Partner - Risk Management
Retired Government Servant/advocate
Learning & Teaching Fellow (retired)
Manasa , Hr@icstechservices.com
If he was terminated, then relieving letter should state he was terminated, and the reason for termination may be given. But then, as pvenu said, if you have not followed due process, then you are giving him a chance to go to court.
If he resigned and served notice then writing terminated is incorrect.
In any case, few employers bother to write such things and spoil career of employees. It's an unfortunate vindictive streak that makes for a bad Company to work with. A service certificate should only state number of years and designation. Leave the rest for background verification.
But ofcourse, there is nothing in law stating employer can't put such a statement (provided it is termination)
31st July 2016 From India, Mumbai
Mr. xxxx has worked for our company for the past 4 years and we are very pleased that he has put in his resignation and we do not have any intention of considering him for a job in our organization in the future.
1st August 2016 From United Kingdom
2nd August 2016 From India, Gurgaon
Actually in this case, Management seems to be late in providing insights to HR about their viewpoint and hence, HR could not take appropriate action in tune to Management's viewpoint. If it would have been communicated properly then HR would have initiated disciplinary action against the employee and could develop base for termination on basis of non-satisfactory performance.
But in this case, situation is bit different. Management's approach for putting negative remark in relieving order without logical base and in absence of documentary proofs may invite legal consequences.
It will be violation of natural justice and his fundamental rights. Moreover, in that scenario Management wont have proper stand to justify its intention without documentary proofs and procedure.
Not recommended at all.
2nd August 2016 From India, Bhopal
As a HR , I do have an intention that he should not get a very bad remark and we want to run this relieving process smooth so that it can be a lesson for the employee and fellow team members too .
I can take the above line and help me wat else can we write ?
2nd August 2016 From India, Hyderabad
#AnonymousHas his bad behavior been documented. Have you ever issued a show cause notice, charge sheet or even a memo. What if he goes to court challenging the statement of termination, when actually it's a resignation. Does your Organisation have an ethics policy? Please advise the management that one needs to have documented any misbehavior and misconduct and the employee must have acknowledged such document. Apprise them of the consequences, in case the employee decides to react legally. It will effect the reputation and brand equity of your employer and they will be labeled as unethical. Future hires would be difficult, since such things spread through word of mouth. Your existing employees will also lose respect for your Organisation and attrition will be difficult to handle.
2nd August 2016 From Indonesia, Jakarta
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
3rd August 2016 From India, Mumbai
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.
3rd August 2016 From India, Gurgaon
Thanks for information .
3rd August 2016 From India, Hyderabad
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.
4th August 2016 From India, Mumbai
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....
29th November 2016 From India,