Employee Fake Experience - Is there a corporate registry for blacklisting? - CiteHR
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If the employee has given fake information of his salary then what will be the case. regards, Ashish
While it is legal to terminate an employee for falsifying his experience, it is important to look in to other aspects, such as: how relevant is the faked experience to the current job - was the employee hired only based on this experience; how well is the employee performing; are there any other patterns or instances that lead to loss of confidence? There are several ways to punish an employee for such acts: withholding annual increment, bonus, etc. Termination of services should be the last resort and should not be at the drop of a hat. Considering that inmates from Tihar jail are getting job opportunities, the above case certainly does not warrant termination.
Regards.
Mohan NC

Dear Sheetal,
After two month you are finding that he is fake employee , at the time to joining you should have enquire the previous employer and at the time of interview you can make out that he is fake or genuine. This shows your negligence towards your job.

Two solutions:
One : Fire the guy immeditely, no need to give one month notice too.
Second : If u find really the employee worth while in terms of subject, then salary should be given as fresher or one year experienced.
These two solutions are taken by our management at different situations.
One thing I want to say is that taking legal action is not only the solution. As some one said in this link about it as cheating, then think that how many of our employee , who are submitting fake papers at the time of tax returns.

Legally, it's a breach of trust.
Action possible -
If you want to retain with admonition, yes you can do taking a lenient view, but a punishment howsoever trivial it could be, put it on record, appoint a inquiry committee by the authorised officer, record the proceedings under his acknowledgement with symbolic punishment such as, cut in salary/refixing him in a lesser scale of pay, or extend his probation and confirmation, make mandatory certain amount of Sec.deposit, either any one or combination of more.
If your management desires to get rid of him, then also appoint an internal inquiry under a competent authority, under relevant rules/terms & conditions of apptt. order, prove the guilt with documentary proofs on record and carry out what deemed fit.
Come to the worst, register a police case for forgery and go on.
I would have preferred to- first assess his work ethics and sincerity, integrity then call for explanation from him and decide accordingly.
Choice is yours'
kumar.s.

[QUOTE=ARKPK;1792359]Two solutions:
One : Fire the guy immeditely, no need to give one month notice too.
Second : If u find really the employee worth while in terms of subject, then salary should be given as fresher or one year experienced.
These two solutions are taken by our management at different situations.
One thing I want to say is that taking legal action is not only the solution. As some one said in this link about it as cheating, then think that how many of our employee , who are submitting fake papers at the time of tax returns.[/QUOT
Co. can opt for second option provided the matter is kept confidential.The action can portray the management as biased if it has chosen the first option in some cases.

Dear Sir,
If it is proved that he has submitted a fake certificate of experience, You have lost confidence
on him due to the said act, so you can terminate his services by giving notice salary of one month or 3 months as the case may be / as per his appointment order terms.
D.Gurumurthy
HR/IR Consultant

hi every one,

i respect all the comments/suggestions given by many seniors... but sir, let us understand the reason for producing such fake experience..



while interviewing the candidate, we would not depend only on his experience, if iam right we would also check his knowledge, skills, and efficiency required to fulfill his responsibilities, if given a job...

this simply shows that the candidate who was selected (based on fake experience) has got all the required skills and talent for the given job..

when a person is being deprived of an opportunity, in spite of having all the necessary skills and talent.. what should he do.. don't u all think that it is we who are forcing a candidate to go for fake experience by basing the openings on experience rather than on skills and knowledge....

but at the same time if we look at the problem from ethical point of view he has to be corrected.. as long as he is able to do his job as required i think he has to be given a notice about his act and some kind of punishment as per the company norms, instead of proceeding legally in the first instance itself..

regards

Anitha.

Hussain Zulfikar Full Member - Member Since: Jan 2010
Subject - Re: Employee Fake Experience
Faking an experience is deliberate act of cheating. What sort of soft approach shall HR take towards such \"matured\" professionals. These faking practices shows levels of ethos and knowledge being imparted in our schools, colleges to levels of upbringing in our houses.
As a country and culture we are lowering our moral standards by tolerating such on the face cheats.
Dear Mr Zulfikar,
I think the words you have used come very harsh. Be it home or an organization or a country... culture in any place always goes from the top down, never from the bottom up. We need to step back and look at what kind of environment we have created for ourselves and for those around us. It is tough to expect positive behaviour in a negative environment. The rate of fake experience letters have increased in the last few years and let us understand that the employee alone is not responsible for it. The who

its quite common, you can expect experience not his letter. if he is not fit for the job then you can fire him and do change your declaration. because its our responsibility to verify the background of the employee..
Regards
MANMATH
VM GROUPS..


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