Thank you for the reply. Recently we have given extension to one of Sr. Sales person due to poor performance during probation period.
We were thinking, if in between this extension period also he is not performing upto the mark, then whether he can be terminated? OR
Does it mean that if we have given him extension letter, then we should try him for another 3 months and then terminate the services?
For what duration has the probation extended? I believe on a good note wait for the period to come atleast towards end and then you can have an upper hand stating you've given all the chances to prove his ability but he failed to bring a mark so you would like to end the relation here.
You should terminate him on the last day of the completion of probation. Pleasse note that while you appoint a person on probation, you agree to observe him for a period of time. When you extend, it implies the same. That means the contract expects you to observe him till the last day. Hence, the date of termination should be the last day of probation
Even I have question regarding the same issue so please guide me !!!
In my company one of my colleague was terminated on the spot as Management was not satisfied with her work so my question is:-
Can company take on the spot decision like this if employee's work is not satisfactory? Or else he / she should be given warning and some time limit to prove him / herself?
The answer lies in the company policy so would change....
To give you a general idea based on the hew HR Manuals that I've gone through as of yet -
If an employee is under probation, the employer/employee can terminate the employment with immediate notice with/out reason...
However if the performance is not upto mark, employer reserves the right to terminate the employee with/out notice.
If termination is caused on misconduct, there is no notice and this reason/misconduct is stated on the letter which would be like a red remark for him/her.
Hope it helped.
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