Hello Seniors,
Please share your views on the below-mentioned point.
If a person has completed one year in a company but has not yet received a confirmation letter from the HR department and is still working, does that mean the particular employee has been automatically confirmed because they have served more than one year in the same company? Kindly share your views on the same.
Regards,
Suraj
From India, Delhi
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3Please share your views on the below-mentioned point.
If a person has completed one year in a company but has not yet received a confirmation letter from the HR department and is still working, does that mean the particular employee has been automatically confirmed because they have served more than one year in the same company? Kindly share your views on the same.
Regards,
Suraj
From India, Delhi
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The confirmation of services cannot be presumed by lapse of time; there has to be a positive order for it. Probation to confirmation marks a significant change in the nature of employment, and this change cannot be automatic. Most organizations contain a clause in their Service Rules stating that an employee on probation will continue to be so unless and until the order of confirmation is issued.
From India, Mumbai
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From India, Mumbai
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Dear Suraj,
Reference is made per my organization's PROBATION AND CONFIRMATION policy as below:
PROBATION AND CONFIRMATION
I. Policy
To assess the suitability of employees new on the job to the position assigned and to secure services of employees who meet the Company's standards of performance during the probation period.
II. Procedure
1. At the beginning of the probationary period, the HR Department will send a Performance Appraisal Format to the concerned Department Manager who should set the specific goals together with the new employee and work out the evaluation criteria for the performance appraisal during the probationary period. Upon the completion of the probationary period, the Department Manager should review the evaluation items with the new employee. The Department Manager will make a recommendation on the Performance Appraisal Form for confirmation to the permanent employee.
2. The Department Manager should prepare the Personnel Action Form together with the Performance Appraisal Form forwarding to the Human Resources Department with the following conclusion:
- Confirmation of permanent employee status;
- Extension of Probation, together with reasons for such extensions;
- Dismissal together with reasons for dismissal. (Refer to the procedures for involuntary termination).
The Personnel Action Form and the letter are to be prepared for the General Manager's signature. The original copy of the letter is to be forwarded to the employee; the copy is filed in his/her file.
Best regards, John Chiang
From China, Shanghai
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Reference is made per my organization's PROBATION AND CONFIRMATION policy as below:
PROBATION AND CONFIRMATION
I. Policy
To assess the suitability of employees new on the job to the position assigned and to secure services of employees who meet the Company's standards of performance during the probation period.
II. Procedure
1. At the beginning of the probationary period, the HR Department will send a Performance Appraisal Format to the concerned Department Manager who should set the specific goals together with the new employee and work out the evaluation criteria for the performance appraisal during the probationary period. Upon the completion of the probationary period, the Department Manager should review the evaluation items with the new employee. The Department Manager will make a recommendation on the Performance Appraisal Form for confirmation to the permanent employee.
2. The Department Manager should prepare the Personnel Action Form together with the Performance Appraisal Form forwarding to the Human Resources Department with the following conclusion:
- Confirmation of permanent employee status;
- Extension of Probation, together with reasons for such extensions;
- Dismissal together with reasons for dismissal. (Refer to the procedures for involuntary termination).
The Personnel Action Form and the letter are to be prepared for the General Manager's signature. The original copy of the letter is to be forwarded to the employee; the copy is filed in his/her file.
Best regards, John Chiang
From China, Shanghai
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Hello Suraj,
The confirmation needs to be notified by a letter separately. If you are an employee, check your appointment letter clause about confirmation rules or contact your HOD/HR about the same.
Please do not hesitate to seek clarification. It is the right of any employee.
Best wishes.
From India, Pune
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The confirmation needs to be notified by a letter separately. If you are an employee, check your appointment letter clause about confirmation rules or contact your HOD/HR about the same.
Please do not hesitate to seek clarification. It is the right of any employee.
Best wishes.
From India, Pune
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