We have appointed a staff where the HOD is not convinced that he will be perfect for the job. However, due to the urgency of work, we have appointed him on the condition that we will assess his performance for three months. If it is not up to the mark, we will discontinue his services. If it is satisfactory, then we will continue his services as a permanent employee. In such a case, will the regular appointment letter work after putting the same condition.
From India, Mumbai
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From India, Mumbai
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Dear Archana,
The issuance of the appointment letter and the conditions for the continuity of employment are two separate matters and should not be combined. It is mandatory to issue the appointment letter, whether you place any employee under probation or not. Therefore, you can proceed to issue the appointment letter with the conditions regarding the continuity of services. However, it is important to communicate to the employee how their performance will be measured. This information can be included either in the appointment letter itself or conveyed through a separate communication.
Thanks,
Dinesh Divekar
From India, Bangalore
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8033The issuance of the appointment letter and the conditions for the continuity of employment are two separate matters and should not be combined. It is mandatory to issue the appointment letter, whether you place any employee under probation or not. Therefore, you can proceed to issue the appointment letter with the conditions regarding the continuity of services. However, it is important to communicate to the employee how their performance will be measured. This information can be included either in the appointment letter itself or conveyed through a separate communication.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear colleague,
I suggest the following:
1. Have a discussion and understanding with the candidate that his appointment will be initially on a temporary basis for three months.
2. Convey to him that if his performance is found to be up to the expected standards, his service will be continued with a fresh appointment letter on probation. Otherwise, it will be terminated.
3. Clearly explain his job responsibilities and the expected end results from his performance.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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I suggest the following:
1. Have a discussion and understanding with the candidate that his appointment will be initially on a temporary basis for three months.
2. Convey to him that if his performance is found to be up to the expected standards, his service will be continued with a fresh appointment letter on probation. Otherwise, it will be terminated.
3. Clearly explain his job responsibilities and the expected end results from his performance.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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