Hi,
I just wanted to ask, if a permanent employee is resigning without serving complete notice of one month, let's say he is only giving 12-15 days of notice. We have asked him to give 1 month notice, but he's unable to. Is he still eligible for an experience certificate, or shall we only give him a relieving letter? What should be done? Otherwise, everyone will resign without serving the full notice period and also take an experience letter from us. Then what is the difference between someone who has served the full notice period and someone who has not?
Please advise.
From India, Faridabad
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8I just wanted to ask, if a permanent employee is resigning without serving complete notice of one month, let's say he is only giving 12-15 days of notice. We have asked him to give 1 month notice, but he's unable to. Is he still eligible for an experience certificate, or shall we only give him a relieving letter? What should be done? Otherwise, everyone will resign without serving the full notice period and also take an experience letter from us. Then what is the difference between someone who has served the full notice period and someone who has not?
Please advise.
From India, Faridabad
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you can, but mention on the exp letter that the said employee has not served the notice period
From India, Pune
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From India, Pune
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Is he making a request or demand? If it is a request, don’t trouble him. If it is a demand, then trouble him.
From India, Hyderabad
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From India, Hyderabad
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Hi,
If the reporting manager has no objection to the employee not serving the notice period, then I feel you should deduct the notice period amount from the F&F and issue both the relieving and experience letters.
However, if the reporting manager has a problem with releasing the employee without serving the notice period, then the notice period amount should be deducted from F&F, and only a relieving letter should be issued. An experience letter should not be issued.
Thanks,
Giri
From India, Bangalore
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If the reporting manager has no objection to the employee not serving the notice period, then I feel you should deduct the notice period amount from the F&F and issue both the relieving and experience letters.
However, if the reporting manager has a problem with releasing the employee without serving the notice period, then the notice period amount should be deducted from F&F, and only a relieving letter should be issued. An experience letter should not be issued.
Thanks,
Giri
From India, Bangalore
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Re: Experience Certificate
Hi,
If the reporting manager has no objection to the employee not serving the notice period, then you should deduct the notice period amount from the F&F and issue both the relieving and experience letters.
As a good practice, you should issue the employee's experience letter (mentioning their job duration). Reason being, he/she served the company, and not providing the letter may send the wrong message to other employees.
Thanks,
Giri
From India, Delhi
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Hi,
If the reporting manager has no objection to the employee not serving the notice period, then you should deduct the notice period amount from the F&F and issue both the relieving and experience letters.
As a good practice, you should issue the employee's experience letter (mentioning their job duration). Reason being, he/she served the company, and not providing the letter may send the wrong message to other employees.
Thanks,
Giri
From India, Delhi
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I totally agree with Giri. Just by holding back the experience letter, employee’s life career will be ruined. You need to deduct the same from F&F or EL that is accumulated.
From India, Mumbai
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From India, Mumbai
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Meenu,
You may provide the experience and relieving letters. But if the terms of appointment clearly mention that at least a month's notice or payment in lieu of that, you may deduct the payment for the shortfall of the notice period. You may waive that as well if the reporting manager/HOD is satisfied with the handover process and the exiting employee is a committed person; otherwise, base it on the recommendation of the HOD.
I think either of the above will be professional approaches (provided the employee is not absconding from the job). Simply not issuing an experience letter is not a professional approach and will spoil the image of the company. Please talk to the exiting employee, and you would be able to resolve this.
Suresh Deshpande
From India, New Delhi
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You may provide the experience and relieving letters. But if the terms of appointment clearly mention that at least a month's notice or payment in lieu of that, you may deduct the payment for the shortfall of the notice period. You may waive that as well if the reporting manager/HOD is satisfied with the handover process and the exiting employee is a committed person; otherwise, base it on the recommendation of the HOD.
I think either of the above will be professional approaches (provided the employee is not absconding from the job). Simply not issuing an experience letter is not a professional approach and will spoil the image of the company. Please talk to the exiting employee, and you would be able to resolve this.
Suresh Deshpande
From India, New Delhi
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I think he is eligible for both the relieving letter and experience certificate in case of leaving the company without serving the notice period, which should not hamper the company's work. We cannot compare this situation with others on these grounds.
The main objective of formulating the clause "notice period" in the company policy/appointment order is to ensure that the company's work does not suffer.
Regards,
From India, Hyderabad
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The main objective of formulating the clause "notice period" in the company policy/appointment order is to ensure that the company's work does not suffer.
Regards,
From India, Hyderabad
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Relieving & Experience Letter.doc