Well regarding the termination during the probation period all depends on what the HR policy says. Here your appointment letter clearly mentions one month notice period, then you will have to pay them one month salary in advance if you terminate them. This is not the policy which most of the companies follow:
Probation period is the time where the employer checks the employee’s capabilities and ON JOB performance. Therefore Notice period proposed should be very limited. If the employee is not worth then why have a liability (Salary, Space, Time, Work Quality)for a month. Mostly in Corporate, three days to one weeks notice period is served both by the employer and employee. Or to be in a safer side you may put a cause as follows:
You will be on probation for the period of 3/6 months from the date of joining. On satisfactory completion of this period, your confirmation will be conveyed to you in writing. In case your performance during the probation period is found unsatisfactory, your probation will be extended by a further 3 months.
During the probationary period, the service may be terminated by the company giving 5 days notice whereas as an employee, you will be required to serve a 15 days notice.
After satisfactory completion of the probationary period, your appointment will be confirmed and you will be eligible to get benefits provided by the company. Service may be terminated by either employer or employee by giving one month notice.
In Call centres we take different strand. Here once the employee is observed not performing well, we give them one week’s DPA (Daily Action Plan) during which they have to achieve the target. At the end of DPA a terminated letter is given, if no improvement is found.
I personally think you should change the term in your appointment letter in regards to the notice period for employees under probation.
1st June 2007 From India, Mumbai