Concerned About Unauthorized Absence in Relieving Order? How Might Recruiters View This?

Hello dear members, I needed some perspective from you. My relieving order from the previous organization has a statement: "Unauthorized absence from 10/11/2020 to 25/11/2020 has been treated as non-dies by competent authority."

Explanation of Unauthorized Absence

My unauthorized absence happened because of a confusion between my manager and HR resulting from my medical condition. My manager approved my leave and forwarded it to HR, but somehow, HR missed that mail.

Impact on Future Employment

Please give me some perspective. What does this ring to a recruiter? I have genuine explanations to offer to a recruiter, but can this be a sure-shot rejection as well?

Impact of Dies Non Period on Recruitment

The mention of a dies non period in the relieving order could be a red herring for some recruiters, though it appears it is none of your fault. You should make an attempt to get it rectified.

Importance of Clear Documentation in Career Continuation

Documentation in respect of career continuation calls for clarity in every aspect. Any adverse remark is likely to affect career growth.

Please make the necessary amendments and ensure that records are always kept updated.

Clarification on Relieving Letter Claims

Please clarify: Is it legally allowed to make such claims in the relieving letter? Shouldn't the relieving letter have only the joining and relieving dates?

Addressing Unauthorized Absence in Relief Letters

The mention of unauthorized absence is a red herring and will make you liable to clarify and answer queries from the next company, especially when the matter of absence arose out of confusion and error from the HR side due to missing an email. Please insist on a clean relief letter without untoward comments that have no bearing on the actual facts. As your manager approved the leave and HR missed noting it, the HR must be quite arrogant to make such a statement in a relief letter without considering the veracity and impact on the exiting employee. Even if there was unauthorized absence, the relief letter should have been clear with the date of joining and the date of exit. Please ask for a change in the exit letter and get such entries removed.

It is unethical for any organization to mention such a thing on the relieving letter. Please discuss with HR and the senior management team and have the relieving letter changed.