Dear Seniors,
I hope you are doing well. Please provide me with suggestions on whether it is fair to include a clause in an appointment letter stating that during the 6-month probationary period, an employee can be terminated with one day's notice. How logical is this, and what are the potential negative impacts for a company so that I can effectively convince the top management?
Please share your feedback promptly, as this is urgent since I have already taken a stand on this issue.
Thank you,
Kamrul Hasan
From Bangladesh, Dhaka
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I hope you are doing well. Please provide me with suggestions on whether it is fair to include a clause in an appointment letter stating that during the 6-month probationary period, an employee can be terminated with one day's notice. How logical is this, and what are the potential negative impacts for a company so that I can effectively convince the top management?
Please share your feedback promptly, as this is urgent since I have already taken a stand on this issue.
Thank you,
Kamrul Hasan
From Bangladesh, Dhaka
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Probation is a period to train, induct, and watch the professional performance of an employee. Performance needs to be monitored and communicated so the person can understand shortcomings and change for the better. That way, termination with one day's notice may be too harsh if these prior steps were not taken with seriousness and documented. How a company treats its employees is an important factor in developing commitment to the company. So, I would avoid such abrupt terminations of employees on probation.
From India, Pune
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3251From India, Pune
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This is a standard practice.
During the probation period, the company evaluates the work of the employee and the potential he carries. The company also uses this period to evaluate whether it has made the right hiring decision. Not all the people who are recruited are compatible with the company. Furthermore, some are seen to be absolutely useless and troublemakers.
Once the employee is confirmed, there is no option of removing him except by following a long process provided in the standing orders. In order to avoid the standing orders during probation, the clause of immediate termination is provided.
What you need to explain to the management is that although this clause exists, it should not be used unless the company is absolutely sure that this employee is a complete misfit. There is no negative impact because it is a standard practice followed by all companies. Therefore, having this clause in the probation period does not reflect badly on the company.
From India, Mumbai
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During the probation period, the company evaluates the work of the employee and the potential he carries. The company also uses this period to evaluate whether it has made the right hiring decision. Not all the people who are recruited are compatible with the company. Furthermore, some are seen to be absolutely useless and troublemakers.
Once the employee is confirmed, there is no option of removing him except by following a long process provided in the standing orders. In order to avoid the standing orders during probation, the clause of immediate termination is provided.
What you need to explain to the management is that although this clause exists, it should not be used unless the company is absolutely sure that this employee is a complete misfit. There is no negative impact because it is a standard practice followed by all companies. Therefore, having this clause in the probation period does not reflect badly on the company.
From India, Mumbai
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There are two sides to the issue. One is the legal side and the other is the ethical side. The clause is tenable from the point of law once the employee agrees to that condition. However, all the steps preceding such termination should be better complied with by the employer, such as giving regular feedback to the employee about his performance during probation and affording opportunities for him to improve his performance.
Ethically, the employee should have reasonable notice about his impending termination so that he can mentally prepare for it, start looking for a job elsewhere, and also balance the principle of fairness if the contract contains a provision that he shall serve a 15-day notice before his resignation.
B. Saikumar
From India, Mumbai
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Ethically, the employee should have reasonable notice about his impending termination so that he can mentally prepare for it, start looking for a job elsewhere, and also balance the principle of fairness if the contract contains a provision that he shall serve a 15-day notice before his resignation.
B. Saikumar
From India, Mumbai
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Legally, it will be okay. But logical, ethical, or fairness depend on how the management/company wants to deal with its Human Resources. It is always best practice to keep the probationer informed about his performance periodically. This could be once every 3 or 6 months. This will prepare the probationary employee mentally for the worst scenario and will also serve as added legal protection, establishing that fair treatment is being meted out.
- bgramesh, Hosur.
From India, Vellore
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- bgramesh, Hosur.
From India, Vellore
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