Employment Verification Dilemma: How Does a POSH Case Affect New Job Opportunities?

If the old employer mentions that the candidate was investigated for a POSH case and found guilty in his relieving letter, can this come under employment verification, and how will it affect joining a new place?

Certainly, yes. An employee found guilty of any misconduct, whether minor or major, including sexual harassment, will have that reflected in the background verification. If such misconduct is revealed in the verification, will any employer hire them? If the employer does not care about that, what is the point of conducting background verification?

HR Ethics and Relieving Orders
Writing about misconducts in which the employee was found guilty or involved in on the relieving order is not fair, and we do not do so. This is because HR ethics dictate that when issuing a relieving order, we should not include any comments that could stigmatize the employee.

Hi, it is not a common practice to mention those comments in a relieving letter. However, during BGV, your ex-employer will surely mention the incident in the Remarks column.

Nowadays, it is common to include questions such as "Had the employee been involved in any misconduct?" or "Is the employee found guilty of any misconduct?" in the background verification questionnaire. Employers cannot skip these questions or provide incorrect answers.

Understanding Employer Comments in Relieving Letters

Very simple, do not get involved in any misconduct.

You should understand one thing: just like we don't make any negative comments about a deceased person, even if they were notorious, no employer will write negative comments about an employee leaving unless there were issues that had a significant impact on the employer or the team. If the employer mentions that the employee was involved in misconduct, it would have to be a major offense. While it is common for everything to be disclosed during background verification, the employer will only include such information in the relieving letter if it is very serious. Employers are reluctant to write negative things about employees; therefore, when leaving the company, the departing employee should request forgiveness for any past mistakes and ask not to harm their career. This is the best course of action.