Dear Gambhir, It depends on 1) The HR policies followed by you company 2) The performance of the employee 3) Do you give more importance to education or performance ? My opinion - Yes, the employee shouldnt have forged his documents.... but i guess its work performance that matters the most ..... If the company is gaining from the employee then i dont see any reason why one needs to give more credence to the certificates .... After 3 yrs you realised that the docs were forged... are you willing to let the HR dept be a laughing stock ? Having said that, you know best .... what step needs to be taken depends on a whole lot of other factors apart from the ones mentioned above.. Regards Rashmi
From India, Bangalore
From India, Bangalore
Hi, Once an established case of fraud comes to light, the company should precede with the disciplinary action. You cant accomodate a "fraud" simply because you otherwise find him competent. Had he not produced the false certificate, he would not have been employed in the first place. In my long 38 years of experience, we came across a similar case, where a person, by virtue of his post graduate qualifications, which eventually turned out to be a fake one, was granted promotion to executive cadre post and subsequently became a Senior executive. He admitted having submitted a fake certificate which was detected after nearly 12 years. We demoted him to Non -executive post, without protecting his salary.We could not recover the amount paid as an executive, as he had acutally perfomed the excutive functions of the post held by him. This was based on legal opinion. Cyril
From India, Nagpur
25From India, Nagpur
Dear Gambhir, The action you take in this scenario entirely depends upon the value system of your company. If you follow strong ethical values then there should not be any two ways about it ,the person should be fired no matter how wonderful performer he is because it puts a question mark on his performance as well if he is in sales how do you know if the sales performance is genuine or not as there is always room for fake sales. Think of it like if it is proved that God forbid Sachin or Saurav are involved in match fixing what action would the Indian Cricket board take certainly they wouldn't consider their past brilliant performances as it will be a matter of country's pride and prestige. Regards Mobeen Tejani
Come on Gambhir, what you were doing these three years when he was working. or you are a new joinee in the company and are digging graves by doing reference checks of old employees. First thing is ur HR in reference check was not strong 3 years ago. Second you have made him work for 3 years and found his performance as excellent. Take my full and final advice in name of HR, Humanity. Forget that he has fake degrees. And he is fantastic employee. Now sponsoring him to do degree may degrade his performance, so just FORGET all Human mind is too complicated. OK. OK OK[/quote] I agree with Ravi Regards Govil Nanda
From India, Delhi
From India, Delhi
i agree with ruku. Its hard to get good performers. Policies & rules are made for people & not otherway round. Hence, if possible pls amend / or bring flexibility in the policy. All the best! Janavi
From India, Pune
From India, Pune
if he is performing well let him continue. At the same time he may be called & informed about this forgery he had made. After all performance is count in private sectors not qualification. Mere possessing higher qualification is no guarantee of good performance. We have some very good old employees who are under-matric but in technical expertise they can put the qualified engineer behind. If your company has zero tolerance on it then you can sack him otherwise let him continue. Regards,
From India, Mumbai
From India, Mumbai
Dear Gambhir First how to know thier degree is fraud. If person is good moral and skilled then send for training for the ocurse. ak singh
From India, Delhi
From India, Delhi
Hi, Sin is sin.HR must uphold company policy. Fraud is a dismissable offence and tantamount to crime. He is liable to instant dismissal . However,if you insist on maintaining him because no one in the country can replace him, send him on a compulsory leave without pay to earn his certificate and resume all at his expense. In HR, COMPROMISE MUST ONLY BE MADE WITHIN the ambit of company policy so as not to set dangerous precedents. Fraud must be discouraged so others do not emulate and utilise room from your laxity. Obedience/compliance is always/ultimately better than sacrifice.
hello all! if thought practically, company needs business & likewise profits.... if the person is performing well, why not retain him...!?!? if the forged degree case is confronted & if given him a chance to legitimise all those, he will be grateful to the company forever... and every one talkin about talent retention - he will not leave the company for a long time... gambhir - think it over thanks sowjanya
From India, Bangalore
From India, Bangalore
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