A systematic employee selection can do much to help hire effective employees who are capable of doing an excellent job. Discipline in the workplace is a must. Higher official personnel’s correct behavioral deficiencies and ensure adherence to established company rules. Some lesser misconduct may lead to a warning, more serious misconduct may lead to a dismissal. It’s better to conduct background verification on your employees before you hire them.
Workplace misconduct could be any one of the following:
•Failure to notify of an absence
•Rude or abusive language in the workplace
•Failure to follow “Departmental Rules or Policies “, i.e., not following correct cash handling procedures
•Failing to be faithful.
You should also have a plan of action in place to hold each employee accountable for violating the rules. A serious misconduct can have the effect of destroying or undermining the relationship of trust and confidence between an employee and employer. Without this trust and confidence an employment relationship can’t continue. Serious misconduct usually involves the employee acting intentionally however there may be circumstances in which an employee acts so carelessly that it amounts to serious misconduct.
Once you hire an employee, it is important to alert all your new employees of the behaviors you consider unacceptable within your organization.Last month a school staff’s misconduct with his fellow colleague caught the headlines. If the school had done a background check on the employee, it would have learned that he had previously pleaded guilty to have been subjected to workplace misconduct. Depending upon your institution’s policy, there are a variety behaviors that constitute insubordination.
Another instance where a security guard was found guilty of rude and abusive misconduct, this might cast doubt on the employee’s ability to safely provide security. Discipline should be restricted to the issuing of letters of warning, letters of suspensions, or actual termination. It is common for warnings to be issued for misconduct. If the misconduct is serious enough, a final warning may be issued stating that the employee will be dismissed if the same behavior happens again. Negligent hiring is the most common legal risk for failing to perform a background check.
Employers should be sensitive and mindful of the data being used for background checks as well as the means of obtaining such data, as India protects the privacy of an individual from unlawful incursion.
In a complex country like India, only Fourth Force with a nationwide network of 29 state offices and a ground force of 100+ former police personnel with vast experience know how to deliver truly authentic and reliable background verification services.