Hi everyone,
Probation in my company is six months. However, one of the employees' probation was not confirmed after this period, nor was a performance assessment done. After 13 months, her probation was still not confirmed, and it was extended by another six months, indicating that she did not perform satisfactorily. The employee had previously indicated challenges to her supervisor.
What are your views on this? How can this situation be addressed? Is this unfair labor practice, victimization, or both?
Please advise.
From South Africa, Johannesburg
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Probation in my company is six months. However, one of the employees' probation was not confirmed after this period, nor was a performance assessment done. After 13 months, her probation was still not confirmed, and it was extended by another six months, indicating that she did not perform satisfactorily. The employee had previously indicated challenges to her supervisor.
What are your views on this? How can this situation be addressed? Is this unfair labor practice, victimization, or both?
Please advise.
From South Africa, Johannesburg
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Hi,
She has already worked for 13 months. After the completion of 240 days, she will become a permanent employee. How can her probation be extended after 13 months? This is a case of victimization. If she is willing, she should refer her case to the labor department or challenge it in a court of law.
Firstly, let the employee present the case to the HR and senior managers in the organization. If even after that, justice is not served, she can seek assistance from external avenues. This is important because senior officials may later mention that she should have approached them first as they were unaware of the situation.
Thanks and regards,
Kameswarao
From India, Hyderabad
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32She has already worked for 13 months. After the completion of 240 days, she will become a permanent employee. How can her probation be extended after 13 months? This is a case of victimization. If she is willing, she should refer her case to the labor department or challenge it in a court of law.
Firstly, let the employee present the case to the HR and senior managers in the organization. If even after that, justice is not served, she can seek assistance from external avenues. This is important because senior officials may later mention that she should have approached them first as they were unaware of the situation.
Thanks and regards,
Kameswarao
From India, Hyderabad
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Dear,
You cannot extend probation as per your choice. These points are clarified in the standing orders. However, she becomes permanent after completion of 240 working days.
Let her be silent and work there. No use talking to the labor department.
Regards,
J. S. Malik
From India, Delhi
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You cannot extend probation as per your choice. These points are clarified in the standing orders. However, she becomes permanent after completion of 240 working days.
Let her be silent and work there. No use talking to the labor department.
Regards,
J. S. Malik
From India, Delhi
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