Dear HR fraternity,

Tons of Thanks for all the mails and suggestion for the problem of Fraudulent C.V

Case

I reviewed each and every opinion with utmost care and thought on each and every perspective on the same.

Some said remove the guy, some said continue to work, some said review salary some said give him chance, one even said to forward his C.V .

But one sentence struck me deep … "Are our own C.V contains 100% truth.. Don't we lie in our C.V " .. I believe this guy has gone one step ahead in the race because he really wanted to change his profession .

However, coming to the point …. we have now solved the issue and this is the way we did it.

A joint meeting was organised for the head operations, the guy and me. ( Didn't want this issue to go to other employees)

Facts were told to the guy ( in a polite way ) that organisation has tapped the misleading info what he' s done but no to the intention of sacking out the guy.

Guy humblely accepted his mistake and was ready for the con sequences (as we told we wouldn't sack him)

Upon discussion we came down to the conclusion that since he 's a talented and hardworking guy we give him a chance.

Some of the responsibilities were downgraded (not all), but we didn't changed his hierarchy

As he mentioned 4 yrs experience but actual was two so he 's now overpaid which is injustice to guy who has 4 years ex. so we reduced his salary by 35 %

BUT … out of that 35% we assured him that if her performs well over the year then 25% will be rewarded back to him as a performance bonus at the end of the year (apart from regular bonus).

This seems a little dicey but I firmly believe, this will further lead him motivated with two things.

1. Believes that even when he 's wrong the organisation is generous with him (Long term commitment )

2. He' s motivated to perform so as to achieve that 25% (extra)

Also upon asking .. The guy is ready to sign a bond for 3 years (but we didn't intend to do so)

I believe that he wouldn't do any harm in my organisation but might take a month or two to really upgrade

I understand that many of you may disagree with the same but ultimately we had a common opinion on this..

Thanks once again,

Subramani

Now it's almost two months and still we don't have any complaint against the person as he's still in the learning phase given to him under grace period.

I guess you have already the answer. Let him stay anyway his under the grace period. With that you can give the verdict afterwards.

regards,

paul

Well I think its your luck that the person is not only conceptually clear, smart but also a performer in the required assignment. You shoul let him stay and grow with the organisation with focussed monitoring over the probation period.

On the other hand , do put this Fraud in clear terms to him that he is caught and if need be mark in his file as well,, so as to ensure that he does not indulge in such unfortunate practices in the coming years. 

What do senior professional like us have to say on this ?

Dear All,

First thing is let him continue as his performance is good. However find out the reason as to what was his intention in providing incorrect information. Many a time we get carried away with no. of years of experience the person has. Length of service has nothing to do with the perfomance. In many cases you will see One years experience repeated n No of times.

In our company the employee has to provide certificates (Original for verification) including experience certificate and releiving certificate before joing. This can also help in avoiding such instances.

However as a professional it is expected from him. Terminate him just before completion of his probation. You can also deny a exeprience certificate. If he insists for certificate you can tell him taht you also going to mention about this incident in it.

Regards,

dharmendra