Dear All,
One of the employee in our organization has been terminated due to poor performance as well as bad conduct (main cause for termination is bad conduct and miss behavior in the site and with women).
Now the puzzle is that the employee request for relieving letter and experience letter.
According to my knowledge and after going through the previous posts in the forum with regard to the same, i suppose he should not be given with a relieving letter as we have terminated on the grounds of bad conduct.
So kindly let me know that can we issue relieving letter and experience letter and also i would be pleased if someone can help me the process to be followed in such case.
Thanks in advance
Raj
From India, Hyderabad
2One of the employee in our organization has been terminated due to poor performance as well as bad conduct (main cause for termination is bad conduct and miss behavior in the site and with women).
Now the puzzle is that the employee request for relieving letter and experience letter.
According to my knowledge and after going through the previous posts in the forum with regard to the same, i suppose he should not be given with a relieving letter as we have terminated on the grounds of bad conduct.
So kindly let me know that can we issue relieving letter and experience letter and also i would be pleased if someone can help me the process to be followed in such case.
Thanks in advance
Raj
From India, Hyderabad
Hi Raj, You can just give him a letter for the work done and not mention anything about his conduct, the new employer will be able to understand it. thanks, flora
From India, Mumbai
From India, Mumbai
You have to give relieving letter as a good administrative practice. B.Saikumar HR & Labour Law advsior Mumbai
From India, Mumbai
From India, Mumbai
You can issue relieving letter and experience letter. You can mention: Reason for leaving: "Terminated from employment due to misconduct"
From India, Bangalore
From India, Bangalore
Dear Raj,
It depends on HR how he tackle the situation of the employee. If that employee is admitting his fault and not making any problem than HR can issue him the letter. There is not return any where that you should not issue him the letter.
Dash
From India, Mumbai
It depends on HR how he tackle the situation of the employee. If that employee is admitting his fault and not making any problem than HR can issue him the letter. There is not return any where that you should not issue him the letter.
Dash
From India, Mumbai
what is the use of relieving letter when the reason is mentioned as "terminated him due to misdemeanor". If that be the case no employee will ask for letter. Besides this, how can other employer recruit the person by seeing the note of "Terminated from employment due to misconduct" in the relieving letter.
From United States, Cambridge
From United States, Cambridge
As all and sundry does have humanity & on humanity grounds we can issue the relieving letter. Otherwise, it is tough to get the job under such circumstances. Also, we should not be a cause for him as he would not be able to get job.
Regards,
Kranthi
From United States, Cambridge
Regards,
Kranthi
From United States, Cambridge
Appreciate the suggestions.....
But why should we consider the humanity grounds when a employee forgets his work ethics and misbehave with opposite gender???
Furthermore, if we ignore the word terminated and issue a relieving letter, than whats the difference in termination and relieving???
I am at a opinion that the employee should be punished for the misconduct and non issue of relieving letter it self shall mean it....
dear seniors....kindly share your thoughts....
thanks
From India, Hyderabad
But why should we consider the humanity grounds when a employee forgets his work ethics and misbehave with opposite gender???
Furthermore, if we ignore the word terminated and issue a relieving letter, than whats the difference in termination and relieving???
I am at a opinion that the employee should be punished for the misconduct and non issue of relieving letter it self shall mean it....
dear seniors....kindly share your thoughts....
thanks
From India, Hyderabad
Hi,
We can issue internal memo to an employee in case of misdemeanor. Despite of issuance of repeated memos then you can terminate employee with immediate effect.
Am sure that employee shall disown the letter if one is mentioning the reason as "Terminated due to bad conduct".
Regards,
Kranthi
From United States, Cambridge
We can issue internal memo to an employee in case of misdemeanor. Despite of issuance of repeated memos then you can terminate employee with immediate effect.
Am sure that employee shall disown the letter if one is mentioning the reason as "Terminated due to bad conduct".
Regards,
Kranthi
From United States, Cambridge
I am not a HR expert. However, I am good at searching the web for any information that I require. I was of the view that an employee is entitled to get a Termination letter. Whether the employee uses it or not is up to the employee. Same goes for experience letter. I wonder why both of them cannot be combined.
I searched the web and found a sample letter at Sample Termination Letter and https://www.citehr.com/2308-format-t...on-letter.html
From United Kingdom
I searched the web and found a sample letter at Sample Termination Letter and https://www.citehr.com/2308-format-t...on-letter.html
From United Kingdom
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 Clearance form.doc