Labour and service related
sameer
(Querist) 02 May 2015
This query is : Resolved
My friend is a HR Manager in one of the reputed firm in mumbai. He has appointed a production manager in his company. After 3 month he has gain information from outside sources that whatever claim he has made in his resume is not proper. ( That is he has mentioned the period in the resume for one company period is actual lesser than what he has claim in the cv . ) However the work allotted to the person is proper and beyond satisfactory level till date.
1.What action can HR manager take against this production manager, for quoting wrongly in the resume of employment period .
2. If suppose any mistakes/ errors made in future by the same production manager can Hr manager claim against that person in future if he contines the service of that production manager.
Sudhir Kumar, Advocate
(Expert) 02 May 2015
your friend is HR Manger???
He does not even know how to deal such situation?
He also doe snot like to directly seek advise.
Dr J C Vashista
(Expert) 02 May 2015
Why are you so keen to learn about the petty problem faced by your HR friend?
If he is so incompetent HR Manager, ask him to engage a local professional lawyer.
Guest
(Expert) 02 May 2015
Your friend cannot take any action due to your fabricated case and academic query. If 1% your story is real, your friend is quit incompetent to hold the post of HR Manager being not conversant with the processes and law pertaining to his own job. He can only be dismissed from his post, as he can prove to be a total liability to the company, rather than an asset.
You may better avoid posting such academic queries. Concentrate on your course module to know answers to such academic queries.
Rajendra K Goyal
(Expert) 02 May 2015
He can proceed as per service conditions signed at the time of appointment. However, if work is satisfactory, better to avoid this minor issue.
Vijayarajan
(Expert) 02 May 2015
I feel that the story is a fabricated one. But one thing to remember is that the production manager is not a workman under I D Act.
Vijayarajan
(Expert) 02 May 2015
I feel that the story is a fabricated one. But one thing to remember is that the production manager is not a workman under I D Act.
Kumar Doab
(Expert) 02 May 2015
The HR Manager is just another employee in the company.......like Production Manager.
The work of Production Manager is satisfactory and the employees that satisfy with their work are retained on board.
HR Managers/Owners/Employers also commit transgressions! Hope you are aware and don't want any elaborations.
It seems that there is a hidden thought that the error committed by this employee may be exploited in future.
The employee can shrug it off as oversight/clerical/typing error and offer to correct.
If It has come to notice and why don't the HR Manager ask to correct it!...................And retain an efficient employee...................OR separate now.
T. Kalaiselvan, Advocate
(Expert) 04 May 2015
The Manager HR has been delegated powers to recruit and terminate employees as per the rules of the company, though he is competent enough to take decisions, in such events he may discuss with the MD or top brass of the company and can decide next step. It is an internal matter depending on the discretion of the decision makers. Moreover the friend of yours is a Manager HR and competent enough to decide what is to be done on such situations, allow him to work freely on his own mind, dont interfere in his business.
