Forgery Uncovered: Should an Employee Stay After Faking Documents? What Would You Do?

I recently faced a case of forgery by one of our ex-employees. She misrepresented her experience at our workplace and also created forged documents and signatures. Upon verification by the new employer, everything was exposed. Multiple points were misquoted, including wrong experience, wrong designation, wrong salary, and mentioning probation as confirmed, etc. Despite these substantial discrepancies, the employee appears to be allowed to continue working in the organization. Is this acceptable? What should I communicate to the new organization? This situation isn't ideal as it opens up multiple opportunities for dishonesty.

The concern is that the forged documents could be used by this employee again when she leaves the new organization to join another.

Addressing Forgery by Former Employees

I am not sure whether your passion for integrity and honesty or any other personal reasons prompt this query when the employee is no longer in your service. Alternatively, the incident also indicates how poor your management was in the matters of scrutiny of documents submitted by a new employee and their background verification.

In my opinion, it is better to leave the matter as it is and tighten up the scrutiny of documents relating to appointment and background verification processes in the future. If you receive any inquiry from the person's new employer, it is better to limit your remarks to the period of your employment only.

Regards