1) On what basis have you terminated him?
2) If poor performance, on what basis did you assess the performance?
3) Did you give an oral warning, followed by written warnings at least twice before terminating?
4) Take a resignation letter from him.
5) Give a relieving letter and mention the experience duration in it.
6) Avoid using the word "termination," which is very harsh.
From India, Coimbatore
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7462) If poor performance, on what basis did you assess the performance?
3) Did you give an oral warning, followed by written warnings at least twice before terminating?
4) Take a resignation letter from him.
5) Give a relieving letter and mention the experience duration in it.
6) Avoid using the word "termination," which is very harsh.
From India, Coimbatore
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Dear all,
You can use this language.
This is with regards to the separation communication dated on 30th March 2007 stating personal reasons. You are hereby relieved from your services with effect from 21st April 2007.
We wish you all the best in your future endeavors.
With Best Wishes,
Regards
Hema Malhotra
From India, Delhi
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You can use this language.
This is with regards to the separation communication dated on 30th March 2007 stating personal reasons. You are hereby relieved from your services with effect from 21st April 2007.
We wish you all the best in your future endeavors.
With Best Wishes,
Regards
Hema Malhotra
From India, Delhi
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Hi all,
It seems a bit unnatural, but true that each and every case of termination would attract doubt on reemployment. So, as per Malik, that should be a bit painful for getting and landing in the next suitable job. Well, you can argue, but today's mistake of someone should not be a burden for him/her for tomorrow's work. Therefore, the relieving letter should exclude wordings of "terminated."
Thanks and regards,
From India, Lucknow
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It seems a bit unnatural, but true that each and every case of termination would attract doubt on reemployment. So, as per Malik, that should be a bit painful for getting and landing in the next suitable job. Well, you can argue, but today's mistake of someone should not be a burden for him/her for tomorrow's work. Therefore, the relieving letter should exclude wordings of "terminated."
Thanks and regards,
From India, Lucknow
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Dear Ambersaleem,
As per the Industrial Employment (Standing Orders) Act, 1946, every person is entitled to receive a service certificate (e.g., certificate) at the time of dismissal, discharge, or retirement. However, regarding issuing a relieving letter, you can follow the comments of Mr. J. S. Malick. However, being an HR person, you must ensure that an employee's career is not spoiled. Not performing well in a job doesn't mean the employee should be solely held responsible; there are many factors involved in that. Of course, it is a vast subject to be discussed.
Regards,
Achintya
From India, Mumbai
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As per the Industrial Employment (Standing Orders) Act, 1946, every person is entitled to receive a service certificate (e.g., certificate) at the time of dismissal, discharge, or retirement. However, regarding issuing a relieving letter, you can follow the comments of Mr. J. S. Malick. However, being an HR person, you must ensure that an employee's career is not spoiled. Not performing well in a job doesn't mean the employee should be solely held responsible; there are many factors involved in that. Of course, it is a vast subject to be discussed.
Regards,
Achintya
From India, Mumbai
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Dear,
In this case, you need to issue a relieving letter to him even though he has been terminated by you. If you don't relieve him, it means that he is still with your company. However, while giving an experience letter, you can indicate that his performance is not up to the mark.
Regards,
Skantha
From India, Hyderabad
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In this case, you need to issue a relieving letter to him even though he has been terminated by you. If you don't relieve him, it means that he is still with your company. However, while giving an experience letter, you can indicate that his performance is not up to the mark.
Regards,
Skantha
From India, Hyderabad
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Hi all,
Hope you're doing well!
Please help me in getting BDMs for a U.S. IT staffing firm. Please go through the requirements carefully. If you have any questions, please feel free to call me to discuss further.
We require 4 BDMs for our offshore center in Hyderabad. More details are mentioned below:
- Position: Sr. Business Development Managers
- Location: Hyderabad, India
- Pay: Salary + Recurring Commissions or Yearly Bonus
- Number of Positions: 4 to 5
Please feel free to contact me at 9951437791.
Send across your resume with the following details:
- Name:
- Contact:
- Years of Experience:
- Expected Salary:
- Availability:
- Cab Facility: Yes or No
Thanks & Regards,
Michelle
Manager - Customer Relations
Agile Enterprise Solutions, Inc || Ensuring Customer's Success ||
P: 630-242-8896 ext - 310 ||
F: 847-890-6357 ||
Email: michelle@agilees.com || Website: www.agilees.com ||
From India, Hyderabad
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Hope you're doing well!
Please help me in getting BDMs for a U.S. IT staffing firm. Please go through the requirements carefully. If you have any questions, please feel free to call me to discuss further.
We require 4 BDMs for our offshore center in Hyderabad. More details are mentioned below:
- Position: Sr. Business Development Managers
- Location: Hyderabad, India
- Pay: Salary + Recurring Commissions or Yearly Bonus
- Number of Positions: 4 to 5
Please feel free to contact me at 9951437791.
Send across your resume with the following details:
- Name:
- Contact:
- Years of Experience:
- Expected Salary:
- Availability:
- Cab Facility: Yes or No
Thanks & Regards,
Michelle
Manager - Customer Relations
Agile Enterprise Solutions, Inc || Ensuring Customer's Success ||
P: 630-242-8896 ext - 310 ||
F: 847-890-6357 ||
Email: michelle@agilees.com || Website: www.agilees.com ||
From India, Hyderabad
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Dear Ambersaleem,
As you mentioned that the employee was terminated for poor performance, I hope you followed a full and fair process. We cannot give both a termination letter and a relieving letter to one employee. Since you have already given the termination letter to the employee, the question of relieving does not arise. Please provide a customized letter to the employee, as suggested by Mallik Ji.
Thank you.
From India, Hyderabad
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As you mentioned that the employee was terminated for poor performance, I hope you followed a full and fair process. We cannot give both a termination letter and a relieving letter to one employee. Since you have already given the termination letter to the employee, the question of relieving does not arise. Please provide a customized letter to the employee, as suggested by Mallik Ji.
Thank you.
From India, Hyderabad
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Dear Amber Saleem,
I believe I am not wrong in saying that when relieving an employee, we should not harm their career as an HR professional. We can mention in the performance column during their tenure as "Satisfactory" instead of "Good" or "Very Good."
Regards,
Suraj Varma
From India, Hyderabad
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I believe I am not wrong in saying that when relieving an employee, we should not harm their career as an HR professional. We can mention in the performance column during their tenure as "Satisfactory" instead of "Good" or "Very Good."
Regards,
Suraj Varma
From India, Hyderabad
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Dear Michelle,
This is a thread in which we are discussing the relieving letter. I request you to post a new thread for your requirement so that it can receive more attention. I presume that you will gain more insight in this discussion.
Regards,
Shiv
From India, Bangalore
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This is a thread in which we are discussing the relieving letter. I request you to post a new thread for your requirement so that it can receive more attention. I presume that you will gain more insight in this discussion.
Regards,
Shiv
From India, Bangalore
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Thank you so much to all seniors!
Well, apparently, there is a difference of opinion on the topic from all your clarifications. Though all your valuable replies are very helpful, the advice given by Ms. Preety Khanna, Ms. Sangeetha Dutta, and Mr. Shringarika Srivastava seems better. I hope I should go with a combination of your replies to handle such a case.
Anyways, Once again thanks for all your clarifications.
Regards,
Ambersaleem
From India, Hyderabad
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Well, apparently, there is a difference of opinion on the topic from all your clarifications. Though all your valuable replies are very helpful, the advice given by Ms. Preety Khanna, Ms. Sangeetha Dutta, and Mr. Shringarika Srivastava seems better. I hope I should go with a combination of your replies to handle such a case.
Anyways, Once again thanks for all your clarifications.
Regards,
Ambersaleem
From India, Hyderabad
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