Dear All,
The issue is to be given the employee a relieving letter as for a reference? or a relieving letter for a concern on a particular issue the employee was resulted on termination from the organisation?
I think all organisations have their own personnel policies. If the policies do not stated what you should do, I think you apply your discretion here. But, if you are not sure whether to follow the policy or not as because you feel the employee had not done good contributions and participation during his/her time with the organisation then I think it is wise to write the good points only that the employee had done for the organisation. I also believed that nobody had worked for any orgnisation had not done any good to the development of the organisation he/she had worked for.
How do you put in word? What will be the letter format should be? Perhaps and I strongly say 'generalise in words the good side(s) of the employee as a reference' as I believed if you do this you will help in reducing poverty in the community the employee is belonged at least 2%.
Thank you. Sinasina
From Fiji
The issue is to be given the employee a relieving letter as for a reference? or a relieving letter for a concern on a particular issue the employee was resulted on termination from the organisation?
I think all organisations have their own personnel policies. If the policies do not stated what you should do, I think you apply your discretion here. But, if you are not sure whether to follow the policy or not as because you feel the employee had not done good contributions and participation during his/her time with the organisation then I think it is wise to write the good points only that the employee had done for the organisation. I also believed that nobody had worked for any orgnisation had not done any good to the development of the organisation he/she had worked for.
How do you put in word? What will be the letter format should be? Perhaps and I strongly say 'generalise in words the good side(s) of the employee as a reference' as I believed if you do this you will help in reducing poverty in the community the employee is belonged at least 2%.
Thank you. Sinasina
From Fiji
Hi
That's right always the case should be fare play and win win situation and everywhere it is give and take policy so why to spoil one's career instead do as ususal and releive the employee gracefully unless until there is a call for untoward action from both side.
Thnx n regds
From India, Lucknow
4That's right always the case should be fare play and win win situation and everywhere it is give and take policy so why to spoil one's career instead do as ususal and releive the employee gracefully unless until there is a call for untoward action from both side.
Thnx n regds
From India, Lucknow
Dear Saleem
It may not good to mention that he has been terminated. Just he can be given experience letter stating the period of service so as to allow him to work else where in stead of mentioning TERMINATED which gives very bad impact and the chances of applying/getting appointment becomes difficulty. Some how he was punished by sending out of the organisation.It is more than enough.
P.V.Reddy
From India, Hyderabad
It may not good to mention that he has been terminated. Just he can be given experience letter stating the period of service so as to allow him to work else where in stead of mentioning TERMINATED which gives very bad impact and the chances of applying/getting appointment becomes difficulty. Some how he was punished by sending out of the organisation.It is more than enough.
P.V.Reddy
From India, Hyderabad
Dear Ambersaleem,
Firstly, has ur organisation asked him to resign or given him a termination letter on the grounds of non-performance?
If its the later case, then relieving letter doesnt make sense. Here u can give him an Experience Certificate only which also helps him in future. Whereas in the former case, if there is a resignation from the employee, u can give him the relieving letter. In such a case u can also merge the acceptance of resignation and relieving saying "ur resignation dated .... is accepted and u r relieved wef.... ". Also an Exp Cert can be give. This will help him in his future assignment and also the good-will of the company remains.
Regards,
Natasha
From India, Mumbai
Firstly, has ur organisation asked him to resign or given him a termination letter on the grounds of non-performance?
If its the later case, then relieving letter doesnt make sense. Here u can give him an Experience Certificate only which also helps him in future. Whereas in the former case, if there is a resignation from the employee, u can give him the relieving letter. In such a case u can also merge the acceptance of resignation and relieving saying "ur resignation dated .... is accepted and u r relieved wef.... ". Also an Exp Cert can be give. This will help him in his future assignment and also the good-will of the company remains.
Regards,
Natasha
From India, Mumbai
Dear sir
iam working at infrastructure there is near about 300 workers uor project is going to over with in 3 months now we are processing workers removing in project so kindly advice me and send one draft copy please .......
From India, Hyderabad
iam working at infrastructure there is near about 300 workers uor project is going to over with in 3 months now we are processing workers removing in project so kindly advice me and send one draft copy please .......
From India, Hyderabad
Dear Ambersaleem
First of all let us understand that any employee leaving(for any reason) a company / organization would need to seek an 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 relieving letter) to an outgoing employee. So that the employee can go and 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 skill and capability will be put to best use. In such situation our one letter should not be a detrimental for the employees career.
If it is a Termination, we as HR should try to make it as much mild as possible in the letter. As somebody else mentioned, not necessary to mention termination, "XYZ" has been relieved from "Design" from so and so date............................
Hope you understand
From Qatar, Doha
First of all let us understand that any employee leaving(for any reason) a company / organization would need to seek an 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 relieving letter) to an outgoing employee. So that the employee can go and 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 skill and capability will be put to best use. In such situation our one letter should not be a detrimental for the employees career.
If it is a Termination, we as HR should try to make it as much mild as possible in the letter. As somebody else mentioned, not necessary to mention termination, "XYZ" has been relieved from "Design" from so and so date............................
Hope you understand
From Qatar, Doha
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
From India, Gurgaon
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
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
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
From India, Mumbai
if the employee so insists for a relieving letter , you can issue the same as follows;
Experience or service letter itself can provide a caluse where the reaosn for re;lief .
Againts this cluase the employer can mention as " Poor performance" or unsatisfactory perfomance
P/Senthilkumar
From India, Chennai
Experience or service letter itself can provide a caluse where the reaosn for re;lief .
Againts this cluase the employer can mention as " Poor performance" or unsatisfactory perfomance
P/Senthilkumar
From India, Chennai
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Resignation cum relieving letter.doc