Hi all,
I am an HR Manager in an IT company and I have a query related to an employee's resignation. An employee completed 6 months in May, but she took a one-month sick leave afterward and resigned once her sick leave was completed. Should I provide her with an experience and relieving letter? She is not in a condition to work the notice period as mentioned in her resignation. What should be done?
Thanks
From India, Indore
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I am an HR Manager in an IT company and I have a query related to an employee's resignation. An employee completed 6 months in May, but she took a one-month sick leave afterward and resigned once her sick leave was completed. Should I provide her with an experience and relieving letter? She is not in a condition to work the notice period as mentioned in her resignation. What should be done?
Thanks
From India, Indore
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This is the situation where you can have ample doubts, or you can simply let it go. If we think positively, she is not in a position to work. But I guess she must have got a job elsewhere. To a positive note, yes, you can give her the due letters provided the company has no liability on her.
From India, New Delhi
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From India, New Delhi
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Have you given any appointment order? If so, follow the rules and regulations of your organization. If not, please obtain approval from their team leader or Head of Department. There are no pending dues from her to be relieved from the company.
Regards,
Eswar.K
Manager - HR
From India, Chennai
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46Regards,
Eswar.K
Manager - HR
From India, Chennai
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Hi,
The terms and conditions specified in the offer of appointment will be the basis to act. By your short note, it appears to me that the post is not necessary since the work went on without her. Otherwise, you would have appointed an alternate person, in which case, it is not useful to insist on this staff member working the notice period.
Ensure that she pays for all liquidated damages and gets relieved, or as per your top management decision.
Regards,
Raghuram.S
From India, Bangalore
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The terms and conditions specified in the offer of appointment will be the basis to act. By your short note, it appears to me that the post is not necessary since the work went on without her. Otherwise, you would have appointed an alternate person, in which case, it is not useful to insist on this staff member working the notice period.
Ensure that she pays for all liquidated damages and gets relieved, or as per your top management decision.
Regards,
Raghuram.S
From India, Bangalore
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Hello Mini,
I suggest you should go by the company policy. If no such policy is defined, then as per management's decision. You can ask her to provide a medical certificate clarifying her ailment, which could help you to find out the genuineness. However, if she is really sick and not joining anywhere, then she won't need the relieving/experience letters urgently. You may prolong the process until you are clear.
Regards
From India, Pune
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I suggest you should go by the company policy. If no such policy is defined, then as per management's decision. You can ask her to provide a medical certificate clarifying her ailment, which could help you to find out the genuineness. However, if she is really sick and not joining anywhere, then she won't need the relieving/experience letters urgently. You may prolong the process until you are clear.
Regards
From India, Pune
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