DEAR TEAM, IF AN EMPLOYEE JOINED WITH A FALSE DATE OF BIRTH AND AFTER MORE THAN 15 YEARS WE FOUND OUT.
WHAT ACTION CAN MANAGEMENT TAKE?
PLS SHARE YOUR QUESTIONNAIRE TO UNDERSTAND
THANKS
KRISHNAMOORTHY
From India, Chennai
WHAT ACTION CAN MANAGEMENT TAKE?
PLS SHARE YOUR QUESTIONNAIRE TO UNDERSTAND
THANKS
KRISHNAMOORTHY
From India, Chennai
Hi,
It is customary in all Organizations to collect ID/Address proof wherein DOB will also mentioned.
So at the time of joining you should have collected PAN / Aadhar / 10th Mark sheet copy wherein the DOB details must be there. Have you verified the DOB at the time of joining. Alternatively if you are the employee joined with false DOB have submitted the above proof at the time of joining ?
By the by what you mean by false date of birth ? Is it actual DOB differ from Aadhar/PAN proof ?
From India, Madras
947It is customary in all Organizations to collect ID/Address proof wherein DOB will also mentioned.
So at the time of joining you should have collected PAN / Aadhar / 10th Mark sheet copy wherein the DOB details must be there. Have you verified the DOB at the time of joining. Alternatively if you are the employee joined with false DOB have submitted the above proof at the time of joining ?
By the by what you mean by false date of birth ? Is it actual DOB differ from Aadhar/PAN proof ?
From India, Madras
Dear member,
Falsification of the documents at the time of recruitment is misconduct under the provisions of the standing orders act. Therefore, you may order domestic enquiry. If the culpability of the accused is established, then you may initiate disciplinary action.
The focus of the enquiry should not be on the defaulter per se but on what happened. Identify who were involved in the recruitment and take disciplinary action against those also.
Falsification of the documents is a matter of integrity and it cannot be condoned. If you take disciplinary action, it will send a message to one and all that the top leadership wishes to promote a culture of integrity.
However, the employee in question has worked for 15 years. It is a long tenure. Therefore, considering his contributions to the growth of the company, leniency may be shown and the person may told to put in the papers. However, do not bypass the domestic enquiry. It has its merits and is independent of the letter of resignation submitted by the company.
Thanks,
Dinesh Divekar
From India, Bangalore
Falsification of the documents at the time of recruitment is misconduct under the provisions of the standing orders act. Therefore, you may order domestic enquiry. If the culpability of the accused is established, then you may initiate disciplinary action.
The focus of the enquiry should not be on the defaulter per se but on what happened. Identify who were involved in the recruitment and take disciplinary action against those also.
Falsification of the documents is a matter of integrity and it cannot be condoned. If you take disciplinary action, it will send a message to one and all that the top leadership wishes to promote a culture of integrity.
However, the employee in question has worked for 15 years. It is a long tenure. Therefore, considering his contributions to the growth of the company, leniency may be shown and the person may told to put in the papers. However, do not bypass the domestic enquiry. It has its merits and is independent of the letter of resignation submitted by the company.
Thanks,
Dinesh Divekar
From India, Bangalore
Is it a case of falsification of DOB or just a discrepancy among various documents such as Matriculation Certificate/ Aadhar/Voter's ID/Passport etc.?
If the latter, it is quite common among those in the earlier generations. Such mismatches are primarily because of the parents who, in their overenthusiasm in getting the child admitted in the school. In those times, Birth Certificates were not mandatory and the parent or the teacher used to enter a suitable DOB.
In view of this reality, no hard view needs to be taken if the employee has not derived any undue advantage of the incorrect or wrong DOB. Let us not allege falsity unless we are sure of the facts.
Afterall, a mischief is quite distinct from a mistake; it is former alone that requires to be punished whereas mistakes are bound to be condoned and at the most corrected.
From India, Kochi
If the latter, it is quite common among those in the earlier generations. Such mismatches are primarily because of the parents who, in their overenthusiasm in getting the child admitted in the school. In those times, Birth Certificates were not mandatory and the parent or the teacher used to enter a suitable DOB.
In view of this reality, no hard view needs to be taken if the employee has not derived any undue advantage of the incorrect or wrong DOB. Let us not allege falsity unless we are sure of the facts.
Afterall, a mischief is quite distinct from a mistake; it is former alone that requires to be punished whereas mistakes are bound to be condoned and at the most corrected.
From India, Kochi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Joining formality.zip
JOINING KIT.doc
Ex Employee joining back..ppt