Important Query - CiteHR
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Hi All,

I have a query.

I started my career after completing UG in the year 2010 and worked in a company for 3+ years. In the year 2011, i enrolled for a executive MBA programme.

Then got a better offer in another company in early 2013 and joined them in AUG 2013. By this time, i completed 3 semesters of my MBA, and was awaiting for my final sem result. But did not have any of my mark sheets due to some technical issues with the university (2nd and 3rd sem mark sheets were not provided at that time, and in my first sem mark sheet there was a printing mistake so i returned, which they gave it finally while giving my fourth sem mark sheet). So i just said the new recruiter that im doing MBA. So they offered me based on my experience and UG.

I had an arrear in last sem which i re-wrote and cleared in the next sem (Dec 2013). I finally got all my mark sheets and all other degree docs (Consolidated mark sheet, prov certi etc) by June - July 2014.

Can i now provide all these proofs and update my educational details with my current employer. I also want to know whether it is a mandatory requirement to update my education details with current employer. I have plans for job change later this year so will this impact in background verification done by my new employer.

Please suggest.

Regards,

Regards.
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As per the industry norms (not compulsory), you should get your education details updated even with your current employer. Kindly note that since you have completed the MBA course it may even let you bargain internally for a better post and salary, look at that as a first option rather than moving (if not satisfied with job that is a different issue).
Even if you don't update your current employer it wont matter, the education certificate verification is done at university level and not company level.
Hope that answers your query
Hi thanks for the reply. I wanted to know whether it will be too late and unethical to disclose these details now. Will this be treated as offensive under any hr laws. Thanks.
No HR laws defined for this. It is the companies prerogative to do the BGC on its employee prior recruitment and doesn’t hold post facto. Once it is done and closed it remains closed.
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