Relieving Letter for Terminated Employee due to poor performance at job

Dear,

It is a must to issue him a relieving letter, resignation acceptance letter, and experience letter as per your company's exit policy. It is not a good practice at all to mention that he has been terminated. At least be empathetic to the person; we are in HR. I hope he has not engaged in any malpractice, hence the termination.

As a standard practice, if he is a confirmed employee, you have to provide him with a notice pay, either as a good practice or as per the company policy. Consider his feelings; if I were in his place, I would never speak positively about the company in the future.

Make a wise decision and be supportive to the resignee.

Maulik

The employee is not meeting your expectations and requirements, but he may flourish in other organizations. A fair example is that in GE, every year 5% of bottom-line performers will be relieved. He may be performing at 85%, but they are the bottom line in the entire organization; hence, they are relieved. One of these types of people joined another company and, after 8 years, has reached the No.3 position.

Regarding the experience letter, you should not mention that he is terminated, as suggested by Mr. Malik; stay silent on the same and issue the letter. Alternatively, obtain a resignation letter from the employee, which will be safer for both sides, and issue the relieving and experience letter. We should not be an obstruction for the employee who served the organization and is leaving on a good note - i.e., except for performance, no negative remarks. As mentioned earlier, his knowledge and performance may be useful in any other organization.

Regards,
Kameswarao

Dear Seniors,

I just wanted to confirm, is there any rule for comp time off? I am in the hotel industry, and one of our employees was asking for comp time off for a national holiday. She was already on her scheduled day off that day. Is this acceptable?

Thank you.

Dear Amber Saleem,

Please update us with the decision you made in reality and the consequences of the same, which are vital for all HR members.

Regards,
Shiv

If anybody requests or insists on issuing an experience certificate or relieving letter, we may issue the same to them.

Normally, we write:

This is to certify that Mr. [Employee's Name] has worked with this organization from [start date] to [end date]. He has left the services of this organization on his own accord, and he has been relieved of his duties. His last assignment at the time of leaving this company was [Designation].

You may also mention a brief of his duties.

During his association with us, we found him to be [positive attribute].

We wish him all success in his future endeavors.

Head of HR

However, since the employee is terminated due to poor performance, you may only write:

This is to certify that Mr. [Employee's Name] has worked with this organization from [start date] to [end date]. He has been relieved of his duties. His last assignment at the time of leaving this company was [Designation].

We wish him all success in his future endeavors.

However, it is always advisable to persuade or convince people to resign and then handle the exit as if it were a routine resignation.

Termination is advisable once a proper inquiry is conducted, allegations are proved, and proper opportunity is given to the delinquent employee.

Hi,

You can go ahead and provide him with the experience letter and the relieving letter. Just to be on the safer side, ask the person for the resignation letter and keep it in the employee file, in case any file audits happen in the future.

Thanks,
Prax

Dear Ambersaleem,

It is a must to mention for what purpose you are relieving the person from his chair. However, it's not good when you decide because of the performance.

Regds,

M.S.R.M

Hi all,

As per my understanding:

1. A relieving letter means that the person is relieved from their current organization and can join any other company. A relieving letter generally includes details like name, designation, duration, etc., as mentioned by Mr. Malik.

2. An experience letter is a more technical and detailed letter. It reflects on the areas the person worked, responsibilities taken, etc.

The person terminated, as in your case, can be issued a relieving letter and an experience letter.

Regards,
Sheetal

Dear Ambersaleem,

According to me, if the employee has been terminated on performance grounds, there is no need to mention that in any of the letters issued to him. Poor performance can be on many accounts, some of which include no proper induction in the project, skills mismatch, etc. - things for which the employee cannot be blamed. In this case, mentioning the term "termination" is not going to help the company nor the employee. In the interest of the employee, you could have a feedback session with him and appraise him of why the decision was taken and the improvement areas he needs to focus on.

But if termination was on account of disciplinary reasons like some fraudulent activities, this can be mentioned in the termination letter. This will ensure that the companies where he tries to get a job do a thorough check.

Regards,
Gauri

The HR person who has posted this needs to do a reality check.

He did not openly state on what basis the termination was done, particularly in terms of performance.

The person is pleased with the feedback from the members, which has made his job easier.

The member has not fully disclosed the events that led to the termination.

We have only received one side of the information.