Dear Seniors,
I would like to seek your opinion on the following matter. Is it acceptable if the company decides not to issue a Relieving Letter cum Experience Letter to employees who have absconded from their service or left the organization without serving the notice period? This situation refers to individuals who simply inform the organization of their departure and then fail to report to work from the very next day.
Thank you for your insights.
Best regards, [Your Name]
From India, Mumbai
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5I would like to seek your opinion on the following matter. Is it acceptable if the company decides not to issue a Relieving Letter cum Experience Letter to employees who have absconded from their service or left the organization without serving the notice period? This situation refers to individuals who simply inform the organization of their departure and then fail to report to work from the very next day.
Thank you for your insights.
Best regards, [Your Name]
From India, Mumbai
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Yes, in general practice, many organizations will not issue relieving or experience letters to employees who have absconded without serving their notice period. Apart from that, those who have absconded will also not come in to collect their papers.
Thank you.
From India, Bangalore
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Thank you.
From India, Bangalore
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Dear Neha,
What do you communicate to the employee when they resign?
In addition to what Mahr had contributed, here's my request: Please issue a letter to the candidate and courier it to their address, stating that they have stopped reporting to work. Hence, they might need to conform to the exit formalities for a clearance. If they are supposed to serve a notice period, please mention it. Maintain one copy of that letter in the employee file.
They may not respond right away when you write to them. However, when they join an organization where the Experience certificate would be required, they would revert, for sure. At that point in time, this letter would remain your point of reference for further actions.
In fact, during their background verification, it will remain your point of reference until they clear their exit formalities. This letter remains as proof that they absconded.
From India, Mumbai
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What do you communicate to the employee when they resign?
In addition to what Mahr had contributed, here's my request: Please issue a letter to the candidate and courier it to their address, stating that they have stopped reporting to work. Hence, they might need to conform to the exit formalities for a clearance. If they are supposed to serve a notice period, please mention it. Maintain one copy of that letter in the employee file.
They may not respond right away when you write to them. However, when they join an organization where the Experience certificate would be required, they would revert, for sure. At that point in time, this letter would remain your point of reference for further actions.
In fact, during their background verification, it will remain your point of reference until they clear their exit formalities. This letter remains as proof that they absconded.
From India, Mumbai
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Dear Seniors Thanks for your above guidance. Is it ok even if the same practice mentioned in my initial post be followed irrespective of whether those employees are confirmed or on probation.
From India, Mumbai
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From India, Mumbai
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Dear Seniors,
As you rightly said, HR has to post a letter to the employee for their exit formalities. Please clear my doubt.
One of my friends resigned from his position, and the resignation was accepted on the same day he submitted his resignation letter. He has a 90-day notice period and requested his employer to release him after 30 days, offering to pay the amount in lieu of his notice period as stated in his appointment letter. However, the employer is insisting that he serve the full 90 days. He also has 71 days of paid leave.
What should the employee do to obtain his relieving letter and experience certificate? Kindly guide.
From India, Delhi
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As you rightly said, HR has to post a letter to the employee for their exit formalities. Please clear my doubt.
One of my friends resigned from his position, and the resignation was accepted on the same day he submitted his resignation letter. He has a 90-day notice period and requested his employer to release him after 30 days, offering to pay the amount in lieu of his notice period as stated in his appointment letter. However, the employer is insisting that he serve the full 90 days. He also has 71 days of paid leave.
What should the employee do to obtain his relieving letter and experience certificate? Kindly guide.
From India, Delhi
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Dear Seniors, I want your opinion on the following:
Issuing Relieving Letters for Absconders
Is it okay if a company decides not to issue a Relieving Letter cum Experience Letter to those who have absconded from their service or who have left the organization without serving the notice period? For instance, they just informed that they are leaving the organization and from the very next day, they stopped reporting to work.
Yes, the company is also right; generally, the relieving letter is to acknowledge that the employee being relieved has completed all formalities as per the process, which can't be said in the case of an absconder.
Regards
From India, Mumbai
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Issuing Relieving Letters for Absconders
Is it okay if a company decides not to issue a Relieving Letter cum Experience Letter to those who have absconded from their service or who have left the organization without serving the notice period? For instance, they just informed that they are leaving the organization and from the very next day, they stopped reporting to work.
Yes, the company is also right; generally, the relieving letter is to acknowledge that the employee being relieved has completed all formalities as per the process, which can't be said in the case of an absconder.
Regards
From India, Mumbai
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What if an employees served for one month and informed the management that he is not coming for the duty from next day and he is ready to pay the amount in lieu of his notice period
From India, Delhi
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From India, Delhi
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The employee needs to put this in writing and mail it to HR. If there’s a genuine reason, that can be considered for an early release, HR will effect the same
From India, Mumbai
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From India, Mumbai
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Raising this question in this thread is somehow not appropriate. I mean your question is just a counterpart of the original query, which is for the absconding employees for which "X" has rightly quoted.
As per your question, I find your friend helpless as he/she did everything right "by the book" but is harassed by his/her present employer. In this case, alone, he does not have any option but to continue and serve a 90-day notice (without pay) and wait for the full and final payment.
I agree that the organization may find it difficult to get a better replacement and may suffer losses, but the way they try to retain employees till the end of the world cannot be justified. Annoyingly, your friend has to serve the notice period and be at the mercy of the employer.
Thanks Rupendra Chahar
From India, Gurgaon
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As per your question, I find your friend helpless as he/she did everything right "by the book" but is harassed by his/her present employer. In this case, alone, he does not have any option but to continue and serve a 90-day notice (without pay) and wait for the full and final payment.
I agree that the organization may find it difficult to get a better replacement and may suffer losses, but the way they try to retain employees till the end of the world cannot be justified. Annoyingly, your friend has to serve the notice period and be at the mercy of the employer.
Thanks Rupendra Chahar
From India, Gurgaon
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Well, I think it's the employee's responsibility to ask or request a relieving letter or experience letter, especially if he/she has not served the notice period. Later, it should be the company's decision whether to provide it or not, based on the situation.
From India, Lucknow
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From India, Lucknow
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Appointment Letter to an Employee for fixed period.doc