Dear Friend,
It is not understood why organizations fail to judge the performance of employees during the probation period, which may be 30 days or any fixed number of days. Most organizations explicitly use this probation clause in an exploitative manner, putting people's lives at stake because the job market is volatile.
It is always a good thing to remove bad and unproductive people while retaining good and productive individuals. It is appreciated when tasks are completed within the specified time frame. You have reached a decision that some employees will be kept under extended probation, while others will be terminated due to serious performance and behavior issues.
As per the terms of your organization, candidates were not informed that the probation period could be extended for an additional X days before being considered for regular employment. Services can be terminated even after the extended probation period if performance is deemed unsatisfactory. Due to the clause allowing termination without reason with one month's notice or gross salary in lieu of notice on either side, it raises the question of whether confirmation is implied if not communicated at the end of the extended probation period. Dear friend, time and space matter.
I can only advise you to take a lenient view by requesting resignations from employees you wish to terminate and providing them with notice pay. It is essential to consider the opinions expressed by senior forum members to determine what is best for your organization.
From India, Mumbai
Acknowledge(0)
Amend(0)
654It is not understood why organizations fail to judge the performance of employees during the probation period, which may be 30 days or any fixed number of days. Most organizations explicitly use this probation clause in an exploitative manner, putting people's lives at stake because the job market is volatile.
It is always a good thing to remove bad and unproductive people while retaining good and productive individuals. It is appreciated when tasks are completed within the specified time frame. You have reached a decision that some employees will be kept under extended probation, while others will be terminated due to serious performance and behavior issues.
As per the terms of your organization, candidates were not informed that the probation period could be extended for an additional X days before being considered for regular employment. Services can be terminated even after the extended probation period if performance is deemed unsatisfactory. Due to the clause allowing termination without reason with one month's notice or gross salary in lieu of notice on either side, it raises the question of whether confirmation is implied if not communicated at the end of the extended probation period. Dear friend, time and space matter.
I can only advise you to take a lenient view by requesting resignations from employees you wish to terminate and providing them with notice pay. It is essential to consider the opinions expressed by senior forum members to determine what is best for your organization.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi, could anyone of you learned explain to me that I have worked for more than 14 years uninterrupted service in a private college as an assistant professor and recently been promoted to a senior level? When I demanded an appointment letter, I received a letter in which my past experience with the same college is not mentioned, nor is it stated that I have been promoted. Instead, it is mentioned that, as per the recommendation of the committee, I am appointed as a professor for a probation period of one year. Additionally, it is stated that this appointment will be effective from the date of joining. I need the promotional appointment letter for university guide purposes.
A joining letter prepared by a college official mentions a one-year probation period, and a one-month notice will be applicable to both parties, which they are forcing me to sign. Could this be appropriate, or would it affect my continuity of service, seniority, and other benefits accordingly? Please guide.
Thanks
From India, Indore
Acknowledge(0)Amend(0)
A joining letter prepared by a college official mentions a one-year probation period, and a one-month notice will be applicable to both parties, which they are forcing me to sign. Could this be appropriate, or would it affect my continuity of service, seniority, and other benefits accordingly? Please guide.
Thanks
From India, Indore
Acknowledge(0)Amend(0)
The use of the term áppointed' is indeed a misnomer though many organisations are using such a term. The usage of the term appointment does not mean that it is fresh appointment since there is no termination of previous appointment. There is a term called 'Substantive Appointment' in Govt. organisations i.e. the confirmed post held by you before being selected as Professor. Now you are on probation, in case you are found unfit for being a Professor you will go back to your substantive post, i.e., the post on which you have a lien. On being found fit to be a Professor your substantive appointment too changes as Professor. So there is a continuity in your service from day 1 and your overall seniority is maintained. The seniority on the post of Professor will be from the day you assume the post.
These are the ways in which government organisation work in case your college has separate rules, it will have to be considered.
From India, Mumbai
Acknowledge(0)Amend(0)
These are the ways in which government organisation work in case your college has separate rules, it will have to be considered.
From India, Mumbai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.