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Termination for Probation Staff
471 Views  ⚫  Asked 4 Years Ago
asked on Apr 14, 2012 at 18:10
by   shannyyap
Is a company can terminate a probation staff immediately without notice?
If yes, how is the payment for salary?

Is there any notice period for termination of probation staff?
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answered on Apr 26, 2012 at 08:51
by   natalie3
Depends on ur letter of offa
There should b Clause for termination, probation/ permanent staff
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answered on Jul 3, 2012 at 15:30
by   professional20
An employer does not have to wait for a probation period to have run its course before effecting the dismissal of a probationary employee.  It would therefore, in appropriate cases be permissible to effect the dismissal of a probationary employee during the probation period itself.  Ordinarily a probationary employee may be dismissed for incapacity / poor work performance.  If that is indeed the case, then no less than one week’s notice of termination has to be given to the employee.  If, however, the employee has misconducted him / herself, and is found guilty of serious misconduct, summary termination is permissible.  Such dismissal will, however, have nothing to do with the probationary nature of the employment then.

Care should be taken not to be seen to have dismissed a probationary employee too soon.  The purpose of probation is to give an employer the opportunity to evaluate the employee’s performance before confirming the appointment.  The period allowed for such assessment should therefore be proper and fair in the circumstances.
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answered on Jul 12, 2012 at 15:18
by   professional20
A period of probation for a new employee will provide an organization with the time required to fairly assess the suitability of that person for longer term employment within an organization. However, legal duties do arise at the point of hiring and continue through the probationary period. A properly drafted offer letter or employment contract will clarify both the employer’s and the employee’s responsibilities during the probationary period and will provide legal protection to the organization in the event that the employer determines that the person is not suitable for the organization for the longer term.
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