One of our employees was given promotion. The promoted employee was put on probation for one year in order to assess his suitability for the promoted grade. After periodical appraisal, the Management found him not suitable to the promoted grade and hence, it is being decided to revert him back to the Grade to which he holds prior to the promotion. In this case, he was given salary revision at the time promotion according to the Grade to which he was given promotion. In the office order issued to him a clause was there that he would be reverted back to the original position, if his performance is not satisfactory. But, the salary aspect the order was silent. In this matter, whether the management can refix the salary to the grade to which the employee hold prior to promotion. Request experts views in this mater please.
From India, Mumbai
25From India, Mumbai
Dear Colleague,
If the person was not found fit for the promoted post and he is to be reverted to his earlier post, it follows that he is not entitled for the salary and benefits of the promoted post on his reversal even though letter of promotion is silent.
But it is uncommon practice to promote someone on probation and reflects badly on the ability of decision makers to assess the capabilities.
In this situation, however justified his reverting may be, the person will live with bad taste of failure throughout and may be highly demotivated.
Notwithstanding the terms of letter of promotion , can he be put on PIP (Performance Improvement Plan )and give him fair opportunity to show distinct improvement in identified areas of his performance?
Just another way of looking at it.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
If the person was not found fit for the promoted post and he is to be reverted to his earlier post, it follows that he is not entitled for the salary and benefits of the promoted post on his reversal even though letter of promotion is silent.
But it is uncommon practice to promote someone on probation and reflects badly on the ability of decision makers to assess the capabilities.
In this situation, however justified his reverting may be, the person will live with bad taste of failure throughout and may be highly demotivated.
Notwithstanding the terms of letter of promotion , can he be put on PIP (Performance Improvement Plan )and give him fair opportunity to show distinct improvement in identified areas of his performance?
Just another way of looking at it.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
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Employee Appraisal Form new.doc