There is no fixed formula fixing uniform probation period for all the cadres and posts. More the skills required for the post, the length of the probation period is to be more. For instance, an Unskilled post may carry a probation period of three months or six months while a Skilled job may require a probation period of at least six months or more and an executive-level or managerial posts would carry probation period of at least one year.
From India, Mumbai
1530From India, Mumbai
It depends on company to company based on several factors. At present there is no specific law to enforce it.
From India, Kolkata
From India, Kolkata
Hi, The general probation period time frame is 3 to 6 months. Anything above, more than a year is not advisable.
From India, Madras
From India, Madras
As a new employee of the Company, he/she will have a probationary period stated specifically in the offer letter. It is a good chance for the employee to test whether the employee suits the job or not. Also, it gives the Company a chance to find out whether the employee's performance during the probationary period meets the performance standards of The Company required for the position.
To be a permanent employee of the company must serve a period of probation starting from the date of employment for a period normally set at 40 days for Direct Workers and 3 months for Indirect Workers and Staff before being accepted as a regular, permanent employee enjoying full HRM Policy Manual's protection and benefits.
In special cases, the normal period of probation may be reduced or waived, or extended to allow more time for evaluation. The "Request for Personnel Action" proposed by Department Manager should reflect any such change in the probationary period. The reason for the change of the probationary period should be specified in the request.
A newly assigned employee is expected to make satisfactory progress in mastering at least the fundamentals of his new assignment. A learning curve, or period of time allowed for progressive levels of learning the requirements of the new job, will be established. Establishing a fair yet challenging learning curve is the responsibility of each supervisor and IE Engineer. The employee should sign an agreement for probation defined by the company at the date of reporting on duty. When the probationary period is completed, an evaluation form will be issued by HR Department through the employee's immediate supervisor and Department Manager and returned back to the HR Department for further action.
1. It is essential for the supervisor to review all the topics listed on the valuation form in an interview with the employee on the first day of work. He does this by completing the introductory checklist.
2. If the supervisor has any questions concerning the performance of an employee during the probationary period, he should consult the subject with HR.
3. The supervisor must also inform the acceptable employee at the end of the probationary period that he has been accepted into regular employment. The supervisor should explain that this means that he has continuous service effective on his date of hire and is now a permanent employee in good standing. A formal notice signed by General Manager will be given to the employee who completed his probationary period successfully.
During the probationary period, the company can terminate the employment contract without giving any reason. No payment of benefit for the employee who resigns by himself will be provided.
Best regards to CiteHR Memembers,
John Chiang
From China, Shanghai
To be a permanent employee of the company must serve a period of probation starting from the date of employment for a period normally set at 40 days for Direct Workers and 3 months for Indirect Workers and Staff before being accepted as a regular, permanent employee enjoying full HRM Policy Manual's protection and benefits.
In special cases, the normal period of probation may be reduced or waived, or extended to allow more time for evaluation. The "Request for Personnel Action" proposed by Department Manager should reflect any such change in the probationary period. The reason for the change of the probationary period should be specified in the request.
A newly assigned employee is expected to make satisfactory progress in mastering at least the fundamentals of his new assignment. A learning curve, or period of time allowed for progressive levels of learning the requirements of the new job, will be established. Establishing a fair yet challenging learning curve is the responsibility of each supervisor and IE Engineer. The employee should sign an agreement for probation defined by the company at the date of reporting on duty. When the probationary period is completed, an evaluation form will be issued by HR Department through the employee's immediate supervisor and Department Manager and returned back to the HR Department for further action.
1. It is essential for the supervisor to review all the topics listed on the valuation form in an interview with the employee on the first day of work. He does this by completing the introductory checklist.
2. If the supervisor has any questions concerning the performance of an employee during the probationary period, he should consult the subject with HR.
3. The supervisor must also inform the acceptable employee at the end of the probationary period that he has been accepted into regular employment. The supervisor should explain that this means that he has continuous service effective on his date of hire and is now a permanent employee in good standing. A formal notice signed by General Manager will be given to the employee who completed his probationary period successfully.
During the probationary period, the company can terminate the employment contract without giving any reason. No payment of benefit for the employee who resigns by himself will be provided.
Best regards to CiteHR Memembers,
John Chiang
From China, Shanghai
Dear
Since they are probationers you can terminate them with notice pay . The best solution is to just terminate them with notice pay one by one with a space of 15 days in between.When you have the right tof termination with you better do not make any imputation on their conduct or job as you might get into a legal problem.If they perate as a group take local specialist advice.
With Regards
V.Sounder Rajan
VS Rajan Associates,
Advocates & Notaries,
No.27, Ist Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail :
Off : 044-42620864, 044-65874684,
Mobile : 98401 42164. // Employee awareness queries ?
====================
Rcently we came across a video about probation and the insights of unjustifiable terminations during probation period.
https://www.youtube.com/watch?v=QURmh98LOWQ
Usually many employees overlook these clauses while signing employee offer letter.
Under the terms of the contract there. was a further period of probation. During the period of probation the Company could terminate his service without notice and without assigning any reason. On the completion of the period of probation, either side could terminate the contract by 3 months' notice without assigning any reason. The Company could also terminate the employment by 'giving in lieu of notice, three months' salary.
On other hand,
Employee who has completed 240 days of continuous services is entitled to protection of labour laws. If retrenchment provisions are not complied with, it will attract reinstatement with back-wages. - The Industrial Disputes Act, 1947. //
So what is true?
Probation is an observatory period . A candidate whether he / she is kept in an incubation cradle .
His or her performance is kept under a lens / microscope using 360 degree vision. Behaviour, productivity, interpersonal relationships, attitude, mind-set, immersion in a company's work, Skill dominance and most important is output.
What can be the relief for forced resignation during probation period of 240 days ?
1) Many freshers claim that 6 months to 1 year probation period was concluded with exam to be cleared with percentage of 60 out of 100 , If exams are not cleared due to tough questions, Termination letter is issued What is the relief and act applicable for less than 240 days case?
2. During probabation period , if experienced employee struggle for slave culture to work 12-14 hours work and saturday work in name of unforecasted work load, What is the relief and act applicable ? (Principles of natural justice)
3, Companies after probation say that they don't have enough cash to pay all employees and terminate those who are not willing to take a price cut.
4. in probation period, in offer letter it is clearly mentioned that my office work type is remote. Now manager asking to come to office If Employee ask for online based training for remaining probabation period. Will they fire Employee?
5. Employee didn't pass probation. mainly because Training was not given for the work to be measured.
Is there any Article 311 civil servant like rights exist to protect Private limited employees or contract employees ?
termination cannot be a dismissy, removal or reduction in rank by way of punishment ......... Before a probationer is confirmed the authority concerned is under an obligation to consider whether the work of the probationer is satisfactory or whether he is suitable for the post
The authority may in some cases be of the view that the conduct of the probationer may result in dismissal or removal on an inquiry. But in those cases the authority may not hold an inquiry and may simply discharge the probationer with a view 0 to give him a chance to make good in other walks of life without a stigma at the time of termination of probation
on the other hand, the probationer is faced with an enqyiry on charges of misconduct or inefficiency or corruption, and if his services are terminated without following the provisions of Article 311(2), he can claim protection"
The Supreme Court stated that it must, according to the Appellant, hold that there is no difference between Hindustan Steel Limited and a Department of the Government and that the service under Hindustan Steel Limited is a service under the Union.
https://indiankanoon.org/docfragment/1770088/?formInput=termination%20of%20service%20during%20p robation
In https://indiankanoon.org/doc/8226904/ case ,
Schedule I Industrial Employment (Standing Orders) Central Rules, 1946 a probationer is also defined as a workman. It reads as follows:-
"A "probationer" is a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months' service therein.
SH DILIP KUMAR TIWARI VS M/S. ASSOCIATED AVIATION PVT LTD ID No.52/06 "The terms of employment specified in the Standing Orders would prevail over the corresponding terms in the contract of service in existence on the enforcement of the Standing Order. According to the Standing Order, a workman shall not be kept on probation for more than six months."
The terms of the Standing Order would prevail in the present case as the Management had placed the workman on probation for a period of one year
Hence, as per law, it cannot be the sweet will of the dominating party i.e. the Management to place the other party on an illogically long period of probation. If it does so, it has to show the propriety and legality of such orders which the present Management had failed to do. This illogically long period of probation has hinted at the intention of the Management.
47. As the termination of the services of this workman by the Management is held to be illegal and unjustified, therefore, the workman deserves reinstatement of services.
Like Article 311 for Civil servants and Standing order taking precedence than contract signed for probation greater than 6 months in Sh Dilip Kumar Tiwari vs M/S. Associated Aviation Pvt Ltd
case , Kindly share your views and judgement citation if any for private employee protection during Probation or training period unjustified termination cases,
Michael George
VOIP - Voice of Information Technology Professionals
9444764983
voiceofitprofessionals@gmail.com
https://m.facebook.com/story.php?story_fbid=pfbid0GETvtwETtYFf5phx38Fjf8Z e7p4T16TPkNEMRK7jC8VW7aQRKx1omfwm9qXA5MVwl&id=1000 64025774287&mibextid=Nif5oz
From India, Chennai
Since they are probationers you can terminate them with notice pay . The best solution is to just terminate them with notice pay one by one with a space of 15 days in between.When you have the right tof termination with you better do not make any imputation on their conduct or job as you might get into a legal problem.If they perate as a group take local specialist advice.
With Regards
V.Sounder Rajan
VS Rajan Associates,
Advocates & Notaries,
No.27, Ist Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail :
Off : 044-42620864, 044-65874684,
Mobile : 98401 42164. // Employee awareness queries ?
====================
Rcently we came across a video about probation and the insights of unjustifiable terminations during probation period.
https://www.youtube.com/watch?v=QURmh98LOWQ
Usually many employees overlook these clauses while signing employee offer letter.
Under the terms of the contract there. was a further period of probation. During the period of probation the Company could terminate his service without notice and without assigning any reason. On the completion of the period of probation, either side could terminate the contract by 3 months' notice without assigning any reason. The Company could also terminate the employment by 'giving in lieu of notice, three months' salary.
On other hand,
Employee who has completed 240 days of continuous services is entitled to protection of labour laws. If retrenchment provisions are not complied with, it will attract reinstatement with back-wages. - The Industrial Disputes Act, 1947. //
So what is true?
Probation is an observatory period . A candidate whether he / she is kept in an incubation cradle .
His or her performance is kept under a lens / microscope using 360 degree vision. Behaviour, productivity, interpersonal relationships, attitude, mind-set, immersion in a company's work, Skill dominance and most important is output.
What can be the relief for forced resignation during probation period of 240 days ?
1) Many freshers claim that 6 months to 1 year probation period was concluded with exam to be cleared with percentage of 60 out of 100 , If exams are not cleared due to tough questions, Termination letter is issued What is the relief and act applicable for less than 240 days case?
2. During probabation period , if experienced employee struggle for slave culture to work 12-14 hours work and saturday work in name of unforecasted work load, What is the relief and act applicable ? (Principles of natural justice)
3, Companies after probation say that they don't have enough cash to pay all employees and terminate those who are not willing to take a price cut.
4. in probation period, in offer letter it is clearly mentioned that my office work type is remote. Now manager asking to come to office If Employee ask for online based training for remaining probabation period. Will they fire Employee?
5. Employee didn't pass probation. mainly because Training was not given for the work to be measured.
Is there any Article 311 civil servant like rights exist to protect Private limited employees or contract employees ?
termination cannot be a dismissy, removal or reduction in rank by way of punishment ......... Before a probationer is confirmed the authority concerned is under an obligation to consider whether the work of the probationer is satisfactory or whether he is suitable for the post
The authority may in some cases be of the view that the conduct of the probationer may result in dismissal or removal on an inquiry. But in those cases the authority may not hold an inquiry and may simply discharge the probationer with a view 0 to give him a chance to make good in other walks of life without a stigma at the time of termination of probation
on the other hand, the probationer is faced with an enqyiry on charges of misconduct or inefficiency or corruption, and if his services are terminated without following the provisions of Article 311(2), he can claim protection"
The Supreme Court stated that it must, according to the Appellant, hold that there is no difference between Hindustan Steel Limited and a Department of the Government and that the service under Hindustan Steel Limited is a service under the Union.
https://indiankanoon.org/docfragment/1770088/?formInput=termination%20of%20service%20during%20p robation
In https://indiankanoon.org/doc/8226904/ case ,
Schedule I Industrial Employment (Standing Orders) Central Rules, 1946 a probationer is also defined as a workman. It reads as follows:-
"A "probationer" is a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months' service therein.
SH DILIP KUMAR TIWARI VS M/S. ASSOCIATED AVIATION PVT LTD ID No.52/06 "The terms of employment specified in the Standing Orders would prevail over the corresponding terms in the contract of service in existence on the enforcement of the Standing Order. According to the Standing Order, a workman shall not be kept on probation for more than six months."
The terms of the Standing Order would prevail in the present case as the Management had placed the workman on probation for a period of one year
Hence, as per law, it cannot be the sweet will of the dominating party i.e. the Management to place the other party on an illogically long period of probation. If it does so, it has to show the propriety and legality of such orders which the present Management had failed to do. This illogically long period of probation has hinted at the intention of the Management.
47. As the termination of the services of this workman by the Management is held to be illegal and unjustified, therefore, the workman deserves reinstatement of services.
Like Article 311 for Civil servants and Standing order taking precedence than contract signed for probation greater than 6 months in Sh Dilip Kumar Tiwari vs M/S. Associated Aviation Pvt Ltd
case , Kindly share your views and judgement citation if any for private employee protection during Probation or training period unjustified termination cases,
Michael George
VOIP - Voice of Information Technology Professionals
9444764983
voiceofitprofessionals@gmail.com
https://m.facebook.com/story.php?story_fbid=pfbid0GETvtwETtYFf5phx38Fjf8Z e7p4T16TPkNEMRK7jC8VW7aQRKx1omfwm9qXA5MVwl&id=1000 64025774287&mibextid=Nif5oz
From India, Chennai
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