Dear all,
I have a quick question. In my organisation one employee has quit the position by serving very short notice of 1 day. Now he is asking for relieving letter. But surprisingly he never got a appointment letter from HR.
He just have the Letter of intent. Now when we are telling him that he won't get relieving as he didn't serve 30 days notice as per the agreement. He says, that it was never been given to him.
In that case what best can we do? Do we need to issue relieving? I mean what strategy can we put in here.
Thanks
attribution CiteHR Human Resource Management Community Knowledgebase - View Profile: RinkiRoy
From India, New Delhi
1I have a quick question. In my organisation one employee has quit the position by serving very short notice of 1 day. Now he is asking for relieving letter. But surprisingly he never got a appointment letter from HR.
He just have the Letter of intent. Now when we are telling him that he won't get relieving as he didn't serve 30 days notice as per the agreement. He says, that it was never been given to him.
In that case what best can we do? Do we need to issue relieving? I mean what strategy can we put in here.
Thanks
attribution CiteHR Human Resource Management Community Knowledgebase - View Profile: RinkiRoy
From India, New Delhi
Please provide him the relieving letter. Also improve your HR processes. Rather ask him to do the knowledge transfer and relieve him in a good way with all HR formalities. Kindly ask him, if he agree fine for both, else provide the relieving letter.
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From India, Mumbai
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From India, Mumbai
Dear RinkiRoy ,
In your case, it seems the mistake from HR department. It is prime responsibility of HR department to issue offer/appointment letter stating complete clause for probation period, notice period, termination, relieving, code of conduct, disciplinary issue, CTC details, perks and benefits, leave related rules, assets damages, company's data leakages etc ... so that at the time of joining employee can be aware of the same. Since in your case there is no any written documents for the same and in such case you can not argue with employee to serve notice period.
It is better to issue relieving letter to that employee and learn from this case and issue appointment letter to all existing employees who have not got yet and don't make any employees to join in company without offer/appointment letter.
From India, Surat
In your case, it seems the mistake from HR department. It is prime responsibility of HR department to issue offer/appointment letter stating complete clause for probation period, notice period, termination, relieving, code of conduct, disciplinary issue, CTC details, perks and benefits, leave related rules, assets damages, company's data leakages etc ... so that at the time of joining employee can be aware of the same. Since in your case there is no any written documents for the same and in such case you can not argue with employee to serve notice period.
It is better to issue relieving letter to that employee and learn from this case and issue appointment letter to all existing employees who have not got yet and don't make any employees to join in company without offer/appointment letter.
From India, Surat
Dear Rinki,
Kindly provide the employee with the relieving letter and close the formalities on a good note. The papers missing from the HR is HR's fault, may be due to someone before us or we ourselves.
Take this as a stepping stone, go through your entire files and check which all employees have not be given the appointment letters or confirmation letters and all other letters, complete the paper documentation, ready your department with all the necessary documentation and prevent any employee to misuse the gap in your HR systems.
The Management and the employees both will appreciate your gesture and commitment towards work.
Regards,
Ashutosh Thakre
From India, Mumbai
Kindly provide the employee with the relieving letter and close the formalities on a good note. The papers missing from the HR is HR's fault, may be due to someone before us or we ourselves.
Take this as a stepping stone, go through your entire files and check which all employees have not be given the appointment letters or confirmation letters and all other letters, complete the paper documentation, ready your department with all the necessary documentation and prevent any employee to misuse the gap in your HR systems.
The Management and the employees both will appreciate your gesture and commitment towards work.
Regards,
Ashutosh Thakre
From India, Mumbai
Dear Rinki,
when ever the employee join into the company hr had conduct some induction and orientation programs and at that we are needed to give a appointment letter and other transcations should be taken by the hr (bond and service agreements like
& acceptance of all terms and conditions).in this case the mistake is belongs to u only please provide a reliving letter to that candidate and kindly improove your hr polices in your compandy that is mandatory for every organiusation
From India, Hyderabad
when ever the employee join into the company hr had conduct some induction and orientation programs and at that we are needed to give a appointment letter and other transcations should be taken by the hr (bond and service agreements like
& acceptance of all terms and conditions).in this case the mistake is belongs to u only please provide a reliving letter to that candidate and kindly improove your hr polices in your compandy that is mandatory for every organiusation
From India, Hyderabad
Thanks Gentlemen.
I am working on streamlining the HR process. Since I joined recently and have observed that there is so many things which needs to be fixed. I would want to establish system in place from Joining to Exit of the employee. In clear words I would say the process and system needs to be diagnosed.
Thus I am looking for some ppt which could get me the clear idea of putting the procedure and system in place (From system flow to templates) and help me to execute that system in the organisation, which could be mutually beneficial for both employee & employer.
Could you please help getting the same.
Thanks & Regards,
Rinki
From India, New Delhi
I am working on streamlining the HR process. Since I joined recently and have observed that there is so many things which needs to be fixed. I would want to establish system in place from Joining to Exit of the employee. In clear words I would say the process and system needs to be diagnosed.
Thus I am looking for some ppt which could get me the clear idea of putting the procedure and system in place (From system flow to templates) and help me to execute that system in the organisation, which could be mutually beneficial for both employee & employer.
Could you please help getting the same.
Thanks & Regards,
Rinki
From India, New Delhi
Dear Rinki,
I am attaching the Induction and orientation powwer point presentation and i get this ppt in our CITEHR i think it is usefull to you to implement a new system (regarding induction and orientation).first of all you may find this attachment if you feel like i will tel you the another HRpolices as my level best.
Regards
HRTrinadh
From India, Hyderabad
I am attaching the Induction and orientation powwer point presentation and i get this ppt in our CITEHR i think it is usefull to you to implement a new system (regarding induction and orientation).first of all you may find this attachment if you feel like i will tel you the another HRpolices as my level best.
Regards
HRTrinadh
From India, Hyderabad
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Notice of Employee Change.doc