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The employee has resigned, he has not been terminated
He is serving full notice period
He is transferring his knowledge and doing a handover.
In spite of him doing the right things, you want to ruin his career by putting a negative in his relieving letter, to the extent you want to claim that he was terminated and he didn't resign.
I hope they do the same to you when you resign and want to got for a new job

From India, Mumbai
Dear Manasa , ,
Its not the matter to write this line or line you want to write by which you think you are able to give message to the fellow employees. The intent of giving message to the fellow employee, i would suggest you to turn the table do and write what best you can write in his / her relieving letter. The impact of this letter on fellow employees are damaging your business or will leads to create so many other issues, may they shows good behavior but delivery may impacted. Also we must remember the employee who is going to be separate will become your brand ambassador, not its your call what kind of message you want to listen about your organisation. Human Resource representative is having a role of bridging GAP between employees and employer, play role honestly, definitely you will be able to do what best you can.

From India, Gurgaon
I think there is nothing wrong by management here since they have tolerated him for too long and they were pleased when he resigned and started updating to Hr what he had done . Any way now we have changed the lines and we added what are the bad attitude we noticed about him and want to include in his service certificate.
Thanks for information .

From India, Hyderabad
You are giving a very good message to your other remaining employees.
Don't bother with resigning, giving a notice and a proper handover. Just wait for salary day and abscond.
In any case the management is going to give a reliving letter that you can't use anywhere, so just as well,screw them and go off.

From India, Mumbai
I've few questions...
If he has bad behavior ,
How your company not terminated him with in the four years?
In the 4 yrs of services how many times you have given memos or show cause notices for bad behavior?
Your company taken 4yrs time to know that he has bad behavior?
Ok it was taken , not satisfied with his work , how your company is will to take KT and notice period service?
Do you have a policy for bad behavior?
Any documented evidences for his bad behavior?
Bad behavior means what kind of behavior? what he was done ?
if your not satisfied than you have to terminate and send him out?
Even he has bad behavior , you should have some documented evidences, all labour laws etc... will always support to employee.
So my advice is try to convince your management and do a policy for bad behavior and strictly implement from next on wards without of doing all these and spoiling his career....

From India,

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