Recently, we came across a video about probation and insights into unjustifiable terminations during the probation period. Usually, many employees overlook these clauses when signing their employee offer letters.
Under the terms of the contract, there was a further period of probation. During the probation period, the Company could terminate the employee's service without notice and without assigning any reason. After the completion of the probation period, either party could terminate the contract with a 3-month notice without assigning any reason. The Company could also terminate employment by providing three months' salary in lieu of notice.
On the other hand, an employee who has completed 240 days of continuous service is entitled to protection under labor laws. Non-compliance with retrenchment provisions could lead to reinstatement with back-wages, as per The Industrial Disputes Act, 1947.
Probation is an observatory period. A candidate is kept in an incubation cradle, and their performance is scrutinized using a 360-degree vision. Various aspects such as behavior, productivity, interpersonal relationships, attitude, mindset, immersion in the company's work, skill dominance, and output are evaluated.
Regarding forced resignations during the 240-day probation period, there are specific concerns and potential relief measures that vary based on the circumstances, such as exam requirements and working conditions. It's essential to understand the applicable laws and regulations in such situations.
It's crucial for both employees and employers to be aware of their rights and obligations during the probation period to ensure fair treatment and adherence to legal requirements. Seeking guidance from legal experts or relevant authorities can provide clarity on specific cases and potential remedies.
For further information and assistance on private employee protection during probation or training period unjustified termination cases, it is advisable to consult legal professionals or relevant resources to understand the legal implications and available recourse options.
Michael George
VOIP - Voice of Information Technology Professionals
9444764983
[Note: The provided Facebook and email links have been retained for contact purposes.]
**Location**: Chennai, India
employee protection, Country-India, industrial disputes act, probation period, industrial disputes, labour laws, 360-degree, termination clause, probation extension, probation clause, City-India-Chennai
From India, Chennai
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1Under the terms of the contract, there was a further period of probation. During the probation period, the Company could terminate the employee's service without notice and without assigning any reason. After the completion of the probation period, either party could terminate the contract with a 3-month notice without assigning any reason. The Company could also terminate employment by providing three months' salary in lieu of notice.
On the other hand, an employee who has completed 240 days of continuous service is entitled to protection under labor laws. Non-compliance with retrenchment provisions could lead to reinstatement with back-wages, as per The Industrial Disputes Act, 1947.
Probation is an observatory period. A candidate is kept in an incubation cradle, and their performance is scrutinized using a 360-degree vision. Various aspects such as behavior, productivity, interpersonal relationships, attitude, mindset, immersion in the company's work, skill dominance, and output are evaluated.
Regarding forced resignations during the 240-day probation period, there are specific concerns and potential relief measures that vary based on the circumstances, such as exam requirements and working conditions. It's essential to understand the applicable laws and regulations in such situations.
It's crucial for both employees and employers to be aware of their rights and obligations during the probation period to ensure fair treatment and adherence to legal requirements. Seeking guidance from legal experts or relevant authorities can provide clarity on specific cases and potential remedies.
For further information and assistance on private employee protection during probation or training period unjustified termination cases, it is advisable to consult legal professionals or relevant resources to understand the legal implications and available recourse options.
Michael George
VOIP - Voice of Information Technology Professionals
9444764983
[Note: The provided Facebook and email links have been retained for contact purposes.]
**Location**: Chennai, India
employee protection, Country-India, industrial disputes act, probation period, industrial disputes, labour laws, 360-degree, termination clause, probation extension, probation clause, City-India-Chennai
From India, Chennai
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Appointment Letter to an Employee for fixed period.doc