In our organization, recently we recruited a new employee and appointed them in sales. Previously, he mentioned that he would provide a relieving letter within 10 days, but so far, he hasn't produced it and is now saying that he is unable to do so. My question is, can I issue the appointment letter or not? If yes, are there any special clauses that need to be added?
Kindly suggest me.
Regards,
Praveen
From India, Chennai
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Kindly suggest me.
Regards,
Praveen
From India, Chennai
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You can conduct a reference check for the employee and find out about his performance. If you get a satisfactory response, then you may continue with his employment.
Keep him on probation for some time, and if he fails to perform well, then you know well what is done
In case this position is for a fresher, then you can issue an appointment letter as in that case and treat him as a fresher for the said job.
In the end, it's the ability and performance of the employee that matters the most.
Hope this helps!
Regards,
Nisha
From India, Delhi
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20Keep him on probation for some time, and if he fails to perform well, then you know well what is done
In case this position is for a fresher, then you can issue an appointment letter as in that case and treat him as a fresher for the said job.
In the end, it's the ability and performance of the employee that matters the most.
Hope this helps!
Regards,
Nisha
From India, Delhi
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Evaluating a New Employee's Background
Since how long was he with his previous employer? Check the credentials with the previous employer. Has he had his resignation accepted? Has he given a proper handover? Has he cleared the No Due? Ask a few questions as to why the previous employer is not giving him the relieving letter and the reason behind it. Check whether the employee has absconded, and if the answer is affirmative, then find out the reason behind it. You can have a rough idea of the candidate.
Ms. Nisha has rightly said that initially, the candidate will be on a probation period, so accordingly, you can mention the clause of termination during the probationary period.
Last but not least, if everything is on the right path, get a declaration from the candidate that the present employer can terminate his employment if, in the future, whatever information he has provided is found to be false or if there are any proceedings from the previous employer. This is for your safer side.
From India, Ahmadabad
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Since how long was he with his previous employer? Check the credentials with the previous employer. Has he had his resignation accepted? Has he given a proper handover? Has he cleared the No Due? Ask a few questions as to why the previous employer is not giving him the relieving letter and the reason behind it. Check whether the employee has absconded, and if the answer is affirmative, then find out the reason behind it. You can have a rough idea of the candidate.
Ms. Nisha has rightly said that initially, the candidate will be on a probation period, so accordingly, you can mention the clause of termination during the probationary period.
Last but not least, if everything is on the right path, get a declaration from the candidate that the present employer can terminate his employment if, in the future, whatever information he has provided is found to be false or if there are any proceedings from the previous employer. This is for your safer side.
From India, Ahmadabad
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Appointment Letter to an Employee for fixed period.doc