Dinesh Divekar
Business Mentor, Consultant And Trainer

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Hi everyone.
I am asking this for a friend who was terminated from her previous org. on performance ground 3 yrs back, though she was never a under performer, she was an average performer. She had some issues with her manager(but never complained to HR) and instead he involved the HR and tried to pressurize her for resignation saying her performance was not as expected when she denied, her ID( to mark attendance) was blocked and not unblocked even after repeated mails for the same and issued a warning letter for not reporting to the office. And after few days she was terminated on performance grounds without putting on formal PIP(Which was only verbally communicated to her). Not even received any termination letter. She joined another company after 3 yrs of gap, now they are asking her to clarify the same from previous company. She contacted previous co. HR asking for the termination letter mentioning the reason, they told her that termination was on performance basis and letter was already sent to her by courier(which she never received) and now they can't give her any letter because its been a long time. She had to leave this job also.
Plz suggest.

From India, Noida
Dear friend,
Termination on account of poor performance is painful process. It is unfortunate to note that your friend had to go through this process. Nevertheless, the question arises as to why she did not write this post and why you are writing on her behalf? It shows your friend is either laid back or has taken to heart her termination.
Termination on account of poor performance is not end of the career. When she applied for the new job, it was obvious that the new employer would ask the employment certificate. Sans this certificate, she should not have applied for the job.
Now coming to the solution part of it. Let her write to Head HR about issue of the Employment-cum-Relieving letter. There is no need to write the reason for separation from the company. Secondly, she can write that she had correspondence with the HR of the lower rung however, it was told to her that the certificate was sent to her home address through courier and she did not receive it. Therefore, a duplicate certificate may be issued. In the letter she needs to mention her date of joining, last working day, employee No etc.
If HR Head considers her application then well and good otherwise tell her to approach the Labour Officer of the area (where her office was located and not her home). Let the LO be explained about her problem. With the call from LO, hopefully she will get the certificate.
Dinesh Divekar

From India, Bangalore
Thanks Sir. That was really helpful. Actually the whole termination episode was really tormenting for her that she is assured she is not going to get any job now.
From India, Noida
1. Why employee not complained earlier?
2. Why she did not work in last 3 years?
3. Why she did not do follow up for her relieving letter earlier?
4. Has she narrated whole the story to new interviewer/ employer? If no why did she hide the information from new employer?
5. How she survived without job for last 3 years?

From India, Pune
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