Resignation with Disciplinary Issues: How Should I Inform the Employee?

Handling Resignation with Disciplinary Issues

Our employee has submitted a resignation letter, but we do not want to provide him with a relieving letter due to a disciplinary issue. Kindly suggest how I should inform him.

Regards,
Seema

Dear Seema,

Firstly, if the employee has disciplinary issues, why do you want to retain him? It is always better to relieve such employees. These employees create a negative environment; they not only create a mess but also influence others to do the same.

Secondly, if the employee has committed misconduct or caused damages, you have the right to charge the amount for the damages caused by him and relieve or terminate him.

In my point of view, it is pointless to retain an employee who may become a threat to the company. Correct me if I am wrong.

Dear Seema,

As a matter of fact, you have to relieve him. You can issue him an acknowledgment letter for his resignation, stating that his resignation letter has been received, and you will only be relieved after the trial of the disciplinary case registered against him. For the trial of the case, the Presiding Officer and two members have been nominated. He has to appear before the board for the trial, and after their findings and the completion of the trial procedures, he will be relieved.

During this period, you will continue to come to the office regularly, and you will not be granted any type of leave or absence.

Then, try him as quickly as possible and dismiss him.

With warm regards,

S. Bhaskar
9099024667

We do not want to retain him but want to teach him a lesson. Actually, his friend proposed his name, who was in our company. Both of them, without taking the utmost care of our customers, just abruptly resigned. This one has resigned with the excuse that his mother is not well.