Mahima,
Others have already told you want to do on the issue of the offer letter
However, there is another aspect.
No one is allowed to shout at or abuse in an office.
You need to take this up with your management and get them to instruct others in the office (your male collegues) or the security to either stop this person from entering the office on grounds of abusive behaviour, or to intervien and remove him from the office in case of unacceptable behaviour.
I don't know how badly he behaved, but if the abuse was of a personal nature or if you feel he considers you as the reason for removal and therefore constitutes a threat outside office, you may ask your manager / director to help you report the matter to the nearest police station.

From India, Mumbai
Dear Mahi,
Ask him to write in his own handwriting resign letter on which date he was terminated in duty have to put. after that u can talk to management and get approval from concern person than you can provide him the Service certificate.
Regards
Kumara

From India, Chennai
dear all
thanks for guidance
by studying all comments, i got idea...no need to provide offer letter to him is it my right decision, should i give him service or experience or termination letter??? ...you know his TA/DA still pending for the month of October i.e. near about 2400 rs...
in his case we were just paying salary by cash, he was having ID card only which he submitted later to us after his termination.
regards
mahima

From India, Delhi
Dear Mahima ji,
Without any offer letter and appointment letter, how anybody is allowed to join the company?
Did the concerned worker give any joining report?
There is no question of giving any backdated offer letter, if he has not given joining report. If appointment order is given and he has accepted it and given joining report, then no offer letter is necessary.
The above are my views. However, in future, kindly insist that every person the company intends to employ is given an offer letter and only on acceptance of the offer letter, issue an appointment letter and the person joining the company has to submit a joining letter on the day he joins duty.
N K Acharya

From India, Hosur
In such case you can issue him a salary certificate. That shall mention all the details pertaining to his date of joining, relieving, experience & salary. That shall suffice his requirement & also put an end to this situation.
But henceforth start issuing appointment letters immediately after joining. There is no point in raising unwanted employee grievances on such small issues in the organization. All such small incidents gather & spoil the culture in the organization leading to bad mouthing of its image.

From India, Ahmedabad
The terminated employee cannot ask for offer letter. Since he would have already received the offer letter at the time of his joing.ok B.L.>madhavan rane
From India, Chennai
Dear all,
Firstly, Security system is totally failed in your company, how terminated employee come again and again in your office, and allow him to shout on the managers of the company.
Secondly, in my opinion, this terminated employee has just completed less than 4 months, in that case he must be in probation period, in which we can terminate him on the basis of his working capabilities and behavior.
Thirdly, NEVER GIVE SALARY IN CASH TO TERMINATED EMPLOYEES, always use Bank account for them, acceptance of salary in account means he accepted his termination.
Regards,
Manish Bali

From India, Delhi
Dear Mahima,
Greeting.!!!
As far as offer letter is concerned it should be issued before joining, if somehow the organisation misses out this thing then atleast the appointment letter is to be issued. But as the person is now terminated, his behavior is obvious. He wants to trap you in any possible way. So I just want to ask you weather you have completed all the formalities of his termination? Have you done his clearance? is his full and final settlement done? If all these procedures are done then he is not liable to get offer letter because there is no point in getting offer letter. But if some exit formalities are remained then he will continue to bother you for the same reason. But don't let him shout on you because giving offer letter or not is management's decision so he can just shout on you like that.
He just wants to trap you in any possible way thats it, if you are clear from your side then do not worry at all.
Thanks and Regards,
Niranjan Kulkarni

From India, Pune
Dear Raj,

Well said ! your posts have always been enriching, well thought of and quite a treat to the sore eyes after going through some causal remarks /suggestions made by some of our HR colleagues.

You suggestions are right and there is no need to add anything further.

Dear Mahima,

In addition to what Raj has suggested, please instruct your security officer /guard posted at the Main Entrance Gate not to allow this person to come inside again. If he is required to be called in the office for any reason, a security guard must accompany him so that he does not create any ruckus /problem to any body. Just for your information, a terminated employee is normally never allowed to come inside the factory /office unless otherwise, it is too much necessary. A terminated employee is an aggrieved person and one should not expect a controlled /sensible behaviour from him. Next time, when he comes, please meet him at the security office situated at the Main Gate along with a male colleague or let him come inside accompanied by a security guard.

Rgds,

Rakesh Pd Srivastabv

From India, Gurgaon
Dear Alwin,
Have you seen the termination letter issued to the person?
If yes, then what are the contents of the termination letter. Did he sign full and final clearance certificate? Was he paid by cheque or in cash ? Do records exist to prove that he was employed at all ?
It appears, per say, that he was employed and then services terminated.
If this premise is correct, than he deserves to be given documents to cover period of employment, in all fairness.
Regards,
Col.Rathi

From India, Delhi

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