It's your legal duty to create a safe workplace for your employees.
That's why it's crucial to take action when you discover your employee has lied about his criminal record.
But what options do you have because simply firing a convicted employee and disregarding his rights could be a legal risk?
Has your employee lied about his criminal record? Here's how you should discipline him
According to the Labour Law for Managers Loose Leaf Service, because the employment relationship is intended to be based on trust and honesty, you're entitled to take disciplinary action against employees who've lied about having a criminal record.
Here's how to discipline a senior employee who has lied about his criminal record.
Senior employee: A senior employee, particularly one employed to fulfill a role involving a high degree of trust, has a duty to disclose a previous criminal record. This is true even if you haven't asked her to disclose this information, or if you've failed to address this issue, for example, at her job interview.
This is because honesty and good faith are two of the grounds upon which you base your decision to employ a senior employee. For this reason, a senior employee would be specifically obliged to disclose prior criminal convictions, especially any involving an element of dishonesty.
This means you can take disciplinary action against your employee. You must base the disciplinary action on the misrepresentation itself and not the criminal conduct.
This is because the misrepresentation is a form of dishonesty and demonstrates bad faith on your employee's part.
Other employees - If a very low-level employee isn't asked about his criminal record and doesn't disclose a past conviction this would probably not constitute misconduct.
However, if you specifically ask the question of any employee (including a low-level employee) and that employee lies, this would constitute misconduct.
In this case you can discipline your employee for misconduct. Just be sure to follow the correct disciplinary process.