Dear All,
The issue is whether to provide the employee with a relieving letter for reference purposes or a relieving letter addressing a specific concern that led to the employee's termination from the organization.
I believe that all organizations have their own personnel policies. If the policies do not clearly state what action to take, I suggest using your discretion. However, if you are uncertain about whether to strictly adhere to the policy, especially if you feel that the employee did not make significant contributions or participate effectively during their tenure, it may be wise to highlight only the positive aspects of the employee's time with the organization. I am of the opinion that every individual who has worked for an organization has made some positive impact on its development.
How should you articulate this? What should the letter format be? I recommend emphasizing the positive attributes of the employee as a reference. By doing so, you may contribute to alleviating poverty in the community to which the employee belongs, even if only by a small percentage.
Thank you.
Sinasina
From Fiji
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The issue is whether to provide the employee with a relieving letter for reference purposes or a relieving letter addressing a specific concern that led to the employee's termination from the organization.
I believe that all organizations have their own personnel policies. If the policies do not clearly state what action to take, I suggest using your discretion. However, if you are uncertain about whether to strictly adhere to the policy, especially if you feel that the employee did not make significant contributions or participate effectively during their tenure, it may be wise to highlight only the positive aspects of the employee's time with the organization. I am of the opinion that every individual who has worked for an organization has made some positive impact on its development.
How should you articulate this? What should the letter format be? I recommend emphasizing the positive attributes of the employee as a reference. By doing so, you may contribute to alleviating poverty in the community to which the employee belongs, even if only by a small percentage.
Thank you.
Sinasina
From Fiji
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Hi,
That's right, always the case should be fair play and a win-win situation. Everywhere, it is a give-and-take policy, so why spoil one's career instead of doing as usual and relieving the employee gracefully unless there is a call for untoward action from both sides.
Thank you and regards, tarunaindia@gmail.com
QUOTE from sunilkmani@gmail.com;706714:
If you are flexing your muscles (company's) too much, then you can expect heavy retaliation from his/her side at any time, in any form, and in any mode. I have done such things in my earlier career, and my friendly network group vowed to tarnish one of the company's names as well. If your firm is a good one, you should provide an experience certificate and relieve him as early as possible, as he wants to develop his skills to get a new job. These types of things are common in a lot of third-rate, dirty Indian and Middle Eastern companies managed by 'Highly educated Indians'. 'There are no born criminals; society makes them criminals or terrorists'.
From India, Lucknow
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4That's right, always the case should be fair play and a win-win situation. Everywhere, it is a give-and-take policy, so why spoil one's career instead of doing as usual and relieving the employee gracefully unless there is a call for untoward action from both sides.
Thank you and regards, tarunaindia@gmail.com
QUOTE from sunilkmani@gmail.com;706714:
If you are flexing your muscles (company's) too much, then you can expect heavy retaliation from his/her side at any time, in any form, and in any mode. I have done such things in my earlier career, and my friendly network group vowed to tarnish one of the company's names as well. If your firm is a good one, you should provide an experience certificate and relieve him as early as possible, as he wants to develop his skills to get a new job. These types of things are common in a lot of third-rate, dirty Indian and Middle Eastern companies managed by 'Highly educated Indians'. 'There are no born criminals; society makes them criminals or terrorists'.
From India, Lucknow
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Dear Saleem,
It may not be good to mention that he has been terminated. Instead, he can be given an experience letter stating the period of service to allow him to work elsewhere, rather than mentioning "TERMINATED," which gives a very bad impression and makes it difficult for him to apply/get appointed elsewhere. Somehow, he was punished by being sent out of the organization. It is more than enough.
P.V. Reddy
From India, Hyderabad
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It may not be good to mention that he has been terminated. Instead, he can be given an experience letter stating the period of service to allow him to work elsewhere, rather than mentioning "TERMINATED," which gives a very bad impression and makes it difficult for him to apply/get appointed elsewhere. Somehow, he was punished by being sent out of the organization. It is more than enough.
P.V. Reddy
From India, Hyderabad
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Dear Ambersaleem,
Firstly, has your organization asked him to resign or given him a termination letter on the grounds of non-performance? If it's the latter case, then a relieving letter doesn't make sense. Here, you can give him an Experience Certificate only, which will also help him in the future. Whereas in the former case, if there is a resignation from the employee, you can give him the relieving letter. In such a case, you can also merge the acceptance of resignation and relieving by saying "Your resignation dated ... is accepted, and you are relieved effective from ....". Also, an Experience Certificate can be given. This will help him in his future assignments, and the goodwill of the company remains.
Regards,
Natasha
From India, Mumbai
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Firstly, has your organization asked him to resign or given him a termination letter on the grounds of non-performance? If it's the latter case, then a relieving letter doesn't make sense. Here, you can give him an Experience Certificate only, which will also help him in the future. Whereas in the former case, if there is a resignation from the employee, you can give him the relieving letter. In such a case, you can also merge the acceptance of resignation and relieving by saying "Your resignation dated ... is accepted, and you are relieved effective from ....". Also, an Experience Certificate can be given. This will help him in his future assignments, and the goodwill of the company remains.
Regards,
Natasha
From India, Mumbai
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Dear sir,
I am working at an infrastructure where there are approximately 300 workers. Our project is due to be completed in 3 months. Currently, we are in the process of removing workers from the project. Kindly advise me and provide a draft copy, please.
Thank you.
From India, Hyderabad
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I am working at an infrastructure where there are approximately 300 workers. Our project is due to be completed in 3 months. Currently, we are in the process of removing workers from the project. Kindly advise me and provide a draft copy, please.
Thank you.
From India, Hyderabad
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Dear Ambersaleem,
First of all, let us understand that any employee leaving (for any reason) a company/organization would need to seek employment with another company/organization. So naturally, the new company/organization will ask for all necessary documents of the previous company/organization from the new employee, as I am sure you would do.
In that case, it is our responsibility to give all necessary documents (including a relieving letter) to an outgoing employee so that the employee can seek employment in some other company/organization. Because for whatever reasons (other than disciplinary issues or absconding) the employee is being terminated, I am sure he/she will find employment somewhere else where his/her skills and capabilities will be put to best use. In such a situation, our one letter should not be detrimental to the employee's career.
If it is a termination, we as HR should try to make it as mild as possible in the letter. As somebody else mentioned, it is not necessary to mention termination. "XYZ" has been relieved from "Design" from so and so date...
Hope you understand.
From Qatar, Doha
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First of all, let us understand that any employee leaving (for any reason) a company/organization would need to seek employment with another company/organization. So naturally, the new company/organization will ask for all necessary documents of the previous company/organization from the new employee, as I am sure you would do.
In that case, it is our responsibility to give all necessary documents (including a relieving letter) to an outgoing employee so that the employee can seek employment in some other company/organization. Because for whatever reasons (other than disciplinary issues or absconding) the employee is being terminated, I am sure he/she will find employment somewhere else where his/her skills and capabilities will be put to best use. In such a situation, our one letter should not be detrimental to the employee's career.
If it is a termination, we as HR should try to make it as mild as possible in the letter. As somebody else mentioned, it is not necessary to mention termination. "XYZ" has been relieved from "Design" from so and so date...
Hope you understand.
From Qatar, Doha
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If company terminate someone for his poor performance...will he get 3 months salary? What is that policy and how it is evaluated?
From India, Gurgaon
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From India, Gurgaon
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Hello,
If the employee has not been terminated due to any misconduct, the company should try to keep a positive and formal tone in every letter, be it experience or the relieving letter. Keep the same format you normally use for a normal employee. If you need a good relieving letter format, you can get a number of samples on the internet. On the other hand, if the employee has been terminated due to some serious reasons, then it is always advisable to not give the letters.
I hope this answer helps you to be empathetic and draft good letters for that terminated employee.
From India, Noida
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If the employee has not been terminated due to any misconduct, the company should try to keep a positive and formal tone in every letter, be it experience or the relieving letter. Keep the same format you normally use for a normal employee. If you need a good relieving letter format, you can get a number of samples on the internet. On the other hand, if the employee has been terminated due to some serious reasons, then it is always advisable to not give the letters.
I hope this answer helps you to be empathetic and draft good letters for that terminated employee.
From India, Noida
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All HR came here and planning to terminate and spoil innocent employee’s career. Being avg performer = sexual harassment Being avg performer = theft , criminal
From India, Mumbai
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From India, Mumbai
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If the employee insists on a relieving letter, you can issue the same as follows:
An experience or service letter itself can provide a clause where the reason for relief is stated. Against this clause, the employer can mention "Poor performance" or unsatisfactory performance.
P/Senthilkumar
From India, Chennai
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An experience or service letter itself can provide a clause where the reason for relief is stated. Against this clause, the employer can mention "Poor performance" or unsatisfactory performance.
P/Senthilkumar
From India, Chennai
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Employee Performance.pdf
Employee Recognition letter formats for Team.doc