Hi, Good morning, Please let me know if any employee rejoining back within the year does he require to go under probation.
From India, Surat
From India, Surat
Yes. If a person left an organization and completed all separation formalities including F&F settlement, even though he/she rejoin in the same organization, he/she will be treated as a new employee only. So also his ID Card No. (New ID-cum-Access Card shall be issued to him/her) All HR policies applicable to new employees, shall be applicable to him/her.
However, Management may at its discretion, can waive off the probation period or reduce the probation period to such employees who are re-employed.
From India, Aizawl
464However, Management may at its discretion, can waive off the probation period or reduce the probation period to such employees who are re-employed.
From India, Aizawl
Dear colleague,
There are no legalities involved as far as re-employment of any individual who had left the organisation. It is solely discretionary and governed by the HR policies of the given organisation.
Probation period usually is applied to judge the suitability of an individual after having seen him perform on the role during the probationary period. If any person having performed successfully on a role during a long stint had left and wants to rejoin, I don't believe , putting him under probation will make any sense.
Putting under probation to someone who left and is being reemployed will also depend on his new role, level- worker, supervisory or Managerial, and earlier length of service as well as how he had performed apart from reasons he had left.
Usually, it may be better to put 'workman' level person's re-employment under probation.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
There are no legalities involved as far as re-employment of any individual who had left the organisation. It is solely discretionary and governed by the HR policies of the given organisation.
Probation period usually is applied to judge the suitability of an individual after having seen him perform on the role during the probationary period. If any person having performed successfully on a role during a long stint had left and wants to rejoin, I don't believe , putting him under probation will make any sense.
Putting under probation to someone who left and is being reemployed will also depend on his new role, level- worker, supervisory or Managerial, and earlier length of service as well as how he had performed apart from reasons he had left.
Usually, it may be better to put 'workman' level person's re-employment under probation.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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policies applicable new employee f&f settlement id card hr policies probation period employee relations
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