Dear All, I work in a pvt. real estate firm, where probation period is 6 mnths for all. Confirmation letters are issued by HR post approval of Management.
But many a times HR is instructed by Mgmt. to keep the confirmation on Hold for specific employees citing dissatisfaction of work. Therefore these employees are issued 'Letters' very late, sometimes months after completion of probation period. While issuing confirmation for such employees, what steps should HR take care of? Can we put the actual date of confirmation or the present date of confirmation? Friends, pls let me know. Thanks
From India, Ahmadabad
But many a times HR is instructed by Mgmt. to keep the confirmation on Hold for specific employees citing dissatisfaction of work. Therefore these employees are issued 'Letters' very late, sometimes months after completion of probation period. While issuing confirmation for such employees, what steps should HR take care of? Can we put the actual date of confirmation or the present date of confirmation? Friends, pls let me know. Thanks
From India, Ahmadabad
It is advisable to give extension of probation for a further period of 3-6 months depending upon the remarks received from the Line Manager/Management. Thereafter give confirmation of the present date.
From India, Ahmadabad
734From India, Ahmadabad
Dear VPG,
For confirmation of employee(s) on time you can send a mail or give the hard copy of confirmation approval letter to the Immediate boss of that employee(s) who is going to complete his probation. if the put remarks like 6 month extension you follow 6 month extension other wise they recommended for confirmation you can prepare the confirmation letter and get approval of the management.
Thanks and Regards
From India, Ranchi
For confirmation of employee(s) on time you can send a mail or give the hard copy of confirmation approval letter to the Immediate boss of that employee(s) who is going to complete his probation. if the put remarks like 6 month extension you follow 6 month extension other wise they recommended for confirmation you can prepare the confirmation letter and get approval of the management.
Thanks and Regards
From India, Ranchi
Hello VPG,
Instead of holding on of the confirmation letter and having a dilemma about the date of confirmation to be put on the letter, we can make it simpler.
Issue appointment letters to the new joinees with the clause that they'd be under probation for 6 months. However, company has a right to extend the probation period by further 1-3 months depending on the performance level of the person.
Once you have put this clause in your appointment letter, you can issue extension of probation letter if they do not qualify at the end of the probation period stipulated to them. So if someone's performance is not upto mark, talk to the line manager and ask his considerations on how long should the probation be extended and accordingly give the extension of probation letter. The date on the letter would be of the next working day after the day on which he completes his probation.
Once he qualifies the extended probationary period you can issue the confirmation letter stating the date on which he or she is confirmed with the company.
Kindly note that probation period as well as extended proabtion period would be considered while calcuating gratuity.
The only benefit one can avail in the probation period (employer side) are-
1. Notice period (both the sides) is around of 1 week or 10 days.
2. The employee has no paid leaves in probation except 5 days leaves for every 2 months that he/she worked.
All other obligations are very much applied to a probationer as well.
Hope it was able to guide you better. :-)
From India, Mumbai
Instead of holding on of the confirmation letter and having a dilemma about the date of confirmation to be put on the letter, we can make it simpler.
Issue appointment letters to the new joinees with the clause that they'd be under probation for 6 months. However, company has a right to extend the probation period by further 1-3 months depending on the performance level of the person.
Once you have put this clause in your appointment letter, you can issue extension of probation letter if they do not qualify at the end of the probation period stipulated to them. So if someone's performance is not upto mark, talk to the line manager and ask his considerations on how long should the probation be extended and accordingly give the extension of probation letter. The date on the letter would be of the next working day after the day on which he completes his probation.
Once he qualifies the extended probationary period you can issue the confirmation letter stating the date on which he or she is confirmed with the company.
Kindly note that probation period as well as extended proabtion period would be considered while calcuating gratuity.
The only benefit one can avail in the probation period (employer side) are-
1. Notice period (both the sides) is around of 1 week or 10 days.
2. The employee has no paid leaves in probation except 5 days leaves for every 2 months that he/she worked.
All other obligations are very much applied to a probationer as well.
Hope it was able to guide you better. :-)
From India, Mumbai
Dear Sir,
Please kindly guide below matter,
i have finish my probation period before 2 month but i have not recieved any type of intimation till today.
no extend or conformation latter given by HR in any form.
so pls guide and please tell me about goverment laws for perticuller issue.
Thanks,
Hardik Patel,
From India, Pune
Please kindly guide below matter,
i have finish my probation period before 2 month but i have not recieved any type of intimation till today.
no extend or conformation latter given by HR in any form.
so pls guide and please tell me about goverment laws for perticuller issue.
Thanks,
Hardik Patel,
From India, Pune
If confirmation letter is not given, you can ask the employer/HR to issue the confirmation letter. As per law if no extension is granted before the completion of the probation it is assumed to be confirmed.
From India, Ahmadabad
From India, Ahmadabad
If need arise to extend the probation period it has to be communicated before the expiry of such extension. If no communication even after the expiry of probation it is assumed to be confirmed employee. All terms of probationary will be applicable till the last date of probation period, thereafter the terms will be as per the terms of confirmation. You can demand the confirmation letter and the HR has to give you the confirmation letter, but few company does not give such letter because most of the terms of probation and confirmation remains same except the termination clause.
From India, Ahmadabad
From India, Ahmadabad
Can you pls share any document where it is mentioned that it is not mandatory to give confirmation letter to the company. it is assumed to be confirmed if employee does not receive any extension before probation.
From India, Ahmedabad
From India, Ahmedabad
Dear Sir ,
Recently I mail to our Deputy General Manager for above query but no replay given.
Then After Replay is came from bottom panel of DGM that now company name is changed from older one so we have issued conforming current probation ended employees.
How can i appreciate above matter it is true or not or just a temparary only.
So requested you to guide accordingly.
Thanks & Regards,
Hardik0119
From India, Pune
Recently I mail to our Deputy General Manager for above query but no replay given.
Then After Replay is came from bottom panel of DGM that now company name is changed from older one so we have issued conforming current probation ended employees.
How can i appreciate above matter it is true or not or just a temparary only.
So requested you to guide accordingly.
Thanks & Regards,
Hardik0119
From India, Pune
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Confirmation Letter.doc