The search for a new job is a kind of test for every person. Calls, interviews and waiting for results - the process is quite nervous. Often it happens that you have to look for work for a long time. The point here is not only in your professional qualities, but also in the unfavorable economic situation in the country. And now, when the last stage of the interview is completed, and you get a positive answer, it will be useful to learn some subtleties of hiring. In particular, the probation period.
Often when applying for a job, a future employee pays little attention to the probationary period. In the current Labor Code, the requirements for the probation period are stipulated in Article No. 26. Here are some of them:
- the probationary period for the employee can be established only by mutual consent of the parties;
- the probation period can not last more than 3 months;
- for working specialties the trial period should not exceed 1 month;
- all conditions of the probation period must be taken into account in the order for employment;
- when applying for a job, the employee must be acquainted with all the conditions of the probation period for signing.
If the employer independently establishes a probationary period, this is a gross violation of labor law.
In most large companies, when employing a new employee, a labor contract is concluded with a probationary period. Why do we need this formality? First of all, the employer wants to insure himself against non-professionals. Even during a multi-stage interview, you can not reliably determine the level of preparation of the applicant. The probationary period allows the employer to make a decision, and the employee to prove himself to the fullest. If the employee does not meet the expectations of the applicant during the probationary period, the employer has the right to terminate the employment contract. In this case, an order is issued for dismissal of the employee due to non-probationary period (art. 28 Labor Code).
The conclusion of a contract for a probationary period is, to some extent, an advantage for the employee. Scientists have found that when a certain time frame is set before a person for performing a certain job, the result is much better. The employee has the opportunity to quickly understand all the intricacies of work in a new place and have a good reputation with the authorities. In some cases, it is possible to extend the trial period, but only on the initiative of the leadership.
There are companies that use a probationary period in order to obtain a low-paid employee for a while. Recognize dishonest employers as follows:
- You are initially assigned a trial period of three months. This is the maximum period that is set for persons applying for executive positions. If you do not treat them, then most likely, you will be dismissed on probation.
- In order to get down to work, the employer invites you to receive training. Reliable companies produce new employees at their own expense. If you are not offered a payment, then, most likely,
for a while you will work for free. After that, you will be fired as an employee who has not passed the probationary period. - The employer does not offer you formal registration for a probationary period. According to the legislation, the trial period is taken into account when calculating the leave and is included in the total work experience of the employee. Even if you have not passed the probationary period, you are recorded in the work book and paid wages for the period worked. If the employer does not formalize you for work, then, most likely, he will leave you without a salary.
For the period of probation, do not settle for worse working conditions than for other workers. As a rule, during this period the employee performs all his duties in full. If you do not doubt your qualification, then insist on the most favorable conditions for you, since quality work should be paid accordingly.