Currently, I am in the notice period. The company's notice period is 90 days, which I am serving.
Out of all deliverables, I am not able to complete one project whose code got deleted mistakenly at the end under tremendous pressure put on me.
Now HR and senior team members are saying either you complete it or else we will not give you a relieving letter.
We will release you on the 90-day notice period, but we will not give you a relieving letter. This is what HR told me.
Just one project, which has been ongoing for a long time, and they have decided to hold my deliverables.
During the last 3 months, I have been continuously harassed, abused, and mentally pressurized to complete it, for which I did complain to senior members and even HR. In the end, they just said sorry and ended the topic.
It's just that they want to set an example out of me by threatening me that they won't give a relieving letter as my deliverables are not done. Neither do they want to terminate me, but they want to hold my relieving letter.
I have been abused by them, telling me a lot of bad words and threats continuously during my notice period.
What are my options now? Is it legal for a company to hold a relieving letter in such a situation due to just one project deliverable not done due to code deletion mistakenly? Rest all are done.
From India, Gurgaon
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Out of all deliverables, I am not able to complete one project whose code got deleted mistakenly at the end under tremendous pressure put on me.
Now HR and senior team members are saying either you complete it or else we will not give you a relieving letter.
We will release you on the 90-day notice period, but we will not give you a relieving letter. This is what HR told me.
Just one project, which has been ongoing for a long time, and they have decided to hold my deliverables.
During the last 3 months, I have been continuously harassed, abused, and mentally pressurized to complete it, for which I did complain to senior members and even HR. In the end, they just said sorry and ended the topic.
It's just that they want to set an example out of me by threatening me that they won't give a relieving letter as my deliverables are not done. Neither do they want to terminate me, but they want to hold my relieving letter.
I have been abused by them, telling me a lot of bad words and threats continuously during my notice period.
What are my options now? Is it legal for a company to hold a relieving letter in such a situation due to just one project deliverable not done due to code deletion mistakenly? Rest all are done.
From India, Gurgaon
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Company cannot issue a relieving letter if you serve the full notice as per the termination clause stated in your appointment letter. You can contact the Directors to explain the situation. If you have any documented proof of being verbally abused, please present it to the management.
From India, New Delhi
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32From India, New Delhi
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But they are still saying either give us work, which is not possible at all, or we will release you post 90 days but we will not give you a relieving letter. Work was removed mistakenly before committing under so much pressure, threats, abuse, mental harassment that they put on me. What are my options if the company is denying? Still, a few days are left in my notice period to complete.
From India, Gurgaon
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From India, Gurgaon
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What the company is doing is simple harassment.
When an employee has given notice to exit, the company should scale down work being done through him to reduce the company's work exposure to the exiting employee. They should also place someone to take over and continue the work seamlessly.
Raise the level of interaction on the issue of the last project with Directors or GM level and press for exit with proper documentation.
One may question why you deleted the work - was it an error or due to haste - and why you didn't keep a backup. However, the fact is that under pressure of deadlines, mistakes do happen.
Explain the facts in writing and offer your know-how and guidance for the completion of the project by another employee within your notice period.
Declining relief papers is indeed wrong and shows poor HR practices. What is being done to you may happen to others, including the same HR person who is being asked to pressure you.
The solution lies in bringing higher management into the picture.
From India, Pune
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When an employee has given notice to exit, the company should scale down work being done through him to reduce the company's work exposure to the exiting employee. They should also place someone to take over and continue the work seamlessly.
Raise the level of interaction on the issue of the last project with Directors or GM level and press for exit with proper documentation.
One may question why you deleted the work - was it an error or due to haste - and why you didn't keep a backup. However, the fact is that under pressure of deadlines, mistakes do happen.
Explain the facts in writing and offer your know-how and guidance for the completion of the project by another employee within your notice period.
Declining relief papers is indeed wrong and shows poor HR practices. What is being done to you may happen to others, including the same HR person who is being asked to pressure you.
The solution lies in bringing higher management into the picture.
From India, Pune
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Company Letter for Completion 01 Month Notice.docx