Guy was working with one bank and then got a job in a bigger, better bank. Meanwhile, after getting that job, his present employer terminated his job since he was absent for 58 days. They sent him a notice a month back and asked him to join within a month and explain why they shouldn't terminate his job. While he didn't join, he did explain the reason for his absence via email. They are now not considering the email as a valid way of responding. Also, while he submitted his resignation, they are saying one month is over and the termination procedure has started.
The issue here is that while joining the new job, he is supposed to submit a relieving letter, which he won't get if he is terminated. What can be done? Will the termination letter act as a substitute for the relieving letter since the termination letter will mention that he no longer works with his previous bank? Since he has already got the job, will the termination hamper him anyway?
From India, Kalyani
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The issue here is that while joining the new job, he is supposed to submit a relieving letter, which he won't get if he is terminated. What can be done? Will the termination letter act as a substitute for the relieving letter since the termination letter will mention that he no longer works with his previous bank? Since he has already got the job, will the termination hamper him anyway?
From India, Kalyani
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Dear friend,
Career advancement is a natural urge among everybody, and if it were so in this "guy," then he was no exception. Nevertheless, upon getting a new job, the abandonment of the current employment was nothing but effrontery. He could have checked the terms mentioned in his appointment letter (not an offer letter, please note), served the notice period, and left the job honorably. By suddenly ceasing to report for duties, the "guy" has brought ignominy to this separation. His sudden exit may not only jeopardize his employment in the new company but could also nullify his tenure in the previous company. This is because if he is not issued a Service-cum-Employment Certificate, then he will not have proof of employment. If it is issued, but the remarks column states "Services Terminated because of Voluntary Abandonment of Employment," this type of certificate will hold no value in the job market.
Legally speaking, abandonment of employment was misconduct, and his company should have ordered a domestic inquiry. Since the termination is without conducting an inquiry, it is legally challengeable. However, proving it would be quite arduous. Secondly, there is no guarantee that the court verdict could be in his favor!
From the entire episode, the lesson that this "guy" can learn is not to make unwise as well as undue haste. At this stage, the only option left for him is to talk to the HR of the current company and seek a waiver from the submission of the employment certificate. However, how far HR will show clemency to this demand remains to be seen.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032Career advancement is a natural urge among everybody, and if it were so in this "guy," then he was no exception. Nevertheless, upon getting a new job, the abandonment of the current employment was nothing but effrontery. He could have checked the terms mentioned in his appointment letter (not an offer letter, please note), served the notice period, and left the job honorably. By suddenly ceasing to report for duties, the "guy" has brought ignominy to this separation. His sudden exit may not only jeopardize his employment in the new company but could also nullify his tenure in the previous company. This is because if he is not issued a Service-cum-Employment Certificate, then he will not have proof of employment. If it is issued, but the remarks column states "Services Terminated because of Voluntary Abandonment of Employment," this type of certificate will hold no value in the job market.
Legally speaking, abandonment of employment was misconduct, and his company should have ordered a domestic inquiry. Since the termination is without conducting an inquiry, it is legally challengeable. However, proving it would be quite arduous. Secondly, there is no guarantee that the court verdict could be in his favor!
From the entire episode, the lesson that this "guy" can learn is not to make unwise as well as undue haste. At this stage, the only option left for him is to talk to the HR of the current company and seek a waiver from the submission of the employment certificate. However, how far HR will show clemency to this demand remains to be seen.
Thanks,
Dinesh Divekar
From India, Bangalore
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Termination letter is not a substitute for a relieving letter. Also, I feel that if the guy shows his termination letter to his new employer, he may lose his new job as well. The new employer may have serious concerns about the commitment and ethical approach of the employee. When I see hundreds of posts explaining what wrong companies do to their employees, a professional like this guy also needs to understand that what he did was absolutely wrong and unethical.
Each professional has the right to build their career and grow in life, but jumping jobs without proper exit process compliance and breaching terms as stated in the employment contract, just because of better perks, benefits, or brand, does not improve or help in the long run. It may not be written in management books or may not be the so-called professional approach, but in situations like the one explained above, the guy may write an apology letter to his last employer stating his immature behavior and seek support. After that, it is solely up to his past employer as to what and how they act.
From Nigeria, Lagos
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Each professional has the right to build their career and grow in life, but jumping jobs without proper exit process compliance and breaching terms as stated in the employment contract, just because of better perks, benefits, or brand, does not improve or help in the long run. It may not be written in management books or may not be the so-called professional approach, but in situations like the one explained above, the guy may write an apology letter to his last employer stating his immature behavior and seek support. After that, it is solely up to his past employer as to what and how they act.
From Nigeria, Lagos
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Termination Letter and letter of acceptance of resignation will not substitute Relieving Letter.
A Relieving Letter certifies that the individual has handed over his duties, documents, and assets intact and has no liability on the date of issuance of the letter. If the future employer demands it, the individual will have to submit the same. Unfortunately, some people who are not courteous fail to foresee all these requirements and neglect their obligations when they find another source of employment. In this case, the individual has already burned the bridge; now, he must appeal for a relieving letter.
From United Arab Emirates, Abu Dhabi
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A Relieving Letter certifies that the individual has handed over his duties, documents, and assets intact and has no liability on the date of issuance of the letter. If the future employer demands it, the individual will have to submit the same. Unfortunately, some people who are not courteous fail to foresee all these requirements and neglect their obligations when they find another source of employment. In this case, the individual has already burned the bridge; now, he must appeal for a relieving letter.
From United Arab Emirates, Abu Dhabi
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Hi,
A termination letter does not replace a relieving letter. It is important to serve the notice period. After serving the notice period, if an employee does not receive the relieving letter, they can write another request letter mentioning that they are in need of the relieving letter and that the notice period has been served. In any case, communication should be via email, and if unsuccessful, consider sending it via registered post.
It is also advisable to inform the next employer that the relieving letter may be delayed but it is assured. In my career, I have relieved employees within one month as they have contributed to the organization.
If we mistreat a resigned employee, they may not consider rejoining if needed. A disgruntled employee can harm the business as they progress in their career, and other employees may interpret the situation differently. Employee development and multi-skilling can address issues for both employees and employers alike.
From India, Bengaluru
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A termination letter does not replace a relieving letter. It is important to serve the notice period. After serving the notice period, if an employee does not receive the relieving letter, they can write another request letter mentioning that they are in need of the relieving letter and that the notice period has been served. In any case, communication should be via email, and if unsuccessful, consider sending it via registered post.
It is also advisable to inform the next employer that the relieving letter may be delayed but it is assured. In my career, I have relieved employees within one month as they have contributed to the organization.
If we mistreat a resigned employee, they may not consider rejoining if needed. A disgruntled employee can harm the business as they progress in their career, and other employees may interpret the situation differently. Employee development and multi-skilling can address issues for both employees and employers alike.
From India, Bengaluru
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