How Can I Resolve Background Verification Issues Without Digital Offer and Relieving Letters?

URGENT!!

I received an offer from an MNC in Dec '22 and submitted all the documents on the BGV portal in December itself.

Background Verification Concerns

In my 10 years of experience, I have worked in two companies (first 5 years in a small company, next 5 years in an MNC). I have all the documents: offer letter, relieving letter, selection email, and resignation acceptance email from my previous company. While doing the BGV, my future employer has asked for the offer letter and relieving letter mailer, which I don't have as I received both in hard copy format. Also, my company joining date and PF joining dates are different.

Clarifications and Current Situation

They are raising questions on these two points: that I received the letters in hard copy and that the company joining date and PF joining dates are different. My future employer sent an email to my previous employer asking for clarifications, and my previous employer has confirmed that they provided me the hard copy of the offer letter and relieving letter, and it was a management decision to start PF from a particular date (Nov 17) although my company DOJ was Feb 13. Even after the clarification, my future employer is not clearing my BGV, and the DOJ is approaching.

I have asked the recruiter about the status, and he is saying it is with the compliance team. After I left my previous company, I worked in an MNC for 5 years with similar experience, and they did not raise a single question on this. I am totally clueless about what they are trying to do.

Request for Advice

I would need your advice if anything can be done at my end because I have only two days left to join that company, and I do not have any other offer as well.

Regards,
Arpita

Background Verification Issues

These are some of the issues that the background verification team creates for candidates. They handle the matter as if they are detectives, engaged solely to find faults with the candidates. Background verification is actually carried out to clarify certain things, and as you mentioned, your past employers have already clarified why the date of joining the company is different from the DOJ in PF. They should be convinced by this explanation. It is up to the Employees Provident Fund Organisation to take necessary steps against the company for non-compliance with the law, and neither the background verification agency nor the employee himself can do anything about it. Therefore, they should approve the verification. I don't think there is any issue with hard copy offer letters and relieving letters. In fact, these documents should be in hard form only.

Call to Action for HRs

It is high time that HR professionals raise their voices against such actions by agencies who believe they have the right to jeopardize candidates' careers. Employers should be held accountable for this, in my opinion. Anyway, since we represent the needy, we have no other option but to listen to them and wait for a positive response. If, due to this reason, things turn negative, I would suggest that you should consider legal action against the agency for damaging your career. Such incidents should not happen to anyone else.

Dear Madhu Sir, Thank you for your response. I am feeling really helpless as I am not sure which agency is conducting the BGV and how to take any action against them. I am in touch with the company recruiter, and as per the recruiter, it is now with the company compliance team for clearance. Please advise on what I should do here.

Regards,
Arpita

It should be like that only because if the HR side of the company is perfect, they will not take it seriously. There are no non-compliances or mismatches. The date of joining as per your CV matches with the deposition of the employer, and the reason for not giving PF on the date of joining is also convincing. It is understood that you, as an employee, cannot do anything when the company has a protocol that PF will be given only on a later date and not exactly on the date of joining. You, like any other employee, cannot judge the employer's HR policies before joining the company, and when it becomes against the employee, you are helpless but to conceive it and go along with the policies. That's all. Therefore, I feel that the HR compliance team will not take such comments of the agency as negative remarks to avoid you.

Now, on the date of the expected joining, you should go there and join as usual. For you, what is material is the offer letter, and as far as you are concerned, whatever you have submitted is enough and sufficient for you to join. Done.