Thanks all for your views
Can now anyone guide me on notice period should be how long ???
& what should be done to prevent that employee from spoiling the background & not giving any wrong impression to his co members during this notice Period ??
Regards,
Chaitali Purohit
From India, Mumbai
Can now anyone guide me on notice period should be how long ???
& what should be done to prevent that employee from spoiling the background & not giving any wrong impression to his co members during this notice Period ??
Regards,
Chaitali Purohit
From India, Mumbai
Dear Purohit ji, The comming up ammendment of Factories Act, 90 days is enough for consideration of the permanent position. So It should be 3 months better. Regards, PBS KUMAR
From India, Kakinada
590From India, Kakinada
Dear Chaitali,
think in terms of a voluntary separation of an employee during probation. what if someone is doing good and has taken up all the jobs as per the superiors bench mark but is a probationer too. if he/she wants to resign, how many days before your/managers would like to be intimated, so that an effective replacement can be made, 3 days, 15 days, 30 days or say 45 days..
usually someone is asked to resign during probation only if person can not be a good asset to the company. so in such case we should not keep the notice period too long but it should not be too short that you left with no time to find a replacement. But yes notice period is must for probationers also as both employee and employer take the time to find out new source.
once it is mentioned in appointment terms and conditions, then if employer wants a forced resignation, they can pay to employee in lieu of notice period and he/she can be asked to leave immediately.
i hope it will help you..
regards,
Nishu
From India, New Delhi
think in terms of a voluntary separation of an employee during probation. what if someone is doing good and has taken up all the jobs as per the superiors bench mark but is a probationer too. if he/she wants to resign, how many days before your/managers would like to be intimated, so that an effective replacement can be made, 3 days, 15 days, 30 days or say 45 days..
usually someone is asked to resign during probation only if person can not be a good asset to the company. so in such case we should not keep the notice period too long but it should not be too short that you left with no time to find a replacement. But yes notice period is must for probationers also as both employee and employer take the time to find out new source.
once it is mentioned in appointment terms and conditions, then if employer wants a forced resignation, they can pay to employee in lieu of notice period and he/she can be asked to leave immediately.
i hope it will help you..
regards,
Nishu
From India, New Delhi
Dear Chaitali,
Your question was rightly answered by Archna. However, I support the views expressed by Siva Prasad. Moreover, you can not supersede the decision taken by your boss - but you could have suggested to pay him notice pay to help him manage at least one month as who knows that he has a family and it was only his earning source.
From India, Jaipur
Your question was rightly answered by Archna. However, I support the views expressed by Siva Prasad. Moreover, you can not supersede the decision taken by your boss - but you could have suggested to pay him notice pay to help him manage at least one month as who knows that he has a family and it was only his earning source.
From India, Jaipur
the service in probation period can be terminated with giving any notice. it’s a set principle of law and it has been held by Hon’ble Supreme Court & High Courts.
yes, i believe it is only fair to give some notice period before termination: importantly, impact is definitely not positive in the market in case of zero notice period on the organization reputation.
explaining the necessity of resigning to the concerned employee would be a good & effective approach: termination is a kind of blotch on his profile which needs to be explained to him.
all the best!
From India, Mumbai
explaining the necessity of resigning to the concerned employee would be a good & effective approach: termination is a kind of blotch on his profile which needs to be explained to him.
all the best!
From India, Mumbai
Yes. We can terminate the employee. In the appointment if you have mentioned (The company reserves the right to terminate you during the probation period also)
From India, Coimbatore
From India, Coimbatore
Dear All
Greetings for the day,
My query is what are the salary related rules and policies in the probation period? is it possible for a employer to not contribute in ESI and PF facilities for a on probation employee for his 1 year probation period. after his confirmation employee will be registered for these benefits.
Warm Regards
Deepak Agarwal
From India
Greetings for the day,
My query is what are the salary related rules and policies in the probation period? is it possible for a employer to not contribute in ESI and PF facilities for a on probation employee for his 1 year probation period. after his confirmation employee will be registered for these benefits.
Warm Regards
Deepak Agarwal
From India
Please be clear, probation, permanent, badli,temperary all these are the category of employees, it does not exclude or exempt any employer from applicability of social legislations like ESI,PF, etc.
Whether it be a probationer or daily wager, shall be entitled to ESI and PF benefit.
Whether it be a probationer or daily wager, shall be entitled to ESI and PF benefit.
Hi Friends,
It makes no sense giving notice period to the employee on "Probation Period". The term itself is self explanatory. The employee should know he is on probation. What in cases of misconduct from the employee during probation. Why should employers bear the cost. When we talk about moral ethics, isn't the employee somewhere responsible of moral ethics at least during probation.
Regards,
AdChetan
From India, Vadodara
It makes no sense giving notice period to the employee on "Probation Period". The term itself is self explanatory. The employee should know he is on probation. What in cases of misconduct from the employee during probation. Why should employers bear the cost. When we talk about moral ethics, isn't the employee somewhere responsible of moral ethics at least during probation.
Regards,
AdChetan
From India, Vadodara
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