Hi Friends, when we include something in the appointment letter for confirmation, I know it could be extendable if the employee is not performing well. For example, after 6 months, an employee would receive a confirmation letter.
However, my query is: for how long a period should we not confirm an employee during their job?
Kindly share your suggestions.
Thanks & Regards,
Mani
From India, Delhi
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2However, my query is: for how long a period should we not confirm an employee during their job?
Kindly share your suggestions.
Thanks & Regards,
Mani
From India, Delhi
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Dear Manya, what you have quoted is absolutely right. If the employee has not performed well during his/her probation period, then their confirmation can be extended. The extension of the probation period is at the discretion of the HOD/Line Manager in consultation with HR. A situation might arise wherein an employee may even be asked to leave if he/she does not perform well even after the extension of the probation period.
From India, Mumbai
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From India, Mumbai
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I absolutely agree with your statement. But again, my question is the same: what would be the legal or justified maximum period for probation? For instance, if X is due for promotion or appraisal and he/she doesn't get the confirmation even after completing more than one year, and suddenly he/she gets to know that the appraisal would not be there as he/she is not confirmed (X HAS NOT BEEN TOLD ABOUT HIS/HER PERFORMANCE WITHIN THAT PERIOD).
What suggestions can you give after knowing all these things?
Regards
From India, Delhi
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What suggestions can you give after knowing all these things?
Regards
From India, Delhi
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