Hi everyone,
Could you please tell me how beneficial it is for a company or employee to keep new joiners on probation for six months or so? If we avoid the probation period and hire a candidate as a confirmed employee from day one, how does it affect the company or employee?
In the past, when we had the probation clause, we faced situations where a candidate joined the company but left within a week without giving any notice since they were on probation and not obligated to provide notice.
I would also appreciate it if somebody could provide me with a sample of an appointment letter that covers all possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
Acknowledge(0)
Amend(0)
4Could you please tell me how beneficial it is for a company or employee to keep new joiners on probation for six months or so? If we avoid the probation period and hire a candidate as a confirmed employee from day one, how does it affect the company or employee?
In the past, when we had the probation clause, we faced situations where a candidate joined the company but left within a week without giving any notice since they were on probation and not obligated to provide notice.
I would also appreciate it if somebody could provide me with a sample of an appointment letter that covers all possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
Acknowledge(0)Amend(0)
Hi Hina,
During the probation period, you really understand whether the quality of the candidate you selected merges with the company's rules and work culture. By monitoring him closely, you get an idea of whether the person is suited for the department or should be somewhere else.
In most companies, there is a clause in the Appointment order stating that during the probation period, if the performance of the candidate is not up to mark or some discrepancies are noted, then the company has the right to terminate the services of the employee without prior notice.
Also, during the probation period, the employee may not be eligible for the full-term leave policy of the company. For example, he can take only one leave per month instead of opting for different casual or sick leave options available to confirmed employees.
It is always safer to opt for a probation period rather than confirming the employee in the first appointment itself.
Regards,
Nisha :)
From India, Cochin
Acknowledge(0)Amend(0)
During the probation period, you really understand whether the quality of the candidate you selected merges with the company's rules and work culture. By monitoring him closely, you get an idea of whether the person is suited for the department or should be somewhere else.
In most companies, there is a clause in the Appointment order stating that during the probation period, if the performance of the candidate is not up to mark or some discrepancies are noted, then the company has the right to terminate the services of the employee without prior notice.
Also, during the probation period, the employee may not be eligible for the full-term leave policy of the company. For example, he can take only one leave per month instead of opting for different casual or sick leave options available to confirmed employees.
It is always safer to opt for a probation period rather than confirming the employee in the first appointment itself.
Regards,
Nisha :)
From India, Cochin
Acknowledge(0)Amend(0)
Hi friend,
The probation is an essential element in the terms of an appointment of a person. You have the liberty to dispense/terminate with the services of an employee on probation at any time without notice or reason if the employer finds him unsuitable for the position over a short period of his assessment. A clause is to be incorporated in a letter of appointment/contract to the effect that the employer can terminate the services of a probationer at any time without giving a reason or notice in order to invoke his right to do so. Care should be taken to ensure that the order of termination should not be a consequence of his dismal performance/undesirable conduct, and it should simply state the clause under which the termination is effected. If you need any further legal elucidation, please feel free to ask for.
Thanks & regards,
P. Senthilkumar
Acknowledge(0)Amend(0)
The probation is an essential element in the terms of an appointment of a person. You have the liberty to dispense/terminate with the services of an employee on probation at any time without notice or reason if the employer finds him unsuitable for the position over a short period of his assessment. A clause is to be incorporated in a letter of appointment/contract to the effect that the employer can terminate the services of a probationer at any time without giving a reason or notice in order to invoke his right to do so. Care should be taken to ensure that the order of termination should not be a consequence of his dismal performance/undesirable conduct, and it should simply state the clause under which the termination is effected. If you need any further legal elucidation, please feel free to ask for.
Thanks & regards,
P. Senthilkumar
Acknowledge(0)Amend(0)
Hello Hina,
I would rather a new employee leave within the week instead of hanging around for months, creating discontent amongst others, and costing the organization more when they do decide to leave.
Les Allan
Business Performance P/L - HR Resources
http://www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)
I would rather a new employee leave within the week instead of hanging around for months, creating discontent amongst others, and costing the organization more when they do decide to leave.
Les Allan
Business Performance P/L - HR Resources
http://www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Evaluation Form.doc