We have issued one letter which says "You shall be on probation for a period of 6 months. The same may be brought down basis your performance at the sole descrition of management."
Now do we need to issue a confirmation letter.
From India, Delhi
Now do we need to issue a confirmation letter.
From India, Delhi
Hi Partner,
If you plan on continuing her/his employment beyond 6 months, it is true that you need to conduct a confirmatory appraisal and also issue a confirmation letter.
Though it is considered that if the employment continues beyond the probation period, the employee should be considered as confirmed, it is always better to have the message clear to the employee that she/he is confirmed, especially if there is any change in the notice period duration for an employee on probation and an employee on confirmed basis. The employee can always state that she/he had not received any communication from the company and then choose to serve the notice period as per the probation period.
From India, Bengaluru
62If you plan on continuing her/his employment beyond 6 months, it is true that you need to conduct a confirmatory appraisal and also issue a confirmation letter.
Though it is considered that if the employment continues beyond the probation period, the employee should be considered as confirmed, it is always better to have the message clear to the employee that she/he is confirmed, especially if there is any change in the notice period duration for an employee on probation and an employee on confirmed basis. The employee can always state that she/he had not received any communication from the company and then choose to serve the notice period as per the probation period.
From India, Bengaluru
When the employer prescribes a certain duration as "probation period" in the contract of employment i.e., the appointment order, he has to formally declare in writing whether the employee has successfully completed the period of probation and confirmed or extend it or send him out.
From India, Salem
From India, Salem
Hello,
The Seniors have already replied on your query regarding Confirmation letter.
Besides the clause in Appointment letter, it is always better to give Confirmation letter to those who are meeting the performance criterion as set by company. Even if an employee does not meet the performance expectation, you can extend his probation by more 3 months. However, the expectations of company should be clearly conveyed to him during the discussions as well as employees' genuine difficulties /queries regarding performance should be addressed at that time.
Absence of a Confirmation letter can lower employees' motivation to work and he/she might start looking for another job.
So hand over the Confirmation on the due date itself and see the sparkle in the eyes of your employees.
Hope the above clarification helps you!
From India, Pune
The Seniors have already replied on your query regarding Confirmation letter.
Besides the clause in Appointment letter, it is always better to give Confirmation letter to those who are meeting the performance criterion as set by company. Even if an employee does not meet the performance expectation, you can extend his probation by more 3 months. However, the expectations of company should be clearly conveyed to him during the discussions as well as employees' genuine difficulties /queries regarding performance should be addressed at that time.
Absence of a Confirmation letter can lower employees' motivation to work and he/she might start looking for another job.
So hand over the Confirmation on the due date itself and see the sparkle in the eyes of your employees.
Hope the above clarification helps you!
From India, Pune
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