Employee Probation Agreement

While the fixed-term salary and may be freely acceptable to the parties, the legislature requires employers to pay at least 85% of the salary of this activity once the worker is hired as a permanent employee. In the case of positions requiring professional skills (i) of college or higher vocational training and ((ii) vocational training or equivalent training, the assessment must be communicated to the worker three days before the last expiry date of the trial period. Of course, the mere use of the word parole instead of introduction is not the whole point. In interpreting trial periods, the courts seek a reason why they exist – in particular, the worker must receive some form of benefit at the end of the period. To set up a formal trial period, you must therefore ensure that there is some difference between the status of your workers during the trial period and after. As a general rule, workers can receive benefits (such as accrued leave or sick leave or 401 (k) registration) that they did not have before the end of the trial period.1 Employers must also consider federal and national standards when placing workers on probation. For example, if the employer constantly puts each secretary in the office, but not another working class, it could be discrimination and supporting secretaries. 14.7. Each Party undertakes to carry out these agreements, documents and documents and to carry out or carry out all acts and acts reasonably necessary for the implementation of this Agreement. Unlike employment contracts, probation contracts give parties the freedom to choose whether or not to respect the probation contract.

On the other hand, a well-developed probationary period clause can help the employer as follows: 9.2. You may not, at any time, or during the pursuit or after the end of your trial period with the company, use, disclose or disclose to a person, regardless of the confidential information you have access to or possessed the business of during your trial period, nor the names or addresses of customers, customers, sellers or representatives of the group`s business or business to a person approved by the company or ordered by a competent court. The existence of such exceptions may lead countries to limit the length of the trial period or probationary period. First, the employer should ensure that the worker is informed of the trial period and the standards of behaviour and performance that must be adopted in order to pass the trial period. Second, the employer should ensure that the necessary arrangements are made to monitor the performance of the worker throughout the trial period and to conduct a performance evaluation session before the end of the trial period. 1 In order to find that the trial period is a point where the benefit is evaluated before the start of full benefits, you establish a policy written in your manual that says: “The end of the trial period does not give you the right to remain busy in the company for a certain period of time. You and the company are free at any time, with or without notice and with or without reason, to end the working relationship. At the end of the trial period, eligible staff will benefit from the benefits described in this manual. In addition, workers who are not subject to compulsory social security are paid by the employer the additional amount corresponding to compulsory social security contributions (including social security, health insurance and unemployment insurance), for example.B.