Hi all,
We issue experience letters for both formal and informal separations. I would like to have your valuable suggestions on whether we can issue an experience letter mentioning that the "employee resigned on short notice" to help control informal resignations to some extent.
Please share your ideas.
Regards,
Devi
From India, Thiruvananthapuram
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1We issue experience letters for both formal and informal separations. I would like to have your valuable suggestions on whether we can issue an experience letter mentioning that the "employee resigned on short notice" to help control informal resignations to some extent.
Please share your ideas.
Regards,
Devi
From India, Thiruvananthapuram
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Dear Devi,
Do you really see this (mentioning "employee resigned on short notice") as a solution to reduce informal resignation? Surprising but sharing your views at length on the same can be of great help.
On the contrary, what I feel is that this will help the new employer to understand that the employee hasn't served notice. But are you aware; most of the times new employers insist that employees join on an immediate basis and are ready to buy back the notice pay. Hence, such a one-liner in the experience certificate is going to satisfy yourself but might not affect the employees much.
There are much better ways to handle it, but I would still insist you to share your opinion first.
From India, Ahmedabad
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Do you really see this (mentioning "employee resigned on short notice") as a solution to reduce informal resignation? Surprising but sharing your views at length on the same can be of great help.
On the contrary, what I feel is that this will help the new employer to understand that the employee hasn't served notice. But are you aware; most of the times new employers insist that employees join on an immediate basis and are ready to buy back the notice pay. Hence, such a one-liner in the experience certificate is going to satisfy yourself but might not affect the employees much.
There are much better ways to handle it, but I would still insist you to share your opinion first.
From India, Ahmedabad
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No matter employee resign by serving a short notice period or complete notice period according to the terms of Employment/ Appointment Letter, you just need to mentioned the period of working i.e. Joining Date and Resignation Date which will be self-explanatory in this regard.
Resignation and Experience latter are two-difference matter here and as you have accepted his resignation and have no issue with it, you must not be hesitate to issuing Experience Letter but need not to mentioned “Resignation on Short Notice” or etc.
From India, Gurgaon
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Resignation and Experience latter are two-difference matter here and as you have accepted his resignation and have no issue with it, you must not be hesitate to issuing Experience Letter but need not to mentioned “Resignation on Short Notice” or etc.
From India, Gurgaon
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Hi,
You may do so, but it appears vindictive. However, the same employee can escape by saying, at the next interview or at the time of joining, "it just happened to be like that just because I was eager to join this company as early as possible, hence this short notice." Who knows, it might help him for encashing this event - "I just paid Rs.xxxx to get an early relief and in lieu of a longer notice period, and you may be pleased to reimburse this money as a gesture, as I am in so early. You only gained by this so-called short notice...they didn't want me to relieve me and hence added these adjectives, etc."
And for the 3rd company, when you switch over again, this relieving letter no longer matters. It doesn't matter, you guys.
Kumar S.
From India, Bangalore
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You may do so, but it appears vindictive. However, the same employee can escape by saying, at the next interview or at the time of joining, "it just happened to be like that just because I was eager to join this company as early as possible, hence this short notice." Who knows, it might help him for encashing this event - "I just paid Rs.xxxx to get an early relief and in lieu of a longer notice period, and you may be pleased to reimburse this money as a gesture, as I am in so early. You only gained by this so-called short notice...they didn't want me to relieve me and hence added these adjectives, etc."
And for the 3rd company, when you switch over again, this relieving letter no longer matters. It doesn't matter, you guys.
Kumar S.
From India, Bangalore
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Voluntary separation can be categorized as follows:
1. Employee disappears and does not return, even to ask for certificates and settlement.
2. Employee disappears (absconds) and returns after a few months, requesting for settlement and a certificate.
3. Employee gives just one or two days' notice as opposed to a month.
4. Employee gives 2 to three weeks' notice.
5. Employee giving the full notice period.
6. Employee giving a shorter notice but pays the money due for the shorter notice.
In cases mentioned in 1 and 2, there is no problem in issuing a certificate stating that the person has absconded.
In case of 5, there is no problem in issuing a certificate.
In cases 3 and 4, if the employee has paid the shortfall in the notice period, the management cannot issue a certificate stating he left on shorter notice, as he has fulfilled the contractual obligation.
If you have waived the notice period, it is your decision to relieve him early, and it is not correct to issue such a certificate.
If you have recovered the notice pay from final dues, the same shall be mentioned in the full and final settlement, and there is no need to repeat it in a certificate.
Hence, if you analyze the issue logically, you will arrive at a decision that making a mention of the shortfall in the notice period in the certificate is not required and does not serve any purpose.
I used to mention in the acceptance of resignation letter the following:
1. If the shortfall is waived, the same shall be mentioned in the acceptance letter.
2. If there is a need for recovery, I used to mention in the acceptance letter that the shortfall (mention the number of days) in the notice period shall be recovered from the final settlement.
T. Sivasankaran
From India, Chennai
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1. Employee disappears and does not return, even to ask for certificates and settlement.
2. Employee disappears (absconds) and returns after a few months, requesting for settlement and a certificate.
3. Employee gives just one or two days' notice as opposed to a month.
4. Employee gives 2 to three weeks' notice.
5. Employee giving the full notice period.
6. Employee giving a shorter notice but pays the money due for the shorter notice.
In cases mentioned in 1 and 2, there is no problem in issuing a certificate stating that the person has absconded.
In case of 5, there is no problem in issuing a certificate.
In cases 3 and 4, if the employee has paid the shortfall in the notice period, the management cannot issue a certificate stating he left on shorter notice, as he has fulfilled the contractual obligation.
If you have waived the notice period, it is your decision to relieve him early, and it is not correct to issue such a certificate.
If you have recovered the notice pay from final dues, the same shall be mentioned in the full and final settlement, and there is no need to repeat it in a certificate.
Hence, if you analyze the issue logically, you will arrive at a decision that making a mention of the shortfall in the notice period in the certificate is not required and does not serve any purpose.
I used to mention in the acceptance of resignation letter the following:
1. If the shortfall is waived, the same shall be mentioned in the acceptance letter.
2. If there is a need for recovery, I used to mention in the acceptance letter that the shortfall (mention the number of days) in the notice period shall be recovered from the final settlement.
T. Sivasankaran
From India, Chennai
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Dear Devi,
Please understand that there is nothing like "Informal Resignation." In the absence of a resignation, it is to be termed as "absconded" or "abandonment" of services. Whatever the case may be, HR needs to comply 100% with the SEPARATION process. Take note of all dues of the employee as well as the employer (including payment for the short notice period if it is part of the "service condition") and also the Relieving Letter and Experience Letter. Both will help you to be immune against any unforeseen legal complications.
I believe no coercive (negative reinforcement) can help to retain an employee. You need to better introspect and analyze organizational aspects like culture, practices, and HR systems rather than thinking of ineffective measures like writing some texts in the experience letter.
Wishing you Seasons' Greetings!!!
Regards,
Shailesh Parikh
Vadodara, Gujarat
From India, Mumbai
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Please understand that there is nothing like "Informal Resignation." In the absence of a resignation, it is to be termed as "absconded" or "abandonment" of services. Whatever the case may be, HR needs to comply 100% with the SEPARATION process. Take note of all dues of the employee as well as the employer (including payment for the short notice period if it is part of the "service condition") and also the Relieving Letter and Experience Letter. Both will help you to be immune against any unforeseen legal complications.
I believe no coercive (negative reinforcement) can help to retain an employee. You need to better introspect and analyze organizational aspects like culture, practices, and HR systems rather than thinking of ineffective measures like writing some texts in the experience letter.
Wishing you Seasons' Greetings!!!
Regards,
Shailesh Parikh
Vadodara, Gujarat
From India, Mumbai
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We should think this in broader prospects,
If some one is resigning, what are the reasons?
Definitely for better prospects, higher salary and more comfort.
Why one should become hindrance in the growth of other one.
Yes, if companies want to retain their employees, they should think to provide better salary, opportunity to grow with more comforts.
By adding a line here or there will not solve the purpose.
AK Mathur
Everyone in this world is Self-centered …. Its just the radius that Differs.
From India, Delhi
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If some one is resigning, what are the reasons?
Definitely for better prospects, higher salary and more comfort.
Why one should become hindrance in the growth of other one.
Yes, if companies want to retain their employees, they should think to provide better salary, opportunity to grow with more comforts.
By adding a line here or there will not solve the purpose.
AK Mathur
Everyone in this world is Self-centered …. Its just the radius that Differs.
From India, Delhi
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Dear Ms. Devi,
Mentioning "Short term Notice" in the experience letter is not good. You can mention the date of joining and the date of relieving. Ensuring the smooth relieving of an employee from the company without any issues is crucial.
Thank you,
B. Gopalakrishna Murthy.
From India, Hyderabad
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Mentioning "Short term Notice" in the experience letter is not good. You can mention the date of joining and the date of relieving. Ensuring the smooth relieving of an employee from the company without any issues is crucial.
Thank you,
B. Gopalakrishna Murthy.
From India, Hyderabad
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Dear Ms. Devi,
In the experience letter, nobody mentioned "employee resigned on short notice" in my experience. Employee resignation and experience are different letters. If you want to stop the informal resignation, staff turnover, or absenteeism, first you have to identify the reasons or problems for turnover of employees from your organization. Once you identify the reasons or problems, you have to take problem solution measures to reduce the turnover.
Katyayani
From India, Mumbai
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In the experience letter, nobody mentioned "employee resigned on short notice" in my experience. Employee resignation and experience are different letters. If you want to stop the informal resignation, staff turnover, or absenteeism, first you have to identify the reasons or problems for turnover of employees from your organization. Once you identify the reasons or problems, you have to take problem solution measures to reduce the turnover.
Katyayani
From India, Mumbai
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Dear Member,
I agree with Shailesh that there is nothing as informal resignation. Resignation is a document that is very official in nature and is to be treated as such. Mention of a short notice period will not make a difference as the new employer might have come to an understanding with the employee in terms of buying back the notice period and/or has accepted that the person is joining by giving a short notice. For future organizations, it would not matter.
Furthermore, if you are deducting the short notice period from his final settlement as per the terms and conditions of the appointment letter, then you are effectively harming the company's image by issuing a letter that mentions the deduction of the notice period. The word would be out that the company has not only recovered the amount but has also provided such a relieving letter.
Regards,
Preetam Deshpande
From India, Mumbai
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I agree with Shailesh that there is nothing as informal resignation. Resignation is a document that is very official in nature and is to be treated as such. Mention of a short notice period will not make a difference as the new employer might have come to an understanding with the employee in terms of buying back the notice period and/or has accepted that the person is joining by giving a short notice. For future organizations, it would not matter.
Furthermore, if you are deducting the short notice period from his final settlement as per the terms and conditions of the appointment letter, then you are effectively harming the company's image by issuing a letter that mentions the deduction of the notice period. The word would be out that the company has not only recovered the amount but has also provided such a relieving letter.
Regards,
Preetam Deshpande
From India, Mumbai
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