It appears the discussion is going off on a tangent and is focused on one point: how a mistake committed by HR can keep an employee happy and generate more productivity, which is not what the queriest sought to know. Does it mean that HR can commit mistakes that can keep employees happy? The queriest's limited purpose is to understand how to rectify a mistake committed in an administrative action. He just wants to know whether mistakes committed inadvertently or honestly can be rectified and the position can be restored to its original status. That's all he wants to know from this forum. The objective is not to demotivate an employee or to deny confirmation when it becomes due to him as per the policy. His concern is to follow the policy and not to breach the policy unknowingly. His concern is that no other employee under probation cites this as precedent and makes demands for early confirmation. His concern is to avoid allegations of bias from other probationers. He can sufficiently explain the position to the employee, make him understand, address any anxiety in the employee about his confirmation, and sustain his motivation. This apart, there are more authentic ways than by committing employee-beneficial mistakes to motivate employees to be more productive.
B. Saikumar
HR & Labor Law Advisor
Mumbai
From India, Mumbai
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1931B. Saikumar
HR & Labor Law Advisor
Mumbai
From India, Mumbai
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Hi,
Though the letter format provided by B. Saikumar was politically correct; I don’t totally agree with the views expressed in his later response.
Not every mistake has to be penalized. But once a mistake is done, it can never be restored to it's original position, without any disturbance in original plan.
The enquirer is aware of the mistake & surely not in position to withdraw or continue with the confirmation letter by himself. Because generally, the confirmation letter is prepared, but not signed by HR. It is done by the management. So, even to issue a apology letter & to take back the confirmation letter would be a management decision.
The discussions in forum above, do provide different views about the options available, which would be definitely considered by the management in this case, before reaching the decision. The forum is just a media to make the enquirer aware of these viable approaches.
I have seen companies confirming the employees before due dates, if it is demanded by the scenario. There is nothing wrong, if management may want to continue with this mistake.
Even though, the HR may have to provide some justifications to the management (Not to the employee), indicating acceptance of the mistake.
Best Regards,
Amod.
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Though the letter format provided by B. Saikumar was politically correct; I don’t totally agree with the views expressed in his later response.
Not every mistake has to be penalized. But once a mistake is done, it can never be restored to it's original position, without any disturbance in original plan.
The enquirer is aware of the mistake & surely not in position to withdraw or continue with the confirmation letter by himself. Because generally, the confirmation letter is prepared, but not signed by HR. It is done by the management. So, even to issue a apology letter & to take back the confirmation letter would be a management decision.
The discussions in forum above, do provide different views about the options available, which would be definitely considered by the management in this case, before reaching the decision. The forum is just a media to make the enquirer aware of these viable approaches.
I have seen companies confirming the employees before due dates, if it is demanded by the scenario. There is nothing wrong, if management may want to continue with this mistake.
Even though, the HR may have to provide some justifications to the management (Not to the employee), indicating acceptance of the mistake.
Best Regards,
Amod.
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Dear Amod,
I respect your views. I have not provided the draft but only suggested an addition to the draft provided by another learned member. However, I read the post of the querier again in the light of your above reply. I observe that he did not ask how to withdraw the confirmation letter but sought to know what would happen if the confirmation letter was issued prematurely. I regret having been carried away by that impression. Therefore, the solutions suggested by all the members are valid in their own right. It is for the querier to follow the one that suits him. Thanks for the response.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
I respect your views. I have not provided the draft but only suggested an addition to the draft provided by another learned member. However, I read the post of the querier again in the light of your above reply. I observe that he did not ask how to withdraw the confirmation letter but sought to know what would happen if the confirmation letter was issued prematurely. I regret having been carried away by that impression. Therefore, the solutions suggested by all the members are valid in their own right. It is for the querier to follow the one that suits him. Thanks for the response.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
Mistakes are bound to happen in workplaces. Do not worry. Issue another communication indicating that the confirmation order was inadvertently issued and the same is not to be considered. Get it duly received with the date by the concerned employee and keep it in records.
From India, Calcutta
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From India, Calcutta
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