Hi, I am facing a problem. One employee took unsanctioned leave in our organization and has been sent to disciplinary suspension. However, if the employee joins back and serves the notice period and expects an experience certificate, should we provide one? In that case, how can we write the experience letter as he is an industrious person when he was not!! Should we mention that he was on suspension for the said duration?
Please advise
From India, Pune
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Please advise
From India, Pune
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Handling Employee Misconduct and Experience Certificates
Because of one misconduct, you cannot be dismissive of his tenure in your company!
The employee served for a certain period in your company. During his tenure, he committed misconduct. As a punitive measure, you suspended him. Therefore, punishment is awarded, and the subject matter is closed.
If the employee is voluntarily separating from the company, then his misconduct should not impinge on this separation. Both should be seen differently. One should not have a bearing on the other.
Experience letters are issued to certify the employee's tenure in your company. You can issue the certificate without any remarks. Why would you like to mention that the employee was "industrious" or not? How can you expect every employee to be industrious? The dictionary definition of "industrious" is working hard to promote an enterprise. Those who work hard might commit some misconduct. However, some acts of misconduct cannot overshadow the very quality of industriousness.
Industriousness is a rare virtue. Not everyone is expected to possess it. By your logic, should we assume that those who do not commit any misconduct automatically become industrious? Please note that we are in the 21st century and not in some Ramrajya!
Please issue the experience certificate with good remarks or at least keep it neutral. By not issuing the certificate or by mentioning negative remarks on the certificate, it could destroy his career. Destruction of one's career is nothing but vindictiveness of the highest kind! It is better to refrain from such fiendishness!
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Because of one misconduct, you cannot be dismissive of his tenure in your company!
The employee served for a certain period in your company. During his tenure, he committed misconduct. As a punitive measure, you suspended him. Therefore, punishment is awarded, and the subject matter is closed.
If the employee is voluntarily separating from the company, then his misconduct should not impinge on this separation. Both should be seen differently. One should not have a bearing on the other.
Experience letters are issued to certify the employee's tenure in your company. You can issue the certificate without any remarks. Why would you like to mention that the employee was "industrious" or not? How can you expect every employee to be industrious? The dictionary definition of "industrious" is working hard to promote an enterprise. Those who work hard might commit some misconduct. However, some acts of misconduct cannot overshadow the very quality of industriousness.
Industriousness is a rare virtue. Not everyone is expected to possess it. By your logic, should we assume that those who do not commit any misconduct automatically become industrious? Please note that we are in the 21st century and not in some Ramrajya!
Please issue the experience certificate with good remarks or at least keep it neutral. By not issuing the certificate or by mentioning negative remarks on the certificate, it could destroy his career. Destruction of one's career is nothing but vindictiveness of the highest kind! It is better to refrain from such fiendishness!
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee Experience.doc