Dinesh DivekarDear Raju,
The replies to your questions are as below:
Do we need to allocate leaves to the new employee during the probation period?
Reply: - An employee becomes eligible to get leave under the provisions of the Shops and Establishment Act or Factories. Either act does not discriminate between a probationer and a confirmed employee. Therefore, the eligibility of leave for a probationer is at par with a confirmed employee.
A second question is whether to keep the probation period or not for H.O.D.I would appreciate a response to the above questions as soon as possible.
Reply: - Keeping a newly recruited employee under probation provides a cushion to the employer. Should the recruitment fail, the employer can exercise the choice of early or even quick discontinuation of employment. However, it is not mandatory to keep an employee under probation. Right from the first day, he/she can be a confirmed employee. In the appointment letter (not the offer letter, please note), the employer needs to mention clearly whether the employee will be a probationer or he/she will be a confirmed employee.
Keeping the employee under probation or making the employment permanent is an internal matter of the company. However, probation is for a limited period. But it is a different matter.
From India, Bangalore
B Ashalathayes, we provide leaves for employees who are under probation period but not in training period.
From India, Hyderabad