Reliving Letter Cum Experience Letter

Raising this question in this thread is some how not appropriate.
I mean your question is just a counter part of the original query, which is for the absconding employees) for which "" has rightly quoted.
As per your question I find your friend helpless as he/she did every thing right "as per the book" but harassed by his/her present employer. In this case, alone he do not have any option but to continue and serve 90 days notice (with out pay and wait for full and final payment).
I agree that the organisation may find it difficult to get a better replacement and may suffer losses. but the way they try to retain employees till the end of the world can not be justified.
Annoyingly your friend has to serve the notice period and be on the mercy of the employer.
Thanks
Rupendra Chahar

The case staff leaving during probation period, notice period applicable purely based on the clause that was mentioned in their offer letter. Please refer the same and act accordingly.
The other members quoted towards confirmed employees only, that too, if the company would have given in writing towards serving notice, then only it will be applicable. If no clause is mentioned with regard to notice period, you cannot hold their relieving letters. Hence, 100% documentation is required before implementing this aspect strictly.
Regards==S Rao / Hyd

Well, I think its the employee responsibility to ask or request for relieving letter or experience letter also in case if he/she not served the notice period and later it should be company's decision to provide or not based on the situation.