Ash Mathew
Recruitments, Training`
Phanindrasai
New Dimensions
Nitin.mangaliya
Personnel Officer
S Bosamia
Bsc, Dmm, Mmm, Dtd, Cipm
Trapti
Admin & Hr Executive
Ravi12345
Licensing Of All Acts Across Pan India &
Aphilipshannon5480
Ms Office, Mis Coordination
+11 Others

one of the employee has been working in our organisation since 15 years. While joining in the Company, he has submitted fake experience certificate and nobody is not pointed out till today and giving increments every year and he did not have any lapses in conduct during 15 years service. while verifying the personal file , i find the said problem.
Hence I request HR executives pl give me suggestion whethere I can proceed disciplinary proceedings against him or drop the same .
7th November 2009 From India, Hyderabad
hi kr
At the time of appointment , every employee is required to sign on the appointment terms and conditions wherein one of the conditions would be if at any point of time, the credentials submitted by the employee found untrue, the employer would take appropriate disciplinary action including termination of services. In the instant case, the employee is liable for disciplinary action including termination after finding truth. But keeping in view his 15 years of unblemished service, the management, as a special case, may take a lenient view but be careful that it should not act as precedent to other employees. However, since it is the discretion of the management, can warn the employee.
8th November 2009 From India, Bangalore
you should drop this case and ask him to submit a new certificate if he has if not ask him to apply for one. We should not spoil ones career and life, and if he is local resident then he might trouble you in you personal life.
9th November 2009 From India, Madras
you should drop this case and ask him to submit a new certificate if he has if not ask him to apply for one. We should not spoil ones career and life, and if he is local resident then he might trouble you in your personal life.
9th November 2009 From India, Madras
Stop digging dead bodies, it is not fair, are sure never had lie to anyone? just ignore it unless he is harmful to the organization / incompetent.
9th November 2009 From United Arab Emirates, Abu Dhabi
Hi
I am sure this would demoralise the person, specially if he has given 15 years of his career to the organization.
But at the same time I personally feel that this should be dealt with... in soft but a firm manner and have one-on-one with the employee and should be communicated to him that the management is aware but not taking a severe step looking at the clean tenure that he has had
This will give him a lesson for his life.... that wrong things can be caught anytime and by anyone, which can make life difficult. One just cannot get away
Cordially,
preet

9th November 2009 From India, Bangalore
HI,
At the outset i feel that this shouldnot be taken any further,The person had been with your organisation for about 15yrs,cld have joined even before you did.All these years he had been a good resource and ur statement clearly indicates that he hasnt any negative record other than this fake slary slip.what i would auggest is have a positive approach to this ,make him aware that this is been notified and encourahge him to deilver more.motivation at this point of time will help him deiver more
9th November 2009 From India, Madras
As per your words that employee is working in your organization for the past 15 years, the company is giving increments every year and did not have any lapses in his/her conduct till now.
In my view when an employee is a good performer, professional in his behaviour and loyal to the company from the last 15 years I donít think we have to take any action.
With Regards
Phanindra Sai A
9th November 2009 From India, Hyderabad
15 years... and now a discovery? Sure it shows your efficiency.. but the company will not appreciate it to pull this all over again.

What is the level of the person (manager?) or a simple assistant? What is his profile? Does it demand educational qualification that he does not possess?

What made you check these facts? Did anyone drop a bombshell on his performance?

It just looks like this to me "A man who was happily married for 15 years - and all of a sudden a relative in the family discovered that he had mentioned in his marriage profile - before getting married that he was working elsewhere, but he actually never worked there!. ANyhow - his present suituation is really good, and he has a good job and a perfect family". Will the wife of 15 years bother??? ;-) naaaa

What and where does this matter???

Just make sure that in future such thinsg never occur - just keep a proper filter for all this. Moreover - were you asked to work on this? If so - then you probably need to let your management know. Else - let go.. Because - we as HR belong to both sides "Employer and Employee" ..as long as work is fine, and intentions are right - it is better to keep this as a hushhhhhhhh!
9th November 2009 From India, Madras
I am agree with Ravi Shanker,
employee is not a kid so we have to teach him a lesson for his lifetime or he will learn from it.After all he is loyal employee and beside this think about his whole family as well.
Pls. be human after all we are working for Humans.
I think you should leave this case and need to work out on some new cases...
and we are not God here and if we will see in inner side our ours some where some how we must have done also something wrong only the diffrence is till date nobody has trace out that.
9th November 2009 From India, Delhi
Dear HR, As u said that he didn’t any lapses for last 15yrs career, then why should u take actions now ! although its too late & be practical dear its india. regards, Nitin.
9th November 2009 From India, Vadodara
Hi,
The issue here is, do we analyze past that cannot be changed, or, as Peter Drcuker would have ask, what can he contribute?
The fact is that he contributed consistently for 15 years, and was recognized by the Company by giving regular increments. Sir 15 years is a very long time.
There is no point in getting wiser by hindsight.
You can go into the details of reasons for fudging the facts, take in
writing, put that on record, and replace the old records with new genuine data.
This will serve both the purpose. Document the anomaly. Sustain the productivity.
Remember Valmiki was reformed to write Ramayan.
Build on strengths.
Sanjiv Bosamia

10th November 2009 From India, Pune
Mr. Rao,
That employee has contributed to the company for more than 15 years, which is not a small period to any one. He is loyal to the company, in return is the company going to give him remarks after 15 years of loyal service to the company? You're saying he has a clean record in his total experience. If you are going to take any action on this employee on the said reason there is every chance of demoralization on rest of the employees, job security arises in every mind. I believe that you have not yet taken this issue to the management, if I am right let the issue closed at your level.
Legally speaking the company has every right to take action on this kind, at the same time you should also think on human grounds which legal can't accept.
Regards
Pradeep Nalluri
10th November 2009 From India, Hyderabad
Hi Rao,
I too would go with Preeti but with a minor modification to the approach - the employee needs to be told clearly that he has done something unacceptable. He also needs to forego one annual increment - if his performance has been actually good consistently, the management should communicate to him that he deserved an increment or promotion but should have lost his job for misrepresenting basic facts and as a special case, the management is letting him stay, but no increment for this year. Afterall, there is no free lunch. Venkatrangan
10th November 2009 From India, Thana
The Companies adopt the wrong practices to win the market share, favourism etc. (Ref RIL and RNRL Case). There is nothing wrong with the person he only catches the opportunity to make his life better. You should explore his potential (Which he displayed in last 15 years). Its your falut that you have not performed in the past. Don't remain in the past be in present.
11th November 2009 From India, Bhopal
true...the employee is liable for any disciplinary action.but again,he's been with the organisation for 15 long years,which proves his dedication and loyalty.considering "he did not have any lapses in conduct during 15 years service",why penalise/trouble him now for someone's carelessness 15 years ago.
i suggest you pretend you discovered nothing.
19th November 2009 From India, Delhi
Ignore it. 15 years of loyal service to the company and the person is stillpreforming to he growth of the company. Treat it as a bad dream and let it go.:-))) regards, Elvis
20th November 2009 From India, Mumbai
I go by preeti’s wordings. It needs to be conveyed to the personnel but should be handled in a way that it paves way for a "win win situation"
14th December 2009 From India, Tiruppur
I request hr executives - pl help me to take a decision.
One of our mines manager is resigned and asking to relieve with one month notice as per the MMR 1961 but as per the appointment order he has to work 3 months.
As per the Metaliferrous mines rules 1961, regulation 34
No manager shall vacate his office without giving due notice in writing to the owner or agent at least
30 days before the day on which he wishes to vacate his office:
The said post is statutory as per the act, so pl suggest me whether I consider appointment order or MMR 1961 to relieve the mines manager.
16th December 2009 From India, Hyderabad
i do not think its necessary to run the disciplinary at this stage, however how sure are you that certificate its a fake? have you done a thouroughly investigation ordo you have anything negative against this person which leads you to want to engage into a disciplinary action. Surely if i were you i will not even raise this after a fifteen year service or maybe ask yourself why was it left until this year?
13th September 2010 From South Africa, Pretoria
i have one question
I am having 1 yrs Exp. Payroll & copliances and after that i have joined gtl as satutory compliance but in that i am not find that much interest to do that what shoul i do shoul i go with payroll or copliance
whom you given more imp to payroll or compliance
14th September 2010 From India, Mumbai
Sarika I Believe you should work for statutory compliance & gain more legal knowledge by smelling various issues.
14th September 2010 From India, Mumbai
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