
Divya
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From India, Mumbai
Lets take it the other way. A employee joins as HRD exec. but actually to some other work say managing car fleet. Will he be happy. Isnt the compnay cheated him. If u can lie on basic thing it becomes very difficult for me to trust him after that. And about employee getting demotivated its his deed so he has to bear the consequences. Performace does matter but not in this fashoin. Well its my opnion I dont intend to force it on any one.
Warm Regards,
Divya
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From India, Mumbai
Yes, you can terminate him based on providing fake documents. But you should terminate the HR person who handle the recruiting too.
From Thailand, Bangkok
From Thailand, Bangkok
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ESIC-37 Certificate of Re-employment-C ontinuous employment.pdf