Hi everybody,
In our organization recently we recruited one employee and appointed in sales previously he told that he will produce relieving letter with in 10days like that but till now he didnt produced yet and telling that he cannot able to produce relieving letter. Now my question is whether can i issue appointment letter or not? If yes is there any special clause to be added?
Kindly suggest me
Regards
Praveen
From India, Chennai
In our organization recently we recruited one employee and appointed in sales previously he told that he will produce relieving letter with in 10days like that but till now he didnt produced yet and telling that he cannot able to produce relieving letter. Now my question is whether can i issue appointment letter or not? If yes is there any special clause to be added?
Kindly suggest me
Regards
Praveen
From India, Chennai
Hi Praveen,
The following things can be done:
1. You can conduct a reference check for the employee and find out about his performance. If you get satisfactory response then you may continue with his employment.
2. Keep him on probation for some time and if he fails to perform well then you know well what is done :)
3. In case this position is for a fresher then you can issue an appointment letter as in that case and treat him as a fresher for the said job.
In the end its the ability and performance of the employee which matters the most.
Hope this helps!
Nisha
From India, Delhi
20The following things can be done:
1. You can conduct a reference check for the employee and find out about his performance. If you get satisfactory response then you may continue with his employment.
2. Keep him on probation for some time and if he fails to perform well then you know well what is done :)
3. In case this position is for a fresher then you can issue an appointment letter as in that case and treat him as a fresher for the said job.
In the end its the ability and performance of the employee which matters the most.
Hope this helps!
Nisha
From India, Delhi
Since how long was he with his previous employer, check the credentials with the previous employer, has he got the resignation accepted, has he given proper handover, has he cleared the No Due. Ask few questions as to why the previous employer is not giving him the releiving and reason behind it. Check whether the employee has absconded and if the answer is in affirmative then find out the reason behind it. You can have a rough idea of the candidate.
Ms. Nisha has rightly said that initially the candidate will be on probation period so accordingly you can mention the clause of termination during probationary period.
Last but not the least if everything is on the right path, get a declaration from the candidate that the present employer can terminate his employment if in future whatever information he has provided is turned to be false or any proceedings from the previous employer, this is for your safer side.
From India, Ahmadabad
Ms. Nisha has rightly said that initially the candidate will be on probation period so accordingly you can mention the clause of termination during probationary period.
Last but not the least if everything is on the right path, get a declaration from the candidate that the present employer can terminate his employment if in future whatever information he has provided is turned to be false or any proceedings from the previous employer, this is for your safer side.
From India, Ahmadabad
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