hi,
just wanted to ask if a permanent employee is resigning without serving complete notice of one month..let's see he is only giving 12-15 days of notice. we have asked him to give 1 month notice but he's unable to..is he still eligible for experience certificate or shall we only give him relieving letter? what should be done..otherwise everyone will resign without serving full notice period and also take experience letter from us..then what is the difference between someone who has served full notice period and someone who has not.
pls. advise.
From India, Faridabad
6just wanted to ask if a permanent employee is resigning without serving complete notice of one month..let's see he is only giving 12-15 days of notice. we have asked him to give 1 month notice but he's unable to..is he still eligible for experience certificate or shall we only give him relieving letter? what should be done..otherwise everyone will resign without serving full notice period and also take experience letter from us..then what is the difference between someone who has served full notice period and someone who has not.
pls. advise.
From India, Faridabad
you can, but mention on the exp letter that the said employee has not served the notice period
From India, Pune
From India, Pune
Is he making a request or demand? If it is a request, don’t trouble him. If it is a demand, then trouble him.
From India, Hyderabad
From India, Hyderabad
Hi,
If the reporting manager have no objection with the employee not serving the notice period, then I feel you should deduct the notice period amount from the F&F and issue him both relieving and experience letter.
However, if the reporting manager has problem in releasing the employee without serving the notice period, then the notice period amount should be deducted from F&F and issue only relieving letter. Experience letter should not be issued.
Thnx
Giri
From India, Bangalore
If the reporting manager have no objection with the employee not serving the notice period, then I feel you should deduct the notice period amount from the F&F and issue him both relieving and experience letter.
However, if the reporting manager has problem in releasing the employee without serving the notice period, then the notice period amount should be deducted from F&F and issue only relieving letter. Experience letter should not be issued.
Thnx
Giri
From India, Bangalore
Re: experience certificate
Hi,
If the reporting manager have no objection with the employee not serving the notice period, then you should deduct the notice period amount from the F&F and issue him both relieving and experience letter.
As a good practice you should issue his/her epxerience letter (mentioning his job duration)
Reason: He/She served for company if you will not provide the same to him/her it will give a wrong message to other employees)
Thnx
Giri
From India, Delhi
Hi,
If the reporting manager have no objection with the employee not serving the notice period, then you should deduct the notice period amount from the F&F and issue him both relieving and experience letter.
As a good practice you should issue his/her epxerience letter (mentioning his job duration)
Reason: He/She served for company if you will not provide the same to him/her it will give a wrong message to other employees)
Thnx
Giri
From India, Delhi
I totally agree with Giri. Just by holding back the experience letter, employee’s life career will be ruined. You need to deduct the same from F&F or EL that is accumulated.
From India, Mumbai
From India, Mumbai
Meenu,
You may give the experience and relieving letters. But if the terms of appointment clearly mentions that at least a month's notice or payment in lieu of that you may deduct the payment for the short of notice period.
You may waive off that as well if the reporting manager /HOD is satisfied with the handover proces and the exiting employee is fairly a committed person otherwise based on the recommendation of HOD.
I think either of the above will be professional approaches ( provided the employee is not abscoing from the job). But simply not issuing experience letter is not a professional approach and will spoil the image of the company.
Please talk to the exiting employee and you would be able to resoolve this.
Suresh Deshpande
From India, New Delhi
You may give the experience and relieving letters. But if the terms of appointment clearly mentions that at least a month's notice or payment in lieu of that you may deduct the payment for the short of notice period.
You may waive off that as well if the reporting manager /HOD is satisfied with the handover proces and the exiting employee is fairly a committed person otherwise based on the recommendation of HOD.
I think either of the above will be professional approaches ( provided the employee is not abscoing from the job). But simply not issuing experience letter is not a professional approach and will spoil the image of the company.
Please talk to the exiting employee and you would be able to resoolve this.
Suresh Deshpande
From India, New Delhi
I think he is eligible for both the relieving letter and experience certificate, in case leaving the company without serving notice period does not hamper company's work. We can not compare with others in this ground.
The main objective of formulating the clause "notice period" in the company policy / appointment order is that the company's work should not suffer.
Regards,
From India, Hyderabad
The main objective of formulating the clause "notice period" in the company policy / appointment order is that the company's work should not suffer.
Regards,
From India, Hyderabad
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Experience certificate.doc