Dear Seniors... Good Day to all. My query is how we can provide an experience certificate to an employee who has served 1 yr including his six months probation period? Can we show this period in his exp. letter as the employee has served as a probationer for a period of six months... please advise.
From India, Calicut
10From India, Calicut
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
@Sree8ash,
There is no harm in issuing an experience certificate to a person, who was in your employ, for
one year. However, it is not a practice followed by companies to bifurcate the tenure of service as
probationer and confirmed employee.
But if the concerned employee has worked in your company as an Intern and then absorbed into
a permanent roll, you may mention the same.
Reputed companies also follow a rule to not to issue an experience certificate to person who made their exit from company in less than one year from their date of joining (My company follow this rule).
From India, Aizawl
There is no harm in issuing an experience certificate to a person, who was in your employ, for
one year. However, it is not a practice followed by companies to bifurcate the tenure of service as
probationer and confirmed employee.
But if the concerned employee has worked in your company as an Intern and then absorbed into
a permanent roll, you may mention the same.
Reputed companies also follow a rule to not to issue an experience certificate to person who made their exit from company in less than one year from their date of joining (My company follow this rule).
From India, Aizawl
Dear P RADHAKRISHNAN NAIR
It is very shocking to know that how a company can do the same.
Not providing experience certificate to the employee who worked for less than one year in organization is not fair practice as per the market.
It is the duty of employer to confirm the employment period if his employees at the time of separation.
Also I am not sure if your company is following fair practice or not.
As per UP Factory Act it is mandatory to provide experience letter to the employee at the tie of separation.
Please check legal requirement for your organization too.
From India, New Delhi
It is very shocking to know that how a company can do the same.
Not providing experience certificate to the employee who worked for less than one year in organization is not fair practice as per the market.
It is the duty of employer to confirm the employment period if his employees at the time of separation.
Also I am not sure if your company is following fair practice or not.
As per UP Factory Act it is mandatory to provide experience letter to the employee at the tie of separation.
Please check legal requirement for your organization too.
From India, New Delhi
Dear Sree
If you go by the Law then probation & confirmation is not mentioned in any of the act.
Being an organization it will be better to issue the experience letter for entire 1 year.
But also no harm in mentioning the probation period in relieving letter.
From India, New Delhi
If you go by the Law then probation & confirmation is not mentioned in any of the act.
Being an organization it will be better to issue the experience letter for entire 1 year.
But also no harm in mentioning the probation period in relieving letter.
From India, New Delhi
Hi Sree,
There is no need to bifurcate probation and confirmed employee, after all, he/she worked for one year in your organization as an employee and at the same time no harm in mentioning the probation period in the experience letter.
Zyn
https://hayaprojects.blogspot.com/
From India, Surat
There is no need to bifurcate probation and confirmed employee, after all, he/she worked for one year in your organization as an employee and at the same time no harm in mentioning the probation period in the experience letter.
Zyn
https://hayaprojects.blogspot.com/
From India, Surat
Experience certificate.doc