If an employee has been terminated from the service and has been issued a termination letter, does he still stand a chance to get relieveing / experienc letter?

Ideally yes, because at the end of the day, the employee did serve at the company and should get supporting documents for the same and the exit process should be treater as it would for a resignation Relieving Letter for us consists of the FnF Details and few obligations that the Employee is expected to fulfil in terms of legal norms Experience letter consists the time served along with basic information about his role and department

Yes,so we do not mention that he resigned in the letter, right? We got to mention that he was terminated?

That is a call that you can take, although, I personally feel, follow and further have seen companies follow a single trend of maintaining "resigned" rather than "terminated" So as to not create further hardships on the employee while applying for another job, Cause terminated may create a negative impact It is highly debatable, and is to be left to one's interpretation and sound judgment

I agree, but it conflicts as we woud'nt have a reciord of a resignation, no NP served, etc while a termination letter has been issued to him.

An official email serves as a record 1. We send out an email accepting the resignation or terminating an employee "Notice of Release" and in the email we mention the LWD and other processes mainly being retrieval of assets and Notice Period to be served (This serves as an official document and record) 2. We have a standard Relieving letter which mentions the LWD, FnF amount and other legal clauses which we require the employee to sign 3. Post retrieval of assets, obtaining the signed copy of Relieving Letter, we process the FnF and email the employee the experience letter + payslips and other information if at all required PS : Even during termination of an employee, we may ask them to submit a resignation letter, rather than a Notice of Release/Termination from our end

Thank you Shantanu. It's a standard process being followed with our company as well, even in case we ask the employee to resign. However, this is a "straight" case of termination on disciplinary grounds as a 1 of scenario, hence the query.

We do not mention the kind of exit in the letter - voluntary or involuntary. We only mention the name, dates and designation.

Thank you Wristy.