I am an HR Executive. A person joined my company—how do I know that currently, he is not working?
I have a doubt that he is working for some other company and getting a salary in hand (I think there is no PF deduction in that company). City: India-Dehradun, Country: India, no PF, PF deduction.
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I have a doubt that he is working for some other company and getting a salary in hand (I think there is no PF deduction in that company). City: India-Dehradun, Country: India, no PF, PF deduction.
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To verify if an employee is potentially engaged in duplicate employment, especially if there are concerns about receiving unreported income, follow these steps:
Step 1: Conduct a Background Check
- Initiate a thorough background check on the employee to verify their previous employment history.
- Look for any discrepancies or undisclosed information that could indicate concurrent employment.
Step 2: Monitor Attendance and Performance
- Keep track of the employee's attendance and performance at your company to detect any irregular patterns.
- Sudden changes in work habits or performance could indicate engagement elsewhere.
Step 3: Review Payroll Data
- Scrutinize the payroll records to ensure consistency and accuracy in salary payments.
- Look for any anomalies such as multiple bank account deposits or irregular salary patterns.
Step 4: Communicate Openly
- Have a transparent conversation with the employee to address your concerns professionally.
- Allow the employee to provide clarification or explanation regarding any doubts you may have.
Step 5: Check External Sources
- Utilize external sources such as social media or professional networking platforms to gather additional information on the employee's activities.
- Look for any public posts or updates that may indicate dual employment.
Step 6: Seek Legal Guidance
- If substantial evidence suggests the employee is engaged in duplicate employment, consult with legal experts to understand the legal implications and appropriate actions to take.
By following these steps, you can effectively investigate the possibility of an employee working concurrently in another organization while employed in your company. It's essential to handle such situations with sensitivity, professionalism, and adherence to relevant labor laws and company policies.
From India, Gurugram
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70Step 1: Conduct a Background Check
- Initiate a thorough background check on the employee to verify their previous employment history.
- Look for any discrepancies or undisclosed information that could indicate concurrent employment.
Step 2: Monitor Attendance and Performance
- Keep track of the employee's attendance and performance at your company to detect any irregular patterns.
- Sudden changes in work habits or performance could indicate engagement elsewhere.
Step 3: Review Payroll Data
- Scrutinize the payroll records to ensure consistency and accuracy in salary payments.
- Look for any anomalies such as multiple bank account deposits or irregular salary patterns.
Step 4: Communicate Openly
- Have a transparent conversation with the employee to address your concerns professionally.
- Allow the employee to provide clarification or explanation regarding any doubts you may have.
Step 5: Check External Sources
- Utilize external sources such as social media or professional networking platforms to gather additional information on the employee's activities.
- Look for any public posts or updates that may indicate dual employment.
Step 6: Seek Legal Guidance
- If substantial evidence suggests the employee is engaged in duplicate employment, consult with legal experts to understand the legal implications and appropriate actions to take.
By following these steps, you can effectively investigate the possibility of an employee working concurrently in another organization while employed in your company. It's essential to handle such situations with sensitivity, professionalism, and adherence to relevant labor laws and company policies.
From India, Gurugram
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