A candidate who has accepted our offer letter says that he can't get his relieving letter. What may be the reasons for that?
He says that the company wants him, but seeing his experience, I personally don't feel so. Can anybody help me on how to deal with this situation or is there any other way to check him?
From India, Pune
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He says that the company wants him, but seeing his experience, I personally don't feel so. Can anybody help me on how to deal with this situation or is there any other way to check him?
From India, Pune
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Hi Janhave,
Frankly, he may have used your offer letter to negotiate the salary from his company..otherwise why would he change his mind..unless the company has a great retention strategy..
Let it go..or rather dump him..
What you can do henceforth is that - insert the clause in the offer letter that it is vaild for 4 working days from the date of the acceptance subject to submission of his acceptance of resignation letter otherwise it would be treated as null & void..
In this case you seem to be interested to cross check - then call discretely to HR deptt to verify his credentials as he has applied for a bank loan or credit card etc and check it out..if he is leaving then the HR deptt would sound you out..or ask your junior/colleague to pretend as a consultant and to call him whether he is interested in a job opportuity with a XYZ firm etc....
Don't get disheartened and this reminds me when i faced the similar situation ..my friend sent me the followin note..
Remember Your ABC’s”
A-void negative sources, people, things and habits.
B-elieve in yourself.
C-onsider things from every angle.
D-on't give up and don't give in.
E-njoy life today. Yesterday is gone and tomorrow may never come.
F-amily and Friends are hidden treasures. Seek them and enjoy
their riches.
G-ive more than you planned to give.
H-ang on to your dreams.
I-gnore those who try to discourage you.
J-ust do it!
K-eep on trying, no matter how hard it seems. It will get better.
L-ove yourself first and foremost.
M-ake it happen.
N-ever lie, cheat, or steal. Always strike a fair deal.
O-pen your eyes and see things as they really are.
P-ractice makes perfect.
Q-uitters never win and winners never quit.
R-ead, study and learn about everything important in your life.
S-top procrastinating.
T-rust in God and ask Him to help you achieve your dreams.
U-nderstand yourself in order to better understand others.
V-isualize it.
W-ant it more than anything.
X-ccelerate your efforts.
Y-ou are unique of all of God's creations. Nothing can replace
you.
Z-ero in on your target, and go for it!!
Have a great day!!
Cheers,
Rajat
"Be who you are and say what you feel because those who mind
don't matter and those who matter don't mind"
~Props to Dr. Seuss
From India, Pune
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108Frankly, he may have used your offer letter to negotiate the salary from his company..otherwise why would he change his mind..unless the company has a great retention strategy..
Let it go..or rather dump him..
What you can do henceforth is that - insert the clause in the offer letter that it is vaild for 4 working days from the date of the acceptance subject to submission of his acceptance of resignation letter otherwise it would be treated as null & void..
In this case you seem to be interested to cross check - then call discretely to HR deptt to verify his credentials as he has applied for a bank loan or credit card etc and check it out..if he is leaving then the HR deptt would sound you out..or ask your junior/colleague to pretend as a consultant and to call him whether he is interested in a job opportuity with a XYZ firm etc....
Don't get disheartened and this reminds me when i faced the similar situation ..my friend sent me the followin note..
Remember Your ABC’s”
A-void negative sources, people, things and habits.
B-elieve in yourself.
C-onsider things from every angle.
D-on't give up and don't give in.
E-njoy life today. Yesterday is gone and tomorrow may never come.
F-amily and Friends are hidden treasures. Seek them and enjoy
their riches.
G-ive more than you planned to give.
H-ang on to your dreams.
I-gnore those who try to discourage you.
J-ust do it!
K-eep on trying, no matter how hard it seems. It will get better.
L-ove yourself first and foremost.
M-ake it happen.
N-ever lie, cheat, or steal. Always strike a fair deal.
O-pen your eyes and see things as they really are.
P-ractice makes perfect.
Q-uitters never win and winners never quit.
R-ead, study and learn about everything important in your life.
S-top procrastinating.
T-rust in God and ask Him to help you achieve your dreams.
U-nderstand yourself in order to better understand others.
V-isualize it.
W-ant it more than anything.
X-ccelerate your efforts.
Y-ou are unique of all of God's creations. Nothing can replace
you.
Z-ero in on your target, and go for it!!
Have a great day!!
Cheers,
Rajat
"Be who you are and say what you feel because those who mind
don't matter and those who matter don't mind"
~Props to Dr. Seuss
From India, Pune
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Dear Rajat Ji,
Very nice explanation given by you. Though it is already May 31, I hope Janhave's problem must have been over by now.
Janhave, do share with us what actions you took.
Take care,
Rekha
From India, Delhi
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Very nice explanation given by you. Though it is already May 31, I hope Janhave's problem must have been over by now.
Janhave, do share with us what actions you took.
Take care,
Rekha
From India, Delhi
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Hi,
I was reading your query carefully. You have mentioned that he cannot get his relieving letter. Has he stated that he cannot join you? You haven't mentioned so. If he still wants to join you, ask him to get an accepted resignation copy. This way, you could be sure he has resigned and will join, as it will have the stamp of the HR on the letter.
If he is still beating around the bush, be firm and ask him to give you a definite date. As Rajat mentioned, you can also tell him that if not responded to within a finite time, the offer would stand as canceled.
Faye
From United Arab Emirates, Dubai
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I was reading your query carefully. You have mentioned that he cannot get his relieving letter. Has he stated that he cannot join you? You haven't mentioned so. If he still wants to join you, ask him to get an accepted resignation copy. This way, you could be sure he has resigned and will join, as it will have the stamp of the HR on the letter.
If he is still beating around the bush, be firm and ask him to give you a definite date. As Rajat mentioned, you can also tell him that if not responded to within a finite time, the offer would stand as canceled.
Faye
From United Arab Emirates, Dubai
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Rajat,
I need help in the following situation. This is about an organization where, when people leave, they don't receive any experience certificate. They also don't provide an approval copy of the resignation letter. They mention that certain policies prevent them from releasing such letters. Consequently, employees leaving the organization are left empty-handed, without proof of employment cessation.
In such circumstances, how can an employee convince a new organization when applying for a job? Most organizations require a resignation approval letter before considering an employee for a new role.
Please guide me on how employees in this situation can navigate these challenges.
Regards, (Cite Contribution)
From India, Mumbai
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I need help in the following situation. This is about an organization where, when people leave, they don't receive any experience certificate. They also don't provide an approval copy of the resignation letter. They mention that certain policies prevent them from releasing such letters. Consequently, employees leaving the organization are left empty-handed, without proof of employment cessation.
In such circumstances, how can an employee convince a new organization when applying for a job? Most organizations require a resignation approval letter before considering an employee for a new role.
Please guide me on how employees in this situation can navigate these challenges.
Regards, (Cite Contribution)
From India, Mumbai
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Hi Cite Contribution,
I need help in the following situation. This is about an organization where, when people leave, they don't receive any experience certificate. They don't even get the approval copy of the resignation letter. They say that they have some policies, which is why they are withholding such letters. At the end of the day, the employee leaving that organization is left empty-handed, with no proof of employment cessation with that organization. In these circumstances, if the employee tries to join another organization, how can the employee convince the new organization? I mean, no organization will hire any employee until and unless they show a resignation approval letter. Please guide me on a way out for such employees.
Ok, I understand your point very well. It's sad to know that such practices exist in today's scenario where there is a war for talented employees.
Other proofs of employment with the company that an ex-employee can show are with the help of the following documents:
- Offer/intent letter
- Appointment letter
- Salary slip
- Full and final statement that would help prospective employers verify the credentials regarding employment period and designation, etc.
- Form 16 issued by the company for the tax deducted from the employee's salary
- PF slip.
Hope this helps.
Regards,
Rajat
From India, Pune
Acknowledge(0)Amend(0)
I need help in the following situation. This is about an organization where, when people leave, they don't receive any experience certificate. They don't even get the approval copy of the resignation letter. They say that they have some policies, which is why they are withholding such letters. At the end of the day, the employee leaving that organization is left empty-handed, with no proof of employment cessation with that organization. In these circumstances, if the employee tries to join another organization, how can the employee convince the new organization? I mean, no organization will hire any employee until and unless they show a resignation approval letter. Please guide me on a way out for such employees.
Ok, I understand your point very well. It's sad to know that such practices exist in today's scenario where there is a war for talented employees.
Other proofs of employment with the company that an ex-employee can show are with the help of the following documents:
- Offer/intent letter
- Appointment letter
- Salary slip
- Full and final statement that would help prospective employers verify the credentials regarding employment period and designation, etc.
- Form 16 issued by the company for the tax deducted from the employee's salary
- PF slip.
Hope this helps.
Regards,
Rajat
From India, Pune
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Thanks, Rajat!
Now, there is a dilemma. As an HR professional, I need employment cessation proof from these new hires who are unable to even submit a resignation acceptance letter. What should I do? If I hire them, it may lead to dual employment, and if I don't, these individuals are left in a difficult position.
It so happened that after successfully completing all interview rounds with us, they resigned from their previous organization. As per our policies, every new employee must provide proof of employment cessation from their previous employer.
I consulted with my seniors, and they advised me to give the new employees some time to produce the proof or reject them. These new hires show great promise, and rejecting them could be detrimental for both parties.
I need assistance in finding a solution. Your guidance would be highly appreciated.
Regards,
Cite Contribution
From India, Mumbai
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Now, there is a dilemma. As an HR professional, I need employment cessation proof from these new hires who are unable to even submit a resignation acceptance letter. What should I do? If I hire them, it may lead to dual employment, and if I don't, these individuals are left in a difficult position.
It so happened that after successfully completing all interview rounds with us, they resigned from their previous organization. As per our policies, every new employee must provide proof of employment cessation from their previous employer.
I consulted with my seniors, and they advised me to give the new employees some time to produce the proof or reject them. These new hires show great promise, and rejecting them could be detrimental for both parties.
I need assistance in finding a solution. Your guidance would be highly appreciated.
Regards,
Cite Contribution
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Cite Contribution,
Now there is the issue as an HR, I need an employment cessation proof from these new people who cannot even submit a resignation acceptance letter.
What do I do?
If I hire them, it will become dual employment, and if I don't, then these people are left in the lurch.
It had happened that only after clearing all the interview rounds with us, they had resigned from their old organization.
Now, according to our policies, every new employee has to submit an employment cessation proof from their old organization.
I had a word with my seniors, and they simply asked me to give the new employees some time to produce the proof, or else reject them.
These new ones are really good. If I reject them, they might lose at both ends.
We really appreciate your concern about them. Hats off to you! I am happy that you are going out of your way to address this vexed issue. This is what we HR Managers should do, be advocates or employee champions, as per Dave Ulrich's Four Roles for HR!
In that case, ask them to show the full and final settlement statement, which is proof of cessation of employment if they have not received the acceptance of resignation, along with a copy of the resignation.
Apprise your seniors about this issue and advocate for exceptions in these cases as the previous company hasn't issued the acceptance of the resignation.
Or
Speak to the HR personnel of the company about this.
OR
Ask these professionals to approach this company to provide the relieving certificate or a copy of the acceptance.
If this fails, they should approach a lawyer to send a legal notice as it violates the ex-employee's right to employment.
OR
If you really want to expedite this issue, ask your journalist friend to contact the company about this issue. Believe me, it would rattle them if such an issue is published in the media as it can affect their company's image or business goals.
Hope the above ideas help.
Cheers,
Rajat
From India, Pune
Acknowledge(0)Amend(0)
Now there is the issue as an HR, I need an employment cessation proof from these new people who cannot even submit a resignation acceptance letter.
What do I do?
If I hire them, it will become dual employment, and if I don't, then these people are left in the lurch.
It had happened that only after clearing all the interview rounds with us, they had resigned from their old organization.
Now, according to our policies, every new employee has to submit an employment cessation proof from their old organization.
I had a word with my seniors, and they simply asked me to give the new employees some time to produce the proof, or else reject them.
These new ones are really good. If I reject them, they might lose at both ends.
We really appreciate your concern about them. Hats off to you! I am happy that you are going out of your way to address this vexed issue. This is what we HR Managers should do, be advocates or employee champions, as per Dave Ulrich's Four Roles for HR!
In that case, ask them to show the full and final settlement statement, which is proof of cessation of employment if they have not received the acceptance of resignation, along with a copy of the resignation.
Apprise your seniors about this issue and advocate for exceptions in these cases as the previous company hasn't issued the acceptance of the resignation.
Or
Speak to the HR personnel of the company about this.
OR
Ask these professionals to approach this company to provide the relieving certificate or a copy of the acceptance.
If this fails, they should approach a lawyer to send a legal notice as it violates the ex-employee's right to employment.
OR
If you really want to expedite this issue, ask your journalist friend to contact the company about this issue. Believe me, it would rattle them if such an issue is published in the media as it can affect their company's image or business goals.
Hope the above ideas help.
Cheers,
Rajat
From India, Pune
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