By mistake, I issued an employee confirmation letter before the due date. I know it's a big mistake, but the letter has been issued and accepted by the employee. I would like to know what will happen if a confirmation letter is issued before the due date in an organization. Please help me out.
From India, New Delhi
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2From India, New Delhi
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Dear Member,
Write another communication....
Dear [Recipient's Name],
You joined M/S [Company Name] on [Joining Date], and your probation period ends on [Probation End Date]. As per the company's policy and terms of appointment, you will be assessed for your performance, and if your performance is found satisfactory, you may be confirmed.
However, inadvertently, a mistake has taken place, and you have been issued a confirmation letter dated [Confirmation Letter Date].
Since this letter is premature and a result of human error, it stands withdrawn, and any effect of it is null and void.
We regret the inconvenience.
Yours sincerely,
PS: Please check the company's policy for probation and confirmation and accordingly modify the letter.
From India, Mumbai
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Write another communication....
Dear [Recipient's Name],
You joined M/S [Company Name] on [Joining Date], and your probation period ends on [Probation End Date]. As per the company's policy and terms of appointment, you will be assessed for your performance, and if your performance is found satisfactory, you may be confirmed.
However, inadvertently, a mistake has taken place, and you have been issued a confirmation letter dated [Confirmation Letter Date].
Since this letter is premature and a result of human error, it stands withdrawn, and any effect of it is null and void.
We regret the inconvenience.
Yours sincerely,
PS: Please check the company's policy for probation and confirmation and accordingly modify the letter.
From India, Mumbai
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Dear Karnanand,
I just want you to add the following sentence at the end of the letter after preparing the letter as per the draft suggested by Shailesh Parikh: "Accordingly, you will continue to remain under probation."
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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I just want you to add the following sentence at the end of the letter after preparing the letter as per the draft suggested by Shailesh Parikh: "Accordingly, you will continue to remain under probation."
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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Dear All,
The discussion revolves around legal provisions. If I were in this situation, I would consider the confirmation points. If the employee satisfies all the points, I will discuss with the superior of that employee and rectify the earlier confirmation issued by mistake. However, I will make sure to call that employee and explain that the letter was issued in error. Nevertheless, management stands by that letter and expects the employee to perform at their best. I will address the employee in this manner rather than making them feel that an opportunity has been taken away from them.
Vibhakar Ramtirthkar.
From India, Pune
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The discussion revolves around legal provisions. If I were in this situation, I would consider the confirmation points. If the employee satisfies all the points, I will discuss with the superior of that employee and rectify the earlier confirmation issued by mistake. However, I will make sure to call that employee and explain that the letter was issued in error. Nevertheless, management stands by that letter and expects the employee to perform at their best. I will address the employee in this manner rather than making them feel that an opportunity has been taken away from them.
Vibhakar Ramtirthkar.
From India, Pune
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Dear Member,
Any confirmation of employment is being done only after receiving the employee's performance evaluation and recommendation from his immediate supervisor/Head of department. If this process is completed, then I do not think it is a mistake from the HR Department; rather, I would say that the employee will be more motivated to deliver their best performance. Pre-confirmation before the original date should not be considered a significant issue if the employee adds value to the company.
Thanks & Regards,
Vijayan K
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Any confirmation of employment is being done only after receiving the employee's performance evaluation and recommendation from his immediate supervisor/Head of department. If this process is completed, then I do not think it is a mistake from the HR Department; rather, I would say that the employee will be more motivated to deliver their best performance. Pre-confirmation before the original date should not be considered a significant issue if the employee adds value to the company.
Thanks & Regards,
Vijayan K
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Dear Member,
You have issued the confirmation letter, but does the date of confirmation correspond to the actual date that the employee would have been confirmed or an earlier date. As suggested by fellow members, the "mistake" of yours may be a blessing in disguise for the company as well as the employee as he would be motivated to work harder considering that the company acknowledges the performance.
Regards,
Preetam Deshpande
From India, Mumbai
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You have issued the confirmation letter, but does the date of confirmation correspond to the actual date that the employee would have been confirmed or an earlier date. As suggested by fellow members, the "mistake" of yours may be a blessing in disguise for the company as well as the employee as he would be motivated to work harder considering that the company acknowledges the performance.
Regards,
Preetam Deshpande
From India, Mumbai
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What is the actual date of confirmation? If there is a few days of difference, you need not worry about it. The company has the right to confirm any employee even before the date of confirmation. It is a mistake that has to be admitted. However, you may inform the management concerned and keep the letter alive. Instead of taking it and informing the employee, I suggest informing the management and proceeding as you are already planning to confirm him.
From India, Madras
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From India, Madras
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Dear All,
I have gone through the comments of various members on the mentioned subject. There are two views expressed by the members: (i) the letter should be taken back, mentioning that it was issued by mistake, and (ii) he should be allowed to take advantage of the management's mistake. If you ask for my frank opinion, I shall support the latter part of the views. The employee who has received the letter must have disclosed it to other employees of the company as well as his friends and relatives. If the letter is taken back or rescinded by a fresh order of the company, it will be embarrassing for both the employee and the company. It will become a laughing stock among the people if you resort to the action of canceling the letter. The concerned employee shall be demoralized and lose interest in his work, potentially becoming a liability instead of an asset to the company. I support the view expressed by Sh. Vijayan K that the employee should be allowed to take advantage of the mistake committed by the company, which will result in motivating the employee to give his one hundred percent performance. The only part to be observed is to assess his performance, which should be slightly higher compared to his counterparts, and the proposed probation period should not be too long.
BS Kalsi
Member since Aug 2011
From India, Mumbai
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I have gone through the comments of various members on the mentioned subject. There are two views expressed by the members: (i) the letter should be taken back, mentioning that it was issued by mistake, and (ii) he should be allowed to take advantage of the management's mistake. If you ask for my frank opinion, I shall support the latter part of the views. The employee who has received the letter must have disclosed it to other employees of the company as well as his friends and relatives. If the letter is taken back or rescinded by a fresh order of the company, it will be embarrassing for both the employee and the company. It will become a laughing stock among the people if you resort to the action of canceling the letter. The concerned employee shall be demoralized and lose interest in his work, potentially becoming a liability instead of an asset to the company. I support the view expressed by Sh. Vijayan K that the employee should be allowed to take advantage of the mistake committed by the company, which will result in motivating the employee to give his one hundred percent performance. The only part to be observed is to assess his performance, which should be slightly higher compared to his counterparts, and the proposed probation period should not be too long.
BS Kalsi
Member since Aug 2011
From India, Mumbai
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Hi all, From tip to toe, I agree with Salsi I will also support for the employee to be confirmed before the due date as it will add more interest in his work. Regards. Shelomi
From India, Madras
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From India, Madras
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Hi,
Doesn't the confirmation letter mention the "effective date of confirmation" as the actual due date? If it does, then it is fine to keep the letter with him, as the company still has the right to void the confirmation until the due date. If matters do not come to that requirement, then at least you make the employee happy.
If you have put the "effective date of confirmation" incorrectly while issuing the letter, or it is not mentioned in the letter, then it would be better to either make the decision to keep the confirmation valid from the date of issuance of the letter, OR to take the letter back.
Regards, Amod.
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Doesn't the confirmation letter mention the "effective date of confirmation" as the actual due date? If it does, then it is fine to keep the letter with him, as the company still has the right to void the confirmation until the due date. If matters do not come to that requirement, then at least you make the employee happy.
If you have put the "effective date of confirmation" incorrectly while issuing the letter, or it is not mentioned in the letter, then it would be better to either make the decision to keep the confirmation valid from the date of issuance of the letter, OR to take the letter back.
Regards, Amod.
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