Dear Seniors,
I have just joined the new organization as Sr. HR Executive, i am facing one problem regarding experience letter as following,
* One of our ex-employee came to HR Department for experience letter of her
she has left the organization before 5years and now after 5 years she is asking for the letter, now company doesn't have the old records so on which base i can issue experience letter to her, even she has not any documents with her regarding her relieving
* Now as employer how can i reject the application for Experience letter? should am i ??
* any legal provision for employer not to issue exeperience letter after any longer period?/
Kindly give your replies ASAP
Thanking you,
Regards
Ashish
From India, Pune
175I have just joined the new organization as Sr. HR Executive, i am facing one problem regarding experience letter as following,
* One of our ex-employee came to HR Department for experience letter of her
she has left the organization before 5years and now after 5 years she is asking for the letter, now company doesn't have the old records so on which base i can issue experience letter to her, even she has not any documents with her regarding her relieving
* Now as employer how can i reject the application for Experience letter? should am i ??
* any legal provision for employer not to issue exeperience letter after any longer period?/
Kindly give your replies ASAP
Thanking you,
Regards
Ashish
From India, Pune
Dear Ashish,
It is not the fault of the ex-employee that you or your organisation have failed to keep records.
There are chances that an employee may loose his/her document.
Since now you don't have any written records, you can validate the things by speaking with the people who can confirm what she is saying and then take a call.
Don't try to judge every thing legally, at times you need to judge morally.
Please note I am not supporting the employee by any means.
From India, Mumbai
It is not the fault of the ex-employee that you or your organisation have failed to keep records.
There are chances that an employee may loose his/her document.
Since now you don't have any written records, you can validate the things by speaking with the people who can confirm what she is saying and then take a call.
Don't try to judge every thing legally, at times you need to judge morally.
Please note I am not supporting the employee by any means.
From India, Mumbai
Dear Ashish, Prasenjit says right ! Ask employee to give a time at the same time try to get data Ask employee atleast Payslip or Id card it will help full to you Regards, Sandeep
From India, Pune
From India, Pune
Dear Ashish, Well summed up by Mr. Prasenjit. Not to face similar problem in future, now you can start giving Experience certificates to relevant employees. Regards, Vaishalee Parkhi, Pune
From India, Pune
From India, Pune
You are a new person in your department but can take help of any old personnel in this regard. As it is an old company, it is not possible that you (Your Company) are not having any old employee data or anything like that can proof her employment, there must be some files or any data base record that are still away from your knowledge. Try asking your seniors or old employee personnel and search again.
You can also take help of EPF & ESIC Return or any other record/details of your employees that can help you in this.
From India, Gurgaon
You can also take help of EPF & ESIC Return or any other record/details of your employees that can help you in this.
From India, Gurgaon
Dear Ashish,
Ask offer letter or play slip or employee ID and you can go ahead by issuing the letter and never ever loss the employee database which is very important for the organization, always have a backup.
Regards:
Santosh
From India, Hyderabad
Ask offer letter or play slip or employee ID and you can go ahead by issuing the letter and never ever loss the employee database which is very important for the organization, always have a backup.
Regards:
Santosh
From India, Hyderabad
There is no legal requirement that you must issue an experience letter.
In all such matters, the first thing to consider is the possible repercussions on your employer and then also your self.
Unless, your management clears the issue and you have 100% valid records, do not put your company and yourself into a delicate situation (since you yourself are new there!)
From India, Bangalore
In all such matters, the first thing to consider is the possible repercussions on your employer and then also your self.
Unless, your management clears the issue and you have 100% valid records, do not put your company and yourself into a delicate situation (since you yourself are new there!)
From India, Bangalore
dear Ashis ,
you may go through the old record of employees who were eligible and covered under EPF, ESI and Profession Tax Labour Welfare fund contribution record.You may also verify from the employees , who might be known to her/him.If the salary was being paid by cheque or credited to bank account then ask the former employee to forward the same to you and get verified from your banker whether the details regarding cheque numbers furnished by the employee tally with the record of your bank.
Regards
RLDhingra,Advocate
Labour law Consultant, Delhi
09818309937, email:rld_498@rediffmail.com
From India, Delhi
you may go through the old record of employees who were eligible and covered under EPF, ESI and Profession Tax Labour Welfare fund contribution record.You may also verify from the employees , who might be known to her/him.If the salary was being paid by cheque or credited to bank account then ask the former employee to forward the same to you and get verified from your banker whether the details regarding cheque numbers furnished by the employee tally with the record of your bank.
Regards
RLDhingra,Advocate
Labour law Consultant, Delhi
09818309937, email:rld_498@rediffmail.com
From India, Delhi
Hi, I have just started working as HR in a company. One of my employees is leaving an organization as she is planning to study abroad. I have to make a good exp letter for her. She holds 2 positions in a company. Started as different and then moved to different designation. Just want to know if this format is correct.
We are pleased to write this letter to inform you that the applicant named _____ has been working for us, company_name, in his/her capacity as (Designation1 )for years/ months (from __ to__) and as a (Designation 2) for years/months (from___ to ___). She started as a ___ and due to her sincere efforts and technical knowledge; she was promoted to _
From India, Chandigarh
We are pleased to write this letter to inform you that the applicant named _____ has been working for us, company_name, in his/her capacity as (Designation1 )for years/ months (from __ to__) and as a (Designation 2) for years/months (from___ to ___). She started as a ___ and due to her sincere efforts and technical knowledge; she was promoted to _
From India, Chandigarh
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Relieving & Experience Letter.doc