Madhu.T.KSo long as no notice of confirmation has been given he will remain as probationer only and as such whatever is the notice period applicable to a probationer will be applicable to him.
If your concern is that employees leave the company before they are confirmed (I am afraid why they are afraid of confirmation and if any employee leave a company just to avoid notice period) make it open that there is no probation at all and from the day one itself the employee is a confirmed employee. Still, on seeing such an offer letter without a probation but with a notice period, if nobody is joining your company, there should be some serious problem with your company and you should address it first!
From India, Kannur
email@example.comRefer the passage, even the intimation of confirmation letter given to the employee also cannot make applicable of the notice period clause till the employee turns to accepting the confirmation letter. Till that he shall be considered as probation employee only and one month notice period only will be applicable to the concern. refer the advice of madhu sir above, in case of eliminating the probation culture in the company will not make only the employee to bind the clause of three months also will applicable to company too for three month notice in case of separation. So, think twice before of any elimination / modification / fresh policy. Confirmation shall be processed before at least one month of expiry of probation period. Same like to the company, for the employee also it is probation period. He will understand the company and the system existing. Before coming to conclusion, you need to understand the candidate while recruitment. A perfect recruitment process only will help us to have good candidates. Understand the expectation of candidate while in recruitment and hire a right person at right time for right place.
You need to frame the rule of processing time for confirmation. Adhering to time management will help in this.
From India, Mumbai