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![\"Moment](\"http:\/\/www.jantakhoj.com\/templates\/images\/moment_of_truth.png\")
\nLet’s consider one such situation where an employee has an excellent track record and is a gem for the company and will add the medals of clients in long run. Only problem with his joining is his background verification result.<\/p>\n
Background verification has become inevitable. But what if an employee’s background check fails?
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\nLet’s consider one such situation where an employee has an excellent track record and is a gem for the company and will add the medals of clients in long run. Only problem with his joining is his background verification result.<\/p>\n
The result says that this employee has worked in two companies till now, let’s say X and Y. Some eight years back, this employee started his career with company X and broke the company’s employment bond. As a result, he didn’t receive a valid company leaving certificate. The information collected from X’s HR department indicates that this employee is absconding from the work and there is no mention of the last working day or date.<\/p>\n
Remaining seven years of work in company Y was outstanding. He has been an ace employee and he has all the documents in place. Apart from the above mentioned problem, there are no legal, criminal or any other issues that are of concern with this employee.<\/p>\n
Question is – with an absconding tag from his first company and outstanding employee tag from the next, is it fine for this new company to continue with his employment? What can we, the decision-making HR professionals, do when we face the moment of truth?<\/p>\n
In my view, there are few possible solutions to this problem –<\/p>\n
1. Termination of the employee on grounds of not submitting all the documents mentioned.<\/p>\n
2. Compromising with the situation and hence counting only the years of service in company Y and\u00a0 adjusting the years of service and salary accordingly in agreement with the employee.<\/p>\n
3. Asking the employee to resign on his own.<\/p>\n
Whatever be the solution, win-win, win-lose or lose-lose, situation is challenging for the HR personnel who have to deal with it. There might be other feasible solutions as well. Or can we just overlook such issues? What’s your say? Let all of us know!!<\/p>\n","protected":false},"excerpt":{"rendered":"
Background verification has become inevitable. But what if an employee’s background check fails? Let’s consider one such situation where an employee has an excellent track record and is a gem… <\/p>\n","protected":false},"author":111,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[],"yoast_head":"\n