Conversely, the probationary
period also allows an employer to terminate an employee who is determined not
to be doing well at their job or otherwise deemed not suitable for a particular
position. Some companies have an at will policy, which allows a company manager
to terminate an employee at any point during the probationary period.
The ‘probationary’ status allows
the hiring manager time to closely evaluate the progress and skills of the
newly hired worker; determining appropriate assignments and / or monitoring
other aspects of the employee interaction with co-workers / customers.
During the probationary period,
the employer is also entitled to increase or extend your probationary period, particularly
if their performance is below a set standard or for disciplinary reasons. In
this instance, the employee is usually given a period of time to either
improving their performance or modifies their behaviour before more severe
measures are used. In this case, the use of a ‘personal development plan’ or ‘performance
improvement plan (PIP)’ may help so that the key areas of improvement required
can be documented / shared / discussed / agreed.
Remember, being on a probationary
period doesn't make you a second-class employee. Your Employment starts from
your original start date, not from the date at the end of your probationary
period (when you are ‘confirmed’ in the job). Your length of service - which is
essential in determining your eligibility for statutory employment rights - starts
from your original start date and is not affected by the probationary period
AND, you retain the right not to be unfairly dismissed.
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