By mistake i issued an employee confirmation letter before due date, i know its a big mistake, but letter is issued & accepted by the employee, i just like to know that what will happen if confirmation letter is issued before due date in an organisation? please help me out.
From India, New Delhi
2From India, New Delhi
Dear Member
Write another communication....
Dear................
You joined M/S.................................on............. (date) and your probation period ends on..........(date). As per company's policy and terms of appointment you will be assessed for your performance and if your performance is found satisfactory you may be confirmed.
However inadvertently a mistake has taken place and you have been issued a confirmation letter dated................
Since this letter is premature and result of human error it stands withdrawn and any effect of it stands null and void.
We regret for the inconvenience.
Yours sincerely
PS: Pl. check company's policy..for probation and confirmation and accordingly modify the letter
From India, Mumbai
Write another communication....
Dear................
You joined M/S.................................on............. (date) and your probation period ends on..........(date). As per company's policy and terms of appointment you will be assessed for your performance and if your performance is found satisfactory you may be confirmed.
However inadvertently a mistake has taken place and you have been issued a confirmation letter dated................
Since this letter is premature and result of human error it stands withdrawn and any effect of it stands null and void.
We regret for the inconvenience.
Yours sincerely
PS: Pl. check company's policy..for probation and confirmation and accordingly modify the letter
From India, Mumbai
Dear karnanand
I just want you toadd the following sentence at the end of the letter after preparing the letter as per the draft suggested by Shailesh Parikh.
" Accordingly, you will contnue to remain under probation."
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
I just want you toadd the following sentence at the end of the letter after preparing the letter as per the draft suggested by Shailesh Parikh.
" Accordingly, you will contnue to remain under probation."
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
Dear All;
The discussion goes round the legal provisions. If I were in this situation, I would consider the confirmation points and if the employee satisfies all the points, I will discuss with the superior of that employee and retain earlier confirmation by mistake. But I will sure call that employee and explain to him that the letter was issued by mistake, however, management stands by that letter and expects that employee will give out his best in advance. I will charge the employee in this way rather than making him feel that the cake is taken away from his mouth.
Vibhakar Ramtirthkar.
From India, Pune
The discussion goes round the legal provisions. If I were in this situation, I would consider the confirmation points and if the employee satisfies all the points, I will discuss with the superior of that employee and retain earlier confirmation by mistake. But I will sure call that employee and explain to him that the letter was issued by mistake, however, management stands by that letter and expects that employee will give out his best in advance. I will charge the employee in this way rather than making him feel that the cake is taken away from his mouth.
Vibhakar Ramtirthkar.
From India, Pune
Dear Member
Any confirmation of employment is being done only after getting the employee's performance evaluation and recommendation from his immediate supervisor / Head of department. If this process is done, then I do not think that it is a mistake from HR Department, rather, I would say that the employee will get more motivation to do his best performance. Pre-confirmation from the original date is not to be considered as a big matter, if the employee is worth for the company.
Thks & Rgds
Vijayan K
Any confirmation of employment is being done only after getting the employee's performance evaluation and recommendation from his immediate supervisor / Head of department. If this process is done, then I do not think that it is a mistake from HR Department, rather, I would say that the employee will get more motivation to do his best performance. Pre-confirmation from the original date is not to be considered as a big matter, if the employee is worth for the company.
Thks & Rgds
Vijayan K
Dear Member
You have issued the confirmation letter, but does the date of confirmation correspond to the actual date that the employee would have been confirmed or an earlier date.
As suggested by fellow members, the 'mistake' of yours may be a blessing in disguise for the company as well as the employee as he would be motivated to work harder considering that the company acknowledges the performance.
Regards
Preetam Deshpande
From India, Mumbai
You have issued the confirmation letter, but does the date of confirmation correspond to the actual date that the employee would have been confirmed or an earlier date.
As suggested by fellow members, the 'mistake' of yours may be a blessing in disguise for the company as well as the employee as he would be motivated to work harder considering that the company acknowledges the performance.
Regards
Preetam Deshpande
From India, Mumbai
What is the actual date of confirmation. If there is a few days of difference you need not worry about it, The company has got the right to confirm any employee evenbefore the date of confirmation. it is a mistake which has to be admitted. However you may inform the management concerned and keep the letter alive. instead of taking it and informing the employee, i suggest inform the managment and go ahead as you are already in the mind of confirming him.
From India, Madras
From India, Madras
Dear All,
I have gone through the comments of various members on the mentioned subject.There are two views expressed by the members. (i) the letter should be taken back mentioning that it has been issued by mistake.(ii) he should be allowed to take the advantage of the management's mistake. If you ask my frank opinion, I shall support the later part of the views.The employee,who has received the letter must have disclosed it to other employees of the company as well as his friends and relative.If the letter is taken back or rescinded by an fresh order of the company,it will be embarrassing for both, the employee as well as for the company.It will be a people's laughing stock,if you restore to the action of canceling the letter. The employee concerned shall be demoralized and shall loose interest in his work and may became a liability instead of an assert to the company.I support the view expressed by Sh.Vijayan K that the employee should be allowed to take advantage of the mistake committed by the company, which will result in getting the employee highly motivation to do give his hundred percentage performance.The only part to be observed is to asses his performance which should stand to be little higher side comparable to his counterparts and the proposed period of probation to be completed should not be too long.
BS Kalsi
Member since Aug 2011
From India, Mumbai
I have gone through the comments of various members on the mentioned subject.There are two views expressed by the members. (i) the letter should be taken back mentioning that it has been issued by mistake.(ii) he should be allowed to take the advantage of the management's mistake. If you ask my frank opinion, I shall support the later part of the views.The employee,who has received the letter must have disclosed it to other employees of the company as well as his friends and relative.If the letter is taken back or rescinded by an fresh order of the company,it will be embarrassing for both, the employee as well as for the company.It will be a people's laughing stock,if you restore to the action of canceling the letter. The employee concerned shall be demoralized and shall loose interest in his work and may became a liability instead of an assert to the company.I support the view expressed by Sh.Vijayan K that the employee should be allowed to take advantage of the mistake committed by the company, which will result in getting the employee highly motivation to do give his hundred percentage performance.The only part to be observed is to asses his performance which should stand to be little higher side comparable to his counterparts and the proposed period of probation to be completed should not be too long.
BS Kalsi
Member since Aug 2011
From India, Mumbai
Hi,
Doesn't the confirmation letter mention the "effective date of confirmation" as the actual due date? If it does, then it is fine to keep the letter with him, as company still has right to void the confirmation, until the due date. If matters do not come to that requirement, then at least you make the employee happy.
If you have put the "effective date of confirmation" incorrect while issuing the letter, or it is not mentioned in the letter; then it would be better to either make the decision to keep the confirmation valid from the date of issuance of letter, OR to take the letter back.
Regards,
Amod.
Doesn't the confirmation letter mention the "effective date of confirmation" as the actual due date? If it does, then it is fine to keep the letter with him, as company still has right to void the confirmation, until the due date. If matters do not come to that requirement, then at least you make the employee happy.
If you have put the "effective date of confirmation" incorrect while issuing the letter, or it is not mentioned in the letter; then it would be better to either make the decision to keep the confirmation valid from the date of issuance of letter, OR to take the letter back.
Regards,
Amod.
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc