Dear Seniors, I have an important query as to should we give the relieving letter in case of termination or not ?? please guide....
From India, Mumbai
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From India, Mumbai
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Sonal, If employer is firing then you should give I think. You have not mentioned the reason of firing so I am not able to provide the clear idea about it.
From India, Ahmadabad
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7From India, Ahmadabad
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Termination or resignation, both fall under separation. When an employee is discharged from an organization, they should be relieved as per the company's procedures, and a letter should be issued to this effect.
Pon
From India, Lucknow
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Pon
From India, Lucknow
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When you say an employee is terminated, it means you have issued a Termination Letter, mentioning the reason for termination. In such a case, there is no need to issue a separate relieving letter. The Termination Letter itself will state that your services are terminated, and you are relieved on a specific date.
In case you do not wish to issue a termination letter and potentially harm the future of the employee, take him into confidence, obtain a resignation from him, and issue a formal relieving letter.
From India, Pune
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In case you do not wish to issue a termination letter and potentially harm the future of the employee, take him into confidence, obtain a resignation from him, and issue a formal relieving letter.
From India, Pune
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Completely agree with vkokamthankar. In the best interest of the employee and also following moral values, ask the employee to submit their resignation. Issue a relieving letter after completing full and final settlement.
Swati
From India, Gurgaon
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Swati
From India, Gurgaon
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Hi,
Have you completed the full and final settlement of such employee? What is the basis of termination? If it involves issues like theft and the legal matter is going to court, you should wait until the verdict comes.
If you have internally settled it or if you have terminated him/her based on performance, you should release both the relieving and experience certificates. You can issue the experience certificate immediately, but provide the relieving letter only after the full and final settlement is done.
From India, Mumbai
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Have you completed the full and final settlement of such employee? What is the basis of termination? If it involves issues like theft and the legal matter is going to court, you should wait until the verdict comes.
If you have internally settled it or if you have terminated him/her based on performance, you should release both the relieving and experience certificates. You can issue the experience certificate immediately, but provide the relieving letter only after the full and final settlement is done.
From India, Mumbai
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I beg to differ with you. I feel you are confusing the Relieving Letter with the Service Certificate.
The Relieving Letter only states that your resignation dated so and so is accepted, and you are/will be relieved from the services from so and so date.
The Service Certificate generally mentions Name, Date of Joining, Last Held Designation, Date of Relieving, Last Drawn Salary, Reason for Leaving, etc.
Some organizations issue the above two documents separately, while some organizations issue one document which is a combination of both.
"Relieving letter says many things like designation, scale of pay, service period, reason for leaving, etc., whereas a termination letter does not cover all those aspects. What is the harm in issuing a relieving letter when the terminated employee fulfilled all formalities as per procedures?" - Pon
From India, Pune
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The Relieving Letter only states that your resignation dated so and so is accepted, and you are/will be relieved from the services from so and so date.
The Service Certificate generally mentions Name, Date of Joining, Last Held Designation, Date of Relieving, Last Drawn Salary, Reason for Leaving, etc.
Some organizations issue the above two documents separately, while some organizations issue one document which is a combination of both.
"Relieving letter says many things like designation, scale of pay, service period, reason for leaving, etc., whereas a termination letter does not cover all those aspects. What is the harm in issuing a relieving letter when the terminated employee fulfilled all formalities as per procedures?" - Pon
From India, Pune
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Termination of employment for proven misconduct or underperformance will not be followed by a relieving letter and/or experience certificate. The termination letter will contain an intimation to the terminated employee to settle his accounts with the company/establishment preferably within two days from the date of termination.
The concerned employee, on his part, should not accept a relieving order even if given; else it will amount to his/her acceptance of the termination.
Sanu Soman HR Manager
From India, Madras
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The concerned employee, on his part, should not accept a relieving order even if given; else it will amount to his/her acceptance of the termination.
Sanu Soman HR Manager
From India, Madras
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