Mahr
Head - Human Resources
Kamalkantps
Advocate
Muralikandukuri
Director Of Human Resources
Hopegovind
Manager- Hr & Admin
Lakshmi87*
Agm - Hro, Compensation & Benefit Mgt,
Srs_vignesh
Recruitment, Employee Relation, Training
+4 Others

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Hi,
One of our employee worked for 04 month, due to health problem he resigned as per company norms. I say that we can issue relieving letter since he left completing all the formalities. But my colleague says that we can issue him only after completion of 06 months. Seniors may advice in this matter.
Thanking you,
Meena
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I do agree. Normally any relieving letter or service certificate is issued only after completion of 6 months. But this is only practice. You may take a call. However, herewith Relieving letter format is attached for ready reference.
Sub: Relieving Letter
Dear .......,
This has reference to your letter dated ........, submitting your resignation from the service of the company.
Your resignation had been accepted and you are relieved from the services of the company from the close of working hours of ........
As per the terms of your Appointment letter, you are required to give 30 days’ notice. Since you have requested for an early release, the shortfall in notice period by 30 days will be adjusted against the balance privilege leave or will be recovered from your full and final settlement.
We wish you all the best in your future Professional Endeavors.
_______________________________________________
S Rajasekaran
srs_
Hi There is no relevance to wait till end of 6 months. You can issue for the days he worked or months he worked. You should not give certificate beyond last working day
Hi Meena,
There is no waiting period for Relieving Letter and Experience Letter. This has nothing to do with Probationary period, is the same is for 6 months. If an employee has undergone a smooth exit, according to the corporate policy, then he/she should be given an experience letter and a relieving letter.
Hi Meena,
There is no fixed rule about when you can issue relieving letter to an employee. The only requirement for deciding upon the same should be whether the employee has given a proper handover of his responsibilities and cleared all the dues or not( though this is my opinion, others may differ).
BR
Nisha
You can issue a relieving letter at the employee\'s request, otherwise there is no need to do so.
Dear Meena,
Please understand the purpose of Relieving Letter. This is a certificate to the employee by the employer that you have not left with any responsibility which you have not fulfilled. So you should issue the Relieving Letter to him for sure. There is no minimum service period to issue so.
First of all let us understand the word relieving, which means to relieve a person from his duties. So if an employee who has done all formalities then why to wait for a single day even, we can give him the releiving letter as per his request.
Please remember experience certificate and releiving letter are 2 different concepts. Even we cannot hold the experience certificate also.
Hi
Irrespective of number of days he or aahe has worked and irrwspectve of reason you have to release relieving letter as well as experience letter
In case he would have not completed formalities or had not given handover you could stop only relieving letter
Such act will damage your organization\'s reputation and not good for future too
Relieving letter is an acknowledgement of service rendered by an employee in the organization. Employee has the right to ask for this letter and employer is responsible to honor such request.
Please do not withhold the relieving letters. This is one way to put on record that the employee has left and he/she do not come back to claim reinstatement for any aforesaid reasons.
Regards,
Murali
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