Handling Rude Behavior During Notice Period: Can It Be Noted in a Relieving Letter?

Hello, all, An employee is being very rude and mannerless during her notice period and is not ready to comply with the policies. Can I mention in her relieving letter that she was very rude and arrogant and didn't work as per the policy?

You will come across people of different natures in your personal and professional life. As an HR professional, it is essential to accept this reality. When allowing an employee to exit, do so gracefully and avoid seeking revenge for their behavior, as such actions could harm their career. However, do not forget to remind the employee, when issuing the relieving letter, that the management could have provided a negative report due to their behavior but chose to overlook it for the sake of their future.

Thank you.

Impact of Personal Circumstances on Employee Behavior

Sometimes difficult circumstances in personal life affect the ethical behavior of an employee in an organization. Judging her solely by her behavior and using harsh language in her relieving letter may adversely impact her future. The relieving letter reflects both the positives and negatives about an employee. In the case of an employee like yours, a more effective approach would be to refrain from mentioning anything beyond her formal duties. This would serve as sufficient reprimand for her, as she would not receive commendations from her previous employers. This way, she would likely be more cautious during her notice period.

Regards,
Tanay Singh Kulshreshtha
HR Manager
Satcap India Pvt. Ltd.

It is not advisable to write such harsh or negative words in her relieving letter. Instead of including such statements, the company can issue a warning letter to her, stating that such behavior is not acceptable. Until her departure, she will remain an employee of the organization, and there is no harm in issuing a warning letter.

This approach will convey a strong message to her and provide a learning opportunity for the future. Additionally, the company will set an example for other employees that such behavior will not be tolerated.

Dear All,

Thank you for the advice. The attitude of this girl is very strange. She received a warning letter (as per my boss's request), and since then, she has been in rival mode. She even fought for the warning letter, claiming it was sent without any relevance, although she deserved it. Now that she has resigned, she is in revenge mode. She has been extremely rude and lacking manners. She refuses to accept any policy and instead blames me. Here are some of her words: "But since you're being unfair to an employee in every way, I really don't wish to discuss this further with you. It's not my fault if your documentation is improper."

She has also shouted at me without any reason during a meeting with the CEO. Essentially, she is doing as she pleases because she is leaving the organization.

Issue with Employee's Exit Process

I have her warning letter ready, but my boss is not allowing me to send it. She is arguing over trivial reasons such as her basic salary being 32,000/- and her intention to claim EL based on this amount, although it is clearly stated in the appointment letter she signed that her CTC is 32,000/-. The leave policy came into effect in December 2020, but she insists on claiming her EL from the date specified in her offer letter, i.e., 23 Jan 2020, even though she actually started on 27 Jan 2020. My boss keeps emphasizing that he wants a smooth exit for her. He is preventing me from taking any action against her because he is worried about the work-related information she is aware of. Could you kindly provide me with some suggestions on what I should do in this case?

Dear Madam,

I suggest you take the following actions:

- Don't react to her rude and revengeful acts. Ignore her.

- Pass on a tactful verbal message that her Background Verification (BGV) check by the future employer will reveal the true facts.

- If your boss is hesitant about issuing the proposed warning letter, do not issue it unless you have the courage of conviction to justify it with accompanying risks.

- Do not succumb to any pressure from her to pay leave salary based on Cost To Company (CTC) if your policies do not permit it. Adhere strictly to them.

- Settle her Full and Final (FNF) dues as per applicable policies and precedents, and ensure that the release letter is written in simple terms. Avoid being vindictive by mentioning her misconduct in the release letter, as it would be in bad taste.

The departing lady employee's conduct, though unacceptable by any standards, will lose its impact and fade away naturally if you choose to ignore it.

Regards,

Vinayak Nagarkar

HR and Employee Relations Consultant