Hi Team!
I have a query! I had XYZ working with my company as an independent contractor who used to raise invoices on a day-to-day basis. He was not on the company's payroll. It's been more than 3 months now, and we want to hire him as a permanent employee at our company. Should he serve a probation period of 3 months, or should he not? Please advise.
From United States, Rosenberg
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I have a query! I had XYZ working with my company as an independent contractor who used to raise invoices on a day-to-day basis. He was not on the company's payroll. It's been more than 3 months now, and we want to hire him as a permanent employee at our company. Should he serve a probation period of 3 months, or should he not? Please advise.
From United States, Rosenberg
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When an employee joins, he or she is put on probation to assess the quality of their work. If the performance is not satisfactory, discontinuing the relationship with the employee becomes easier. Probation is essentially a transition period. Despite a robust recruitment mechanism, probation serves as an additional safeguard.
In your case, since the employee was on contract, you are already aware of the quality of their work. Therefore, you may not need to follow the usual recruitment process. You could skip probation and grant him the status of a permanent employee.
Thanks,
From India, Bangalore
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8072In your case, since the employee was on contract, you are already aware of the quality of their work. Therefore, you may not need to follow the usual recruitment process. You could skip probation and grant him the status of a permanent employee.
Thanks,
From India, Bangalore
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Contract employee & Principal employer 2017.pdf
EMPLOYEE CONTRACT.docx