I am working in a PSU. We have to serve one year of the training period and six months of probation before finalizing. As our training did not complete on time, I was in training for one year and 4 months. However, the letter issued to me was backdated, confirming that I completed my training in exactly one year. The issue now arises as my probation started after one year and 4 months. Therefore, in reality, I was in the training + probation period for 1 year and 10 months, which seems incorrect to me as I should have completed it in 1 year and 6 months. I did not receive any letter confirming my training extension in between. Now, I intended to apply for a company after 1 year and 8 months, but I am not allowed to do so as I am on probation as per the order. Please resolve the problem.
From India, New Delhi
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From India, New Delhi
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If there is such a clause in the appointment orders that relinquishment/resignation of the job would be permitted only after successful completion of the training and probation period, nothing illegal in it. But forbidding the application for any job outside the company through the proper channel while undergoing probation may not be correct when there is an unofficial extension of the training period.
Though such a long duration of training the prospective employee involves the investment of money and time of the employer, there would be no justification for forbidding the employee from applying for a better job. If the employee has to leave before completion of his probation period, the employer can demand a refund of the entire training cost as liquidated damages.
Therefore, it is better that the poster discloses the relevant clause relating to training and the period of probation as exactly mentioned in the appointment orders and the fact whether he executed any employment/service bond before joining the training.
From India, Salem
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6108Though such a long duration of training the prospective employee involves the investment of money and time of the employer, there would be no justification for forbidding the employee from applying for a better job. If the employee has to leave before completion of his probation period, the employer can demand a refund of the entire training cost as liquidated damages.
Therefore, it is better that the poster discloses the relevant clause relating to training and the period of probation as exactly mentioned in the appointment orders and the fact whether he executed any employment/service bond before joining the training.
From India, Salem
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Bond of Employment.doc
Bond in employment.pdf