Why The Probationary Period Is A Must
It’s almost impossible to have a perfect hiring process. Especially if your recruitment process is standard which usually ends with a job interview or practical assessment. No matter how thorough the hiring process is, you can still end up hiring an underperforming employee or one that does not fit your organisation.
The most important thing about the probationary period is that it gives you the chance to assess new hires on the job, for at least 3 months or more.
This is what the probationary period does, it helps you discover the flaws of the new hires. Some of these problems are:
- Failure to deliver the performance or skills they promised during the interview.
- Poor attendance or timekeeping.
- Does not fit with the organisational culture or incompatible personality.
Probationary periods allow you to handle the relationship with flexibility, so you can address these problems before giving the new hires a permanent position.
Important Employment Probation Period Letter Content
You have to make sure that your employment probation period letter is filled with necessary, relevant, and informative details. The completion of all the items that you need to discuss to your employees with regards their employment probation period should be highly-considered so you can come up with an output that is of quality. With this, you have to be mindful as you put all the major key points of the specific document together. Here are some of the things that you should never forget to include in the employment probation period letter that you plan to develop:
Just Cause For Terminating Employment
An employer is not required to provide notice when just cause exists for dismissing an employee.
Termination for just cause typically involves conduct that is serious enough either on its own account or in combination with other factors to justify the employer ending the employment relationship.
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+ Sample Employment Probation Period Letters In Pdf
49% of employees feel insecure during the periods of their employment probation . If you are an employer, you have to make sure that your new hires will not feel this way. Do not intimidate them with the processes of employment probation. Rather, support and encourage them so they can perform well. Handing them an employment probation period letter can be one of the best things that you can do.
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To sign a new hire 90 day probationary period template right from your iPhone or iPad, just follow these brief guidelines:
After its signed its up to you on how to export your new hire 90 day probationary period template: download it to your mobile device, upload it to the cloud or send it to another party via email. The signNow application is just as productive and powerful as the online solution is. Connect to a smooth connection to the internet and start executing documents with a legally-binding eSignature within minutes.
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When Notice Is Not Required
Employees are not required to give termination notice if:
- they have been employed for 90 days or less
- there is a different established custom or practice in an industry respecting terms of employment
- continuing to be employed by the employer would endanger the employees personal health or safety
- the employment contract is impossible to perform due to unforeseeable or unpreventable causes beyond the employees control
- they are temporarily laid off, or laid off after having refused reasonable alternate work
- they are not provided with work as the result of a strike or lockout at the employees place of employment
- they are casual employees employed under an arrangement where they may choose to work or not when asked to do so
- they quit because of a reduction in wage rate, overtime rate, vacation pay, general holiday pay or termination pay
The Regulations Of The Organization On Employment Probation
Allow your employees to know the terms of the probation. You have to provide a set of regulations, standard measures, and policies that will be some of the basis for performance review. Try to be as particular as possible when specifying these items so that your employees can be guided on how they can add value to the organization even during the period of their employment probation. If there are a lot of specifications with regards this matter, you may opt to just write an instruction for your employees to look into the segment of the employee handbook discussing employment probation period concerns if there are any.
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You Can Follow The Steps Below To Provide A Professional Probation Period Letter
There are 30, 60, 90 days which are the most common period of probation. In this case, we take 90 days.
You need to consider the rules you will apply to your employees so that there will not be a misunderstanding between you and them. You need to concern about the benefits, the leave, training, and feedback.
All the policies that you make should be known by the employees to avoid misunderstanding.
Since its about the formal condition of employment, involving the attorney will be better to get their review about the laws.
You need to communicate the policy you made with the Staff to decrease a misunderstanding.
You need to update and add your policy to your existing employee, handbook.
Is to make sure that you have clarified the job ads, job offer letter, and interviews. Then, you need to send a letter to the new hire.
How To Make An Electronic Signature From Your Mobile Device
Mobile devices like smartphones and tablets are in fact a ready business alternative to desktop and laptop computers. You can take them everywhere and even use them while on the go as long as you have a stable connection to the internet. Therefore, the signNow web application is a must-have for completing and signing 90 day probationary period termination letter on the go. In a matter of seconds, receive an electronic document with a legally-binding eSignature.
Get new hire 90 day probationary period template signed right from your smartphone using these six tips:
The whole procedure can take a few moments. You can download the signed to your device or share it with other parties involved with a link or by email, as a result. Because of its universal nature, signNow works on any gadget and any OS. Choose our eSignature tool and leave behind the old days with security, affordability and efficiency.
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Sample Probation Period Policy
Here is a free sample probation policy document template that you can download and customize to your business needs.
Please note that SHRM suggests changing the phrase probationary period to trial period, and provides the specific wording below to avoid any conflict with the at will employment doctrine:
Completion of the trial period does not entitle you to remain employed by the company for any definite period of time. Both you and the company are free, at any time, with or without notice and with or without cause, to end the employment relationship. After completion of the trial period, eligible employees will receive the benefits described in this handbook.
Employment Probation Period Time Frame
SHRM suggests the most common time frame for a new hire probation period, or introductory period, is 60 to 90 days. However, you, as the employer, can set any time frame you want to fully evaluate whether an employee fits your culture and can do the job. Here are examples of when each of the following 30/60/90-day time frames makes sense.
Thirty days is a good time frame for an employment probation period in an entry level job, such as food service or retail, where youll know fairly quickly if the employee is going to work out. For example, if an employee is able to show up on time, display a positive demeanor, gets along with co-workers and can master your POS systems, theyll probably demonstrate those traits within the first few weeks.
Sixty days is a good time frame to use as a probationary period in jobs with productivity metrics. For example, if you hire workers who must master skills like assembling furniture, entering data, stocking shelves, or inspecting manufactured goods, youll need time for those employees to learn the job. After they master the skills, youll need additional time to evaluate whether theyre able to meet your hourly or daily productivity goals.
What HR Professionals Say About Employment Probation Period Time Frames
One HR manager respondent from Puerto Rico, a territory that doesnt acknowledge at will employment, says many employers there use a probation period. Another anonymous HR blogger summed it up best:
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Who Can Benefit From Using A Well
An employment probation period letter may seem to be just a simple document but it can actually be very useful in a number of circumstances. Aside from opening touch points where the new hires and their employers can interact, an employment probation period letter can also set a clear direction for the probation periods entirety. The entities who can truly benefit from using a well-made employment probation period letter document are as follows:
Employers: New hires: Human resource department:
If The Work Is Going Well
As the employee, you and your employer dont have to actively do anything to continue your employment. At the end of the probation period, your employer:
- wont dismiss you
- your probation period ends
- your employment continues automatically on your existing terms and conditions of employment but with no probation period.
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Benefits Of Implementing An Employment Probation Period
Some employers feel that using an employment probation period reduces their hiring risk. It may be true in the sense that employees who dont intend to perform well may choose not to accept a job in a company with an employment probation period. In addition, an employer may feel theres less risk in firing a person during their probation period. Other benefits may include:
- Allows a new hire to determine whether the job is a fit, giving them an easy out if it doesnt
- Lets the employer terminate an employee guilt-free during their probation period
- Avoids employers paying for expensive perks until employee is proven
Terminations nationwide are down over the past 18 years according to the Bureau of Labor Statistics, as shown in the chart below, where the average turnover rate for employees who have been employed for one year is hovering between 3.5 and 4 percent. If your termination rate is higher, you might consider whether a trial or probation period will help by weeding out less qualified candidates ahead of time, or whether you need to do a better job sourcing candidates.
Tips For Successful Use Of Probationary Policies
The employer should clearly communicate with the new employee about the 90-day probationary period regarding what is expected of the employee during that time.
A reputable and qualified mentor should advise the employee on policies and procedures, train them in equipment operation as necessary, and provide them with adequate training and other resources.
A direct manager or supervisor should conduct customary intermittent reviews with the employee to provide constructive criticism and counseling.
All parties involved in orienting the new employee should get advice from the human resources or legal department to ensure the new hire is being treated equitably and given appropriate leadership.
Coaching efforts, employee performance comments, and provided training during the 90-day probationary period should be carefully and fully documented.
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Hr Guide: Probationary Period Tips And Templates
Did you know that almost one out of five new employees fail to get past their probationary period? In this article, we’ll explain a few tips on managing employees that are undergoing probationary periods.
If you have not read it yet, please check out our previous article explaining everything you need to know on the probationary period in Malaysia.
Employment Probation Period Guidelines
There are guidelines to consider when choosing to use a probationary time period, such as ensuring it doesnt violate any labor or employment laws at the state or federal level. Three examples are provided below to illustrate why its important to work with an attorney or HR consultant before implementing your policy.
Example 1: Mandatory Health Insurance
If you have over 50 full-time employees, you must provide health insurance to your employees. Most health insurance companies require this to be offered within the first 30 days. Therefore, you cant withhold health insurance until after the employee completes a 90-day probation period. However, you can wait to offer 401, dental, life insurance, or other perks until after the probationary period is over.
Example 2: State and Local Regulations
California requires employers to pay employees for up to three days of sick leave per year. New York and other states have similar laws. Some cities also have specific regulations for example, if you employ over 10 people in San Francisco, you are required to provide 72 hours of sick leave annually to full-time employees. In either case, you cant wait and only offer sick leave after probation is over. It may need to start accruing upon hire, or be provided as a lump sum.
Example 3: Anti-discrimination Laws
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