Hello dear members. I needed some perspective from you. My relieving order from the previous organization has a statement - Unauthorized absence from 10/11/2020 to 25/11/2020 has been treated as non dies by competent authority.
My unauthorized absence happened because of a confusion between my manager and HR resulting out of my medical condition. My manager approved my leave and forwarded it to HR but somehow, HR missed that mail. Please give me some perspective. What does this ring to a recruiter? I have genuine explanations to offer to a recruiter but can this be a sure-shot rejection as well?
From India, Mumbai
My unauthorized absence happened because of a confusion between my manager and HR resulting out of my medical condition. My manager approved my leave and forwarded it to HR but somehow, HR missed that mail. Please give me some perspective. What does this ring to a recruiter? I have genuine explanations to offer to a recruiter but can this be a sure-shot rejection as well?
From India, Mumbai
The mention of dies non period in the relieving order could be a red herring for some recruiters though , it appears, it is none of your fault. You should make an attempt to get it rectified.
From India, Mumbai
1530From India, Mumbai
Documentation in respect career continuation calls for clarity in every aspect. Any adverse remark is likely to affect career growth.
Please get the amendments done and always keep the records updated.
From India, Vadodara
Please get the amendments done and always keep the records updated.
From India, Vadodara
Please clarify:- is it legally allowed to make such claims in the relieving letter? Shouldn’t the relieving letter have a plain - joining and relieving date only?
From India, Mumbai
From India, Mumbai
This mention of unauthorised absence is a red herring and will make you liable to clarify and answer queries from next company.
Especially when matter of absence arose out of confusion and error from HR side of missing an email.
Please insist on clean relief letter without untoward comments which have no bearing on actual facts.
As per you Manager approved leave and HR has missed noting it.
The HR must be pretty arrogant to make such a statement in a relief letter not bothering about veracity and impact on exiting employee.
Even if
there was unauthorised absence, relief letter should have been clear.Date of joining and date of exit.
Please ask for change in the exit letter and get such entries removed,
From India, Pune
Especially when matter of absence arose out of confusion and error from HR side of missing an email.
Please insist on clean relief letter without untoward comments which have no bearing on actual facts.
As per you Manager approved leave and HR has missed noting it.
The HR must be pretty arrogant to make such a statement in a relief letter not bothering about veracity and impact on exiting employee.
Even if
there was unauthorised absence, relief letter should have been clear.Date of joining and date of exit.
Please ask for change in the exit letter and get such entries removed,
From India, Pune
It is unethical for any organisation to mention such thing on the relieving letter. Please discuss with HR and senior management team and have the relieving letter changed.
From India, Chennai
From India, Chennai
Dear all, I am extremely grateful to you all for the inputs. I was able to change my relieving letter. However, I also encountered a very arrogant HR person in the middle management. It was the first time, I had come face to face with someone like that. I was really appalled that there exist such people also. However, I exercised special care to keep my calm and pleasantness.
From India, Mumbai
From India, Mumbai
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Absence of Team Leader.doc