Confirmation of all appointments will be subject to satisfactory completion of a period of probation, which will typically be for six months, with a review at the end of the first month, three months and at the end of six months.
During the period of probation, the contract can be terminated by either party giving one week’s notice in writing. All stages of the disciplinary process may not be applied before dismissal during probation.
During the probationary period, management will ensure that each employee is fully assisted in understanding and becoming familiar with the demands of his/her post and that there is a full discussion with the employee about any problems or difficulties. During the probationary period, the employee will be advised of his or her progress.
The period of probation may be extended for a specific period (generally by three to five months) if management is not entirely satisfied that the employee is suitable for the post. The employee will be informed through supervision with their Manager, and in writing about the reason/s for this decision.
Where a person has a contract (i.e. fixed term) with the company for one year or more and then moves to an indefinite contract, the initial contract will be deemed to be the probationary period, unless in exceptional circumstances.
It is the responsibility of the Manager to track the probation dates.