Employee Short Notice Relieving - Ppt Download

Dear all,

I have a quick question. In my organization, one employee has quit the position by serving a very short notice of one day. Now, he is asking for a relieving letter. Surprisingly, he never received an appointment letter from HR; he only has the Letter of Intent. When we inform him that he won't receive the relieving letter as he didn't serve the 30 days' notice as per the agreement, he argues that it was never provided to him.

In this scenario, what is the best course of action? Do we need to issue a relieving letter? What strategy can we implement here?

Thanks

Attribution: [CiteHR Human Resource Management Community Knowledgebase - View Profile: RinkiRoy](https://www.citehr.com/member.php?u=2864059#ixzz3CKE77zgJ)

Hi,

1. It is the responsibility of HR to complete the joining formalities of employees.
2. It is better to issue the relieving letter because you don't have any agreement signed by the employee that states the notice period clause.

Please provide him with the relieving letter. Also, improve your HR processes. Rather, ask him to conduct knowledge transfer and relieve him in a professional manner with all HR formalities. Kindly inquire if he agrees; if so, that's great for both parties. Otherwise, provide the relieving letter.

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Dear Rinki Roy,

In your case, it seems the mistake is from the HR department. It is the prime responsibility of the HR department to issue an offer/appointment letter stating complete clauses for the probation period, notice period, termination, relieving, code of conduct, disciplinary issues, CTC details, perks and benefits, leave-related rules, assets damages, company's data leakages, etc. so that at the time of joining, the employee can be aware of the same. Since in your case, there are no written documents for the same, in such a case, you cannot argue with the employee to serve the notice period.

It is better to issue a relieving letter to that employee, learn from this case, and issue appointment letters to all existing employees who have not received one yet. Don't allow any employees to join the company without an offer/appointment letter.

Respected all,

Unfortunately, I recently joined the system and found out that the person didn't sign any employment contract. Therefore, I am seeking your kind guidance.

I appreciate your kind help and am thankful for your valuable advice.

Thanks & Regards,

Rinki

Dear Rinki,

Kindly provide the employee with the relieving letter and close the formalities on a good note. The missing papers from the HR might be HR's fault, perhaps due to someone before us or ourselves.

Take this as a stepping stone. Go through your entire files and check which employees have not been given the appointment letters, confirmation letters, and any other necessary documentation. Complete the paper documentation, prepare your department with all the necessary paperwork, and prevent any employee from exploiting gaps in your HR systems.

Both the Management and the employees will appreciate your commitment and dedication to your work.

Regards,
Ashutosh Thakre

Dear Rinki,

Whenever an employee joins the company, HR conducts induction and orientation programs. During these programs, an appointment letter and other transactions such as bonds and service agreements (including the acceptance of all terms and conditions) are required to be handled by HR. In this case, the mistake belongs to you. Please provide a relieving letter to that candidate and consider improving your HR policies in your company, as this is mandatory for every organization.

Thank you.

Thank you, Gentlemen.

I am working on streamlining the HR process since I recently joined and have observed that there are many things that need to be fixed. I want to establish a system in place from the joining to the exit of the employee. In clear words, I would say the process and system need to be diagnosed. Thus, I am looking for some PowerPoint slides which could give me a clear idea of putting the procedures and systems in place (from system flow to templates) and help me to execute that system in the organization, which could be mutually beneficial for both employee and employer.

Could you please help me get the same?

Thank you and Regards,
Rinki

Dear Rinki,

I am attaching the Induction and Orientation PowerPoint presentation that I found on CITEHR. I believe it will be useful for you to implement a new system regarding induction and orientation. Firstly, please review this attachment. If you find it beneficial, I can share more HR policies to the best of my ability.

Regards,
HR Trinadh

I am attaching one more document. Please find this.

Reg,
HRTrinadh