Employee Forged Documents: What Risks Do We Face If We Keep Her On?

One of our employees has submitted forged documents (Appointment letter, Hike letter, Probation completion letter) at the time of joining. We found this during our background verification process. In a meeting, she admitted to forging all the documents, and we have received confirmation from her previous company that she engaged in forgery, and they are taking legal action against her.

Guidance Needed on Employee Forgery Case

In this case, I need guidance on what actions to take. Please advise on the potential problems the company may face if we decide to retain this employee.

Regards, Asst. Manager HR

Handling Document Falsification

If the falsification of the documents is discovered and accepted by the newly joined employee, the logical action would be the termination of her services. However, before termination, issue her a show cause notice. Let the employee provide her reply. If the employee accepts her guilt, then issue the termination order. If, in the reply to the show cause notice, the employee refuses to accept the misconduct, then order a domestic inquiry and let the misconduct be proved. Based on the findings report of the inquiry, take action, which obviously is termination.

Falsification of documents at the time of joining the company speaks to the integrity of the individual. There cannot be any compromise on this count.

Thanks,
Dinesh Divekar

Thank you for your suggestions, Mr. Dinesh. However, the issue is that she is sentimentally trying to convince management that she came from a very poor family, so she needs this job. Management has also been delaying this discussion for two weeks. When we consider her behavior, it's rather pathetic. We recruited her for the HR team as a junior recruiter. If we decide to allow this employee to continue in our company, what are the issues that the company will need to handle?

Dear Kuntrapakam, while making decisions, you need to prioritize the company's interests before individual interests. You need to create a culture of justice. Handling this case firmly will convey a message to everyone that rules are enforced without exception, regardless of whether a person works in the HR department or elsewhere. If you intend to make exceptions, why bother conducting background checks at all? Eliminate this aspect of the recruitment process!

The financial background of the newly hired employee is unrelated to the misconduct she committed. These two aspects should be considered independently. Advise your management to resolve this issue promptly.

The abrupt separation of an employee is always distressing, both for the individual and those working in the department. However, every wound heals with time. You will overcome this emotional setback in a few days, and that will be all!

Thanks,
Dinesh Divekar

Dear Colleague,

Since she has admitted to forging the document, she should be asked to formally document it. It is clear that her employment cannot be continued. The most appropriate course of action would be to terminate her, which may tarnish her career. If she genuinely regrets her actions, she is less likely to repeat them. Therefore, consider allowing her to resign rather than terminating her outright.

Regards,
HR Consultant