Hi, I sent a letter through Registered Post explaining my situation. I did not receive any response. So, I went and spoke to the recruitment HR. She asked me to send an email to the Settlement Department. I contacted the Settlement Department, but there was a delay. So, I contacted them via phone. One of the ladies who spoke to me asked me to pay $5599. I sent a DD through Registered Post. I received an email/letter from the Settlement Department stating that I will be getting an experience with the reason as termination. I need a proper relieving. Can anyone help me with this ASAP?
From India
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1From India
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I worked in Sutherland Global Services. I did not go to the office due to some family problems starting from 19th Oct. I sent an email to the program HR stating all this. I informed them that I'm ready to pay one month of salary to compensate for the notice period. However, they replied that they cannot provide me with any papers. Nothing can be done; one cannot simply pay money and get a relieving letter. They won't even provide me with a termination letter. Please help me with this; I need my relieving letter.
I told my team leader (TL) and HR that we moved out of the city due to unavoidable reasons, so I will not be able to continue. The HR informed me that it is not possible to provide any relieving or termination letter. I went and spoke to the recruitment HR, and she asked me to send an email to the settlement department. I contacted the settlement department, and due to a delay, I contacted one of the ladies via phone. She asked me to pay 5599. I sent a Demand Draft through Registered post. Later, I received an email from the settlement department stating that I would be getting an experience letter with the reason stated as termination. As it was considered as job abandonment, I will receive a proper relieving letter in the email, mentioning it as termination. I need a proper relieving letter. Please suggest a solution.
From India
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I told my team leader (TL) and HR that we moved out of the city due to unavoidable reasons, so I will not be able to continue. The HR informed me that it is not possible to provide any relieving or termination letter. I went and spoke to the recruitment HR, and she asked me to send an email to the settlement department. I contacted the settlement department, and due to a delay, I contacted one of the ladies via phone. She asked me to pay 5599. I sent a Demand Draft through Registered post. Later, I received an email from the settlement department stating that I would be getting an experience letter with the reason stated as termination. As it was considered as job abandonment, I will receive a proper relieving letter in the email, mentioning it as termination. I need a proper relieving letter. Please suggest a solution.
From India
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Hi Radhika,
I am an HR professional in a top MNC. According to your statement, you sent an email to HR indicating that you cannot continue. However, as per our HR terms, this situation is considered as absconding. For absconding employees, no company will provide an experience letter. If you are concerned about your documents, it is advisable to fulfill your minimum notice period. Failing to do so will result in no HR personnel being able to assist you.
Regards,
Vignesh S
From India, Tiruchchirappalli
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I am an HR professional in a top MNC. According to your statement, you sent an email to HR indicating that you cannot continue. However, as per our HR terms, this situation is considered as absconding. For absconding employees, no company will provide an experience letter. If you are concerned about your documents, it is advisable to fulfill your minimum notice period. Failing to do so will result in no HR personnel being able to assist you.
Regards,
Vignesh S
From India, Tiruchchirappalli
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Dear Mr. Vignesh,
With due respect to your position and experience, I beg to differ from what you say. I say this primarily based on just one point.
If Southerland has asked Radhika to pay a certain amount in lieu of the 'notice period,' which she says she has done by way of a DD for Rs. 5,999.00. She claims she did that, and therefore, she should be given a Service Certificate, not a Termination.
If they were honorable as an organization, which I believe they could be, and this might just be a lapse, they should not have told her to pay in lieu of the notice period and should not have even accepted that offer, even if Radhika pleaded.
I certainly believe there is a serious lapse somewhere. She can't be awarded a double punishment for a single wrong.
On the other side, let me be forthright in stating that most policies are framed and formalized keeping in mind the interests of the organizations. In fact, very few are pro-employees. I state this with the fullest authority, having worked with as many as seven CEOs in six companies, spanning a career of nearly 40 years. Several things that the top CEOs do are swept under the carpet. The present issue happening at the national level involving a top media man and his sub-journalist is a case in point. I trust you are aware of what's happening, and I don't need to repeat that, so let's not be preachy, please.
After all, we are human beings; we need to be advocates for the employees. We owe a larger allegiance to them than to the management, as they are the very purpose of our job, our life, our daily bread, and employers are the ones who use HR as their tools for carrying out, at most times, what they want.
Bringing back this discussion to focus, let's try to use our collective conscience to bring some pressure on people who man such HR positions because they are just not using their common sense.
I beg your pardon, but I just can't withhold my candid, and maybe terse response, to what you've said. I believe it is what I would call 'hypocrisy.'
From India, Hyderabad
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With due respect to your position and experience, I beg to differ from what you say. I say this primarily based on just one point.
If Southerland has asked Radhika to pay a certain amount in lieu of the 'notice period,' which she says she has done by way of a DD for Rs. 5,999.00. She claims she did that, and therefore, she should be given a Service Certificate, not a Termination.
If they were honorable as an organization, which I believe they could be, and this might just be a lapse, they should not have told her to pay in lieu of the notice period and should not have even accepted that offer, even if Radhika pleaded.
I certainly believe there is a serious lapse somewhere. She can't be awarded a double punishment for a single wrong.
On the other side, let me be forthright in stating that most policies are framed and formalized keeping in mind the interests of the organizations. In fact, very few are pro-employees. I state this with the fullest authority, having worked with as many as seven CEOs in six companies, spanning a career of nearly 40 years. Several things that the top CEOs do are swept under the carpet. The present issue happening at the national level involving a top media man and his sub-journalist is a case in point. I trust you are aware of what's happening, and I don't need to repeat that, so let's not be preachy, please.
After all, we are human beings; we need to be advocates for the employees. We owe a larger allegiance to them than to the management, as they are the very purpose of our job, our life, our daily bread, and employers are the ones who use HR as their tools for carrying out, at most times, what they want.
Bringing back this discussion to focus, let's try to use our collective conscience to bring some pressure on people who man such HR positions because they are just not using their common sense.
I beg your pardon, but I just can't withhold my candid, and maybe terse response, to what you've said. I believe it is what I would call 'hypocrisy.'
From India, Hyderabad
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Sorry, I made a few typos; hence, this is the revised and corrected version of my response to Mr. Vignesh's reply to Radhika.
Dear Mr. Vignesh,
With due respects to your position and experience, I say this primarily based on just one point.
I beg to differ from what you say, especially in terms of the definition of 'Absconding' and the action.
Really speaking, even Radhika may not have realized what this would all translate to. Do any of us really know what made her do what she did?
Perhaps she must have closely discussed this with whomever she was reporting to. It's quite possible that person may have been in agreement with what she wanted to do and may have even asked her to do what she eventually did. It could be possible that things spun in a different way, and the person with whom she may have confided may also turn a blind eye and go by the rule book.
I hope I am not putting words into Radhika's mouth, but all these are possibilities.
And now back to the main issue we are discussing in this case.
This is an Ethical Issue, and the company she worked for may be absolutely guilty. They have asked her to pay a certain sum of money in lieu of the 'notice period,' which she says she has by way of a DD for Rs. 5,999.00. If they were honorable as an organization, which I can believe they could be, and this might just be a lapse, they should not have told her to pay in lieu of the notice period and should not have even accepted that offer even if Radhika pleaded. I certainly believe there is a serious lapse somewhere. She can't be awarded a double punishment for a single wrong. She says she did that, and so she had better be given a Service Certificate, not a Termination.
On the other side, let me be forthright in stating that most policies are framed and formalized keeping in mind the interests of the organizations. In fact, very few are pro-employees. I state this with the fullest authority having worked with as many as 7 CEOs in 6 companies, spanning over a career of nearly 40 years. Several things that the top CEOs do are shoved under the carpet. The present issue happening at the national level involving a top media man and his sub-journalist is a case in point. I trust you are aware of what's happening, and I don't need to repeat that. So let's not be preachy, please.
After all, we are human beings, we need to be advocates for the employees.
We owe a larger allegiance to them than to the management, as they are the very purpose of our job, our life, our daily bread, and employers are the ones who use HR as their tools for carrying out, most times, what they want.
Bringing back this discussion to focus, let's try to use our collective conscience to bring some pressure on people who man such HR positions because they are just not using their common sense.
I beg your pardon, but I just can't withhold my candid, and maybe terse response. What you've said, I believe, is what I would call 'hypocrisy.'
From India, Hyderabad
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Dear Mr. Vignesh,
With due respects to your position and experience, I say this primarily based on just one point.
I beg to differ from what you say, especially in terms of the definition of 'Absconding' and the action.
Really speaking, even Radhika may not have realized what this would all translate to. Do any of us really know what made her do what she did?
Perhaps she must have closely discussed this with whomever she was reporting to. It's quite possible that person may have been in agreement with what she wanted to do and may have even asked her to do what she eventually did. It could be possible that things spun in a different way, and the person with whom she may have confided may also turn a blind eye and go by the rule book.
I hope I am not putting words into Radhika's mouth, but all these are possibilities.
And now back to the main issue we are discussing in this case.
This is an Ethical Issue, and the company she worked for may be absolutely guilty. They have asked her to pay a certain sum of money in lieu of the 'notice period,' which she says she has by way of a DD for Rs. 5,999.00. If they were honorable as an organization, which I can believe they could be, and this might just be a lapse, they should not have told her to pay in lieu of the notice period and should not have even accepted that offer even if Radhika pleaded. I certainly believe there is a serious lapse somewhere. She can't be awarded a double punishment for a single wrong. She says she did that, and so she had better be given a Service Certificate, not a Termination.
On the other side, let me be forthright in stating that most policies are framed and formalized keeping in mind the interests of the organizations. In fact, very few are pro-employees. I state this with the fullest authority having worked with as many as 7 CEOs in 6 companies, spanning over a career of nearly 40 years. Several things that the top CEOs do are shoved under the carpet. The present issue happening at the national level involving a top media man and his sub-journalist is a case in point. I trust you are aware of what's happening, and I don't need to repeat that. So let's not be preachy, please.
After all, we are human beings, we need to be advocates for the employees.
We owe a larger allegiance to them than to the management, as they are the very purpose of our job, our life, our daily bread, and employers are the ones who use HR as their tools for carrying out, most times, what they want.
Bringing back this discussion to focus, let's try to use our collective conscience to bring some pressure on people who man such HR positions because they are just not using their common sense.
I beg your pardon, but I just can't withhold my candid, and maybe terse response. What you've said, I believe, is what I would call 'hypocrisy.'
From India, Hyderabad
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Dear Radhika,
Although the way you left the job is not the right procedure and you should always try to serve proper notice before leaving any job and maintain a healthy relationship with the organization. You never know when you may need to come back; it's a small world. In this case, if you have paid the notice pay, they have to give you the experience and no due certificate, but again, it depends on the terms and conditions you have signed while receiving the appointment with this organization.
From India, Chandigarh
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Although the way you left the job is not the right procedure and you should always try to serve proper notice before leaving any job and maintain a healthy relationship with the organization. You never know when you may need to come back; it's a small world. In this case, if you have paid the notice pay, they have to give you the experience and no due certificate, but again, it depends on the terms and conditions you have signed while receiving the appointment with this organization.
From India, Chandigarh
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