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At all the companies I've worked at they had a 90-day "probationary" period to see if they want to hire the new person, to see if they work out or not. At 2 separate companies I remember people who weren't worth a darn (immature, unprofessional, lazy, couldn't get along with others) and they hired them anyway.
If a new employee is fired during the probationary period, the company can show the document that clearly states that you are in a probationary period. In theory it isn't necessary if you are employed at-will, but every little bit of CYA helps if you are in any way a target for lawsuits.
If a new employee is fired during the probationary period, the company can show the document that clearly states that you are in a probationary period. In theory it isn't necessary if you are employed at-will, but every little bit of CYA helps if you are in any way a target for lawsuits.
Great advice but I want to add that the thoughts and feelings of mankind are deep and vague and sometimes difficult to discern .... it is difficult to truly understand another person. So, managers are people... and sometimes may just not like a person they manage for one reason or another. Sometimes your best performance is never going to be enough for that particular manager you rub the wrong way. BUT perhaps if you show them particular kindness and go out of your way to help them make their job easier you might be able to get along much easier. On the other hand, sometimes your personality type may actually not be appropriate for a certain kind of job -- if this is the case you will be happier if you try to find a job which makes you happier --- even if you take a paycut or take on less desirable working hours. Perhaps you might try to be creative and think of ways to make money for yourself?? Have any business ideas? Try to implement them on a small scale -- ABSOLUTELY THOUGH -- Always do your best -- but realize sometimes politics and fickle feelings have greater influence in your circumstance and these things are usually outside of your control. Try to appraise the character and values of the person you work for to see if you can better understand them and try to find a way to get along with them whether you agree with their values or not. If you absolutely cannot agree with this person and it is impossible for you to see eye to eye.... then for your sake, it might just be best to do your best to secure employment elsewhere.
Thanks so much for resurrecting a 3 year old thread with such an inspiring first post and thank you too for reviving it so that we can once again enjoy reliving one of our favorite poster's familiar ramblings which remain exactly the same now as they did then!
An introductory period basically means they can let you go in a NY minute if for any reason they don't think you will measure up, learn or work too slowly or basically the be all end all used today 'they can let you go in a NY minute during this period with no real explanation other than 'not a good fit'... After the introductory period more of a paper trail is needed particularly for purposes of contesting unemployment claims. someone who has worked for a company for less than 60 days and fired in that NY minute probably would not have enough time to be eligible for unemployment but someone who has worked for a company for a year would definately have enough time to be eligible...
The only purpose of written warnings, written discipline and/or other forms of documentation are to create a paper trail to fight an employees unemployment claim if he or she files after they fire them..
If a new employee is fired during the probationary period, the company can show the document that clearly states that you are in a probationary period. In theory it isn't necessary if you are employed at-will, but every little bit of CYA helps if you are in any way a target for lawsuits.
No its more for the purposes of contesting unemployment. someone who has worked only 60 days isn't even eligible.
most wrongful termination lawsuits are frivolous and very difficult to win since the entire burden of proof falls on the former employee.. Lawyers also charge an average of $400 an hour and usually won't touch any such case without at least a $10,000 retainer upfront
It's not just for the employer, but it's also for the employee. It is a measurement of what the employer wants and how you can meet those expectations. It also has to do with the team and working culture, if you will fit in there. If you don't make waves and you get your tasks completed you will be fine.
worked for company for 18 months, after muscle related injury, had to missed work some days. supervisor put me on 60 days probation. can they do this .had a doctor excuse for missed days.
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