Bijay_majumdar
Freelancer
Ritika.S.C
Hr Generalist
Nashbramhall
Learning & Teaching Fellow (retired)
+5 Others

Dear All,

Hope you guys are well! I have a question to you. Please give me solution.

I am an HR & ADMIN Executive. A employee of mine company recruited 1n 1.5 yrs ago. That time i dint recruited here. Now a days, I verified given data of all employees & caught an employee for his fraudulence activities. His Educational Background is below 10 but he submitted graduation level papers. In the mean time, We make good relation in office & personal life. But I am quite amazed that this person did this types of fraud activities.

After than, I unofficially talk with him and he told me all and requested me to hide this from HR head. If I further processed than, He may be terminated. On the other hand I do not want capital punishment but I am totally agree to give him further punishment except termination. Because, He is poor than poorer and requested me extremely obliging attitude.

On the opposite site, If I hide it than ethically me under Q. to myself and in future if broadcast it than I will be the guilty. So, In this regards, What should I do?

Its urgent, Plz give me answer.

Sabyashachi
20th December 2014 From Bangladesh, Chittagong
Hi Sabyashachi,
In these cases as HR- Executive this must be verified at the employee joining time.But it was a matter of 1 year.and the thing making you feel guilty is you are hiding some thing which your your management don't know.In this situation mainly you take into account whether that employee is beneficial for your company with his performance or not.If yes, the main objective of HR is recruiting the candidate who always helps in achieving the company objectives/goals.One more thing if really there is a rule in your company submitting the original certificates that need to be verified at the time of joining and if any policy in your company in the cases of fraudulent activities you may go with them to respect your management.
All the best.
20th December 2014 From India, Vijayawada
Thanks for your advice, Sir
I am totally double minded, IF I hide this in view of soft corner than I will be accountable for any future problems. On the other side, As a HR professional, If I go to my superior than employee under punished.
As a newer of this section, I am totally under pressure & also very concern about my professional ethics.
So, What should I do? 1. To GO ahead with professionalism 2. To STOP Here & would not go further................
20th December 2014 From Bangladesh, Chittagong
As i told you before if there is no policy in your company you need to bother,if you go with your professionalism then decision won't be in your hands.so whatever be the final decision you will be the main cause for the situation.Actually i have a doubt whether you recruited the person to this job, like are you as executive at the time of employee joined with this company???
20th December 2014 From India, Vijayawada
No, He was recruited b4 I came in here. My superior (Head of HR) & his past subordinate handle his recruitment procedure. They may be ignore tight verification process. Now, I scrutinizing all personal files & able to find out this fraud activity. By the way, In our company policy no sentence noted about this types of fraudulence. Regarding to your reply, I am not the superior, thats right? but, Is it ethical that, Where I found a fraudulence that I would not share with my boss. Although, Moral of the story is, I want Justice & Punishment but do not want capital punishment. If capital punishment ordered from top than the victim (Criminal) must realize that How & Why he punished? In this regards, I wants a solution with soft corner & is it right that, I prayed to boss for his continuity of service and give him any other punishment for his fraudulence.
Thanks & Regards,
Sabyashachi
20th December 2014 From Bangladesh, Chittagong
Hi,
You caught the fraud when you scrutinized it. But you are not at fault as you have not inducted him.You should handle this case diplomatically.Consider the performance out put of the candidate and also gauge the level of loyalty and dedication of this employee with the company.Also Judge the reason for which he has done this fraud.Take the views of your seniors and put them in your situation.and try to Find out the solution.Policies are made by us.Rules are there for the betterment of the company.Yet , the exceptions work good , when you judge that company is much more benefited than the fraud done.
Don't Lose such Human assets those may be wrong on paper but good and useful for company. You have valuable human assets on board, Your decision should not only be intelligent but ensure it also does not harm humanity at large.
Thanks
22nd December 2014 From India, Vadodara
Hi, I agree with BIJAY -MAJUMDAR It is not your fault at all but reflect week Mgt. policy,at this stage any action will amount to hitting below belt a person which is neither professionally correct nor ethically right. so keep quite and terminate him if he gives chance of any other misconduct. Thanks N.K.SHARMA
22nd December 2014 From India, Chandigarh
I am not a HR person and do not know your company's rules. However, I recall a statement of one of my bosses. He had said the "Rules are there to be Broken."
Let me raise a few questions that may help you to make a decision. What does the company rule say about people giving false information in their application? Is there a penalty clause? How good is the employee in his role? Does that role really need a person with a degree qualification? For example, I know of people with ordinary degrees and master degree doing a job which a school lever can do. Sometimes, people with experience are better than degree holders. You statement "poorer than poorer" makes me think that he is not in any big role.
Also, let this case be a lesson for you. Unless the company asks you to verify background of present employees, do not bother checking.
22nd December 2014 From United Kingdom
Hi,
As an HR personnel, it is your responsibility to oblige the company policy.
1. if documentation verification is must & you have found a person with fake documents. you have to bring into the notice of management.
2. Its management decision, what to do. if you are in management , you can put your comments in favor or against the incident.
3. I have practical example like this case, that person has an out standing performance in his field but his documents are not acceptable for verification by Govt. Departments.
4. Qualification does matters, But Private companies some times go with the performance not the qualification & that person is still working with us.
6.remember , either you hired or not, one day this matter may be disclosed & both of you will be in trouble.
23rd December 2014 From United Arab Emirates, Dubai
There is no point of any action at this stage rather keep these kind of workers under your control and exploit at the time of any strike/agitation by workers Union at a later date.
23rd December 2014 From India, Chandigarh
TO answer your question you should be professional, if your Admin friend is professional he would appreciate it.
The grave i see here is not about his performance or process, but his credibility, Admin & finance professional deal with lots of purchases and cash dealings ( iam not being judgmental) so one has to be very diligent and honest to the system.
As there are no written clauses about actions etc.
I believe, you have to get your senior to the confidence and both should jointly speak to him and making him realize that this is not right and he should do this with anyone ever and give him a chance to correct his mistake, this will be a good gesture as an employer and also a just action.
23rd December 2014 From India, Mumbai
TO answer your question you should be professional, if your Admin friend is professional he would appreciate it.
The grave i see here is not about his performance or process, but his credibility, Admin & finance professional deal with lots of purchases and cash dealings ( iam not being judgmental) so one has to be very diligent and honest to the system.
As there are no written clauses about actions etc.
I believe, you have to get your senior to the confidence and both should jointly speak to him and making him realize that this is not right and he should NOT do this with anyone ever and give him a chance to correct his mistake, this will be a good gesture as an employer and also a just action.
23rd December 2014 From India, Mumbai
Hi Sabyashachi,
First of all if the employee has done wrong then he should be guilty not you.
Secondly,that employee is working for the company since 1.5 yrs,u can check his credibility and if his is an asset for your company then you should ingore what he has done but at the same time you have to make him realise guility of what he has done.
Sometimes you have to think emotionaly also unless there is no harm from that.
This is what i suggest.
Regards,
Ritika
23rd December 2014 From India, Noida
Thank you all for valuable comments & suggestions. I am very much glad to support from you. I am pleased to be a member of World wide Human Resource community. Regarding the above, all of Yours integrated suggestions & from my ethical point of view I already disclosed the matter to my boss & also post a humanitarian prayer to him like 'No Termination, If you have any other source....'.
That's All. I think, I am professionally correct , ethically clear & as a employee I have put my sympathetic corner also.
Thank you once again guys. Days will come, may be problem will come....... Hope all of we will provide ourselves proper guidance.
Sabyashachi
Executive - Admin & HR
An old & well established group of company, BD.
29th December 2014 From Bangladesh, Chittagong
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™