Malvern Save The Children Christmas Quiz
Quizzes & Puzzles7 mins ago
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For more on marking an answer as the "Best Answer", please visit our FAQ.what you're talking about is a probationary period. let's be clear about a contract though.... he turns up, you pay him. bingo. contract in place from day one. look at http://www.dti.gov.uk/er/index.htm for your legal obligation regarding written particulars.
You�ll need to put your intention in writing to the candidate at the job offer stage so he can reject if he wishes. A good way to phrase it would be �This offer is made subject to a 3 month probationary period during which time your performance will be regularly assessed and discussed with you. During this time your notice period is one week and we reserve the right to terminate your employment without following full disciplinary procedures�.
The employee is still entitled to notice, so you�ll need to keep an eye on the calendar and serve notice if it�s not working out. Or you can extend the period, although not indefinitely. Write to him at the end to say its ended.
But communicate with the employee during the period. Otherwise it�s not fair and you�ll be just another crap employer�.
You can give someone a permanent contract and still sack them if not up to standard after a three month trial.
You can even extend the three month trial for another three months again and keep doing so but just make sure you document everything and have a job chat with them everytime you have an issue with their work, don't just sack them when the three months are up, if you haven't given them sufficient time to improve.
All companies use this type of contract and usually end up giving the person the job regardless of how well they've done and this has always baffled me