Hi,
I want to know which one is better: forceful resignation or termination letter. What are the pros and cons between these two methods of resignation? What are the chances of getting a new job through a termination letter/forceful resignation?
From India, Bhubaneswar
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1I want to know which one is better: forceful resignation or termination letter. What are the pros and cons between these two methods of resignation? What are the chances of getting a new job through a termination letter/forceful resignation?
From India, Bhubaneswar
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Hello Rinku,
I do not understand the difference between forceful termination and termination when termination is at the instance of the employer. You have further confused the members by calling it resignation. Please clearly describe, even if it means more words, as to what you want to know?
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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I do not understand the difference between forceful termination and termination when termination is at the instance of the employer. You have further confused the members by calling it resignation. Please clearly describe, even if it means more words, as to what you want to know?
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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Hello rinku234,
As B. Saikumar mentioned, your query is confusing. It looks like you meant 'forceful resignation'—please confirm. Presuming this to be your intent regarding the usage of the terminology, it's always better to prefer forceful resignation to termination, since it serves the purpose of BOTH the organization (removing the employee from the company's rolls with minimal consequences) AND the future of the employee. However, there could be situations when 'termination' would become the de facto action/response from the organization's end—such as disciplinary issues, integrity issues, theft, etc.
Hope this clarifies your query.
Regards,
TS
From India, Hyderabad
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As B. Saikumar mentioned, your query is confusing. It looks like you meant 'forceful resignation'—please confirm. Presuming this to be your intent regarding the usage of the terminology, it's always better to prefer forceful resignation to termination, since it serves the purpose of BOTH the organization (removing the employee from the company's rolls with minimal consequences) AND the future of the employee. However, there could be situations when 'termination' would become the de facto action/response from the organization's end—such as disciplinary issues, integrity issues, theft, etc.
Hope this clarifies your query.
Regards,
TS
From India, Hyderabad
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Hi Rinku!
I would just make assumptions here. If you are an employee and you committed a grave offense against one of the policies of your company, which is obviously punishable by termination, and you are being called by HR and given choices whether to resign voluntarily or wait and allow the company to issue a termination letter to you, I would suggest choosing the former. But in doing so, as much as possible, try to be good to your employer still, especially to HR and your superior. Because when the time comes for your new employment prospect to call them for a background check, the possibility is still high that they will vouch for you. If not, even being neutral is already fair enough.
Hope this helps.
Onilrem
From Philippines, Cebu
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I would just make assumptions here. If you are an employee and you committed a grave offense against one of the policies of your company, which is obviously punishable by termination, and you are being called by HR and given choices whether to resign voluntarily or wait and allow the company to issue a termination letter to you, I would suggest choosing the former. But in doing so, as much as possible, try to be good to your employer still, especially to HR and your superior. Because when the time comes for your new employment prospect to call them for a background check, the possibility is still high that they will vouch for you. If not, even being neutral is already fair enough.
Hope this helps.
Onilrem
From Philippines, Cebu
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Dear Rinku234,
It's difficult for an employee to get a job with his termination letter in hand. There are chances of getting other jobs if it's a forceful resignation, as the future employer may not know that it is a forceful resignation unless the employee himself reveals it or if it comes to you for background check verification.
In my opinion, taking forceful resignation is better than providing a termination letter to avoid complexities and other legal problems from the employee. It is also advantageous for the smooth process of the organization. On humanity grounds, we can just push out the employee from our own organization to avoid any sort of discrepancies. Let him live elsewhere peacefully and we can also proceed peacefully.
Regards,
Bharghavi
From India, Bangalore
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It's difficult for an employee to get a job with his termination letter in hand. There are chances of getting other jobs if it's a forceful resignation, as the future employer may not know that it is a forceful resignation unless the employee himself reveals it or if it comes to you for background check verification.
In my opinion, taking forceful resignation is better than providing a termination letter to avoid complexities and other legal problems from the employee. It is also advantageous for the smooth process of the organization. On humanity grounds, we can just push out the employee from our own organization to avoid any sort of discrepancies. Let him live elsewhere peacefully and we can also proceed peacefully.
Regards,
Bharghavi
From India, Bangalore
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Forceful resignation is a better option than taking a termination letter. Forceful resignation does not clarify whether it is normal or forceful. Additionally, you can claim an experience certificate based on the resignation, relieving letter, no-due certificate, etc.
From India, Ahmadabad
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From India, Ahmadabad
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Hello,
According to me, both the words "termination" and "forceful resignation" are the same. Both will affect the future of the employee. Thinking from the recruiter's perspective, they will never accept the reasons given by the new candidate. So, if possible, just use "resignation" on the service certificate.
Regards,
Kalpit Mhatre
Larsen & Toubro Ltd.
ECC Division
From India, Mumbai
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According to me, both the words "termination" and "forceful resignation" are the same. Both will affect the future of the employee. Thinking from the recruiter's perspective, they will never accept the reasons given by the new candidate. So, if possible, just use "resignation" on the service certificate.
Regards,
Kalpit Mhatre
Larsen & Toubro Ltd.
ECC Division
From India, Mumbai
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