No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


rohitsp
What is the process for confirmation for any employee as its mentioned in the offer letter for 6 month as a probation but he has been working for more then 1 year but still did not get confirmed ,but he has get all the benefit like leave (pl,sl,cl) did this employee will be called as a Confirmed employee or probation serving employee.
From India, Ahmedabad
Vaishalee Parkhi
174

Hello Rohit,
Usually, probation is 6 months and then employee gets confirmed. It depends on his performance whether to confirm him in 6 months probation period or extend probation period by 3 months or so.
You will have to check your Appointment letter terms what does it state about Confirmation period. Further, a confirmed employee will be eligible for leaves. However, it depends on company policy as few companies grant leaves (Sick leave and Casual leave) in probation period too instead of doing it as without pay leave. OR give employees advance leave.

From India, Pune
vmlakshminarayanan
586

Hi, If employee already completed the probation period, subject to his/her satisfactory performance during probation period, issue a confirmation order.
From India, Madras
rajithasri
14

Hello Mr. Rohit,

If the employee has completed his probation period kindly collect the probation performance assessment form from his HOD.As per the rating/HOD's remarks in the form you can confirm him/Extend the services/Discharge the services.

From India, Anantapur
Madhu.T.K
3891

There is no automatic confirmation unless otherwise specified in the company's standing order or appointment letter. If it is stated in the letter of appointment that the employee will get confirmed only when he is communicated of his confirmation. There is no law which prevents an employee on probation to get leaves. If he has been working for more than one year, naturally, he should be eligible for Earned Leave (PL) besides being eligible for casual leave and sick leave to which other employees of the company are entitled to. Even a notice and compensation for retrenchment is required to be served to him if you want to retrench his service for any reason for which retrenchment can be done. (Please note that this applies to retrenchment following section 25F or 25N of ID Act.)
Though a probationer can be terminated without assigning reason for termination, it will be illegal to do so if that termination causes a stigma on him. Since he has been working with you for one year and you have not appraised him and found any negative thing about him, termination would cause stigma. Therefore, if you have not changed the status of the employee, you should do it now. Obviously, you should collect feedback from his reporting officer, but only for the sake of complying with the formalities.

From India, Kannur
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.