Hi, My friend has been terminated from employment after 2.7 years of service due to a failed background verification.
Reason for BGV failure
The first organization where he worked got blacklisted (his current employer is his third organization).
Number of years served in the first organization
3 years
Documents provided to prove employment
1) Final year Form 16
2) Final year Form 26AS
3) Offer letter
4) Experience letter
For the first two years, he had a low salary amount (not taxable income), and it was considered improper payment; there was no Form 16 available for it. He couldn't provide a salary statement because the bank account he used to receive his salary is closed, and the statement requested is 6 to 9 years old.
He was asked to contact the old employer for verification of employment through email by looping in the BGV team, but the old employer did not respond even after multiple reminders. We later found out that the organization is now shut down. The employer was not satisfied with this and terminated him from employment.
Question 1: Validity of termination reason
Is this a valid reason for terminating an employee? The documents he provided were not proven fake, but he couldn't prove his employment period through bank/tax statements. This situation raises concerns about my own career since my first organization is also closed, and they never provided proper salary details. Unfortunately, this is not an isolated case.
Question 2: Impact of removing blacklisted organization from experience
If he removes the blacklisted organization from his experience, will he be able to secure a job in a reputable company? Will his termination status raise doubts?
Hard realities faced during BGV verification
1. BGV began after he submitted his resignation.
2. When HR mentioned that any clearance process/relieving formalities would only start after BGV verification, he withdrew his resignation, confident that he could prove his background verification and depart peacefully. His managers also supported this decision and assigned him new tasks on updated technologies.
3. However, the BU HR did not approve his withdrawal. When he inquired with his project HR, he was told he might need to commit to not leaving the organization again for a year.
4. He was unwilling to agree to such terms, so HR informed him that his withdrawal would be treated as a notice period, with the last working day as previously decided.
5. More than a month after this communication, with 27 days left to complete his notice period (totaling 3 months), the BU HR accepted his withdrawal.
6. He believed his BGV was now clear and requested a discussion with HR and his reporting manager to confirm the status.
7. However, before the scheduled call, he received a termination letter. When he questioned the BU HR about why they accepted his withdrawal if they intended to terminate him, he was informed that the resignation procedure needed to be treated as termination, and his withdrawal was accepted to complete it.
8. There was no record of non-cooperation or unsupportive behavior on his part; he had responded to all emails, including the final notice.
9. There was no direct communication with him before the termination letter was sent.
10. Despite questioning the statement that he did not cooperate with the BGV process, he did not receive a response.
11. This incident occurred in a multinational corporation.
Reason for BGV failure
The first organization where he worked got blacklisted (his current employer is his third organization).
Number of years served in the first organization
3 years
Documents provided to prove employment
1) Final year Form 16
2) Final year Form 26AS
3) Offer letter
4) Experience letter
For the first two years, he had a low salary amount (not taxable income), and it was considered improper payment; there was no Form 16 available for it. He couldn't provide a salary statement because the bank account he used to receive his salary is closed, and the statement requested is 6 to 9 years old.
He was asked to contact the old employer for verification of employment through email by looping in the BGV team, but the old employer did not respond even after multiple reminders. We later found out that the organization is now shut down. The employer was not satisfied with this and terminated him from employment.
Question 1: Validity of termination reason
Is this a valid reason for terminating an employee? The documents he provided were not proven fake, but he couldn't prove his employment period through bank/tax statements. This situation raises concerns about my own career since my first organization is also closed, and they never provided proper salary details. Unfortunately, this is not an isolated case.
Question 2: Impact of removing blacklisted organization from experience
If he removes the blacklisted organization from his experience, will he be able to secure a job in a reputable company? Will his termination status raise doubts?
Hard realities faced during BGV verification
1. BGV began after he submitted his resignation.
2. When HR mentioned that any clearance process/relieving formalities would only start after BGV verification, he withdrew his resignation, confident that he could prove his background verification and depart peacefully. His managers also supported this decision and assigned him new tasks on updated technologies.
3. However, the BU HR did not approve his withdrawal. When he inquired with his project HR, he was told he might need to commit to not leaving the organization again for a year.
4. He was unwilling to agree to such terms, so HR informed him that his withdrawal would be treated as a notice period, with the last working day as previously decided.
5. More than a month after this communication, with 27 days left to complete his notice period (totaling 3 months), the BU HR accepted his withdrawal.
6. He believed his BGV was now clear and requested a discussion with HR and his reporting manager to confirm the status.
7. However, before the scheduled call, he received a termination letter. When he questioned the BU HR about why they accepted his withdrawal if they intended to terminate him, he was informed that the resignation procedure needed to be treated as termination, and his withdrawal was accepted to complete it.
8. There was no record of non-cooperation or unsupportive behavior on his part; he had responded to all emails, including the final notice.
9. There was no direct communication with him before the termination letter was sent.
10. Despite questioning the statement that he did not cooperate with the BGV process, he did not receive a response.
11. This incident occurred in a multinational corporation.