Relieving Letter for Terminated Employee due to poor performance at job

Dear Seniors! I request all seniors to kindly give valuable clarification on the following:
One of our employees was recently terminated due to poor performance in his job. Now, he is requesting to issue him an Experience Certificate and a Relieving Letter.
Issuing him an Experience Certificate seems O.K. But, I am a bit confused about issuing a relieving letter to him. My doubt is, can he be given a relieving letter? since he's been terminated from his services. Pls. clarify. Your suggestions are highly appreciated.
Thanks & Regards
Ambersaleem

Yes he definately deserves an Experience certificate and a Relieving Letter if he has served your co. for more than six months.:icon13:

Dear Ms. Minakshi,
Thank you somuch for your kind immediate reply. Still... the impression I have about the relieving letter is that it can be issued ONLY to those employees who voluntarily resign from their job.
Since, in the relieving letter, we mention a phrase, viz., "With reference to your resignation letter dated xx/xx/xxxx and subsequent discussions, we are herewith releiving you from all your duties and responsibilities with the closing hours of xx/xx/xxxx...."
Also, if an employee is terminated from his job, will it be appropriate to issue a relieving letter mentioning that "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from.... / immediate effect"!
Hope you got my point and doubt. Pls. clarify. Eagerly await for your reply.
Thanks & Regards

Dear ambersaleem <link updated to site home> ( Search On Cite | Search On Google ) ,
You got it right! When an employee is terminated from his duties he cannot be issued a letter saying that we accept his resignation. Infact, the wordings would be the same which you have used - "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from....". If the employee denies to accept such letter then also you need not worry and get that letter filed in your docs for future reference.
I hope this helps you..
Tk Care

He can be given a Resignation acceptance instead of a relieving letter & if he still insists then then issue his a relieving letter mentioning clearly that he has been terminated from service due to whatever reasons but hope the process of termination was followed in this case or it may create problems

dear
it is not good to write termination in relieving letter .you can give a letter to him by mentinoning so and so worked in our organisation from this date to this date as a designation.
he has been relieved from company on so and so date .there is outstanding dues against him.
both purpose will solve.
tks
j s malik

Hi All,
Everyone has a different view on this. We should consider the reason for termination here. The person is not terminated due to any disciplinary action as well as he was not absconding from the job. It was a performance issue and that is why the org. decided to mange his exit. My view is that he/she should get proper relieving and work-ex letters saying that you have accepted hi/her resignation. It would hardly matter to you if he/she joines some different organization, so why not issue him a letter. May be he finds a profile where he is not a no-performer.
The basic reason for holding the releiving letter in any organization is to restrict the employee (who has left the org. due to wrong reason) to apply or work somewhere else. This reason doesn't holds true in this situation.
So better help him in his career.

Dear Ambersaleem,
Relieving letter states that "Employee been removed from the company roles & reminds the enforcement NCA & NDA, aftermath the suppuration". Which is must for all who leaves the Company.
where as in Experience letter you can be neutral about his tenure while describing his tenure in the organization instead of negative note. As it effects his feature.
Regards,
Shiv

Dear Amber,
First of all do not use the term Termination. Employer cannot terminate an employee just like that. Its a long term procees. If the employee moves to labor court you will be in trouble and you cannot justify yourself. However giving a relieving order does not affect you in any manner. You have sent him out saying that Non-performer , then whats the point in not relieving him from his duties ???
Regards
Dinesh-9962359250

the termination letter itself is his relieving & experience as the reasons behind his termination can be any thing which is against the interest of the company & its policies. So pls do not deal such cases liberally.
sk