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  • FIRST POST
    • Lucy987
    • By Lucy987 15th Apr 19, 10:17 PM
    • 6Posts
    • 3Thanks
    Lucy987
    Failed Background checks with bank
    • #1
    • 15th Apr 19, 10:17 PM
    Failed Background checks with bank 15th Apr 19 at 10:17 PM
    Hi everyone,

    New to this forum so apologies if I have posted in the wrong group. Looking for some much needed advice please

    So my husband was offered a job in one of the leading banks. His offer was on the condition that he passed all his screening checks. There were two parts (pre employment and post employment)

    He passed his stage 1 and started work last week. all his screening stuff came back ok (criminal checks/credit checks/ employment checks) however there was a discrepancy with his education checks. My husband couldnít remember what he got for a small course he did in college 14 years ago and had lost his certificate. Just to add this was not a pre requisite for the role in anyway and completely unrelated to his job. Anyway he put down that he got a c as he genuinely thought he passed it ( but hireright found that he was never awarded anything) he was a careless teenager who never took much interest in studies but sillily thought he had passed when he was actually a few credits short ( I know, very silly of him and Iím so angry at him for this) but this was a genuine mistake.

    Anyway on his first day HR Emailed about this discrepancy and he spoke to his manager who said donít worry just contact the college and get the information u can get from then (at this point he still didnít know he hadnít passed) so all week he was phoning the college trying to verify what he got and his manager knew he was doing so. When the college finally got in touch they confirmed that he hadnít been awarded anything. He told his manager who then responded to HRís initial email.

    HR then asked for him to be escorted out the office and have suspended him until a disciplinary meeting. Obviously we are devastated as this was his dream job and an amazing opportunity and it is slipping through our fingers over a silly mistake.

    My question is can they dismiss him? (Which would make finding jobs in future very difficult) or would they simply withdraw offer of employment. As the offer was subject to the screening process passing.

    Also any advice on how to go ahead with the meeting would be greatly appreciated
Page 1
    • DCFC79
    • By DCFC79 15th Apr 19, 11:25 PM
    • 34,033 Posts
    • 21,476 Thanks
    DCFC79
    • #2
    • 15th Apr 19, 11:25 PM
    • #2
    • 15th Apr 19, 11:25 PM
    Hi everyone,

    New to this forum so apologies if I have posted in the wrong group. Looking for some much needed advice please

    So my husband was offered a job in one of the leading banks. His offer was on the condition that he passed all his screening checks. There were two parts (pre employment and post employment)

    He passed his stage 1 and started work last week. all his screening stuff came back ok (criminal checks/credit checks/ employment checks) however there was a discrepancy with his education checks. My husband couldnít remember what he got for a small course he did in college 14 years ago and had lost his certificate. Just to add this was not a pre requisite for the role in anyway and completely unrelated to his job. Anyway he put down that he got a c as he genuinely thought he passed it ( but hireright found that he was never awarded anything) he was a careless teenager who never took much interest in studies but sillily thought he had passed when he was actually a few credits short ( I know, very silly of him and Iím so angry at him for this) but this was a genuine mistake.

    Anyway on his first day HR Emailed about this discrepancy and he spoke to his manager who said donít worry just contact the college and get the information u can get from then (at this point he still didnít know he hadnít passed) so all week he was phoning the college trying to verify what he got and his manager knew he was doing so. When the college finally got in touch they confirmed that he hadnít been awarded anything. He told his manager who then responded to HRís initial email.

    HR then asked for him to be escorted out the office and have suspended him until a disciplinary meeting. Obviously we are devastated as this was his dream job and an amazing opportunity and it is slipping through our fingers over a silly mistake.

    My question is can they dismiss him? (Which would make finding jobs in future very difficult) or would they simply withdraw offer of employment. As the offer was subject to the screening process passing.

    Also any advice on how to go ahead with the meeting would be greatly appreciated
    Originally posted by Lucy987
    He can be dismissed as been there less than the 2 years.

    He will need to explain what you put here, he will need to honest with them.
    • Lucy987
    • By Lucy987 15th Apr 19, 11:30 PM
    • 6 Posts
    • 3 Thanks
    Lucy987
    • #3
    • 15th Apr 19, 11:30 PM
    • #3
    • 15th Apr 19, 11:30 PM
    Thank you for response

    Even if the screening checks were a condition of the employment?
    • MarkN88
    • By MarkN88 16th Apr 19, 7:17 AM
    • 623 Posts
    • 327 Thanks
    MarkN88
    • #4
    • 16th Apr 19, 7:17 AM
    • #4
    • 16th Apr 19, 7:17 AM
    The screening checks were acondition big if there are discrepancies then course they will be investigated.
    • TELLIT01
    • By TELLIT01 16th Apr 19, 7:26 AM
    • 6,275 Posts
    • 6,972 Thanks
    TELLIT01
    • #5
    • 16th Apr 19, 7:26 AM
    • #5
    • 16th Apr 19, 7:26 AM
    Of course they can dismiss him. They can dismiss him without giving any reason in most situations if employed by them for less than 2 years.
    Whichever way you look at it, he has provided false information in his application, and that will ring alarm bells for anybody intending to work in financial services. Looking at it from the employer perspective, if an applicant isn't honest in their CV what else will they be dishonest about.
    If he had said he had received a C when in fact it was a D, they might be more accepting given that he couldn't find the certificate and it was a long time ago. When the reality is that it seems he either didn't complete the course, or didn't do the final exam, it is a very different matter.
    The only route open to him now is to be totally honest with them, but he is in an extremely weak position. If he now says he can't remember because it was so long ago, the obvious question is why did he either not leave it off the CV or mention his uncertainty at interview.
    • Lucy987
    • By Lucy987 16th Apr 19, 10:21 AM
    • 6 Posts
    • 3 Thanks
    Lucy987
    • #6
    • 16th Apr 19, 10:21 AM
    • #6
    • 16th Apr 19, 10:21 AM
    I know they are able to stop his employment with them but I thought they would retract the offer of employment rather than actually dismissing him (although both are essentially same) as without the screening checks there was no contract in the first place...
    • MarkN88
    • By MarkN88 16th Apr 19, 10:39 AM
    • 623 Posts
    • 327 Thanks
    MarkN88
    • #7
    • 16th Apr 19, 10:39 AM
    • #7
    • 16th Apr 19, 10:39 AM
    There was a contract. He accepted the job on the condition of the checks, they came back and has since started his job, that offer is no longer an offer its a contract of employment.
    • lincroft1710
    • By lincroft1710 16th Apr 19, 3:00 PM
    • 11,758 Posts
    • 10,188 Thanks
    lincroft1710
    • #8
    • 16th Apr 19, 3:00 PM
    • #8
    • 16th Apr 19, 3:00 PM
    I am surprised that your husband didn't remember that he either failed or failed to finish the college course when it was only 14 years ago.

    In my opinion the bank would have made the natural assumption that he lied rather than genuinely forgot.
    • keepcalmandstayoutofdebt
    • By keepcalmandstayoutofdebt 16th Apr 19, 7:40 PM
    • 3,528 Posts
    • 1,866 Thanks
    keepcalmandstayoutofdebt
    • #9
    • 16th Apr 19, 7:40 PM
    • #9
    • 16th Apr 19, 7:40 PM
    I know they are able to stop his employment with them but I thought they would retract the offer of employment rather than actually dismissing him (although both are essentially same) as without the screening checks there was no contract in the first place...
    Originally posted by Lucy987
    Could he resign? I only mention it as my stage 1 which has delayed me into work, did get an ask whether I was wanting to continue with the particular situation. With no guidance or commitment on the Employers side as to what is the delay. And totally different now hearing a stage 1 requires a Manager to look over results and sign it off.

    So I'm a bit hazy on the stages 1 & 2 now and while my potential role really was as basic as it got, do think it's a diabolical idea to let someone start with checks still pending if it's so important.
    "If you are caught in a rainstorm, once you accept that you'll receive a soaking, the only thing left to do is enjoy the walk"
    • Savvy_Sue
    • By Savvy_Sue 16th Apr 19, 8:26 PM
    • 39,720 Posts
    • 36,879 Thanks
    Savvy_Sue
    I think he should start practising, aloud, what he wants to say at the disciplinary meeting, with profuse apologies for misleading them.

    If he is in a union, he might be able to get someone to accompany him?

    I think they would have been within their rights to escort him from the building and not have him back for a disciplinary, so that's something ...
    Still knitting!
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    • TELLIT01
    • By TELLIT01 16th Apr 19, 9:21 PM
    • 6,275 Posts
    • 6,972 Thanks
    TELLIT01
    Could he resign?
    Originally posted by keepcalmandstayoutofdebt

    Why on earth would he do that? It's still possible that the employer will accept that it was a simple error on the employees past when trying to recall something from many years previous and being unable to find the certificate. Resigning in that situation is as good as an admission of guilt.
    • motorguy
    • By motorguy 17th Apr 19, 7:25 AM
    • 18,589 Posts
    • 11,451 Thanks
    motorguy
    Sounds like HR going in all heavy handed and following "process" to the letter.

    The O/P's husbands explanation, the insignificance of the course relative to the job, and hopefully the hiring managers support should see common sense prevail.

    As a manager i worked with used to say "people get a job here in spite of HR rather than with the aid of"...
    "We have normality. I repeat, we have normality. Anything you still can't cope with is therefore your own problem."
    • TBagpuss
    • By TBagpuss 17th Apr 19, 2:44 PM
    • 7,223 Posts
    • 9,462 Thanks
    TBagpuss
    It's very unfortunate that he chose to say he passed when he couldn't remember. The obvious thing to do (especially for something non-essential) would be to say hecouldn't remember.

    As it stands, it now looks as though he may have lied (which goes to his integrity and honesty) or at best that he is sloppy aboutdetails, which is probably a bit f a no-no for a banking job.

    I don't see what good resigning will do him. Probably better to go to the disciplinary, apologise and explain it was a genuine mistake and that he thought he had passed, and no longer had any paperwork to check. They may decide to let it go, or to put him on probation, rather than dismissing him.
    • NeilCr
    • By NeilCr 17th Apr 19, 2:49 PM
    • 2,958 Posts
    • 4,292 Thanks
    NeilCr

    As a manager i worked with used to say "people get a job here in spite of HR rather than with the aid of"...
    Originally posted by motorguy
    As someone who worked for a number of years in HR it was amazing how many managers used us as an excuse

    "Of course if it was up to me but HR say this". When it was they who had asked us to get involved.....
    • TELLIT01
    • By TELLIT01 17th Apr 19, 5:32 PM
    • 6,275 Posts
    • 6,972 Thanks
    TELLIT01
    Sad to say, but I met very few people in HR who actually seemed to be of any help to management or staff. My wife did have one who fought her corner when my wife was being accused of failing to do her job, when the failings were down to her manager's incompetence and dumping work she was unable to do onto other people, my wife included.
    • NeilCr
    • By NeilCr 17th Apr 19, 6:07 PM
    • 2,958 Posts
    • 4,292 Thanks
    NeilCr
    Interesting the perspective.

    I came across a whole range of managers - going from the bull in a china shop type who had already done the damage before HR got involved - right down to the one who had to be led by the hand and given detailed advice on every step

    And quite a lot of good and very good ones too.

    Personally - I tended to find that HR was squeezed between management and staff. Each happy to lay the blame on HR and, of course, quite often there was only one winner so there tended to be an aggrieved party.
    • TELLIT01
    • By TELLIT01 17th Apr 19, 9:18 PM
    • 6,275 Posts
    • 6,972 Thanks
    TELLIT01
    The worst example of a useless HR manager was many years ago when I was working in IT. We only had one person per shift, and their rest area was a small room with no natural ventilation. One of our operators absolutely stank, so the person coming in on the following shift had to find somewhere else to take their break as it took hours for the smell to reduce to a bearable level. Various people, myself included, had tried to hint to the individual and then tell him straight out but nothing happened.

    We complained to the HR manager, whose reaction was "Well what do you want me to do about it", and promptly did nothing.

    We needed to find some way to force his hand, so as soon as we knew Mr HR Manager was in we called him and asked him to come to the rest room urgently. We then kept out of sight, but able to see when he entered the rest room. As soon as he did, we pulled the door shut, with him trapped inside. The coughing and wretching, along with the swearing and hammering on the door, suggested that he had all the evidence required. Shortly after that the smell was addressed. :-)
    • sportsarb
    • By sportsarb 18th Apr 19, 8:36 AM
    • 787 Posts
    • 557 Thanks
    sportsarb
    Workplace bullying to prove a point, for shame....smh my head
    • NeilCr
    • By NeilCr 18th Apr 19, 9:38 AM
    • 2,958 Posts
    • 4,292 Thanks
    NeilCr
    We had much the same problem when I was a junior manager (not in HR) many years ago. I, and another manager, got it sorted. It didn't cross our minds to involve HR.

    To be honest, if that's your worst case of useless HR I don't think you have done too badly.
    • camelot1971
    • By camelot1971 21st Apr 19, 8:00 AM
    • 1,029 Posts
    • 1,577 Thanks
    camelot1971
    Integrity in financial services is everything. The lie doesn't matter, its the fact they lied is the issue. Why even list a trivial course from 14 years ago if it's not relevant for the job?
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