Hi all,
I have just found out about one of our employees who has taken a relieving letter from another HR employee working here without management knowing or approving. The employee left without serving the notice period and convinced the HR colleague to issue a relieving letter without management approval.
Do you have any suggestions on the implications of this situation?
From India, Pune
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1I have just found out about one of our employees who has taken a relieving letter from another HR employee working here without management knowing or approving. The employee left without serving the notice period and convinced the HR colleague to issue a relieving letter without management approval.
Do you have any suggestions on the implications of this situation?
From India, Pune
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Hi,
Who is the authorized signatory to give these types of HR documents in your office? If the person who gave the relieving letter is not authorized to do so, that letter is not valid. However, without intimating the management, the HR person should not issue such documents.
Did your management talk to the person who issued the relieving letter to understand why he/she did so? You can consider taking disciplinary action against him/her.
Sirisha Reddy
From India, Bangalore
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Who is the authorized signatory to give these types of HR documents in your office? If the person who gave the relieving letter is not authorized to do so, that letter is not valid. However, without intimating the management, the HR person should not issue such documents.
Did your management talk to the person who issued the relieving letter to understand why he/she did so? You can consider taking disciplinary action against him/her.
Sirisha Reddy
From India, Bangalore
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First and foremost, in my opinion, the HR Executive or the colleague should deal with the misconduct. Since he/she has carried out an unauthorized action, a penalty should be imposed so that the rest of the employees will know the result of such behavior.
As for the revealing letter, the relevant employee should be contacted and notified of the misconduct both by him and his colleague. You can warn him that his future employer will be informed of the same.
From Sri Lanka
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As for the revealing letter, the relevant employee should be contacted and notified of the misconduct both by him and his colleague. You can warn him that his future employer will be informed of the same.
From Sri Lanka
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You can create a memo on absconding and update the personal file of the staff member. Whenever there is a reference check by the new company, you can provide feedback. Most good companies now verify the experience details declared by the staff member, and they can be caught there.
Also, if you have concrete proof of the HR person who issued the release letter without proper authorization, you should take action against him/her.
To prevent such incidents, you may opt for system-generated clearance letters with authorization codes.
Regards
From India, New Delhi
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Also, if you have concrete proof of the HR person who issued the release letter without proper authorization, you should take action against him/her.
To prevent such incidents, you may opt for system-generated clearance letters with authorization codes.
Regards
From India, New Delhi
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Hi Friends,
I got an offer letter from a reputed MNC, and I committed a mistake by stating that presently I'm working. Actually, I left the company 4 months back and received the relieving letter and Experience letter on that specific day. Now, the problem is while onboarding with the offer letter to the new company, I have to submit the latest relieving letter as my commitment, and it is mandatory.
Friends, please suggest what to do now. I'm in a dilemma...
Please do the needful...
Thanks & regards
From India, Hyderabad
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I got an offer letter from a reputed MNC, and I committed a mistake by stating that presently I'm working. Actually, I left the company 4 months back and received the relieving letter and Experience letter on that specific day. Now, the problem is while onboarding with the offer letter to the new company, I have to submit the latest relieving letter as my commitment, and it is mandatory.
Friends, please suggest what to do now. I'm in a dilemma...
Please do the needful...
Thanks & regards
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Friends,
I received an offer letter from a reputed MNC, but I made a mistake by stating that I am currently working. In reality, I left the company four months ago and received both my relieving letter and experience letter on the same day. The issue now is that I need to submit the latest relieving letter from my previous company during the onboarding process with the new company as part of my commitment, and it is a mandatory requirement.
Friends, please advise me on what I should do in this situation. I am in a dilemma...
Please do the needful.
Thanks and regards
From India, Hyderabad
Acknowledge(0)Amend(0)
I received an offer letter from a reputed MNC, but I made a mistake by stating that I am currently working. In reality, I left the company four months ago and received both my relieving letter and experience letter on the same day. The issue now is that I need to submit the latest relieving letter from my previous company during the onboarding process with the new company as part of my commitment, and it is a mandatory requirement.
Friends, please advise me on what I should do in this situation. I am in a dilemma...
Please do the needful.
Thanks and regards
From India, Hyderabad
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Resignation cum relieving letter.doc