Hello Mr. Shukla,
Much has been said about this strange posting. Though there are many discussions on maternity leave, employees not following proper procedures, etc., I feel that the essence of your request has been overlooked by many.
Please note that an "Experience Certificate" covers the period from the date of joining until the date of relief, and nothing else. If you feel that long spells of absence (regularized or not) should be excluded, it would not be ethical and proper 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 the office continuously for 1 week owing to some project requirements; have continuously worked for 18 hours for months; been in the office till 03:00 AM and returned back at 07:00 AM, etc.). Will you include such "extra sittings" in the experience letter?
Please try not to make issues out of non-issues and adopt a simple approach while dealing.
Last, but not least, HR's major responsibility is to approach things with empathy and not read between the lines.
From India, Bangalore
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16Much has been said about this strange posting. Though there are many discussions on maternity leave, employees not following proper procedures, etc., I feel that the essence of your request has been overlooked by many.
Please note that an "Experience Certificate" covers the period from the date of joining until the date of relief, and nothing else. If you feel that long spells of absence (regularized or not) should be excluded, it would not be ethical and proper 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 the office continuously for 1 week owing to some project requirements; have continuously worked for 18 hours for months; been in the office till 03:00 AM and returned back at 07:00 AM, etc.). Will you include such "extra sittings" in the experience letter?
Please try not to make issues out of non-issues and adopt a simple approach while dealing.
Last, but not least, HR's major responsibility is to approach things with empathy and not read between the lines.
From India, Bangalore
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Hello Rajaram,
The issue of the experience certificate has not been overlooked by the learned members. Please see my post where I have referred to the general character of an experience certificate, distinguishing it from an attendance certificate. Mr. S.K Johri further elaborated on it. Thankfully, you have made the case for issuing an experience certificate more forceful.
B. Saikumar
From India, Mumbai
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The issue of the experience certificate has not been overlooked by the learned members. Please see my post where I have referred to the general character of an experience certificate, distinguishing it from an attendance certificate. Mr. S.K Johri further elaborated on it. Thankfully, you have made the case for issuing an experience certificate more forceful.
B. Saikumar
From India, Mumbai
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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 the word "break". Factually, the lady initially remained absent on medical grounds during 15-09-2011 to 30-11-2011. There is no notice calling for an explanation or a decision to treat the absence as a break in service from the management. On the other hand, she was allowed to join the service, indicating her absence was condoned.
In the experience certificate, we never mention 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 the entire period of service. I feel the company should not be overenthusiastic about such small matters.
From India, Kolhapur
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In the experience certificate, we never mention 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 the entire period of service. I feel the company should not be overenthusiastic about such small matters.
From India, Kolhapur
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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
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From India, Chandigarh
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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 IDs (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 everyone is enlightened... :-)
7. And now everyone is fighting about whether 2.5 months should be included or not in the experience letter.
Wow!
Navneet
From India, Delhi
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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 IDs (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 everyone is enlightened... :-)
7. And now everyone is fighting about whether 2.5 months should be included or not in the experience letter.
Wow!
Navneet
From India, Delhi
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Dear Seniors,
Thank you very much for all of your support and valuable responses. Actually, when all of this happened, I was not with this organization, and the previous HR did not take any action. Now, this case is in my hands, so before approaching management, I wanted to prepare myself by considering both the employee's and employer's possible viewpoints, hence this post.
Management is displeased with her irresponsible behavior, as she used to take sudden leaves frequently without any prior notice. Despite her loyalty towards female staff, bosses could not enforce strictness with her. The decision to rehire her was solely based on the unfortunate circumstances she faced. However, management is willing to provide her with gratuity and an experience letter. Nevertheless, her current approach towards us is highly unethical.
Please let me know if you have any further questions or need additional information.
Thank you.
From India, Mumbai
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Thank you very much for all of your support and valuable responses. Actually, when all of this happened, I was not with this organization, and the previous HR did not take any action. Now, this case is in my hands, so before approaching management, I wanted to prepare myself by considering both the employee's and employer's possible viewpoints, hence this post.
Management is displeased with her irresponsible behavior, as she used to take sudden leaves frequently without any prior notice. Despite her loyalty towards female staff, bosses could not enforce strictness with her. The decision to rehire her was solely based on the unfortunate circumstances she faced. However, management is willing to provide her with gratuity and an experience letter. Nevertheless, her current approach towards us is highly unethical.
Please let me know if you have any further questions or need additional information.
Thank you.
From India, Mumbai
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