Relieving letter is issued post all settlements. Employer may/can sit over it. Employer may but can not block supply of work experience/service certificate, FNF statement, last salary slip, acknowledgment of company property and handing over the charge.
Employee should settle all dues to be settled from his end e.g. submission of notice of resignation with effective date of resignation clearly mentioned in it and a gentle request in writing to inform him to whom charge should be handed over and charge should be taken from him within effective date of resignation, to whom company property should be handed over and submission of company property under proper acknowledgment, and a written request that advance/imprested cash if any/notice pay mat be adjusted in FNF statement. Employee must mention that he/she is willing to train any employee designated as replacement within and up to effective date of resignation, and should cooperate, thus leaving no room for company to charge him/her on any count.
The employee can mention FNF statement may be provided to enable him to make the payment if any by him to company. The employee may also prepare and submit a list of payables by him to company and list of payables by company to him and ask the company to supply a duly certified/verified copy to him to avoid loss of time and funds by both parties.
If the company desires so company may communicate that notice pay is to be tendered by employee first by cash/cheque/DD and employee can a take a call on this and may accept or insist that he shall tender it post receipt of FNF statement only.
Work experience/service certificate, FNF statement, settlement of dues, last salary slip, acknowledgment of company property and handing over the charge, may suffice to be as good as relieving letter. The next employer may absorb on the strength of these or at the mot may ask to submit an affidavit the employee is not employed elsewhere.
Once these are issued employee can chase the employer to issue relieving letter also and if all representations fail legal recourse is the last option which may include o/o Labor commissioner depending upon the profile o the employee.
In today’s business environment employee needs to develop and apply exceptional reasoning, negotiation, persistence, persuasion, rapport building skills.