Hi Team!
So I have a query!
I had XYZ working with my company as a independent contractor who used to raise invoices which was on day to day basis. He was not on company's payroll!
Its been more than 3 months now, and we want to hire him as a permanent employee at our company now.
So, should he serve a probation period of 3 months or should he not?
Please advise.
From United States, Rosenberg
So I have a query!
I had XYZ working with my company as a independent contractor who used to raise invoices which was on day to day basis. He was not on company's payroll!
Its been more than 3 months now, and we want to hire him as a permanent employee at our company now.
So, should he serve a probation period of 3 months or should he not?
Please advise.
From United States, Rosenberg
Dear Sahil,
When employee joins, he/she is put on probation to assess the quality of his/her work. If the performance is not found satisfactory, then discontinuing relationship with the employee becomes easy. Probation is nothing but transit period.
In spite of robust recruitment mechanism, probation is still one more safeguard.
In your case as the employee was on contract, you know about the quality of the work of the employee. Therefore, you may not follow usual route of recruitment process. You may skip probation and hive him status of permanent employee.
Thanks,
From India, Bangalore
7736When employee joins, he/she is put on probation to assess the quality of his/her work. If the performance is not found satisfactory, then discontinuing relationship with the employee becomes easy. Probation is nothing but transit period.
In spite of robust recruitment mechanism, probation is still one more safeguard.
In your case as the employee was on contract, you know about the quality of the work of the employee. Therefore, you may not follow usual route of recruitment process. You may skip probation and hive him status of permanent employee.
Thanks,
From India, Bangalore
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