I have some queries regarding the probationary period. Please help me with information regarding this.
Our company has a probationary period (PP) of 1 year. I think this is too long and would like to propose to change it to 6 months or 3 months. Before that, please clarify my doubts:
- Generally, how long is the PP?
- On what factors is the duration of PP decided?
- Is there any minimum PP?
- Can the PP be extended later? Can it be 1 year also?
- Can we increase the salary during the PP?
- What are the legalities in sacking employees during PPs? Any other information regarding this is also most welcome.
I know I have asked too many questions, but seniors, please be patient! :-)
From India, Visakhapatnam
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Our company has a probationary period (PP) of 1 year. I think this is too long and would like to propose to change it to 6 months or 3 months. Before that, please clarify my doubts:
- Generally, how long is the PP?
- On what factors is the duration of PP decided?
- Is there any minimum PP?
- Can the PP be extended later? Can it be 1 year also?
- Can we increase the salary during the PP?
- What are the legalities in sacking employees during PPs? Any other information regarding this is also most welcome.
I know I have asked too many questions, but seniors, please be patient! :-)
From India, Visakhapatnam
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Hi,
The probation period is generally 6 months in most companies. However, you can extend this period to one or two years as well. This period is for you to determine his suitability to be confirmed in a permanent post. Therefore, you are effectively examining his suitability for this role. The time taken to arrive at the "right decision" is at your discretion, which means your feedback should be consistent and value-based to make the choice.
Remember, a person on probation cannot be dismissed during this period, only at the end. You have the option to extend the probation period and provide increases in payments.
HRG-Rajaram
From United States
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6The probation period is generally 6 months in most companies. However, you can extend this period to one or two years as well. This period is for you to determine his suitability to be confirmed in a permanent post. Therefore, you are effectively examining his suitability for this role. The time taken to arrive at the "right decision" is at your discretion, which means your feedback should be consistent and value-based to make the choice.
Remember, a person on probation cannot be dismissed during this period, only at the end. You have the option to extend the probation period and provide increases in payments.
HRG-Rajaram
From United States
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Hi hrx_pbs,
I agree with the views of Rajaram and differ on some issues:
Probation is a period for both parties, namely the employer and employee, to check the suitability with each other; trying to align the goals with the organizational ones. In other words, it is a testing period for both parties, especially to acclimatize each other.
Both parties have the right to resign by providing each other with a notice period of, say, 15 days to a month. If circumstances demand, the organization can ask the probationer to leave the organization, especially concerning matters related to finances or behavior/attitude.
Regards,
Rajat
From India, Pune
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I agree with the views of Rajaram and differ on some issues:
Probation is a period for both parties, namely the employer and employee, to check the suitability with each other; trying to align the goals with the organizational ones. In other words, it is a testing period for both parties, especially to acclimatize each other.
Both parties have the right to resign by providing each other with a notice period of, say, 15 days to a month. If circumstances demand, the organization can ask the probationer to leave the organization, especially concerning matters related to finances or behavior/attitude.
Regards,
Rajat
From India, Pune
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Thankyou Mr. Rajaram and Mr. Rajat. It is so good to see you all reviewing these questions in 'talk to seniors' frequently and answering our queries. Regards, Smita
From India, Visakhapatnam
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From India, Visakhapatnam
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Dear hrx_pbs,
If you are talking about the legality of the probationary period, it can be incorporated in the Certified Standing Orders under the Industrial Employment Standing Orders Act. The period, terms, and conditions can be fixed and incorporated in the Standing Orders to give it a legal angle in a broader sense, unlocking it from the individual and organizational problem.
I agree with Rajat, but I differ with hrg to the extent that you can terminate or a probationer can resign during the probationary period, which is usually mentioned in the contract and is present in almost all companies. The total length of the probation, including normal and extension, should be determined. It is totally up to the Management to determine the same.
I would only like to state that if you want to reduce the period, first, you must try to find out why it is kept at one year, and only after that, you can justify the reduction. Otherwise, feelings and opinions should not be a part of the policy-making process unless supported by solid reasons and facts; any deviation will create a precedent that will be counterproductive in the long run.
Regards,
SC
From India, Thane
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If you are talking about the legality of the probationary period, it can be incorporated in the Certified Standing Orders under the Industrial Employment Standing Orders Act. The period, terms, and conditions can be fixed and incorporated in the Standing Orders to give it a legal angle in a broader sense, unlocking it from the individual and organizational problem.
I agree with Rajat, but I differ with hrg to the extent that you can terminate or a probationer can resign during the probationary period, which is usually mentioned in the contract and is present in almost all companies. The total length of the probation, including normal and extension, should be determined. It is totally up to the Management to determine the same.
I would only like to state that if you want to reduce the period, first, you must try to find out why it is kept at one year, and only after that, you can justify the reduction. Otherwise, feelings and opinions should not be a part of the policy-making process unless supported by solid reasons and facts; any deviation will create a precedent that will be counterproductive in the long run.
Regards,
SC
From India, Thane
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Hi,
As a general statement, I can say that organizations have full freedom to determine the probation period in any industry. Generally, the probation period is 6 months in the manufacturing industry. If the candidate joins as a trainee, then it can be for 1 year. After the confirmation assessment during the 5th month, based on the employee's performance, he can be confirmed, terminated, or the probation period can be extended for a further 3 months (generally). Salary will need to be paid during the probation period, but the employee will not be eligible to claim any medical benefits or LTA. Leave rules will also be different from regular employees.
You can contact me for any further details at 98661 26685, Hyderabad.
Regards,
Prabhakar Ch
From India, Hyderabad
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As a general statement, I can say that organizations have full freedom to determine the probation period in any industry. Generally, the probation period is 6 months in the manufacturing industry. If the candidate joins as a trainee, then it can be for 1 year. After the confirmation assessment during the 5th month, based on the employee's performance, he can be confirmed, terminated, or the probation period can be extended for a further 3 months (generally). Salary will need to be paid during the probation period, but the employee will not be eligible to claim any medical benefits or LTA. Leave rules will also be different from regular employees.
You can contact me for any further details at 98661 26685, Hyderabad.
Regards,
Prabhakar Ch
From India, Hyderabad
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Essentially, probation is a period where you are tested to see if you can survive at the level you are currently placed. The duration of probation should be at least 3 months, but depending on the type of job and its requirements, it can extend up to a maximum of 2 years. No company should take more than 2 years to assess an individual's performance.
From India
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From India
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It is general practice that most companies follow a probation period of 6 months. An extended period may be another three months. Concerning termination during the probation period, you can find a clause in the appointment letter (with notice or without notice).
From India, Gurgaon
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From India, Gurgaon
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Notice Period Extension Letter Format.doc