Hello seniors,
Please guide me through the scenario of appointment letters. When should the letter be issued, and what terms should be mentioned in it? Also, please clarify whether it should be issued after the probation period or at the time of joining.
Thank you.
From India, New Delhi
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2Please guide me through the scenario of appointment letters. When should the letter be issued, and what terms should be mentioned in it? Also, please clarify whether it should be issued after the probation period or at the time of joining.
Thank you.
From India, New Delhi
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Hi Divya,
Appointment letters should be issued at the time of joining. After confirmation, you shall issue Appointment Confirmation Letters. It should contain all the policies of the organization like the Leave Policy, Management Policy, Terms & Conditions, Relieving & Termination Policy, and Wages Break-up. Terms & Conditions relate to the confidential agreement, etc.
:)
From India, Bangalore
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Appointment letters should be issued at the time of joining. After confirmation, you shall issue Appointment Confirmation Letters. It should contain all the policies of the organization like the Leave Policy, Management Policy, Terms & Conditions, Relieving & Termination Policy, and Wages Break-up. Terms & Conditions relate to the confidential agreement, etc.
:)
From India, Bangalore
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Hi Divya,
An appointment letter is the confirmation from the employer to the employee that he/she has been selected for a particular position. The issuance of the appointment letter depends on the company's practices; some companies issue it at the time of joining or during the onboarding process, while others wait until the completion of the probation period. It should include Standard Operating Procedures, Compensation & Benefits, Leave details, Separation formalities, and Probation details.
From India, Lucknow
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An appointment letter is the confirmation from the employer to the employee that he/she has been selected for a particular position. The issuance of the appointment letter depends on the company's practices; some companies issue it at the time of joining or during the onboarding process, while others wait until the completion of the probation period. It should include Standard Operating Procedures, Compensation & Benefits, Leave details, Separation formalities, and Probation details.
From India, Lucknow
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Hello Mr. Jeev Ratanam & Mr. Anoop,
Thank you so much for the valuable feedback; it is much appreciated. However, I would like to receive more details. For instance, when the candidate is selected, I issue them an offer letter. At the time of joining, when the documents are submitted, I ask them to sign the offer letter. Is this the right way, or should I provide it after the probation period?
Thank you.
From India, New Delhi
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Thank you so much for the valuable feedback; it is much appreciated. However, I would like to receive more details. For instance, when the candidate is selected, I issue them an offer letter. At the time of joining, when the documents are submitted, I ask them to sign the offer letter. Is this the right way, or should I provide it after the probation period?
Thank you.
From India, New Delhi
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Appointment letter should be given at the time of joining. Before joining offer letter shall be given.
From India, Bangalore
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From India, Bangalore
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I fully agree with Jeevarathnam. An offer letter has to be given while offering a job, an appointment letter has to be given at the time of joining the company, and a confirmation letter upon successful completion of the probation.
Saji
From India, Ahmadabad
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Saji
From India, Ahmadabad
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Hi Divya,
Tully said by Jeevarathnam P, please note, after the selection of a candidate, HR will mail or post an Offer letter, indicating his selection for the post, the time period to join, the finalized package, and the place to report.
After joining, preferably on the very 1st day, issue an appointment letter, get one copy signed as received, and file it in his personal file. In the appointment letter, mention the probation period and include the clause that "after successful completion of the probation period, your service will be confirmed."
The following are the general points to be covered in the Appointment letter:
1. Name, Address, and contact details of the candidate
2. Post Offered, Pay package, perks
3. Place of work
4. Terms and conditions and rules to be followed during employment
5. Notice period required
6. Signature of the competent authority to issue the appointment letter
7. Signature of the new joiner as acceptance
Issue a Confirmation letter on completion of the probation period after reviewing his performance and noting his superior's feedback. If the performance is not satisfactory, then two options may be considered:
1. Extension of the probation period further for the said/mentioned period,
2. Service termination letter mentioning his unsuitability for the post or non-performance, as the case may be.
I hope this helps.
Thanks,
Dilip Bhandari
HR Manager
From India, Surat
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Tully said by Jeevarathnam P, please note, after the selection of a candidate, HR will mail or post an Offer letter, indicating his selection for the post, the time period to join, the finalized package, and the place to report.
After joining, preferably on the very 1st day, issue an appointment letter, get one copy signed as received, and file it in his personal file. In the appointment letter, mention the probation period and include the clause that "after successful completion of the probation period, your service will be confirmed."
The following are the general points to be covered in the Appointment letter:
1. Name, Address, and contact details of the candidate
2. Post Offered, Pay package, perks
3. Place of work
4. Terms and conditions and rules to be followed during employment
5. Notice period required
6. Signature of the competent authority to issue the appointment letter
7. Signature of the new joiner as acceptance
Issue a Confirmation letter on completion of the probation period after reviewing his performance and noting his superior's feedback. If the performance is not satisfactory, then two options may be considered:
1. Extension of the probation period further for the said/mentioned period,
2. Service termination letter mentioning his unsuitability for the post or non-performance, as the case may be.
I hope this helps.
Thanks,
Dilip Bhandari
HR Manager
From India, Surat
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