Dear All,
One of the employees in our organization has been terminated due to poor performance as well as bad conduct (the main cause for termination is bad conduct and misconduct on-site and with women). Now the puzzle is that the employee is requesting a relieving letter and an experience letter.
Based on my knowledge and after reviewing previous posts in the forum regarding the same issue, I believe he should not be given a relieving letter as we terminated him due to bad conduct.
Kindly let me know if we can issue a relieving letter and an experience letter. I would also appreciate it if someone could guide me on the process to be followed in such a case.
Thanks in advance,
Raj
From India, Hyderabad
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2One of the employees in our organization has been terminated due to poor performance as well as bad conduct (the main cause for termination is bad conduct and misconduct on-site and with women). Now the puzzle is that the employee is requesting a relieving letter and an experience letter.
Based on my knowledge and after reviewing previous posts in the forum regarding the same issue, I believe he should not be given a relieving letter as we terminated him due to bad conduct.
Kindly let me know if we can issue a relieving letter and an experience letter. I would also appreciate it if someone could guide me on the process to be followed in such a case.
Thanks in advance,
Raj
From India, Hyderabad
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Hi Raj, You can just give him a letter for the work done and not mention anything about his conduct, the new employer will be able to understand it. thanks, flora
From India, Mumbai
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From India, Mumbai
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You have to give relieving letter as a good administrative practice. B.Saikumar HR & Labour Law advsior Mumbai
From India, Mumbai
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From India, Mumbai
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You can issue relieving letter and experience letter. You can mention: Reason for leaving: "Terminated from employment due to misconduct"
From India, Bangalore
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From India, Bangalore
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Dear Raj,
It depends on HR how they handle the situation of the employee. If the employee is admitting their fault and not causing any problems, then HR can issue them the letter. There is no rule stating that the letter should not be issued.
Dash
From India, Mumbai
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It depends on HR how they handle the situation of the employee. If the employee is admitting their fault and not causing any problems, then HR can issue them the letter. There is no rule stating that the letter should not be issued.
Dash
From India, Mumbai
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As all and sundry do have humanity, on humanitarian grounds, we can issue the relieving letter. Otherwise, it is tough to get the job under such circumstances. Also, we should not be a cause for him as he would not be able to get a job.
Regards,
Kranthi
From United States, Cambridge
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Regards,
Kranthi
From United States, Cambridge
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Appreciate the suggestions. But why should we consider the humanity grounds when an employee forgets his work ethics and misbehaves with the opposite gender?
Furthermore, if we ignore the word "terminated" and issue a relieving letter, then what's the difference between termination and relieving? I am of the opinion that the employee should be punished for the misconduct, and non-issuance of a relieving letter itself shall convey it.
Dear seniors, kindly share your thoughts.
Thanks.
From India, Hyderabad
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Furthermore, if we ignore the word "terminated" and issue a relieving letter, then what's the difference between termination and relieving? I am of the opinion that the employee should be punished for the misconduct, and non-issuance of a relieving letter itself shall convey it.
Dear seniors, kindly share your thoughts.
Thanks.
From India, Hyderabad
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Hi, We can issue an internal memo to an employee in case of a misdemeanor. Despite the issuance of repeated memos, if the behavior persists, you can terminate the employee with immediate effect. I am sure the employee will disown the letter if it mentions the reason as "Terminated due to bad conduct."
Regards, Kranthi
From United States, Cambridge
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Regards, Kranthi
From United States, Cambridge
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I am not an HR expert. However, I am good at searching the web for any information that I require. I was of the view that an employee is entitled to get a termination letter. Whether the employee uses it or not is up to the employee. The same goes for an experience letter. I wonder why both of them cannot be combined.
I searched the web and found a sample letter at [Sample Termination Letter](http://jobsearch.about.com/od/morejobletters/a/terminationletter.htm) and [here](https://www.citehr.com/2308-format-termination-letter.html)
From United Kingdom
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I searched the web and found a sample letter at [Sample Termination Letter](http://jobsearch.about.com/od/morejobletters/a/terminationletter.htm) and [here](https://www.citehr.com/2308-format-termination-letter.html)
From United Kingdom
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