Hello There,
I had to terminate an OPS manager in my organization as he was habitual latecomer. He has also taken 15 days leave in 4 months which is unacceptable for a person like him. Most of the leaves were uninformed to the top management.
After terminating him,he gave me a call and threatened that he will sue the company by issuing a lawyers notice. He did not do it however for some reason.
We sent him a showcause and termination letter by post after his termination was done.
Recently,he called one of the managers and informed them that he wanted a releiving letter and that he is ready to give a resignation letter dated one month back if required. He also mentioned thata termination letter from our company will stand as an obstacle for him to get job in other firms.
Do you think its right for me issue him a releiving letter? Is there any legal implications? Please advice
Regards,
Madhu
I had to terminate an OPS manager in my organization as he was habitual latecomer. He has also taken 15 days leave in 4 months which is unacceptable for a person like him. Most of the leaves were uninformed to the top management.
After terminating him,he gave me a call and threatened that he will sue the company by issuing a lawyers notice. He did not do it however for some reason.
We sent him a showcause and termination letter by post after his termination was done.
Recently,he called one of the managers and informed them that he wanted a releiving letter and that he is ready to give a resignation letter dated one month back if required. He also mentioned thata termination letter from our company will stand as an obstacle for him to get job in other firms.
Do you think its right for me issue him a releiving letter? Is there any legal implications? Please advice
Regards,
Madhu