Hii All, Even sometimes HR will be stuck with some problems. There is an IIT person who has cleared the interview and gets selected for a company. Hr gives the offer letter and there is a particular period of time wherein that person is supposed to join. At the time of joining he will not be having his relieving letter from his old company and the new company's HR won't be in a position to complete his joining formalities since his deadline for getting relieving letter cannot be extended.
Is there any rule that a person must and should be having his relieving letter at the time of joining the new company since I heard its a rule from the court that the person should be having his relieving letter at the time of joining? In that case, can a manager take a risk of giving a letter to HR that all the responsibilities of the candidate will be taken care of by him since the candidate is very brilliant and technically strong and can't let him go so easily. Or if the HR of the old company sends a mail to the Hr of the new company stating that the candidate is yet to be relieved, will that hold good provided that candidate is not bound by the terms and conditions or not breaking a contract with the old company. Can anyone give suggestions on this problem?
From India, Bangalore
Is there any rule that a person must and should be having his relieving letter at the time of joining the new company since I heard its a rule from the court that the person should be having his relieving letter at the time of joining? In that case, can a manager take a risk of giving a letter to HR that all the responsibilities of the candidate will be taken care of by him since the candidate is very brilliant and technically strong and can't let him go so easily. Or if the HR of the old company sends a mail to the Hr of the new company stating that the candidate is yet to be relieved, will that hold good provided that candidate is not bound by the terms and conditions or not breaking a contract with the old company. Can anyone give suggestions on this problem?
From India, Bangalore
yes there is a rule that at the time of leaving a company and joining other company a person has to have a relieving letter in hand. this is because in IT Act of India says that a person can not hold to full time job. and if this need to follow the companies have no other option but to see that a new person joining should have a relieving letter.
From India, Pune
4From India, Pune
Hi Srikanth,
Agreed that Relieving Letter from previous company is a mandatory requirement at the time of joining any New Organisation. But just due to delay in paperwork from previous HR, it is not affordable to lose out on a valuable resource too.
Hence at my company we follow a middle way out. We have a format wherein the New Recruit declares that he does not have any pending issues with his last employer and he attaches a copy of his resignation letter submitted to them. Further he specifies the number of days within which he will be in a position to submit his relieving orders, failing which the current employer can take action as per company norms.
If you need I can forward those formats accross to you.
Regds,
Poorvi Shah.
Agreed that Relieving Letter from previous company is a mandatory requirement at the time of joining any New Organisation. But just due to delay in paperwork from previous HR, it is not affordable to lose out on a valuable resource too.
Hence at my company we follow a middle way out. We have a format wherein the New Recruit declares that he does not have any pending issues with his last employer and he attaches a copy of his resignation letter submitted to them. Further he specifies the number of days within which he will be in a position to submit his relieving orders, failing which the current employer can take action as per company norms.
If you need I can forward those formats accross to you.
Regds,
Poorvi Shah.
Hiii Poorvi,
Thanx for the reply and its a nice suggestion also. Please do forward the formats to me to
. I am an HR in an IT company in bangalore. The things is that nothing is properly placed in the company where i work and everything should be brought in line. There are more than 200 employees and more recruitment will go on now. I will responsible for everything. Please mail me the formats along with the appraisal policy and formats if u have since i have to introduce appraisal policy also.
cheers and regards
Srikanth.
From India, Bangalore
Thanx for the reply and its a nice suggestion also. Please do forward the formats to me to
cheers and regards
Srikanth.
From India, Bangalore
Hi poorvi,
thanks for this but what we will do when he has not submitted his resignation there but he interested to join in our company and he say in future he can not submit any such type of paper (resignation copy, releiving letter etc.) except decleartion form.
Regards!
Vivek
From India, Panipat
thanks for this but what we will do when he has not submitted his resignation there but he interested to join in our company and he say in future he can not submit any such type of paper (resignation copy, releiving letter etc.) except decleartion form.
Regards!
Vivek
From India, Panipat
Hi Vivek,
We have a format for this kind of situation also. It asks the Employee to write down the reasons for non submission of Relieving Leter ( such as "not served notice period"," I was in Probation","I was an off rolls employee","Its a small company which does not follow these kind of processes", or any other reasonable reason. He further declares that he does not have any issues with his previous employer and also gives complete contact details of them, so that the present Recruiter can confirm with them.
Regds,
Poorvi Shah
We have a format for this kind of situation also. It asks the Employee to write down the reasons for non submission of Relieving Leter ( such as "not served notice period"," I was in Probation","I was an off rolls employee","Its a small company which does not follow these kind of processes", or any other reasonable reason. He further declares that he does not have any issues with his previous employer and also gives complete contact details of them, so that the present Recruiter can confirm with them.
Regds,
Poorvi Shah
Hi Poorvi
The ways suggested by you are nice and can be followed in many companies.
With reference to this below mentioned topic I request you to send me the forms to
"
Hi Srikanth,
Agreed that Relieving Letter from previous company is a mandatory requirement at the time of joining any New Organisation. But just due to delay in paperwork from previous HR, it is not affordable to lose out on a valuable resource too.
Hence at my company we follow a middle way out. We have a format wherein the New Recruit declares that he does not have any pending issues with his last employer and he attaches a copy of his resignation letter submitted to them. Further he specifies the number of days within which he will be in a position to submit his relieving orders, failing which the current employer can take action as per company norms.
If you need I can forward those formats accross to you.
Regds,
Poorvi Shah."
From India, Bangalore
The ways suggested by you are nice and can be followed in many companies.
With reference to this below mentioned topic I request you to send me the forms to
"
Hi Srikanth,
Agreed that Relieving Letter from previous company is a mandatory requirement at the time of joining any New Organisation. But just due to delay in paperwork from previous HR, it is not affordable to lose out on a valuable resource too.
Hence at my company we follow a middle way out. We have a format wherein the New Recruit declares that he does not have any pending issues with his last employer and he attaches a copy of his resignation letter submitted to them. Further he specifies the number of days within which he will be in a position to submit his relieving orders, failing which the current employer can take action as per company norms.
If you need I can forward those formats accross to you.
Regds,
Poorvi Shah."
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Egazette HIV AIDS Rule 2018 eng.pdf
The 10 20 30 rule of PowerPoint.doc