Hi Seniors, What should be the notice period during probation and after probation for a very senior position, for someone who’s heading a division? Pls guide.
From India, Faridabad
6From India, Faridabad
The good practice is that there should not be any probation period for senior positions, say AGM & above, as they carry upwards of 15 yrs experience anyways.
However, if u have a policy of taking seniors on probation, during probation NP could be 15 days & on confirmation, it is normally 3 months.
From India, Mumbai
However, if u have a policy of taking seniors on probation, during probation NP could be 15 days & on confirmation, it is normally 3 months.
From India, Mumbai
Hello Meenu,
The purpose of notice period is to give the organization suitable time to find a replacement and to facilitate the necessary knowledge transfer. It is for you to assess how difficult it is to find a replacement for the senior position (by internal promotion or from open market) and how strategically important the position is for the organization.
My suggestion is to have a notice period of 3 months for such positions (irrespective of probation or confirmed position)
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sree
From India, New Delhi
The purpose of notice period is to give the organization suitable time to find a replacement and to facilitate the necessary knowledge transfer. It is for you to assess how difficult it is to find a replacement for the senior position (by internal promotion or from open market) and how strategically important the position is for the organization.
My suggestion is to have a notice period of 3 months for such positions (irrespective of probation or confirmed position)
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sree
From India, New Delhi
Since senior positions involve wide range of functions and responsibilities, they cannot leave thier job at short notice since there shall be suffcient time for the mangment to find a substitute and ensure transfer of work to the new incumbent, it may very between two to three months.
B.Saikumar
HR & Labour law Advisor
Mumbai
From India, Mumbai
B.Saikumar
HR & Labour law Advisor
Mumbai
From India, Mumbai
For the senior positions one month is reasonable during the probation period. After probation should be 3 months.
Pl note that notice period is both ends applicable. Suppose mgt wants to terminate him during probation without notice then he shall be paid notice pay. Clause should be well defined in the appointment letter.Any way his contribution is not much valuable if there is a separation in the short tenure.- HRM Consultants, Pune
From India, Pune
Pl note that notice period is both ends applicable. Suppose mgt wants to terminate him during probation without notice then he shall be paid notice pay. Clause should be well defined in the appointment letter.Any way his contribution is not much valuable if there is a separation in the short tenure.- HRM Consultants, Pune
From India, Pune
Hi:
To the best of my knowledge , during probation 24 hrs notice or maximum of 7 days notice will be sufficient. But with regard to the confirmation employees, every one need to give 3 months notice period till to get a suitable person for the post. But, while giving this three months notice, one must be carefully read the other terms and conditions which are laid down by the Management in the appointment letter. i.e., these 90 days are purely working days and during this course of notice period, if any one happened to avail any kind of leave the shall be accounted for, which means the employee has to work all the ninety working days, which we have to note it.
Regards.
From India, Thane
To the best of my knowledge , during probation 24 hrs notice or maximum of 7 days notice will be sufficient. But with regard to the confirmation employees, every one need to give 3 months notice period till to get a suitable person for the post. But, while giving this three months notice, one must be carefully read the other terms and conditions which are laid down by the Management in the appointment letter. i.e., these 90 days are purely working days and during this course of notice period, if any one happened to avail any kind of leave the shall be accounted for, which means the employee has to work all the ninety working days, which we have to note it.
Regards.
From India, Thane
Hello Meenu,
There is no hard and fast rule for notice period and it depends on what is agreed between the employer and employee under the contract of employment. As you have stated that its a senior person, in such cases normally there is no probation at all, since the person at such level is hired after much research and track record. In-spite of it if the company wants to have a probation period, it is advisable to be limited at 6 months, but most importantly you also need to have a reciprocal clause for immediate severance just in case. Since employees at such senior level either stay for long or if it is not their cup of tea, which is rear though, they leave within weeks. Once such employee crosses even 3-5 months you can safely predict that he will stay for good. Once permanent I suggest 3-6-9 pattern of notice period, which means the employee can choose to give either 3, 6 or 9 months notice depending on his needs, like wise the company can compensate his absence by deducting notice pay of 3 months if he gives notice of 3 months, and not deduct any notice pay if notice is for 6 months. 9 months is very unlikely unless it is mutually agreed between the employee and employer in case a suitable replacement is not available, similarly the employee also can refuse if he has opportunities and cannot wait for more than 3 or 6 months. Senior positions are tricky to handle some times so co-ordinate well with his reporting boss and the employee while framing the clauses in the contract.
From India, Chennai
There is no hard and fast rule for notice period and it depends on what is agreed between the employer and employee under the contract of employment. As you have stated that its a senior person, in such cases normally there is no probation at all, since the person at such level is hired after much research and track record. In-spite of it if the company wants to have a probation period, it is advisable to be limited at 6 months, but most importantly you also need to have a reciprocal clause for immediate severance just in case. Since employees at such senior level either stay for long or if it is not their cup of tea, which is rear though, they leave within weeks. Once such employee crosses even 3-5 months you can safely predict that he will stay for good. Once permanent I suggest 3-6-9 pattern of notice period, which means the employee can choose to give either 3, 6 or 9 months notice depending on his needs, like wise the company can compensate his absence by deducting notice pay of 3 months if he gives notice of 3 months, and not deduct any notice pay if notice is for 6 months. 9 months is very unlikely unless it is mutually agreed between the employee and employer in case a suitable replacement is not available, similarly the employee also can refuse if he has opportunities and cannot wait for more than 3 or 6 months. Senior positions are tricky to handle some times so co-ordinate well with his reporting boss and the employee while framing the clauses in the contract.
From India, Chennai
The notice period is part of a contract between organisation and employee. From organization's point of view two factors need to be kept in mind. One is time needed for replacement in case change is required. Secondly the "free" salary" required to be given to employee if he is fired. From employee point view it time needed to in case shift from his side. Nothing else is material.
From India, Chandigarh
From India, Chandigarh
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