Long-time Employee Submitted Fake Experience Certificate: Should We Take Disciplinary Action?

One of the employees has been working in our organization for 15 years. When joining the company, he submitted a fake experience certificate, and nobody has pointed it out until today, giving him increments every year. He did not have any lapses in conduct during his 15 years of service. While verifying the personal file, I found the mentioned problem.

Hence, I request HR executives to please give me suggestions on whether I can proceed with disciplinary proceedings against him or drop the same.

Hi Kr,

At the time of appointment, every employee is required to sign the appointment terms and conditions. One of the conditions stipulates that if, at any point, the credentials submitted by the employee are found to be untrue, the employer will take appropriate disciplinary action, including termination of services.

In the current situation, the employee is subject to disciplinary action, potentially leading to termination, upon the discovery of the truth. However, considering the employee's 15 years of unblemished service, the management may, as a special case, choose to take a lenient approach. It is important to note that this leniency should not set a precedent for other employees. As the decision lies within the management's discretion, they may decide to issue a warning to the employee.

I hope this helps clarify the situation. Let me know if you need further assistance.

You should drop this case and ask him to submit a new certificate. If he does not have one, ask him to apply for it. We should not ruin someone's career and life. If he is a local resident, he might cause trouble in your personal life.

You should drop this case and ask him to submit a new certificate if he has one. If not, ask him to apply for one. We should not spoil one's career and life. If he is a local resident, he might trouble you in your personal life.

Stop digging up dead bodies; it is not fair. Are you sure you have never had to lie to anyone? Just ignore it unless he is harmful to the organization or incompetent.

Hi,

I am sure this would demoralize the person, especially 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 a soft but firm manner. Have a one-on-one with the employee and communicate to him that the management is aware but not taking a severe step, considering the clean tenure he has had. This will teach him a valuable lesson that wrongdoings can be discovered at any time by anyone, which can make life difficult. One cannot simply get away with such actions.

Cordially, preet

"One of the employees has been working in our organization for 15 years. When he joined the company, he submitted a fake experience certificate, and no one has noticed until now. He has been receiving increments every year, and there have been no conduct issues during his 15 years of service. While reviewing his personal file, I discovered this issue. Therefore, I request HR executives to give me suggestions on whether I should proceed with disciplinary proceedings against him or drop the case."

I hope these corrections help clarify the message. Let me know if you need further assistance.

Hi,

At the outset, I feel that this should not be taken any further. The person has been with your organization for about 15 years; he could have joined even before you did. All these years he has been a good resource, and your statement clearly indicates that he hasn't any negative record other than this fake salary slip. What I would suggest is to have a positive approach to this, make him aware that this has been noted, and encourage him to deliver more. Motivation at this point in time will help him deliver more.

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 don't think we have to take any action.
With Regards
Phanindra Sai A

15 years... and now a discovery? Sure, it shows your efficiency, but the company will not appreciate having to go through this all over again.

What is the level of the person (manager?) or a simple assistant? What is his profile? Does it demand an 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 situation 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 the future such things 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 it 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!

I agree with Ravi Shanker. An 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 a loyal employee, and besides this, think about his whole family as well. Please be human; after all, we are working for humans.

I think you should leave this case and work on some new cases. We are not God here, and if we look inside ourselves, somewhere, somehow, we must have also done something wrong. The difference is, till date, nobody has traced that out.

Dear HR,

As you said that he didn't have any lapses in his career for the last 15 years, then why should you take actions now! Although it's too late, be practical dear; it's India.

Regards,
Nitin.

Hi,

The issue here is, do we analyze the past that cannot be changed, or, as Peter Drucker would have asked, what can he contribute? The fact is that he contributed consistently for 15 years and was recognized by the company by receiving 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 purposes: document the anomaly and sustain productivity. Remember, Valmiki was reformed to write Ramayan.

Build on strengths.

Sanjiv Bosamia

Mr. Rao,

That employee has contributed to the company for more than 15 years, which is not a small period for anyone. He is loyal to the company, so is the company going to give him recognition after 15 years of loyal service? You're saying he has a clean record throughout his total experience. If you are considering taking any action against this employee for the reasons mentioned, there is a high chance of demoralization among the rest of the employees, as job security concerns would arise in everyone's mind. I believe that you have not yet brought this issue to the attention of the management. If I am correct, please consider resolving the issue at your level.

Legally, the company has every right to take action in such cases, but at the same time, you should also consider the human aspect which may not align with the legal perspective.

Regards,
Pradeep Nalluri

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 forgo one annual increment - if his performance has been consistently good, the management should communicate to him that he deserved an increment or promotion but should have lost his job for misrepresenting basic facts. As a special case, the management is letting him stay, but there will be no increment for this year. After all, there is no free lunch.

Venkatrangan

The companies adopt the wrong practices to win the market share, favoritism, etc. (Ref RIL and RNRL Case). There is nothing wrong with the person; he only seizes the opportunity to make his life better. You should explore his potential (which he displayed in the last 15 years). It's your fault that you have not performed in the past. Don't dwell on the past; be present.

True... the employee is liable for any disciplinary action. But again, he's been with the organization for 15 long years, which proves his dedication and loyalty. Considering "he did not have any lapses in conduct during 15 years of service," why penalize/trouble him now for someone's carelessness 15 years ago. I suggest you pretend you discovered nothing.

Ignore it. Fifteen years of loyal service to the company, and the person is still performing to the growth of the company. Treat it as a bad dream and let it go. :-)))

Regards,
Elvis

I go by Preeti's wordings. It needs to be conveyed to the personnel but should be handled in a way that it paves the way for a "win-win situation."

I request HR executives - please help me to make a decision.

One of our mines managers has resigned and is asking to be relieved with one month's notice as per the MMR 1961. However, as per the appointment order, he is required to work for three months. According to the Metaliferrous Mines Rules 1961, Regulation 34, no manager shall vacate his office without giving written notice to the owner or agent at least 30 days before the intended date of departure.

The said post is statutory as per the act, so please suggest whether I should consider the appointment order or the MMR 1961 to relieve the mines manager.

I do not think it's necessary to run the disciplinary at this stage. However, how sure are you that the certificate is fake? Have you conducted a thorough investigation, or do you have any negative information against this person that leads you to consider disciplinary action? Surely, if I were you, I would not even raise this issue after fifteen years of service. Perhaps you should ask yourself why it was brought up only this year.

I have one question. I have 1 year of experience in Payroll & Compliance, and after that, I joined GTL for statutory compliance. However, I am not finding that much interest in this role. What should I do? Should I continue with payroll or compliance? In your opinion, which is more important - payroll or compliance?

Please let me know if you need any further assistance.

Sarika, I believe you should work on statutory compliance and gain more legal knowledge by examining various issues.