Confidentiality of source information
3 months ago
If a company calls at the hotel for verifying the stay details of one of its employees to settle his claim and later reveals the source of information to the employee due to which there is a potential unemployment for you, what is yo be done?
A.Dear Sir,
If false bills or vouchers are created by the employee then employer is at liberty to cross check and even without informing source of such information, it can take action against the employee. Just surrender to the employee if you have committed any mistake.
If false bills or vouchers are created by the employee then employer is at liberty to cross check and even without informing source of such information, it can take action against the employee. Just surrender to the employee if you have committed any mistake.
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A.Dear Client,
If such a step of the Company is contrary to the contract of employment or policy of the Company that puts his employment at stake, the employee may raise his voice against the unfair labour practice of the Company, or else, if, in the course of verification, it proves the dishonesty on the part of the employee for raising a fake or fabricated bill, he may face disciplinary actions even termination from service. Dishonesty among other misconducts is a serious one and deserves capital punishment of dismissal if proven in the course of domestic inquiry. Verification of bills, invoices, and other related documents is a routine process for processing a claim submitted by an employee and it is an implied condition of employment and the action of the Company may be upheld even if it is litigated upon,
If such a step of the Company is contrary to the contract of employment or policy of the Company that puts his employment at stake, the employee may raise his voice against the unfair labour practice of the Company, or else, if, in the course of verification, it proves the dishonesty on the part of the employee for raising a fake or fabricated bill, he may face disciplinary actions even termination from service. Dishonesty among other misconducts is a serious one and deserves capital punishment of dismissal if proven in the course of domestic inquiry. Verification of bills, invoices, and other related documents is a routine process for processing a claim submitted by an employee and it is an implied condition of employment and the action of the Company may be upheld even if it is litigated upon,
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A.Dear Client,
If a company, without proper authorization, reveals the source of information during a stay verification process that could potentially lead to unemployment, it raises serious concerns about privacy and confidentiality. In such a situation, it is advisable to document the details of the incident, including any communication or evidence of the information disclosure. Reach out to the company's HR department or a relevant authority to express your concerns about the breach of privacy. Clearly articulate how this unauthorized disclosure could adversely affect your employment and request an immediate investigation into the matter. If there is an HR policy or code of conduct violation, ensure to highlight it. Additionally, consult with a legal professional to understand your rights and explore potential legal actions. Keep records of all communication for future reference, and consider seeking advice from a lawyer to determine the best course of action based on your specific circumstances.
Thankyou
If a company, without proper authorization, reveals the source of information during a stay verification process that could potentially lead to unemployment, it raises serious concerns about privacy and confidentiality. In such a situation, it is advisable to document the details of the incident, including any communication or evidence of the information disclosure. Reach out to the company's HR department or a relevant authority to express your concerns about the breach of privacy. Clearly articulate how this unauthorized disclosure could adversely affect your employment and request an immediate investigation into the matter. If there is an HR policy or code of conduct violation, ensure to highlight it. Additionally, consult with a legal professional to understand your rights and explore potential legal actions. Keep records of all communication for future reference, and consider seeking advice from a lawyer to determine the best course of action based on your specific circumstances.
Thankyou
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