Dear Concern,
I want to know, as if is there any criteria for issuing experience letter. Say for example, if an employee has worked with the organisation for 1 month and ask's for experience letter, can it be issued to the employee.
Thanks and Regards
P.S. Sindhu
From India, Gurgaon
I want to know, as if is there any criteria for issuing experience letter. Say for example, if an employee has worked with the organisation for 1 month and ask's for experience letter, can it be issued to the employee.
Thanks and Regards
P.S. Sindhu
From India, Gurgaon
192
one month's service is not being considered as an experience. If the HR policy is framed as such, then it may be. Or when relieving the employee,(relieving order is a must) it may be mentioned in it the date of joining and the date of relieving, which would serve both the purposes.
From India, Pune
From India, Pune
Any experience, irrelevant of the time frame is an experience. You have issued an appointment letter. It clearly means that he is working from the date of joining. The employee is within his solemn rights to demand an experience certificate. In case he is asking for the certificate while on the rolls of the company, then, he could be having a requirement of submitting the same for many matters, pertaining to the change of status in terms of employment.
In case he is asking for it, while leaving, he is within his rights to demand and get the experience certificate. Not issuing an experience certificate for the duration of his work, irrespective of the period of work, is highly unethical on part of the organisation. Even if it is for one day, it has to be issued, when demanded. HR is not doing any favour by giving him the extract of the records stating the experience of the concerned employee ex - employee.
From Indonesia, Jakarta
In case he is asking for it, while leaving, he is within his rights to demand and get the experience certificate. Not issuing an experience certificate for the duration of his work, irrespective of the period of work, is highly unethical on part of the organisation. Even if it is for one day, it has to be issued, when demanded. HR is not doing any favour by giving him the extract of the records stating the experience of the concerned employee ex - employee.
From Indonesia, Jakarta
I also agree that any time invested is a consideration of experience. However the design of a letter is the decision of the employer, not the employee. Many companies assess the working staff annually, unfortunately, so although this situation may not be the norm, it does occur. I have been in situations where for personal reasons an employee needs a letter of sorts- legal, insurance, credit. If an employer feels as though the employee simply does not have sufficient time to determine value, then a simple letter of employment may suffice. For example- employment date, title, job responsibility, validation of area or work assignment, shift assigned, punctuality. The bottom line is to discuss this request with HR; proceed with policy and if no policy covers the topic then confer with HR for the legal design and the supervisor can supply the content.
From United States, Fremont
From United States, Fremont
Well,
one month is a too short period to mention or show as working experience as often companies have probation periods that is of from a month to 3months or 6 months depending on various factors.
So, I would say, it is depend on the company that they provide it or not. Also, I would say that it doesn't matter that you have experience letter for one month but make sure to have relieving letter from the company.
From India, Lucknow
one month is a too short period to mention or show as working experience as often companies have probation periods that is of from a month to 3months or 6 months depending on various factors.
So, I would say, it is depend on the company that they provide it or not. Also, I would say that it doesn't matter that you have experience letter for one month but make sure to have relieving letter from the company.
From India, Lucknow
Dear Sindhu,
I would tie with the Anonymous member. If the employee has resigned and is taking up his/her exit process according to your corporate policy then you need to issue an experience certificate to him/her. Experience/Relieving letter has nothing to do with the career length of an employee in an organization, though It may dynamically relate to the exit process.
From India, Bangalore
I would tie with the Anonymous member. If the employee has resigned and is taking up his/her exit process according to your corporate policy then you need to issue an experience certificate to him/her. Experience/Relieving letter has nothing to do with the career length of an employee in an organization, though It may dynamically relate to the exit process.
From India, Bangalore
Very well agree with sindhu. No need to issue experience certificate for less than 6 months of working. As he will be under probation period. Regards B.Anand Kumar
From United Kingdom, London
From United Kingdom, London
Even if he is in Probation period and even if he has worked for just 1 day, the experience certificate needs to be issued if he demands it. Only unethical organisations will behave in a high handed manner. All ethical organisations will give the employee his due and will not harass any employee who is leaving, since they would desire that the ex employee will be a good will ambassador. And they do so even if the employee has behaved badly. That is what distinguishes a good employer from a high handed and unethical employer
From Indonesia, Jakarta
From Indonesia, Jakarta
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Experience certificate.doc