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Dear Seniors,

I need some information. Kindly provide me your suggestion in following situation :

If employee have taken a leave for 1 month during the 3 months of probation period, then can we extend the probation period for 1 month ?

Regards,

Aadhya



16th August 2010 From India, Mumbai

Mahr
Head - Human Resources
Sumitk.saxena
Service/manager-hr
Rahul Chhabra
Hr Leader
Lishadey
Hr Professional
Kkrenjith
Hr-pms,manpower, Payroll, Ir
Pon1965
Construction
John Chiang
Consultant
Manishgupta1981
Hr Generlized
Dorotht
Human Resources
+14 Others

Mahr 422
Dear Aadhya,
Can I have the reason behind the long leave taken by the concern employee?
Yes, normally probation period are extended for a maximum of 6 weeks in organizations. If you have a valid reason on to the absence from work of the particular employee then you shall extend the probation period.
16th August 2010 From India, Bangalore
Dear Sir, It was a medical reason. That employee was suffering due to Malaria. Reegards, Aadhya
16th August 2010 From India, Mumbai
it is the discretion of management. If his performance was found good, his leave may be considered and probation period need not be extended.
16th August 2010 From India, Lucknow
Hi , For Health reason , Performance related problems we can extent the probation period . ( not extending 6 months )
16th August 2010 From India, Secunderabad
Yes, I am very much in agreement with pon1965, it is a company’s call , Provided he is extremely good at his work you can always confirm his employment. regards
17th August 2010 From India, Delhi
Hi aadhya,they have a right to extend the probation period,firstly whn da employee is in probation period they r nt eligible for take any leaves, Thx u Priya
17th August 2010 From India, Hyderabad
Hi aadhya,they have a right to extend the probation period,firstly whn da employee is in probation period they r nt eligible for take any leaves, Thx u Priya
17th August 2010 From India, Hyderabad
Hi all,
priya is wrong on leave account!! An employee is eligble for leaves either on probation or after conformation.
For leaves u must study the acts which apply to your organizations for eg: In manf. Sector : Factory act and state national & festival act apply
and to shops: Shop & estiblishment and state national & festival act apply
regards
17th August 2010 From India, Mumbai
HI, Aadhya,

Suggest to set up company HR policy first, believe this will solve problem.

PROBATION AND COMIFIRIMATION

I. Policy

To assess the suitability of employees new on the job to position assigned and to secure services of employees who meet the Company's standards of performance during the probation period.

II. Procedure

At the beginning of the probationary period, HR Department will sent a Performance Appraisal Format to the concerned Department Manager who should set the specific goals together with the new employee and to work out the evaluation criteria for the performance appraisal during the probationary period. Upon the completion of the probationary period, the Department Manager should review the evaluation items with the new employee. The Department Manager will made a recommendation on the Performance Appraisal Form for confirmation to the permanent employee.

The Department Manager should prepare the Personnel Action Form together with the Performance Appraisal Form forwarding to the Human Resources Department with the following conclusion:

Confirmation to permanent employee status;

Extension of Probation, together with reasons for such extensions; (Specify the reason).

Dismissal together with reasons for dismissal. (refer to the procedures for involuntary termination).

The Personnel Action Form and the letter are to be prepared for General Manager's signature. The orig

final copy of the letter is to be forwarded to the employee, copy filed in his/her personal file.

Hope the above helps.

Best regards,

John
17th August 2010 From China, Shanghai

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