Can someone guide me? How many days should an employee complete to get a confirmation letter? Is there any other condition wherein he will not be eligible for confirmation even after the completion of the probation period? Kindly guide.
From India, Mumbai
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From India, Mumbai
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Are you talking about employment in establishments in India? If so, confirmation follows successful completion of probation by a new joiner. The duration of probation is governed either by the standing orders, wherever applicable, or the service rules framed under the HR policy of the company or the terms of employment stipulated in the letter of appointment. Normally, the period of probation in Indian establishments varies from 3 months to 6 months and, in some cases, may extend to one year depending upon the category of the employee, namely whether they are a workman or recruited for a managerial position. So, you need to have a policy on probation and confirmation.
Regards, B. Saikumar
From India, Mumbai
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1931Regards, B. Saikumar
From India, Mumbai
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It depends upon the company.. As for me.. I got the confirmation letter in 3 months in one firm & 6 months in other firm.... the firm HR would help you rather...
From India, Mumbai
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From India, Mumbai
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Dear Seniors,
I have another question related to the probationary period. Can we allow employees to avail Casual Leave/Earned Leave and Optional Leave during the probationary period? Kindly give your suggestion.
From India, Chennai
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I have another question related to the probationary period. Can we allow employees to avail Casual Leave/Earned Leave and Optional Leave during the probationary period? Kindly give your suggestion.
From India, Chennai
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Confirmation Clause in Appointment Orders
The normal policy followed by many companies is to include a clause on confirmation in the appointment order itself, which is given to the employee when they join for duty. This ensures that everything is communicated in writing. The company should keep a copy of the appointment order along with the acknowledgment of acceptance of all the terms and conditions.
A standard clause is reproduced below for information, reference, and guidance. I hope it is useful.
"Initially, your appointment will be for a probation period of six months from the date of your joining. If your performance and progress during the probation period are not found to be satisfactory, the probation period may be extended, or your service will be terminated at the discretion of the management. Upon satisfactory completion of the probation period, you will be confirmed. However, you will continue to be on probation until your services are confirmed in writing."
Please contact for all HR rules, policies, etc., at [Email Removed For Privacy Reasons] - HR Consultant - 13.4.16
Regards
From India, Mumbai
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The normal policy followed by many companies is to include a clause on confirmation in the appointment order itself, which is given to the employee when they join for duty. This ensures that everything is communicated in writing. The company should keep a copy of the appointment order along with the acknowledgment of acceptance of all the terms and conditions.
A standard clause is reproduced below for information, reference, and guidance. I hope it is useful.
"Initially, your appointment will be for a probation period of six months from the date of your joining. If your performance and progress during the probation period are not found to be satisfactory, the probation period may be extended, or your service will be terminated at the discretion of the management. Upon satisfactory completion of the probation period, you will be confirmed. However, you will continue to be on probation until your services are confirmed in writing."
Please contact for all HR rules, policies, etc., at [Email Removed For Privacy Reasons] - HR Consultant - 13.4.16
Regards
From India, Mumbai
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Understanding Probation Periods and Confirmation Letters
Refer to your appointment letter, as the probation period varies from company to company. Yes, in some cases, the company can extend the probation period, but the employee should be informed earlier. If you have completed the probation period mentioned in the appointment letter and have not received any communication about an extension, you can talk to the company's HR about it.
Some companies take advantage of the probation clause by stating that if any employee is not performing well, they can be terminated without notice during the probation period. Therefore, it is better to have an appointment letter to avoid such scenarios in the future.
All the best.
From India, Mohali
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Refer to your appointment letter, as the probation period varies from company to company. Yes, in some cases, the company can extend the probation period, but the employee should be informed earlier. If you have completed the probation period mentioned in the appointment letter and have not received any communication about an extension, you can talk to the company's HR about it.
Some companies take advantage of the probation clause by stating that if any employee is not performing well, they can be terminated without notice during the probation period. Therefore, it is better to have an appointment letter to avoid such scenarios in the future.
All the best.
From India, Mohali
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Appointment Letter to an Employee for fixed period.doc