Dear Concern,
I want to know if there are any criteria for issuing an experience letter. For example, if an employee has worked with the organization for 1 month and asks for an experience letter, can it be issued to the employee?
Thanks and Regards,
P.S. Sindhu
From India, Gurgaon
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I want to know if there are any criteria for issuing an experience letter. For example, if an employee has worked with the organization for 1 month and asks for an experience letter, can it be issued to the employee?
Thanks and Regards,
P.S. Sindhu
From India, Gurgaon
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Employer can decide, whether to issue Experience Certificate for a person who worked only for a month. However relieving letter to be issued
From India, Bangalore
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202From India, Bangalore
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Dear Sindhu,
As per standard practice, most companies do not provide an experience letter for periods of less than 6 months. There is little value in having an experience letter for less than 6 months of work as it may reflect negatively on the employee when seeking their next job opportunity.
Thank you.
From India, Faridabad
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As per standard practice, most companies do not provide an experience letter for periods of less than 6 months. There is little value in having an experience letter for less than 6 months of work as it may reflect negatively on the employee when seeking their next job opportunity.
Thank you.
From India, Faridabad
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One month's service is not being considered as an experience. If the HR policy is framed as such, then it may be. When relieving the employee (a relieving order is a must), the date of joining and the date of relieving may be mentioned in it, serving both purposes.
From India, Pune
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From India, Pune
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Any experience, regardless of the timeframe, is valuable. When you issue an appointment letter, it signifies that the employee has been working since the date of joining. Therefore, the employee has every right to request an experience certificate. If the employee is requesting the certificate while still employed, it may be needed for various purposes related to employment changes.
If the employee requests the certificate upon leaving the company, they are entitled to receive it. Refusing to issue an experience certificate for any period of work, no matter how short, is highly unethical on the organization's part. When requested, the certificate must be provided. Merely providing an extract of the records stating the experience of the employee, whether current or former, does not suffice.
Thank you.
From United+States, San+Francisco
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If the employee requests the certificate upon leaving the company, they are entitled to receive it. Refusing to issue an experience certificate for any period of work, no matter how short, is highly unethical on the organization's part. When requested, the certificate must be provided. Merely providing an extract of the records stating the experience of the employee, whether current or former, does not suffice.
Thank you.
From United+States, San+Francisco
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I also agree that any time invested is a consideration of experience. However, the design of a letter is the decision of the employer, not the employee. Many companies assess the working staff annually; unfortunately, this situation may not be the norm, but it does occur. I have been in situations where, for personal reasons, an employee needs a letter of sorts - legal, insurance, credit. If an employer feels as though the employee simply does not have sufficient time to determine value, then a simple letter of employment may suffice. For example, employment date, title, job responsibility, validation of area or work assignment, shift assigned, punctuality. The bottom line is to discuss this request with HR; proceed with policy, and if no policy covers the topic, then confer with HR for the legal design, and the supervisor can supply the content.
From United States, Fremont
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From United States, Fremont
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One month is a too short period to mention or show as working experience, as companies often have probation periods ranging from one to three months or six months, depending on various factors. Therefore, I would say it depends on the company whether they provide it or not. Additionally, I would suggest that it doesn't matter if you have an experience letter for one month; however, make sure to have a relieving letter from the company.
From India, Lucknow
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From India, Lucknow
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Dear Sindhu,
I would side with the anonymous member. If the employee has resigned and is undergoing the exit process according to your corporate policy, then you need to issue an experience certificate to him/her. The experience/relieving letter has nothing to do with the career length of an employee in an organization, though it may dynamically relate to the exit process.
From India, Bangalore
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I would side with the anonymous member. If the employee has resigned and is undergoing the exit process according to your corporate policy, then you need to issue an experience certificate to him/her. The experience/relieving letter has nothing to do with the career length of an employee in an organization, though it may dynamically relate to the exit process.
From India, Bangalore
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Very well agree with sindhu. No need to issue experience certificate for less than 6 months of working. As he will be under probation period. Regards B.Anand Kumar
From United Kingdom, London
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From United Kingdom, London
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Even if he is in the probation period and has worked for just one day, the experience certificate needs to be issued if he demands it. Only unethical organizations will behave in a high-handed manner. All ethical organizations will give the employee his due and will not harass any employee who is leaving, as they would desire that the ex-employee will be a goodwill ambassador. They do so even if the employee has behaved badly. That is what distinguishes a good employer from a high-handed and unethical employer.
From United+States, San+Francisco
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From United+States, San+Francisco
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