Dear Seniors,
Request you to please guide for the following query :
If the employee signs the bond for 2 years with organization and completes 6 months probation, in this case should be give him or her the confirmation letter? Performance of employee is satisfactory.
Kindly guide,
Thanks in advance
From India, Pune
Request you to please guide for the following query :
If the employee signs the bond for 2 years with organization and completes 6 months probation, in this case should be give him or her the confirmation letter? Performance of employee is satisfactory.
Kindly guide,
Thanks in advance
From India, Pune
Hi Dear,
It is fully depen on signed bond and Oppointment letter given to partilcular employee.
If you can elaborate the terms and condition of both documents then will able to guide you.
Thanks,
Sandeep Patil
From India, Pune
17It is fully depen on signed bond and Oppointment letter given to partilcular employee.
If you can elaborate the terms and condition of both documents then will able to guide you.
Thanks,
Sandeep Patil
From India, Pune
Hi, If it is tenure based Contract for a fixed period there is no question of confirmation. So please check the terms and conditions of the employment.
From India, Madras
From India, Madras
As Madhu-ji said, bond has nothing to do with confirmation.
But I would like to understand what is the reason you were hesitant on the matter in the first place.
In fact, you should be eager to give him a confirmation so the bond becomes more relevant
From India, Mumbai
But I would like to understand what is the reason you were hesitant on the matter in the first place.
In fact, you should be eager to give him a confirmation so the bond becomes more relevant
From India, Mumbai
This employee needs to be confirmed immediately as has completed the probation period successfully . The signed bond is at it's place and nothing to do with the confirmation, unless until there exists any clause!
From India, Mumbai
From India, Mumbai
The issuance of a confirmation letter to an employee who has completed the probation period depends on the company's policies and practices. Generally, during the probation period, the employer evaluates the employee's performance, conduct, and suitability for the role. At the end of the probation period, the employer decides whether to confirm the employee's employment or extend the probationary period or terminate the employee's services, depending on their assessment.
Here are some common scenarios that organizations follow:
Confirming the Employee: If the employee has successfully completed the probation period, met the required performance standards, and the employer is satisfied with their performance, they are usually issued a confirmation letter. The confirmation letter confirms that the employee's employment is now permanent, subject to the terms and conditions of the employment bond or contract.
Extending the Probation Period: Sometimes, if the employer is not fully satisfied with the employee's performance during the probation period but believes that the employee has the potential to improve, they may extend the probationary period for a specific duration. In such cases, the employee is informed about the extension, and a review is scheduled at the end of the extended period.
Termination of Employment: If the employee's performance during the probation period does not meet the organization's expectations, they may be informed of the termination of their employment as per the terms mentioned in the employment bond or contract.
Since your specific situation involves an employment bond for two years, it is essential to review the terms and conditions mentioned in the bond carefully. Some organizations have specific clauses related to confirmation, probation extension, or termination in the employment bond itself. If you are unsure about the process, it is advisable to consult with the HR department or the relevant authority in your organization to understand the standard practice followed for confirmation after the probationary period.
Here are some common scenarios that organizations follow:
Confirming the Employee: If the employee has successfully completed the probation period, met the required performance standards, and the employer is satisfied with their performance, they are usually issued a confirmation letter. The confirmation letter confirms that the employee's employment is now permanent, subject to the terms and conditions of the employment bond or contract.
Extending the Probation Period: Sometimes, if the employer is not fully satisfied with the employee's performance during the probation period but believes that the employee has the potential to improve, they may extend the probationary period for a specific duration. In such cases, the employee is informed about the extension, and a review is scheduled at the end of the extended period.
Termination of Employment: If the employee's performance during the probation period does not meet the organization's expectations, they may be informed of the termination of their employment as per the terms mentioned in the employment bond or contract.
Since your specific situation involves an employment bond for two years, it is essential to review the terms and conditions mentioned in the bond carefully. Some organizations have specific clauses related to confirmation, probation extension, or termination in the employment bond itself. If you are unsure about the process, it is advisable to consult with the HR department or the relevant authority in your organization to understand the standard practice followed for confirmation after the probationary period.
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