Dear Seniors,
I request you to please guide me on the following query:
If an employee signs the bond for 2 years with the organization and completes 6 months of probation, should we give them the confirmation letter in this case? The employee's performance is satisfactory.
Kindly guide.
Thanks in advance
From India, Pune
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I request you to please guide me on the following query:
If an employee signs the bond for 2 years with the organization and completes 6 months of probation, should we give them the confirmation letter in this case? The employee's performance is satisfactory.
Kindly guide.
Thanks in advance
From India, Pune
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Hi Dear,
It fully depends on the signed bond and the appointment letter given to a particular employee. If you can elaborate on the terms and conditions of both documents, then I will be able to guide you.
Thanks,
Sandeep Patil
From India, Pune
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17It fully depends on the signed bond and the appointment letter given to a particular employee. If you can elaborate on the terms and conditions of both documents, then I will be able to guide you.
Thanks,
Sandeep Patil
From India, Pune
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Hi, If it is tenure based Contract for a fixed period there is no question of confirmation. So please check the terms and conditions of the employment.
From India, Madras
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From India, Madras
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Bond has nothing to do with confirmation. If your appointment order provides for 6 months probation, then based on performance you can confirm that employee.
From India, Kannur
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From India, Kannur
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As Madhu-ji said, a bond has nothing to do with confirmation. But I would like to understand why you were hesitant about the matter in the first place. In fact, you should be eager to give him confirmation so that the bond becomes more relevant.
From India, Mumbai
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From India, Mumbai
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This employee needs to be confirmed immediately as he has completed the probation period successfully. The signed bond is in its place and has nothing to do with the confirmation, unless there exists any clause!
From India, Mumbai
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From India, Mumbai
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As per the offer of appointment issued to him, you may confirm his services as he completed the specified period of probation, which was also satisfactory. You can issue a letter of confirmation. No problem.
From India, Aizawl
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From India, Aizawl
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The issuance of a confirmation letter to an employee who has completed the probation period depends on the company's policies and practices. Generally, during the probation period, the employer evaluates the employee's performance, conduct, and suitability for the role. At the end of the probation period, the employer decides whether to confirm the employee's employment or extend the probationary period or terminate the employee's services, depending on their assessment.
Here are some common scenarios that organizations follow:
Confirming the Employee: If the employee has successfully completed the probation period, met the required performance standards, and the employer is satisfied with their performance, they are usually issued a confirmation letter. The confirmation letter confirms that the employee's employment is now permanent, subject to the terms and conditions of the employment bond or contract.
Extending the Probation Period: Sometimes, if the employer is not fully satisfied with the employee's performance during the probation period but believes that the employee has the potential to improve, they may extend the probationary period for a specific duration. In such cases, the employee is informed about the extension, and a review is scheduled at the end of the extended period.
Termination of Employment: If the employee's performance during the probation period does not meet the organization's expectations, they may be informed of the termination of their employment as per the terms mentioned in the employment bond or contract.
Since your specific situation involves an employment bond for two years, it is essential to review the terms and conditions mentioned in the bond carefully. Some organizations have specific clauses related to confirmation, probation extension, or termination in the employment bond itself. If you are unsure about the process, it is advisable to consult with the HR department or the relevant authority in your organization to understand the standard practice followed for confirmation after the probationary period.
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Here are some common scenarios that organizations follow:
Confirming the Employee: If the employee has successfully completed the probation period, met the required performance standards, and the employer is satisfied with their performance, they are usually issued a confirmation letter. The confirmation letter confirms that the employee's employment is now permanent, subject to the terms and conditions of the employment bond or contract.
Extending the Probation Period: Sometimes, if the employer is not fully satisfied with the employee's performance during the probation period but believes that the employee has the potential to improve, they may extend the probationary period for a specific duration. In such cases, the employee is informed about the extension, and a review is scheduled at the end of the extended period.
Termination of Employment: If the employee's performance during the probation period does not meet the organization's expectations, they may be informed of the termination of their employment as per the terms mentioned in the employment bond or contract.
Since your specific situation involves an employment bond for two years, it is essential to review the terms and conditions mentioned in the bond carefully. Some organizations have specific clauses related to confirmation, probation extension, or termination in the employment bond itself. If you are unsure about the process, it is advisable to consult with the HR department or the relevant authority in your organization to understand the standard practice followed for confirmation after the probationary period.
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