Suppose an employee is on a probation period for six months, and we have to issue his or her joining letter. In that case, how do we calculate the probation period, and from which date should we issue the joining letter? Should we consider only 45 days for the probation period, or should the total six months be considered for the probation period? Please reply promptly to this query.
From India, New Delhi
Acknowledge(0)
Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Neha,
You have to issue a joining/appointment letter even if the employee is on probation on the day of joining. You can add a clause to your appointment letter regarding probation terms and duration. For example, you can add a phrase like this:
- Initially, you shall be on probation for a period of six months from the date of your joining, and the said period of probation shall be liable to be extended or dispensed with earlier, solely at the discretion of the management.
- During or at the expiry of your probationary period or the extended period of probation, the Management/Company will have the right to terminate your services without any notice or without assigning any reason. Unless confirmed in writing, you will continue to be on probation.
Regards,
Manish
From India, Ahmedabad
Acknowledge(0)Amend(0)
50You have to issue a joining/appointment letter even if the employee is on probation on the day of joining. You can add a clause to your appointment letter regarding probation terms and duration. For example, you can add a phrase like this:
- Initially, you shall be on probation for a period of six months from the date of your joining, and the said period of probation shall be liable to be extended or dispensed with earlier, solely at the discretion of the management.
- During or at the expiry of your probationary period or the extended period of probation, the Management/Company will have the right to terminate your services without any notice or without assigning any reason. Unless confirmed in writing, you will continue to be on probation.
Regards,
Manish
From India, Ahmedabad
Acknowledge(0)Amend(0)
Dear Neha,
Usually, an appointment letter contains a clause stating that the probation period will be six months from the date of joining. After the employee joins, a letter confirming the date of joining is issued, and the six months' probation will begin from this date. It is not understood from where you got 45 days of probation from and its relevance to the query.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
Usually, an appointment letter contains a clause stating that the probation period will be six months from the date of joining. After the employee joins, a letter confirming the date of joining is issued, and the six months' probation will begin from this date. It is not understood from where you got 45 days of probation from and its relevance to the query.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Neha, Pl read begin in place of before in the second line above. Regards Vinayak Nagarkar HR-Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
When an employee is selected and placed on probation, normally a letter is given to the employee stating that they will be on probation until (date) or for a period of six months. The clause for extending probation will also be included in the offer letter itself, making the probation period clear. Upon completion of probation in a satisfactory manner, the fact will be documented and communicated to the employee that their probation is completed.
Actually, your query is unclear.
From India, Pune
Acknowledge(0)Amend(0)
Actually, your query is unclear.
From India, Pune
Acknowledge(0)Amend(0)
Your query contains your answer. In short, you need to take reference of the clause related to the "Probation Period" in the appointment letter issued to the concerned employee and use that as a directive for further actions.
Regards,
Girish Vivalkar
Indian Labour Law and Human Resource: [link](http://girishvivalkar979.blogspot.in/)
LinkedIn: [link](https://in.linkedin.com/in/girishvivalkar)
From India, Pune
Acknowledge(0)Amend(0)
Regards,
Girish Vivalkar
Indian Labour Law and Human Resource: [link](http://girishvivalkar979.blogspot.in/)
LinkedIn: [link](https://in.linkedin.com/in/girishvivalkar)
From India, Pune
Acknowledge(0)Amend(0)
Neha,
The seniors have answered your query clearly. But you need to clearly understand the meaning of an appointment letter, a joining letter, and a confirmation letter as part of joining formalities.
The employer will not give a joining letter. He gives an appointment letter to the employee on the day he joins duty. The employee will acknowledge a copy of the appointment letter as a token of his acceptance of the same and joins duty. You can also obtain a letter of joining from him for your records.
The letter of confirmation will be given to the employee on satisfactory completion of the probation.
B. Saikumar
HR & Labour Relations Adviser
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
The seniors have answered your query clearly. But you need to clearly understand the meaning of an appointment letter, a joining letter, and a confirmation letter as part of joining formalities.
The employer will not give a joining letter. He gives an appointment letter to the employee on the day he joins duty. The employee will acknowledge a copy of the appointment letter as a token of his acceptance of the same and joins duty. You can also obtain a letter of joining from him for your records.
The letter of confirmation will be given to the employee on satisfactory completion of the probation.
B. Saikumar
HR & Labour Relations Adviser
Navi Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
In the hospitality field, there are many companies running a branded chain of restaurants, but they do not issue any appointment letter or offer letter. Here the management's thought process is that if a person needs a job and they have a vacancy for which they find the person suitable, he or she should be asked to join.
The tacit understanding is that the person will be on probation for 6 months and will thereafter continue to work for the organization as long as they keep getting their salary on time each month. It's a matter of trust. However, in the case of an employee leaving the company after, say, 1 year or more, they are provided a service certificate mentioning their date of joining, designation, period of service, and their last drawn salary.
If it is a large group, an internal email is sent to all concerned informing them that the person has joined, and the same is put on record.
From India, Mumbai
Acknowledge(0)Amend(0)
The tacit understanding is that the person will be on probation for 6 months and will thereafter continue to work for the organization as long as they keep getting their salary on time each month. It's a matter of trust. However, in the case of an employee leaving the company after, say, 1 year or more, they are provided a service certificate mentioning their date of joining, designation, period of service, and their last drawn salary.
If it is a large group, an internal email is sent to all concerned informing them that the person has joined, and the same is put on record.
From India, Mumbai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
Calculate Your Age.xls
Guidelines to Calculate the Net Worth of Human Capital.pdf