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
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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
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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
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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
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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
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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
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Dear Ambersaleem,
Firstly, has your organization asked him to resign or given him a termination letter on the grounds of non-performance? If it's the latter case, then a relieving letter doesn't make sense. Here, you can give him an Experience Certificate only, which will also help him in the future. Whereas in the former case, if there is a resignation from the employee, you can give him the relieving letter. In such a case, you can also merge the acceptance of resignation and relieving by saying "Your resignation dated ... is accepted, and you are relieved effective from ....". Also, an Experience Certificate can be given. This will help him in his future assignments, and the goodwill of the company remains.
Regards,
Natasha
From India, Mumbai
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Firstly, has your organization asked him to resign or given him a termination letter on the grounds of non-performance? If it's the latter case, then a relieving letter doesn't make sense. Here, you can give him an Experience Certificate only, which will also help him in the future. Whereas in the former case, if there is a resignation from the employee, you can give him the relieving letter. In such a case, you can also merge the acceptance of resignation and relieving by saying "Your resignation dated ... is accepted, and you are relieved effective from ....". Also, an Experience Certificate can be given. This will help him in his future assignments, and the goodwill of the company remains.
Regards,
Natasha
From India, Mumbai
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Dear sir,
I am working at an infrastructure where there are approximately 300 workers. Our project is due to be completed in 3 months. Currently, we are in the process of removing workers from the project. Kindly advise me and provide a draft copy, please.
Thank you.
From India, Hyderabad
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I am working at an infrastructure where there are approximately 300 workers. Our project is due to be completed in 3 months. Currently, we are in the process of removing workers from the project. Kindly advise me and provide a draft copy, please.
Thank you.
From India, Hyderabad
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Dear Ambersaleem,
First of all, let us understand that any employee leaving (for any reason) a company/organization would need to seek 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 a relieving letter) to an outgoing employee so that the employee can 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 skills and capabilities will be put to best use. In such a situation, our one letter should not be detrimental to the employee's career.
If it is a termination, we as HR should try to make it as mild as possible in the letter. As somebody else mentioned, it is not necessary to mention termination. "XYZ" has been relieved from "Design" from so and so date...
Hope you understand.
From Qatar, Doha
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First of all, let us understand that any employee leaving (for any reason) a company/organization would need to seek 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 a relieving letter) to an outgoing employee so that the employee can 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 skills and capabilities will be put to best use. In such a situation, our one letter should not be detrimental to the employee's career.
If it is a termination, we as HR should try to make it as mild as possible in the letter. As somebody else mentioned, it is not necessary to mention termination. "XYZ" has been relieved from "Design" from so and so date...
Hope you understand.
From Qatar, Doha
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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
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From India, Gurgaon
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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
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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
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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
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From India, Mumbai
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If the employee insists on a relieving letter, you can issue the same as follows:
An experience or service letter itself can provide a clause where the reason for relief is stated. Against this clause, the employer can mention "Poor performance" or unsatisfactory performance.
P/Senthilkumar
From India, Chennai
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An experience or service letter itself can provide a clause where the reason for relief is stated. Against this clause, the employer can mention "Poor performance" or unsatisfactory performance.
P/Senthilkumar
From India, Chennai
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