Umakanthan53
Labour Law & Hr Consultant
Rkn61
Hr Manager
Kritarth Consulting
Posh Programs; Hr Management Consultants
Nathrao
Insolvency N Gst Professional

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Anonymous
We are a manufacturing company with 1000+ employees. We have various employees whose probation period is getting completed in the month of june, 2020. They were working from home from march fourth week till May end during the lockdown period. This is the first time our organization had asked employees to work from home. So, how should we evaluate their performance while working from home? Secondly, how should we deal with their probation period ? Should we confirm them / extend their probation period ? if yes, then on what grounds ?
Please guide.

From India, Rajkot
On line work can be measured. If the work output laid down has been completed in time and as per QRs of the company,then there should be no problem. No need to extend probation period.
From India, Pune
Dear Sekar,

In continuation of what Mr.Nathrao has rightly said about performance evaluation of probationers asked to do WFH, I would like to add that in effect WFH is an alternative arrangement requiring change in the place of work only. In fact WFH demands a more sense of responsibility and effective time-management from the employees. Particularly, a probationer would be more stressed when he is left alone during the actual performance of his job from home and if his accomplishment is up to the normal standards of evaluation/expectation, he becomes fully qualified for confirmation.

Secondly, WFH is an option elected by the employer due to operation of Law resulting in country-wide lock down of all places of economic operations and essentially connected supportive activities like transportation both public and private as well. Since these probationers are fortunate enough by the very nature of their job to do WFH, effectively they continue to work despite the lock down, the question of extending their probation does not arise at all.

From India, Salem
Probationary Period is the Time during which (6 months or 1 year duration) the Employers/Superior Mgt Evaluates the Performance & Behavior of the Probationer with the aim
1. Confirm the Probationer in the Permanent Post if Performance +Conduct are Found Satisfactory; or
2. If not 100% satisfactory but Strong Possibility exits for Expected Improvement with Proper Guidance, the Probationary Period is Extended; or
4. If there is No Possibility at all of Desired Improvement, then the Probation Period is not extended and the Probationer is releived after due Feedback given at regular intervals.
There is no extraneous consideration.
Harsh K Sharan, Kritarth Team,
10.6.20

From India, Delhi
WFH or work at office presupposes that work as laid down will be completed.So WFH is not to be treated a anything less than official work.
Learned Umakanthan has made it clear and understandable.So simply treat WFH as normal work and confirm probationer if he has met QRs and output.

From India, Pune
Dear Sekhar,
You discuss with your management whether requirement of the person on probation is exist or not. The work from home was a decision of the management due to call of the situation. You should do evaluation in two part, performance prior to lock down and their performance & behavior during working from home. Ask all the department heads to give their report on probationer to take a decision. You confirm those who are having positive feedback and to match your present requirement of business. For others either you can extend their probation period or terminate as per the terms of appointment.

From India, Mumbai
WFH can definitely be treated as official duty. And those who allot such works to probationers can definitely measure the performance of probationer, during their probation period.
So you can confirm their services with effect from the date, which falls due for confirmation.
No need to extend probation.

From India, Aizawl
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