Hi Friends, I have an employee whose probation period has been extended since she has taken 3 days of leave during the probation period. The employee had taken that leave since she was unwell. She has compensated for all of the days by working extra on other days. Her productivity and quality of work are above the minimum set standards. The company policy states that an employee is not entitled to take leave during the probation period.
My question to you is - Is it right for a company to extend the probation period of the employee in this case.
Emereen
From India, Mumbai
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2My question to you is - Is it right for a company to extend the probation period of the employee in this case.
Emereen
From India, Mumbai
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Hi,I do not see this as a fair reason to extend probation. Anyone can fall ill, and there is no guarantee to anyone’s health.If it an informed leave, it should have been given.Atul.
From India, Lucknow
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From India, Lucknow
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Hi,
Management has the right to extend the probation period based on performance, not by the number of days. If you feel her performance is not up to the mark, you can extend it, not for taking leave. You have already penalized her by not giving pay for the particular days, right?
Regards,
Albee
From India, Coimbatore
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Management has the right to extend the probation period based on performance, not by the number of days. If you feel her performance is not up to the mark, you can extend it, not for taking leave. You have already penalized her by not giving pay for the particular days, right?
Regards,
Albee
From India, Coimbatore
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Dear Eme,
Extending the probation is not an issue, but it must have concrete grounds. Being absent due to illness is not a reason to extend the probation. However, if her performance is not up to mark, this can be done as suggested by Albee, and you can deduct the salary for absences. Moreover, what I feel is that you must give 5-6 days of leave during a probation period of six months. This is the practice that we follow in our organization.
Hope you find your solution.
Regards,
Nimisha
From India, Varanasi
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Extending the probation is not an issue, but it must have concrete grounds. Being absent due to illness is not a reason to extend the probation. However, if her performance is not up to mark, this can be done as suggested by Albee, and you can deduct the salary for absences. Moreover, what I feel is that you must give 5-6 days of leave during a probation period of six months. This is the practice that we follow in our organization.
Hope you find your solution.
Regards,
Nimisha
From India, Varanasi
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Hi Emereen,
The company should not extend the probation because of the leaves availed during the probation period. As mentioned by other members, she has already been penalized by a deduction from her salary. Hence, the treatment is not justified if that is the only ground for extension.
Swati
From India, Bangalore
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The company should not extend the probation because of the leaves availed during the probation period. As mentioned by other members, she has already been penalized by a deduction from her salary. Hence, the treatment is not justified if that is the only ground for extension.
Swati
From India, Bangalore
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Hi Emereen,
The reason you have mentioned for extending the probation period of an employee is not valid. The probation of an employee can be extended, as mentioned by my other friends, based on the following factors:
1) The performance of the employee during his/her probation period.
It depends on the company whether any leaves are sanctioned to an employee undergoing a probation period. For example, in my company (manufacturing industry), an employee under probation can avail casual leave and sick leave.
To extend an employee's probation period, HR should have a specific objective or a confirmation report (to be filled by the respective department head). If the department head rates the employee's performance as below average, that is the only reason for extending the probation period.
I hope I have cleared your doubts.
Regards,
Ankit
09869851356
From India, Mumbai
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The reason you have mentioned for extending the probation period of an employee is not valid. The probation of an employee can be extended, as mentioned by my other friends, based on the following factors:
1) The performance of the employee during his/her probation period.
It depends on the company whether any leaves are sanctioned to an employee undergoing a probation period. For example, in my company (manufacturing industry), an employee under probation can avail casual leave and sick leave.
To extend an employee's probation period, HR should have a specific objective or a confirmation report (to be filled by the respective department head). If the department head rates the employee's performance as below average, that is the only reason for extending the probation period.
I hope I have cleared your doubts.
Regards,
Ankit
09869851356
From India, Mumbai
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This may not be a fair reason for the extension of probation. Probation can be extended if performance is not at par with the desired level, if there are any grievances against the employee regarding his attitude towards work or other employees, or if there are issues with the employee's character. However, it should not be extended for a couple of leaves taken.
Thanks,
Srinidhi Prasad.
From India, Bangalore
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Thanks,
Srinidhi Prasad.
From India, Bangalore
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It is clear from your statement that:
1. She has availed leave on sickness/medical grounds, and furthermore, she has worked extra and compensated for the period of leave as well.
2. She meets the required standards and expectations of the job.
3. An employee can take leave on medical grounds due to sickness. If your company does not have such a facility, i.e., entitlement of leave during the probation period, then her leave can be treated as leave without pay. As she has compensated for the same by working extra, what is the matter of Company policy?
In my opinion, her extension of the probation period is not justified only for the cause of 3 days of leave for sickness during probation.
Pradip
From India, Pune
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1. She has availed leave on sickness/medical grounds, and furthermore, she has worked extra and compensated for the period of leave as well.
2. She meets the required standards and expectations of the job.
3. An employee can take leave on medical grounds due to sickness. If your company does not have such a facility, i.e., entitlement of leave during the probation period, then her leave can be treated as leave without pay. As she has compensated for the same by working extra, what is the matter of Company policy?
In my opinion, her extension of the probation period is not justified only for the cause of 3 days of leave for sickness during probation.
Pradip
From India, Pune
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Hi Emereen,
It is commendable that the particular employee has stretched herself to complete the assigned tasks. However, if the policy states that employees are not entitled to take leaves, it has to be followed. Not extending her probation because of leaves may cause any of the below-mentioned problems:
- Disparity among employees
- Noncompliance with policies and processes, which could be identified during internal or external audits.
To overcome the aforementioned problems, you should obtain an approval from your head for not extending her probation. Another alternative could be to reward her for her dedication and commitment. You may organize for a senior member to send her an appreciation email or a small reward to boost her morale.
I hope that by following this approach, you can adhere to the company policy and also recognize her efforts.
Best regards,
GVS
From India, Madras
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It is commendable that the particular employee has stretched herself to complete the assigned tasks. However, if the policy states that employees are not entitled to take leaves, it has to be followed. Not extending her probation because of leaves may cause any of the below-mentioned problems:
- Disparity among employees
- Noncompliance with policies and processes, which could be identified during internal or external audits.
To overcome the aforementioned problems, you should obtain an approval from your head for not extending her probation. Another alternative could be to reward her for her dedication and commitment. You may organize for a senior member to send her an appreciation email or a small reward to boost her morale.
I hope that by following this approach, you can adhere to the company policy and also recognize her efforts.
Best regards,
GVS
From India, Madras
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Hi Emereen,
Basically, there are two issues. You have to show that rules have to be followed by all, irrespective of whatever position somebody is in (call it the equity principle). Secondly, somebody who has worked so hard has to be compensated. Follow the equity principle if your organization is too bureaucratic (hope it is not). Alternatively, incorporate the provision of leave during the probation period on account of sickness or any other extreme contingency. Since this employee has completed work, she should not be penalized financially; at least common sense says so. Take all the facts on file, get approval from higher-ups, and amend the rule accordingly (possible in a bureaucratic setup also). Rules are there to make life easy, and a good HR professional will do that.
Thanks for the post.
Col Virendra
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Basically, there are two issues. You have to show that rules have to be followed by all, irrespective of whatever position somebody is in (call it the equity principle). Secondly, somebody who has worked so hard has to be compensated. Follow the equity principle if your organization is too bureaucratic (hope it is not). Alternatively, incorporate the provision of leave during the probation period on account of sickness or any other extreme contingency. Since this employee has completed work, she should not be penalized financially; at least common sense says so. Take all the facts on file, get approval from higher-ups, and amend the rule accordingly (possible in a bureaucratic setup also). Rules are there to make life easy, and a good HR professional will do that.
Thanks for the post.
Col Virendra
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Hi there,
I think that we need to be flexible in our thinking. If an employee is good, we need to make reasonable concessions. Policies are made by people like you and me after consultations. So if an employee is good, I don't see why her probation should be extended (given her reasons). I think the way you describe her, she is an asset... Keep her.
Thanks,
Patric
From India, Chandigarh
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I think that we need to be flexible in our thinking. If an employee is good, we need to make reasonable concessions. Policies are made by people like you and me after consultations. So if an employee is good, I don't see why her probation should be extended (given her reasons). I think the way you describe her, she is an asset... Keep her.
Thanks,
Patric
From India, Chandigarh
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Dear,
You can extend anyone's probation without explanation, but the reason taken in this case is not proper. First of all, your company policy is wrong. Whether your standing orders state that an employee will not be allowed any leave during the probation period.
Thank you.
J.S. Malik
From India, Delhi
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You can extend anyone's probation without explanation, but the reason taken in this case is not proper. First of all, your company policy is wrong. Whether your standing orders state that an employee will not be allowed any leave during the probation period.
Thank you.
J.S. Malik
From India, Delhi
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