Hello Everybody, I just want to know the process of termination during probationary period.Pls help me. With Best Regards, Irin
From Bangladesh, Dhaka
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1From Bangladesh, Dhaka
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Before terminating, you should provide all possible avenues to improve the performance of the probationer. If they still do not show improvement, you should communicate the same to them both orally and in writing.
From India, Pune
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From India, Pune
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Reference to Mr. Prashant's views, a look at the decision of Punjab and Haryana High Court in President, Vidyapeeth v. Presiding Officer decided in 2013 can be given. However, as per the Delhi Shops and Establishment Act, if a probationer who is an employee has completed more than three months of continuous service, he shall be given one month's notice.
Thanks,
Sushil
From India, New Delhi
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Thanks,
Sushil
From India, New Delhi
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Communicate on record in writing under proper acknowledgment and support to bring improvements..... before issuing termination order.
From India, Chandigarh
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From India, Chandigarh
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Dear Irin,
In your appointment letter, it should be clearly mentioned that there is no notice required from either the employee or the employer. It is for both parties to decide whether to serve notice or not. I completely agree with Mr. Prashant's opinion.
From India, Mumbai
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In your appointment letter, it should be clearly mentioned that there is no notice required from either the employee or the employer. It is for both parties to decide whether to serve notice or not. I completely agree with Mr. Prashant's opinion.
From India, Mumbai
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Definition of a probation period is that a person is employed temporarily against a clear-cut permanent position in the organization after undergoing the hiring procedure. Usually, the period is six months where the employee has to render the services to the satisfaction of the employer.
Now, this clause "to the satisfaction of the employer" is very difficult to interpret as to what will satisfy the employer and mostly the employee is not promoted to a permanent position if the company does not want him, by giving a week's notice or a month as the case may be, even without providing any valid reason for the same.
From Qatar, Doha
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Now, this clause "to the satisfaction of the employer" is very difficult to interpret as to what will satisfy the employer and mostly the employee is not promoted to a permanent position if the company does not want him, by giving a week's notice or a month as the case may be, even without providing any valid reason for the same.
From Qatar, Doha
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Legal Clarification on Severance Dues & Probation Period.PDF
Appointment Letter to an Employee for fixed period.doc