Head - Human Resources
Hr-pms,manpower, Payroll, Ir
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
16th August 2010 From India, Mumbai
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
17th August 2010 From India, Mumbai
Suggest to set up company HR policy first, believe this will solve problem.
PROBATION AND COMIFIRIMATION
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.
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.
17th August 2010 From China, Shanghai
17th August 2010 From Saudi Arabia, Jiddah
Confirmation depends on the performance level, attitude, behaviour, organisational commitment and on the job application of skills. It also depends on the KRAs mentioned in the JD. If the employee has proved himself to the expectations and level , taking leave on medical grounds should not be a deciding factor for probation appraisal; but if the employee is not meeting the expectations and achieves the KRAs then to observe and review his performance the period can be extended.
17th August 2010
I agree with John.
In case, the management decides to extend the probation period for any employee, they need to mention the reasons for the same. If the reason is performance, the employee should be counseled and a Performance Improvement Plan is designed and shared with the employee, so as to monitor and map the employee's future performance over a period of time.
No employer reserves the right to extend the probation or terminate the employee without any reason. However the employers follow their own policies, not the considering the law.
At times, i have observed that employees are asked to leave or terminated and the reason mentioned is 'Performance Issue'. In case, an employee has a Performance Issue, the management needs to counsel the employee and share a Performance Improvement Plan wrt the mentioned KRA's over a specific period of time, if still the performance does not improve the employee can be given a written warning and if still the performance is the same, the employee is either asked to leave or is terminated.
I am looking for the court judgement which talks about the extension of probation period. will post is soon.
17th August 2010 From India, Delhi
The management enjoys certain discretionary powers and if in their opinion, such absence from work has adversely impacted the overall work performance of the concerned employee, his/he probationary period may be extended.
18th August 2010 From India, Mumbai
First, understand your organization policy regarding leave Management. Any employee is eligible for sick leave in the initial 6 months of the Employment.
Also get to know weather employee claiming the leave is true or not
Depending on his prformance from past 2 months with genuine reason for leave you can confirm the Employee. If management has not satisfied from his performance or level of commiment, then you can really rethink on the extension of his probationary period.
18th August 2010 From India, Bangalore
I would like to add something to the discussion.
is there anything mentioned in the appointment letter regarding the leave during probation & extension of probation ? Kindly review the same.
further the management has the right to extend an employee's probation on performance grounds to a maximum of six months. And if the employee was on leave for one full month, this can be a gud reason for extending the period of probation. And pls note that extension of probation is not a punishment given to an employee. it is just a method to find out whether an employee's performance standards meets with the organisation.
more views in this regard are invited.
18th August 2010 From India, Mumbai
The probation period can be extended in this as a special case and you need to issue a letter
specifying the reason for extention and obtain his /her signature as a token of acceptance.
HR & Labou Law Consultant
18th August 2010 From India, Kochi
and employee must provide valid reason maybe employee suffering from sicknes are he has in hospital some illnes problem or accident.so employee they must give valid reason for leave.
18th August 2010 From India, Bangalore
In Nigeria where I work, probation period is usually for 6 months. However, if the employee is unavoidably absent from work due to incapacitation, the probation period can be extended for the duration of the abscence. Try as much as possible not to set a precedence where others can use as a reference point in the future.
18th August 2010
This is my personal experience when i was on probation and i was absent for one day and as such my confirmation was delayed for 1 day. If u want more clarifications on this issue u are welcome
Consultant(HR & Law)
18th August 2010 From India, New Delhi
At times the Company may at their discretion, treat a new employee as a confirmed employee from day one.
Whether an employee takes leave or is absent for some days during his probationary period are some factors which the management will consider when considering him/her for confirmation.
It does not necessarily imply that if due to absence or leave taken during probationary period, the said probationary period will be correspondingly extended as a matter of rule. It is a management decision. They may do so or they may not.
There may be exceptions where the management may even decide to cut short the probationary period and confirm an employee even before he/she completes the probationary period.
It is a Policy matter and decisions will happen according the the guidelines provided therein.
19th August 2010 From India, Mumbai
If he has taken leave for one month due to medical reasons; it shall be allowed on getting a medical certificate. Whatever extra leave he has taken above the days permitted by company rules; can be considered as Loss of Pay.
20th August 2010 From India, Ernakulam
22nd August 2010 From India, Mumbai
There are rules and regulations that govern the policy making in any organization. Organizatonal Management needs to adhere to such rules and not make their own, as most of them do.
Please get to know Law & Regulations governing the Organizational Policies, it would help us all in our career.
24th August 2010 From India, Delhi
21st August 2011 From India, Ernakulam