Hello Mr. Shukla,
Much has been said on this strange posting. Though there are many discussions on maternity leave, employee not following proper procedure etc., I feel that the essence of your request has been overlooked by many.
Please note that an "Experience Certificate" covers the period from date of joining till the date of relief, and nothing else. If you feel that long spells of absence (regularised or not) should be excluded, it will not be ethical and not proper also, to say the least.
I want to ask you a simple question: There may be many cases where people would have overstayed for project requirements, toiling on many holidays, stretching working hours as a routine (I have stayed in office continuously for 1 week owing to some project requirements; have continuously worked for 18 hours for months; been in office till 03:00 AM and returned back at 07:00 AM etc). Will you commute such "extra sittings" and show in the experience letter?
Please try not to make issues out of non-issues and adopt simple approach while dealing.
Last, but not the least, HR's major responsibility is to approach things with empathy and not read between lines.
From India, Bangalore
15Much has been said on this strange posting. Though there are many discussions on maternity leave, employee not following proper procedure etc., I feel that the essence of your request has been overlooked by many.
Please note that an "Experience Certificate" covers the period from date of joining till the date of relief, and nothing else. If you feel that long spells of absence (regularised or not) should be excluded, it will not be ethical and not proper also, to say the least.
I want to ask you a simple question: There may be many cases where people would have overstayed for project requirements, toiling on many holidays, stretching working hours as a routine (I have stayed in office continuously for 1 week owing to some project requirements; have continuously worked for 18 hours for months; been in office till 03:00 AM and returned back at 07:00 AM etc). Will you commute such "extra sittings" and show in the experience letter?
Please try not to make issues out of non-issues and adopt simple approach while dealing.
Last, but not the least, HR's major responsibility is to approach things with empathy and not read between lines.
From India, Bangalore
Hello Rajaram
The issue of experience certificate has not been overlooked by the learned members.Please see my post where in I have referred to the general character of an experience certificate, distinguishing it one from attendance certificate.Mr S.K Johri too further elaborated on it.Thankfully, you have made the case for issuing an experience certificate more forceful.
B.Saikumar
From India, Mumbai
The issue of experience certificate has not been overlooked by the learned members.Please see my post where in I have referred to the general character of an experience certificate, distinguishing it one from attendance certificate.Mr S.K Johri too further elaborated on it.Thankfully, you have made the case for issuing an experience certificate more forceful.
B.Saikumar
From India, Mumbai
I think there is no problem in issuing an experience certificate of the entire period to the lady-employee starting from 03-01-2008 to her date of resignation i. e. 31-05-2013. The matter seems to be confused over the unnecessary use of word "break". Factually, the lady initially remained absent on medical grounds during 15-09-2011 to 30-11-2011. There is no notice calling explanation or a decision to treat the absence as break in service from the management. On the other hand, she was allowed to join service, indicating, her absence was condoned.
In the experience certificate, we never mention about the days of leave or days of absence of an employee, and truly, they should not be mentioned. So, what remains is the certificate of entire period of service, I feel the company should not be overenthusiastic about such small matters.
From India, Kolhapur
In the experience certificate, we never mention about the days of leave or days of absence of an employee, and truly, they should not be mentioned. So, what remains is the certificate of entire period of service, I feel the company should not be overenthusiastic about such small matters.
From India, Kolhapur
As you have mentioned the date, She was attached with your organization for a longer period. I think you must give her experience letter or you can discuss with your management.
From India, Chandigarh
From India, Chandigarh
Interesting that we have more than 25 comments on a subject that is actually a non issue...:-)
I wonder if any one of you has seen an experience letter that says employed from X till Y except on A, B , C , G, and H when they were on leave...;-) . The seniors are absolutely right. If a person is getting paid or maintaining their unique id's ( be it ESI or PF or even the employee code), then the person will be considered "employed". and that is exactly what the experience letter must proclaim.
Interesting though the following facts:
1. She was allowed 2.5 months leave without any attempt to find out why, how, where
2. She did not contact and hence neither did the organization... :-)
3. She is allowed to come back. no questions asked and no reasons required
4. No documentation made or demanded for the same
5. She continues for 1.5 years more and still the HR / Admin don't realize her file is incomplete
6. She resigns and only then every one is enlightened..:-)
7. And now every one is fighting about whether 2.5 months should be included or not in the experience letter
Wow !
Navneet
From India, Delhi
I wonder if any one of you has seen an experience letter that says employed from X till Y except on A, B , C , G, and H when they were on leave...;-) . The seniors are absolutely right. If a person is getting paid or maintaining their unique id's ( be it ESI or PF or even the employee code), then the person will be considered "employed". and that is exactly what the experience letter must proclaim.
Interesting though the following facts:
1. She was allowed 2.5 months leave without any attempt to find out why, how, where
2. She did not contact and hence neither did the organization... :-)
3. She is allowed to come back. no questions asked and no reasons required
4. No documentation made or demanded for the same
5. She continues for 1.5 years more and still the HR / Admin don't realize her file is incomplete
6. She resigns and only then every one is enlightened..:-)
7. And now every one is fighting about whether 2.5 months should be included or not in the experience letter
Wow !
Navneet
From India, Delhi
Dear Seniors ,
Thanks a lot for all of yours support and valuable responses.
Actually when all this happened I was not in this organization, and previous HR did not do anything, now this case is in my hand, so before going to management I wanted to prepare myself from employee & employer's posible points of view so I put this post.
Management is unhappy with her irresponsible behaviour where she used to take sudden leave frequently without any intimation , but being very loyal towards female staff bosses could not be strict to her.
Decision to take her back in the organization was only due to her sad happening. Still management dont mind to give her gratuity and experience letter , but the way she is approaching us is really very unethical.
From India, Mumbai
Thanks a lot for all of yours support and valuable responses.
Actually when all this happened I was not in this organization, and previous HR did not do anything, now this case is in my hand, so before going to management I wanted to prepare myself from employee & employer's posible points of view so I put this post.
Management is unhappy with her irresponsible behaviour where she used to take sudden leave frequently without any intimation , but being very loyal towards female staff bosses could not be strict to her.
Decision to take her back in the organization was only due to her sad happening. Still management dont mind to give her gratuity and experience letter , but the way she is approaching us is really very unethical.
From India, Mumbai
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Relieving & Experience Letter.doc