Hi Team,
Recently, I was working at TCS, and now my manager has approached me for conversion to Permanent. HR has contacted me and asked for my work history, which I provided, and the same information is available in the ibegin portal.
However, there is an issue with one company where I worked for two years; I do not have the bank statements as I was receiving an in-hand salary. The TCS recruiter mentioned that I need a bank or PF statement. Can we proceed without it? I have also requested the removal of that experience due to the lack of bank statements.
HR has now informed me that we cannot proceed in this scenario. I suggested checking with the company regarding how I received my salary, but they are refusing to move forward. Team, please assist me in this matter.
From India, Delhi
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Recently, I was working at TCS, and now my manager has approached me for conversion to Permanent. HR has contacted me and asked for my work history, which I provided, and the same information is available in the ibegin portal.
However, there is an issue with one company where I worked for two years; I do not have the bank statements as I was receiving an in-hand salary. The TCS recruiter mentioned that I need a bank or PF statement. Can we proceed without it? I have also requested the removal of that experience due to the lack of bank statements.
HR has now informed me that we cannot proceed in this scenario. I suggested checking with the company regarding how I received my salary, but they are refusing to move forward. Team, please assist me in this matter.
From India, Delhi
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Whether to hire a candidate as an employee is purely a management decision. However, whether to make them permanent or confirm their status from probationer would involve both professional ethics and company policy. If we follow the former, background verification and records of past service should be positive from day one of employment. It is unethical to let an employee join without any records or evidence of their past service and salary, and then demand such information to confirm their service. This implies that a probationer can be anyone, but confirmation will be based on specific parameters.
The latter is the policy that determines an employee's fate. If the policy states that no employee will be made permanent without producing bank statements showing their previous salary, then it must be provided without fail. The question arises as to why an employee needs to provide bank statements since an employer is not concerned with their past salaries from previous employers. What matters is whether the employee is suitable for the salary offered by the current employer. If the salary offered fits within the pay scale, there should be no need to worry about past earnings. If an employee's past salary was higher, the current employer will still offer what they can afford. Therefore, asking for bank statements seems unnecessary, and the employee's declaration of past earnings should suffice.
In today's digital age, receiving salary in cash or lacking a PF account is unacceptable. If the new company requests these statements, they should be readily available. Challenging the company's actions based on ethics may be unfair, as these documents could have been collected during the probation period. However, legally, the company's policy must be followed. It is advisable to either seek clarification from the previous employer regarding cash salary payments and the absence of a PF account or consider leaving the company before facing termination.
From India, Kannur
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4758The latter is the policy that determines an employee's fate. If the policy states that no employee will be made permanent without producing bank statements showing their previous salary, then it must be provided without fail. The question arises as to why an employee needs to provide bank statements since an employer is not concerned with their past salaries from previous employers. What matters is whether the employee is suitable for the salary offered by the current employer. If the salary offered fits within the pay scale, there should be no need to worry about past earnings. If an employee's past salary was higher, the current employer will still offer what they can afford. Therefore, asking for bank statements seems unnecessary, and the employee's declaration of past earnings should suffice.
In today's digital age, receiving salary in cash or lacking a PF account is unacceptable. If the new company requests these statements, they should be readily available. Challenging the company's actions based on ethics may be unfair, as these documents could have been collected during the probation period. However, legally, the company's policy must be followed. It is advisable to either seek clarification from the previous employer regarding cash salary payments and the absence of a PF account or consider leaving the company before facing termination.
From India, Kannur
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