General Manager-hr
Human Resource And Industrial Relations
Regional Head-hr
Hr Executive

02nd June, 2006 Dear Friends, Please give the the statutory observations between a Probationer and a Regular Employee. :oops: PBS KUMAR
From India, Kakinada
can u further specify your question...??/ so that it gets easier for us to help u out. With regards EAFIL :roll:
From India, Delhi
Hi eafil,
I am Roopa.I have just joined today to the group. I had a small issue some thing related to the above query.
Is there any obligation for the company to reimburse the medical expenses & pay the employee for sick leave when he is still in probation?
(In this particular case the sickness is not genuine).
Please reply at the earliest.

From India, Bangalore
Dear Roopa,
Let me first clarify, donot differential between penalising an employee on the basis of his/her employment status for providing false information .
The punishment for providing false information to get a benefit should be equal for all employees whether he/she is a trainee,probationer or permanent, badli, casual or temporary.
As for reimbursement of medical expenditure, the Company is free to decide what benefits, perks and perquisites to be forwarded to a probationer, the only thing is that should be mentioned in writing either in the appointment letter or in the company policy.

From India, Thane
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