One of our ex-employees has requested me (I am HR) to extend his experience years from 5 months to 2 years on his experience certificate. We had to let him go because the project had closed. He moved to another company and worked there for 1 1/2 years before resigning due to salary issues, and he was unable to obtain a relieving letter. Now, wherever he applies, his progress is hindered by the absence of a relieving letter. When he states that he has a total of 2 years of experience, recruiters request the experience certificate for that duration. He has now approached me asking to alter the experience certificate to reflect 2 years instead of 5 months, seeking assistance for his life and career. While I want to support him, I believe that helping in this manner is illegal. However, he persists and pleads for the modification. What should I do now? What are the consequences if I comply with his request?
Please advise.
Thank you
From India, Chennai
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Please advise.
Thank you
From India, Chennai
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Being an HR this is really an unethical and illegal thing that you are asking for. Also, you yourself had given your answer in question by mentioning that it is illegal to do so,
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Dear friend,
Sometimes in life, we might have to take calculated risks if it benefits someone. However, while providing help to someone out of the way, the underlying factor of trust matters a lot. Your help should not boomerang on you. Otherwise, the situation could amount to a proverb "Aa bail mujhe maar."
Since the ex-employee is beseeching you, rather than handling the matter on your own, you may defer it to your MD's office. Let your MD make a decision on whether to issue a backdated service-cum-employment certificate or not.
It is not just a question of the employment certificate alone. What if his future company asks for the salary details for the period during which the employee did not work? What if the future company asks for the bank statement? In that case, you will have to provide fake salary slips as well.
Therefore, please make the decision judiciously.
Thanks,
Dinesh Divekar
From India, Bangalore
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Sometimes in life, we might have to take calculated risks if it benefits someone. However, while providing help to someone out of the way, the underlying factor of trust matters a lot. Your help should not boomerang on you. Otherwise, the situation could amount to a proverb "Aa bail mujhe maar."
Since the ex-employee is beseeching you, rather than handling the matter on your own, you may defer it to your MD's office. Let your MD make a decision on whether to issue a backdated service-cum-employment certificate or not.
It is not just a question of the employment certificate alone. What if his future company asks for the salary details for the period during which the employee did not work? What if the future company asks for the bank statement? In that case, you will have to provide fake salary slips as well.
Therefore, please make the decision judiciously.
Thanks,
Dinesh Divekar
From India, Bangalore
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I am surprised to see this query, presuming that you are an HR professional, never ever in your life think to do it. Doing is a taboo.
From India, Thane
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From India, Thane
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He can do the following to prove that he served the earlier company for 1 1/2 years:
1. Produce an acknowledged copy of his resignation.
2. Copy of the appointment letter.
3. Copies of salary slips.
4. Bank statement (salary account).
5. PF account statement.
If he can produce the above documents and has officially resigned from the company, he has to justify his case during the interview and convince them. He can inform them that the employer is not providing him any relieving letter because they wanted him to continue in their services.
We do not know under what circumstances he had left the job, whether with resignation or absconded.
If you provide him with a 2-year experience certificate, first, look for another job because some organizations do employment verification by sending letters by post, courier, etc. If such letters are received by any of the Senior Management with your signature, you will be "REWARDED."
Secondly, there is a risk of a demand for salary payment for the 1 1/2 years which is unpaid as per the certificate.
So, All The Very Best. Because HR means High Risk for you.
Suresh
From India, Thane
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1. Produce an acknowledged copy of his resignation.
2. Copy of the appointment letter.
3. Copies of salary slips.
4. Bank statement (salary account).
5. PF account statement.
If he can produce the above documents and has officially resigned from the company, he has to justify his case during the interview and convince them. He can inform them that the employer is not providing him any relieving letter because they wanted him to continue in their services.
We do not know under what circumstances he had left the job, whether with resignation or absconded.
If you provide him with a 2-year experience certificate, first, look for another job because some organizations do employment verification by sending letters by post, courier, etc. If such letters are received by any of the Senior Management with your signature, you will be "REWARDED."
Secondly, there is a risk of a demand for salary payment for the 1 1/2 years which is unpaid as per the certificate.
So, All The Very Best. Because HR means High Risk for you.
Suresh
From India, Thane
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Today he demanded an experience certificate. Tomorrow he may ask you to provide a relieving letter dated as per the experience certificate. Have you considered the consequences you will face thereafter?
From India, Ahmadabad
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From India, Ahmadabad
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Employee Experience.doc