Dear senior
Hi i am in little confusion with probation period issue, employees are in probation means , company just want to check that employees is suitable for that job or not ? So why he will not be eligible for other benefit . like leave , casual leave , sick leave, earned leave on prorated basis.
for enrollment in provident fund and Esic . if employee is in six month or eight month probation period , i'e he will be in enroll after completion of 6 or 8 month probation period. is it o.k ?
then when we will show his/ her joining date as asked in both .?
please clarify my issue
regards
Shailendra kumar sharma
From India, Lucknow
Hi i am in little confusion with probation period issue, employees are in probation means , company just want to check that employees is suitable for that job or not ? So why he will not be eligible for other benefit . like leave , casual leave , sick leave, earned leave on prorated basis.
for enrollment in provident fund and Esic . if employee is in six month or eight month probation period , i'e he will be in enroll after completion of 6 or 8 month probation period. is it o.k ?
then when we will show his/ her joining date as asked in both .?
please clarify my issue
regards
Shailendra kumar sharma
From India, Lucknow
Employees who have joined as a probationer will come under the purview of beneficial legislatures like ESI Act and EPF & MP Act. If a person works for even 1 day, he will be covered under the ESI Act if the act itself is applicable to the establishment.
However, appointment on probationary basis does not give you right of permanent appointment. After the completion of probationary period, the company has either to appoint the appoint the employee permanently or reject/ terminate him. Dragging the service of an employee under probation for a long period in order to deprive him of this legal status is treated as unfair labour practice.
Check www.labourlawhub.com for more information.
From India, Kolkata
243However, appointment on probationary basis does not give you right of permanent appointment. After the completion of probationary period, the company has either to appoint the appoint the employee permanently or reject/ terminate him. Dragging the service of an employee under probation for a long period in order to deprive him of this legal status is treated as unfair labour practice.
Check www.labourlawhub.com for more information.
From India, Kolkata
Hi,
As per the labour law concern, He should eligible for statutory benefits like PF, ESI, because in the first salary itself he will be contributing for PF and ESI benefits. The leave eligibility again it’s depend on the company policy.
Probationary employee can avail SL with proper documentation to HoD and HR.
Regards,
Avinash Rao
From India , Bangalore
As per the labour law concern, He should eligible for statutory benefits like PF, ESI, because in the first salary itself he will be contributing for PF and ESI benefits. The leave eligibility again it’s depend on the company policy.
Probationary employee can avail SL with proper documentation to HoD and HR.
Regards,
Avinash Rao
From India , Bangalore
DoJ will be actual DOJ itself, right from day 1, not after completion of probation.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.
From India, Bangalore
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.
From India, Bangalore
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Legal Clarification on Severance Dues & Probation Period.PDF
Notice Period Issue.zip