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In a workplace setting, probation (or a probationary period) is a status given to new employees and trainees of a company, business, or organization. This status allows a supervisor, training official, or manager to evaluate the progress and skills of the newly-hired employee, determine appropriate assignments, and monitor other aspects of the employee such as honesty, reliability, and ...
The duration of the trial period, training guidelines and assessment standards should be outlined in this section. If an employee's performance is found to be unsatisfactory, the employer can terminate the employee at the end or before the completion of the probationary period.
Employees can seek damages for lost wages and benefits, or the cost of child care, plus an equal amount of liquidated damages unless an employer can show it acted in good faith and reasonable cause to believe it was not breaking the law. [164] There is a two-year limit on bringing claims, or three years for willful violations. [165]
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The basic form of employment in Poland is an employment contract, which can be concluded for a probation period, a definite period of time or an indefinite period of time. The Polish Labour Code provides regulations on employee benefits, annual leave, termination of the employment contract, discrimination in the workplace, disciplinary ...
Jun. 8—Justice Court officials are pushing commissioners to continue funding the county probation department after what they describe as a successful two-and-a-half year trial period.
However the employer can not simply dismiss the employee at the end of the trial period if the employee has not met expectations. An employee on "probation" has all the protection under the ERA that ordinary employees have, that is, an employer needs a good reason and must follow a fair procedure to dismiss a worker (section 67).
In an indefinite contract, the burden of proof was reversed during the probationary period, which lasted from just a few days to three months, depending on the type of job, requiring an employee seeking legal recourse to prove they were unjustly fired rather than the employer to prove just cause for the dismissal. [4]