Hi Friends,
I have an employee whose probation period has been extended since she has taken 3 days of leave during the probation period. The employee had taken those leave since she was unwell. She has compensated for all of the days by working extra on other days. Her productivity and quality of work is above minimum set standards. The company policy states that an employee is not entitled to take leave during the probation period.
My question to you is - Is it right for a company to extend the probation period of the employee in this case.
Emereen
From India, Mumbai
2I have an employee whose probation period has been extended since she has taken 3 days of leave during the probation period. The employee had taken those leave since she was unwell. She has compensated for all of the days by working extra on other days. Her productivity and quality of work is above minimum set standards. The company policy states that an employee is not entitled to take leave during the probation period.
My question to you is - Is it right for a company to extend the probation period of the employee in this case.
Emereen
From India, Mumbai
Hi,I do not see this as a fair reason to extend probation. Anyone can fall ill, and there is no guarantee to anyone’s health.If it an informed leave, it should have been given.Atul.
From India, Lucknow
From India, Lucknow
Hi,
Management has the right to extent probation period based on the performance; not by number of days.
if u feel her performance is not upto the mark, u can extend, not for taking leave. u have already penalised her by not giving pay for the paticular days. right.
regards
albee
From India, Coimbatore
Management has the right to extent probation period based on the performance; not by number of days.
if u feel her performance is not upto the mark, u can extend, not for taking leave. u have already penalised her by not giving pay for the paticular days. right.
regards
albee
From India, Coimbatore
Dear Eme,
Extending the probation is no issue but it must have concrete grounds. Being absent due to illness is no reason to extend the probation. Though if her performance is not upto mark this can be done and suggested by Albee you can deduct the salary for absence. more over what i feel is that you must give 5-6 days leave during a probation period of six months. this is the practice that we follow in our organisation.
hope you find your solution.
Regards,
Nimisha
From India, Varanasi
Extending the probation is no issue but it must have concrete grounds. Being absent due to illness is no reason to extend the probation. Though if her performance is not upto mark this can be done and suggested by Albee you can deduct the salary for absence. more over what i feel is that you must give 5-6 days leave during a probation period of six months. this is the practice that we follow in our organisation.
hope you find your solution.
Regards,
Nimisha
From India, Varanasi
Hi Emereen,
The company should not extend the probation because of the leaves availed during probation period. As mentioned by other members, she has already been penalised by deduction of the salary. Hence the treatment is not justified if that is the only groud for extention.
Swati
Swati
From India, Bangalore
The company should not extend the probation because of the leaves availed during probation period. As mentioned by other members, she has already been penalised by deduction of the salary. Hence the treatment is not justified if that is the only groud for extention.
Swati
Swati
From India, Bangalore
HI Emereen,The reason which you have mentioned for extending the Probation period of an employee is not a valid one....The Probation of an employee can be extended as mentioned by my other freinds is on :1) the Performance of the Employee during his / her probation period.It actually depends on the Company whether any leaves are sanctioned or no to a employee who is undergoing a probation period.For Example: In my company (manufacturing industry), an employee undergoing a probation period can avail Casual Leave and Sick Leave.For extending an employee's Probation period the HR should have a specific objective or a Confirmation report (which is supposed to be duly filled by the respective department head). if the department head rates the employee's performance below average, then that is the only cause or reason wherein the employee undergoes the extension of the Probation Period.I think i have cleared your doubts....RegardsAnkit09869851356
From India, Mumbai
From India, Mumbai
This may not be a fair reason for the extention of probation. Probation can be extended if performance is not at par with the desired performance, also if there is any grievances against the employee with his attitude towards work or other employees. Also if there is any trouble with the employees character, but not for a couple of leaves taken.
Thanks,
Srinidhi Prasad.
From India, Bangalore
Thanks,
Srinidhi Prasad.
From India, Bangalore
Hi Emereen,
It is good that the particular employee has stretched herself to complete the assigned tasks, still if the policy that employees are not entitled to take leaves, it ha s to be followed.Not extending her probation because of leaves may cause any of the below mentioned problems:
Disparity among employees
Non compliance of policy and process, which could be identified during any internal or external audits.
To overcome the above mentioned prob's, you can get an have a record of an approval from your head for not extending her probation.
Other alternated could be,that she could rewarded for her dedication and committment. You may organise a senior member to send her an appreciation mail or a small reward to keep her morale high.
Hope by this way you can follow the company policy and recognise her as well.
BR,
GVS
From India, Madras
It is good that the particular employee has stretched herself to complete the assigned tasks, still if the policy that employees are not entitled to take leaves, it ha s to be followed.Not extending her probation because of leaves may cause any of the below mentioned problems:
Disparity among employees
Non compliance of policy and process, which could be identified during any internal or external audits.
To overcome the above mentioned prob's, you can get an have a record of an approval from your head for not extending her probation.
Other alternated could be,that she could rewarded for her dedication and committment. You may organise a senior member to send her an appreciation mail or a small reward to keep her morale high.
Hope by this way you can follow the company policy and recognise her as well.
BR,
GVS
From India, Madras
Hi Emereen,
Basically two issues , You have to show that rules have to be followed by all irrespective of whatever position somebody is in (call it EQUITY PRINCIPLE) and secondly somebody who has worked so hard has to be compensated. Follow the equity principle if your organisation is too bureacratic( hope it is not). Alternatively incorporate the provision of leave during probabation period on account of sickness or any other extreme contingency. Since this employee has completed work she should not be penalised financially atleast common sense says so,so take all the facts on file, get approved by higher ups and amend the rule accordingly(possible in bureacratic set up also). Rules are there to make life easy and good HR professional will do that .
Thanks for the post,
Col Virendra
Basically two issues , You have to show that rules have to be followed by all irrespective of whatever position somebody is in (call it EQUITY PRINCIPLE) and secondly somebody who has worked so hard has to be compensated. Follow the equity principle if your organisation is too bureacratic( hope it is not). Alternatively incorporate the provision of leave during probabation period on account of sickness or any other extreme contingency. Since this employee has completed work she should not be penalised financially atleast common sense says so,so take all the facts on file, get approved by higher ups and amend the rule accordingly(possible in bureacratic set up also). Rules are there to make life easy and good HR professional will do that .
Thanks for the post,
Col Virendra
Hi there.
I think that we need to be flexible in our thinking. If an employee is good we need to make reasonable concessions. policies are made by people like you and me after consultations . So if an employee is good i don't see why her probation should be extended (given her reasons).I think they way you describe her, she is an asset ....Keep her. Thanks Patric
From India, Chandigarh
I think that we need to be flexible in our thinking. If an employee is good we need to make reasonable concessions. policies are made by people like you and me after consultations . So if an employee is good i don't see why her probation should be extended (given her reasons).I think they way you describe her, she is an asset ....Keep her. Thanks Patric
From India, Chandigarh
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