We aim to give our readers and followers the best advice when it comes to managing people effectively and every month you can read a digest of some HR questions that might be relevant for you.
Q: I have a new employee who is on a 6-month probation – she is an administrator. She is not really working out -can I just give her 1 weeks’ notice and tell her to leave?
A: There is a pre-conceived notion that probation allows employers to terminate an employee who is on probation for little or no reason and that there is no come-back.
Unfortunately, this is not true, and we are seeing more and more cases (mainly brought under the discrimination legislation) where aggrieved ex-employees have said that they were not treated fairly during their probation period.
The golden rules are:
- Have a clear probation clause in the contract, giving the option to extend probation up to a maximum of 11 months. The probation should allow for a one week notice period during the probation time.
- Have a good job description so that the employee fully understands the job they are supposed to be doing.
- Meet the employee at least every 2 weeks during the probation period to review how they are getting on, talk about any issues, clarify if the employee is not doing the work expected/or not doing the work well enough, and give them objectives to improve.
- If the employee is not suitable, make sure that they understand that their probation performance is not reaching an acceptable level, and that they may not pass probation. When informing them that they are unsuccessful and that you are giving them notice, be very clear about the reasons and that you have supported them through the process.
- And finally, treat the employee fairly and be supportive. This can be a challenging time for the employee, and with your support, most new employees will make the grade.
If you need advice on HR issues, drop us an email at firstname.lastname@example.org or contact the office for any additional information 01-5252914.