Dear Seniors,
I have a doubt. Please guide me. Currently, we are recruiting new employees on a probationary/training basis for a period of 160 days. I have decided to issue them a confirmation letter, which was not practiced earlier. Could you please advise me on whether I should give the confirmation after completion of the 160 days or after one year?
Your prompt guidance is greatly appreciated.
Thank you,
Sanika
From India, Mumbai
Acknowledge(0)
Amend(0)
1I have a doubt. Please guide me. Currently, we are recruiting new employees on a probationary/training basis for a period of 160 days. I have decided to issue them a confirmation letter, which was not practiced earlier. Could you please advise me on whether I should give the confirmation after completion of the 160 days or after one year?
Your prompt guidance is greatly appreciated.
Thank you,
Sanika
From India, Mumbai
Acknowledge(0)Amend(0)
Yes, you can issue them a letter stating their confirmation of services. However, I would like to ask whether you have hired them on a contractual basis. If they are on contract, then you can issue an appointment letter stating that they are now on the company's payroll.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
No, I am not asking about contract basis employees. I am asking about regular employees to whom we are giving an appointment letter on the first day of the job. I want to confirm their status, but the question is when? Should it be after 160 days or 1 year? This is the main issue.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Sanika,
You are hiring an employee on probation for 160 days. You need to assess whether to confirm, extend probation, or terminate. As per the employment contract, the notice period (generally 30 days), you have to inform the employee prior to the expiry of the probation date. If you want to confirm them, issue a confirmation letter before the expiry of the probation. If nothing is communicated to the employee on completion of probation, then it is deemed that the employee is confirmed.
Hope this may clear your query. For any updates, you may get back.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
You are hiring an employee on probation for 160 days. You need to assess whether to confirm, extend probation, or terminate. As per the employment contract, the notice period (generally 30 days), you have to inform the employee prior to the expiry of the probation date. If you want to confirm them, issue a confirmation letter before the expiry of the probation. If nothing is communicated to the employee on completion of probation, then it is deemed that the employee is confirmed.
Hope this may clear your query. For any updates, you may get back.
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Dear Ms. Sanika,
I agree with Mr. Abedeeb. Could you please explain what probation entails? Probation is the period during which an individual's performance is evaluated. If you are satisfied with the performance, the probationary period can lead to confirmation within the organization. However, if you are not satisfied, the employee can either be terminated, or the probation can be extended for another six months based on unsatisfactory performance.
It is essential to note that termination must be communicated before the completion of the probation period. As Mr. Abedeen mentioned, failing to do so will result in the employee being considered a confirmed employee.
Regards,
Amar
From India, Lucknow
Acknowledge(0)Amend(0)
I agree with Mr. Abedeeb. Could you please explain what probation entails? Probation is the period during which an individual's performance is evaluated. If you are satisfied with the performance, the probationary period can lead to confirmation within the organization. However, if you are not satisfied, the employee can either be terminated, or the probation can be extended for another six months based on unsatisfactory performance.
It is essential to note that termination must be communicated before the completion of the probation period. As Mr. Abedeen mentioned, failing to do so will result in the employee being considered a confirmed employee.
Regards,
Amar
From India, Lucknow
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
Confirmation Format (Probation).xls