Hi Seniors, Do we need to allocate leaves to the new employee during the probation period? Another question is whether to keep the probation period or not for H.O.D. I would appreciate a response to the above questions as soon as possible.
From India, Hyderabad
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1From India, Hyderabad
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Dear Raju,
The replies to your questions are as follows:
Do we need to allocate leaves to the new employee during the probation period?
Reply: An employee becomes eligible to take leave under the provisions of the Shops and Establishment Act or Factories Act. Neither act discriminates between a probationer and a confirmed employee. Therefore, the eligibility for leave for a probationer is on par with that of a confirmed employee.
Should we keep the probation period for the H.O.D.?
Reply: Keeping a newly recruited employee under probation provides a cushion to the employer. In the event of recruitment failure, the employer can opt for early or quick discontinuation of employment. However, it is not mandatory to keep an employee under probation. From the first day, he/she can be a confirmed employee. In the appointment letter (not the offer letter, please note), the employer needs to clearly state whether the employee will be a probationer or a confirmed employee.
Deciding whether to keep the employee under probation or make the employment permanent is an internal matter of the company. Probation is for a limited period, but it is a separate matter.
Thanks,
Dinesh Divekar
From India, Bangalore
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The replies to your questions are as follows:
Do we need to allocate leaves to the new employee during the probation period?
Reply: An employee becomes eligible to take leave under the provisions of the Shops and Establishment Act or Factories Act. Neither act discriminates between a probationer and a confirmed employee. Therefore, the eligibility for leave for a probationer is on par with that of a confirmed employee.
Should we keep the probation period for the H.O.D.?
Reply: Keeping a newly recruited employee under probation provides a cushion to the employer. In the event of recruitment failure, the employer can opt for early or quick discontinuation of employment. However, it is not mandatory to keep an employee under probation. From the first day, he/she can be a confirmed employee. In the appointment letter (not the offer letter, please note), the employer needs to clearly state whether the employee will be a probationer or a confirmed employee.
Deciding whether to keep the employee under probation or make the employment permanent is an internal matter of the company. Probation is for a limited period, but it is a separate matter.
Thanks,
Dinesh Divekar
From India, Bangalore
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