We have appointed a staff where the HOD are not convinced that he will be perfect for the job but as the urgency of work we have appointed him on a condition that we will see his performance for 3 months and if it is not up to the mark they we will discontinue his services and if it is satisfactory then we will continue his services as permanent employee in such a case will the regular appointment letter will work after putting the same condition.
From India, Mumbai
From India, Mumbai
Dear Archana,
Issue of appointment letter and conditions for the continuity of the employment are two separate things and need not be clubbed as such.
It is mandatory to issue the appointment letter whether you keep any employee under probation or not. Therefore, you can go ahead and issue appointment letter with the conditions about continuity of services. Nevertheless, communicate to the employee on how will you measure his performance. This can be done either in the appointment letter itself or through separate letter.
Thanks,
Dinesh Divekar
From India, Bangalore
7736Issue of appointment letter and conditions for the continuity of the employment are two separate things and need not be clubbed as such.
It is mandatory to issue the appointment letter whether you keep any employee under probation or not. Therefore, you can go ahead and issue appointment letter with the conditions about continuity of services. Nevertheless, communicate to the employee on how will you measure his performance. This can be done either in the appointment letter itself or through separate letter.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear colleague,
I suggest following:
1. Have discussion and understanding with the candidate that his appointment will be initially on temporary basis for three months.
2 Convey to him that if his performance is found up to be of expected standards, his service will be continued with fresh appt letter on probation. Or else it will be terminated.
3 Explain clearly his job responsibilities and what end results expected from his performance.
Regards
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
I suggest following:
1. Have discussion and understanding with the candidate that his appointment will be initially on temporary basis for three months.
2 Convey to him that if his performance is found up to be of expected standards, his service will be continued with fresh appt letter on probation. Or else it will be terminated.
3 Explain clearly his job responsibilities and what end results expected from his performance.
Regards
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
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Letter of appointment for temporary employee.doc