Probation

Too much of probation is not helthy for organisation. extention of max 2 times is ok

Dear Friend!!

If you think that the peson is not useless and can improve ..so better to put him on the permanent rolls once andd finish the story..coz ..your question sound invalid , at one point you are not ready to throw him out but atthe same time you wants to put him on probation again again ...then it is not HR....

You need to have equal approach for everyone in your company ....

Anu

Gud Piece of Information,,,,,

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Confirm the guy or exit him...... If the Manager's cannot decide tell them he will be exited.

Because he may be good but it seems he is not good enough

Hi

I am sure you have received good advise on this, however I would suggest what you need to do as a practise is during a probation extension, you need to accompany the letter with a 'DEVELOPMENT PLAN" stating very clearly what areas he needs to improve and what he has to achieve.

After which periodic reviews have to be conducted, preferably monthly, if he again fails to meet the desired expectations, then I think he/organization knows where he stands. You could base your decision on this.

Secondly, about probation extension, In Industry we have never extended the probation more than once, Secondly if you feel the probation has to be extended a second time, you need to word the probation letter accordingly, so that if gives you leverage to extend without giving a additional letter

e.g - Clause;
"You will be on probation for a period of six months from ______ , and the probationary period may be extended at the discretion of the management or may be dispensed with earlier either during the probation or the extended period of probation. Unless confirmed in writing, you will be deemed to be a probationer even after the expiry of the probationary period or the extended period of probation. "


You could use this in the appt. letter as well as in the probation extension letter, so you would not need to extend the probation the second time. This way you could extend probation only one. OTHERWISE IT WOULD SET A PRECEDENCE & OTHER EMPLOYEES WILL WANT THE SAME.

Hope I was able to answer your query.

Regards,
Francis.

Thank you Nisha, Priya & Samvedan,

I couldn't agree more, was just concerned of the legal aspects if any ( there don't seem to be any)..

Regards,
Anshu

Hi Anshu!

I substantially agree with Samvedan who has nicely dealt with the topic. I only wish to add that in wormen's category, the Industrial Employment Standing orders Act puts a limitation on the period of probation as three months and there after he acquires the status of pemanent employee, but in non bargainable category there is no specific law to govern it . Then the terms of agreement ,i.e. the appointment letter partakes the character the law and the same should be guiding you.

I must add here that six months 'period is a reasonable time to assess the suitability of the person to the job but if it is a must to extend probation , I suggest to do it for a period of three months with proper feedback to the employee as to the areas where he is expected to improve. Not being still satisfied, you may go to one more extension of three months and beyond that it is morally not correct, though legally too you will be on sticky wicket.

I.N.JHA

pls tell me if 6 month or 1 yr probetion in a company then how many times it will extend and what is the format nd cause will give to employee...

ashish