Because of some internal loss, the department I joined as a sales executive closed, and I was shifted to a new department during my 5th month of work. All my work reviews are good, and I am under the same HOD, but now they are saying for a departmental change, they will extend my probation period for 3 months. There are no bad reviews for me, but this is the manager's decision. Is that the right HR policy? Can a departmental change affect my confirmation?
From India, Kolkata
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Response to Query
In the situation described, where you were shifted to a new department during your 5th month of work due to the closure of the department you initially joined as a sales executive, and now face a probation period extension due to a departmental change, it's essential to understand the implications and the relevant HR policies.
Probation Period Extension
- A probation period extension due to a departmental change is not uncommon in organizations. While it may seem challenging, it is within the rights of the employer to extend the probation period under certain circumstances.
- The decision to extend your probation period for 3 months following a departmental change is typically at the discretion of the management and is often based on the need to assess your performance in the new role and department.
HR Policy Considerations
- It is crucial to review your employment contract or company policies regarding probation periods, departmental changes, and extensions to understand the specific guidelines applicable in your situation.
- In India, labor laws such as the Industrial Employment (Standing Orders) Act, 1946, may provide insights into probation period extensions and related matters. However, specific company policies also play a significant role in determining such decisions.
Impact on Confirmation
- While a departmental change and probation period extension may create uncertainty, it does not necessarily imply a negative outcome for your confirmation. If your work reviews have been consistently good and there are no performance issues, the extension may be a procedural step rather than an indication of performance concerns.
- It is advisable to maintain open communication with your manager or HR representative to seek clarity on the reasons behind the extension and to discuss any concerns you may have regarding the impact on your confirmation.
Next Steps
1. Review your employment contract and company policies to understand the provisions related to probation periods and departmental changes.
2. Schedule a meeting with your manager or HR to discuss the extension and seek clarification on the reasons behind the decision.
3. Focus on performing well in your new role during the extended probation period to demonstrate your capabilities and commitment to the organization.
Remember, while changes in the workplace can be challenging, staying proactive and seeking clarity can help navigate such situations effectively.
From India, Gurugram
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74In the situation described, where you were shifted to a new department during your 5th month of work due to the closure of the department you initially joined as a sales executive, and now face a probation period extension due to a departmental change, it's essential to understand the implications and the relevant HR policies.
Probation Period Extension
- A probation period extension due to a departmental change is not uncommon in organizations. While it may seem challenging, it is within the rights of the employer to extend the probation period under certain circumstances.
- The decision to extend your probation period for 3 months following a departmental change is typically at the discretion of the management and is often based on the need to assess your performance in the new role and department.
HR Policy Considerations
- It is crucial to review your employment contract or company policies regarding probation periods, departmental changes, and extensions to understand the specific guidelines applicable in your situation.
- In India, labor laws such as the Industrial Employment (Standing Orders) Act, 1946, may provide insights into probation period extensions and related matters. However, specific company policies also play a significant role in determining such decisions.
Impact on Confirmation
- While a departmental change and probation period extension may create uncertainty, it does not necessarily imply a negative outcome for your confirmation. If your work reviews have been consistently good and there are no performance issues, the extension may be a procedural step rather than an indication of performance concerns.
- It is advisable to maintain open communication with your manager or HR representative to seek clarity on the reasons behind the extension and to discuss any concerns you may have regarding the impact on your confirmation.
Next Steps
1. Review your employment contract and company policies to understand the provisions related to probation periods and departmental changes.
2. Schedule a meeting with your manager or HR to discuss the extension and seek clarification on the reasons behind the decision.
3. Focus on performing well in your new role during the extended probation period to demonstrate your capabilities and commitment to the organization.
Remember, while changes in the workplace can be challenging, staying proactive and seeking clarity can help navigate such situations effectively.
From India, Gurugram
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