Curb Misbehaviour By Holding Relieving Papers? - DOC Download

Dear HR Gurus,
Above discussion regarding clearance formalities, i fully agreed with Mr. GVS and Mr. Suresh. This is practices are going on in so many companies,
Thanks
Maharana

Dear All,
In addition to the Policy on exit, you can have a detailed procedure for such activity in Standing Orders duly certified by competent authority, so that you will have a hold on legal issues.
Chandrasekaran.V

Dear Gayatri,
There are two ways to come out of this situation:
a) Your option was whether you can give the releiving letter after 7 days of the notice period:
1. See it all depends on your company policy (so you have to add in your policy or appointment letter stating that releiving letter wil be given after 7 days of the notice period). Co's policy/appointment letter is something which we discuss during the time of joining or during induction. So if any employee is terminating he/she has a clear picture in the mind and will speak accordingly to the HR of the new company.This is nothing new what u will be intiating since every company follow its own policy according to their environment.
b)This option is accepted by every company (Exit Interviews Form)
And the same has been discussed with you by many of our friends
Thnx
Madhura (HR)
Mumbai

If any employee leave the organisation, you must check whether any dues from them, any damage or loss to the machinery etc. It is better to give relieving order and experience certificate after they should clear from all the sections. It is not good to hold their certificates after 7 days from the date of their resignation. They may assured some other company to join the specified date or new employer may ask relieving order while joining on duty. Please follow the NO DUES procedure.
MANOKAVIN

Hi Gayatri,
From my point of view it is unethical to increase the notice period of an employee.
because you cannot ignore rules & regulations of the company
thanks
SACHIN DHAMIJA

Dear Gayatri,
if you have any doubt that particular employee those are doid a damage in the machine than theae all this will be clera during the NO DUES . So you just go thrugh with No Dues slip youfind ou solution of this problem.

The departing employee has to submit the 'No due' certificate on the relieving day with clearance confirmations from all departments concerned.
You can give him the relieving letter on the same day as they have to submit it to the new employer. You may take a week time for the full & final settlement and then you can give the experience letter.

These are some of the things where you can resolve such issues;
Just Prepare a Form like "No-Dues"
You can have of lots things in your "No Due Form";
Right from ID Cards, Library books, Tansportation, Any Health Cards, Mobile Bill, Travel and Visa, Hotel Dues (If provided), Desk Keys, Clearance from System Admin Team, Team Lead/Supervisor, Cafeteria, and lastly from the Security.
Send it to the Payroll Dept/Respective HR Head. On the final settelement you can deal in a better way if any of these thing are pending or any damage occurs.

Dear Harish,

Thanks much for your motivational comments and thanks to my previous company from where i have learnt this clear cut process.

I would certainly feel happy to share knowledge to our members.

Cheers!!!!!!
GVS

Dear All,
GVS has given very good feedback on the said topic. I wud like inform you that we are also applying the same procedure as of GVS mentioned here i.e As soon as any resignation letter comes to HR Dept. we checks for acceptance of it from the concerned HOD & then issues Acceptance of Res. Letter. Once it is done & at the last wrkng day sends NOC(No Objection Certificate) or Clearance Sheet to the concerned Dept & Accounts Dept as well to have clear idea about the person's liability if any to proceed further. On the basis of which we issues the exp. certificate to him/her. For example PFA is sample of Clearance Sheet we currently using for this purpose.