Insolvency N Gst Professional
Nagarkar Vinayak L
Hr And Employee Relations Consultant
Hr Professional
+1 Other

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Hi I'm Punitha Working in a startup where we are still building up our company policies etc.... One person joined in a senior position, where we got some bad news about his resignation in his last company, but we had to wait because till we do BGV professionaly. we informed the candidate we may process BGV at any time. as days gone by he was misbehaving in the office time talking to other employees unnecessarily and giving comments on the higher officials etc.... when he had been caught red handed with CCTV footage and co employees complain....he just ran out stating that we have to settle the amount by next day. We settled him the next day. After that he came after 2 days and tried to convince our CEO for rejoining. So we thought of doing background verification and if we find good reason we can give him second chance. But the number which he had given for verification had left the job in that previous organisation. so hearing that I requested for HR number for further action. By this time the candidate came to know that we are verifying him. so he started giving threat call to my CEO that he can take any action for doing BGV. so CEO asked me to stop the verification as he is not going to be given any chance here. But he didnt stop with that ..... he started calling CEO and pressurising him stating that HR should give apology letter to him for BGV.
Please give your valuable suggestions and guide me what to do????
Thanks & Regards,

From India, Karimnagar
Document each of the activities done by him, witnesses wise and day wise.
Make a time line when he joined and when he quit etc and keep a full record.
Just ignore his phone calls and messages.
As HR, doing BGV is normal practise.
I am sure your employment form must be having a stipulation that BGV will be done.
Not even the remote chance of apology exists.
In case he persists in ringing up and threatens etc, send him a lawyer notice.
Option of civil police also exists.
Basically ignore, dont pick up and let him rant and scream.
But be watchful and alert.
By the way, he is senior person, but what was his background and during interview nothing adverse was noticed?

From India, Pune
Hi Punitha, Have you taken his written consent before initiating BVG? thank you. Raj
From India
Dear Punitha,
When the misbehaved/caught guilt employee himself has quit, why did you entertain for him to meet the CEO again.
Okay fine he has been given chance to meet CEO,but you should have not thought of his re-entry into the organization having proved with his misconduct earlier.
Let your CEO also be strong and bold in his case and not refrain you from your activities.
The question of HR giving apology does not arise and let him bark, as rightly said by Mr.Nathrao.

From India, Hyderabad
Hi Punitha
Not to worry about this incidence...You are in HR field, there are many more to come.
Donot dream to give any apology to anyone. You are legally right, Each company need to do BGV specially senior person.
Please keep all incidence in time frame manner and all recordings even some witnesses are there with you, further ask CEO to be Bold and record his threatening calls..
There are many ways to punish the defaulters...No one is above Law..
If you need help please let me know
all the best
Mobile No.09408004617

A to Z Solutions
(Expertise Consultancy- IR,HR, Training & Development,Govt.Liaison Work & Property)
SF-03, Charbhuja Complex, Beside H.P.Petrol Station, Water Tank Road,
Karelibaug, Vadodara-390018

From India, Mumbai
Dear Madam
After his legal separation /settlementof his dues , the employer- employee relationship ends. It was wrong move to think of rehiring misfit and institute uncalled for BGV.
Ask your CEO not to entertain him/his call and there is no question of HR giving apology .
If he persists, threaten him of police case but don't buckle under his threat.
Vinayak Nagarkar

From India, Mumbai
Dear Punitha,
It is difficult to understand whether you are running a company or a betel shop. You appoint people without verifying his credential in senior position and settling his full n final, when the concerned for commited some fault.
Whether you re-took the person in job after setteling his account? If did so, what procedure did you follow or have taken any written statement from the person as a declaration (where he assured the management to spare him this time) and shall not indulge in or resort to any misconduct in future.
If you have not taken yet in job then do not consider for re-joining. In case the person calling, threatening and misbehaving then management can lodge FIR for this kind of nuisance. Be stubborn, your laxity in the matter will make you fall in trap.

From India, Mumbai
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