Thread Started by #Reema Kataria

We have one unique case wherein one of our employees was on maternity leave and extended sabbatical for more than a year. Infact the maternity leave was also preceeded by 3 months unpaid leaves due to health issues. Eventually she could not resume work and we did her exit formalities last month. While making the experience cum relieving letter, I cannot write the end date as her actual last working day since that was a year back and the exit happened now. However, writing recent the exit date as end date also does not seem right as it gives a wrong picture and inflates her experience. How do we deal with such cases? Can we mention the exit date as the end date and write a note stating the sabbatical period? Is there any other way? Please advise. Thank you.
11th May 2014 From India, Mumbai
hi Reema,
this is a settled case. You have to mention the end date as per the last working date being considered by company in the experience certificate. Leave taken due to illness and otherwise; a valid reason not been able t submit resignation should be a ground good enough to issue the experience certificate with last working date as date.
Yes, you are within your rights to mention the sabbatical leave if you wish to. But, if you ask me I would not do so. It will be unreasonable on my part, as it was without a choice employee had to go on extended leave.
Answer my question :What if she re-join again and works for 6 months or so, and then resign, What experience certificate will you issue.??? Will you still mentioned sabbatical leave??.
It's my opinion, that you must mention "Start Date" and "Last Working Date", as you would consider her for her full and final settlement, immaterial whether she worked or not.
11th May 2014 From Saudi Arabia, Riyadh
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