It's me.
I hope you realize that while the question has an important academic significance, in reality, it will not really matter whether he gets his experience certificate. Most employers (potential employers) will not appreciate a certificate of working for 2 months (unless it was a part of training that some MBA courses have). Any such certificate will only reduce his appeal to employers as they rarely want people who leave jobs in a short time.
From India, Mumbai
2491I hope you realize that while the question has an important academic significance, in reality, it will not really matter whether he gets his experience certificate. Most employers (potential employers) will not appreciate a certificate of working for 2 months (unless it was a part of training that some MBA courses have). Any such certificate will only reduce his appeal to employers as they rarely want people who leave jobs in a short time.
From India, Mumbai
Experience certificate just says that this guy worked with us for such a duration. I see no reason why a company should have a problem issuing such a statement of fact even if the employee was on rolls for a single day. It should not be subjective (e.g., if the employee is sincere, give him the certificate. I mean, would the employees be governed by a well-thought-out policy or the subjective judgment of HR whether he was sincere or not?). I believe any company which respects its employees would not have any issue in giving him an experience certificate stating his duration of employment.
From India, Delhi
From India, Delhi
Hi ,
I appreciate the fact that if an employee works only for a single day, the company should not have any problem in issuing the experience certificate .. but when an employee provides false ,�unreasonable reason to get relieve from the rolls of the company despite he/she is bound to the condition of legal Bond. Issuing the certificate of experience, is the right step against the whole situation?
Thanks
From India, Indore
I appreciate the fact that if an employee works only for a single day, the company should not have any problem in issuing the experience certificate .. but when an employee provides false ,�unreasonable reason to get relieve from the rolls of the company despite he/she is bound to the condition of legal Bond. Issuing the certificate of experience, is the right step against the whole situation?
Thanks
From India, Indore
Well, just the fact that the employee doesn't want to work anymore with the company should be enough to relieve him - what could be a more reasonable reason? Employment has to be voluntary - forcing a guy to stick with a company doesn't work in the long run.
Does the legal bond say that if the guy leaves before bond term, the company would not issue Experience Certificate?
Also, if the bond is really legally enforceable, courts will provide the legal remedy to the company.
Withholding the Experience Certificate or salary etc are things which would technically be illegal and are definitely unethical.
IMHO no honorable company would resort to it.
From India, Delhi
Does the legal bond say that if the guy leaves before bond term, the company would not issue Experience Certificate?
Also, if the bond is really legally enforceable, courts will provide the legal remedy to the company.
Withholding the Experience Certificate or salary etc are things which would technically be illegal and are definitely unethical.
IMHO no honorable company would resort to it.
From India, Delhi
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