PROBATIONARY PERIOD POLICY

This Probationary Period Policy (hereinafter referred to as” Policy”) is effective from [INSERT THE DATE ON WHICH PROBATIONARY POLICY APPLIES] and applies to all newly hired employees of the [INSERT THE NAME OF THE COMPANY] (hereinafter referred to as “Us” or “we” or “our” or “Company”).

This policy outlines the clear standards and practices to be followed by every new employee of the company, ensuring a productive workplace by promoting punctuality to work. By upholding these values we can collectively contribute to the success of our company and maintain the trust and confidence of our clients, partners, and colleagues

1. PURPOSE
   1. The primary objective of this policy is to establish comprehensive guidelines and procedures for assessing the suitability and compatibility of newly hired employees within the company framework. By outlining clear expectations and performance criteria, this policy aims to facilitate a structured evaluation process during the probationary period. By providing a structured framework, employees can follow company protocols easily, ensuring alignment with organizational standards and enhancing overall productivity.
2. SCOPE
   1. This policy applies to all [INSERT THE NAME OF THE COMPANY] newly hired employees, contractors, or any third-party working with the Company. In circumstances where an employee’s behavior or conduct may involve a breach of this policy. The Company might take disciplinary or termination actions based upon the set guidelines in this policy.
3. DURATION OF PROBATIONARY PERIOD
   1. The Probationary period will be of [INSERT THE PROBATIONARY PERIOD IN YEARS OR MONTHS] depending on the Job post offered and shall commence from the official date of employment.
   2. The duration may be extended by the company to further assess the newly hired employee's performance, address any outstanding concerns, or provide additional training and support as deemed necessary. Any decision to extend the probationary period will be communicated to the employee in writing, outlining the reasons for the extension and the expected duration.
4. PERFORMANCE EXPECTATIONS
   1. Employees on probation period are expected to perform their job duties professionally and ethically, maintaining the highest standards of integrity.
   2. Clear and respectful communication is essential. Newly hired employees should not use or spread false information about others and should engage themselves in respectful discussions.
   3. Newly hired employees are expected to perform and work in alignment with the Company’s goals and objectives when carrying their job responsibilities.
   4. Employees on probation period are expected to make decisions and conduct themselves in a manner that upholds our ethical principles, which include:
      1. Integrity: Acting honestly and transparently, even in situations where it may be challenging or inconvenient. Upholding the truth and avoiding any form of deception.
      2. Respect: Treating all colleagues, clients, partners, and stakeholders with respect, regardless of their background, position, or beliefs.
      3. Fairness: Ensuring fair and equal treatment of all individuals and avoiding favoritism or discrimination.
      4. Responsibility: Taking ownership of one's actions and decisions, and considering the impact on the company, colleagues, clients, and the community.
      5. Accountability: Accepting the consequences of one's actions and learning from mistakes to continuously improve.
   5. All employees are expected to treat their colleagues, clients and partners with equality and respect. We do not tolerate discrimination, harassment, and bullying or any type of abuse. No direct or indirect discrimination shall take place based on any professional non-relevant trait or circumstance, like gender, marital status, age, national or social or ethnic origin, colour, religion and political opinion, disability, sexual orientation, employee representation, property, birth or other status. Any kind of discriminatory behaviour, harassment, bullying or victimization is prohibited.
   6. Any of the following acts of conduct on the part of the employee will constitute special grounds for disciplinary action by the Company. An employee may be the subject of disciplinary action for matters relating to their performance, capacity, or conduct such as:
      1. Unsatisfactory or Poor Performance,
      2. Deliberate or Gross Misconduct
      3. Threats or acts of violence, especially if against employees or members of the Company.
      4. Fraud, including unauthorized use and misappropriation of funds.
      5. Sexual harassment or bullying
      6. Non- Compliance with Company policies, procedures or practices
      7. Causing Loss, Damages or injury through serious Negligence
   7. Employees on probation period are expected to engage themselves in continuous learning and professional development activities to enhance work related skills and knowledge.
5. PERFORMANCE EVALUATION
   1. Performance evaluations are conducted on a monthly basis by the Humane Resource Department to structure employment decisions effectively and efficiently. Based on these evaluations and on successful completion of their probationary period, status of regular employment will be given to employees on probationary period.
   2. These evaluations will be assessed based on various factors such as daily activity of employees at work, employee’s responsibilities as per Company’s goals and objectives, teamwork and communication.
   3. Performance evaluations will provide constructive feedback to employees, highlighting strengths and areas for improvement.
6. TRAINING AND DEVELOPMENT
   1. We will provide regular training and awareness programs to ensure that all new employees, contractors, and other stakeholders are aware of their job roles and performance.
   2. A Performance Improvement plan will be provided to new employees who falls below the expected levels of performance.
   3. New Employees participating in training and development activities are expected to comply with this and all other relevant company policies.
7. TERMINATION
   1. During the Probationary Period Employment may be terminated during the probationary period if the employee fails to meet performance expectations or if there are other valid reasons for termination. The decision to terminate employment will be made by the designated authority or HR department.
8. FEEDBACK AND COMMUNICATION
   1. Our Company values open and constructive feedback between employees and their supervisors. Feedbacks should be specific, objective and aimed at enhancing growth and development.
   2. We will ensure that effective communication channels are established to keep employees, customers, and other stakeholders informed about their job performance. We will also ensure that communication channels are tested regularly to ensure their effectiveness.
   3. Feedback and communication discussions are considered confidential and should be shared only with individuals directly involved
9. CONFIDENTIALITY, INFORMATION SECURITY, PROPRIETARY INFORMATION AND INTELLECTUAL PROPERTY
   1. We are committed to business information confidentiality, integrity and accessibility, we implement proper technical security measures and it is our staff’s obligation to uphold this. Proprietary information includes all non-public information that might be harmful to the company or its customers, business partners if disclosed to unauthorised parties. All members must handle any such information as secret. It also covers that, no one is entitled to trade with securities while in possession of non-public information or deliver non-public information to others that could have an impact on the securities. Every rule ensuring information security must be followed all the time.
   2. Employees on probation period must maintain the confidentiality of the company and client information. Sharing sensitive information with unauthorized individuals is strictly prohibited.
10. COMPLIANCE
    1. Compliance with this policy and applicable laws should be regularly monitored and audited to identify and address any potential gaps or non-compliance.
    2. Any identified breaches or non-compliance should be promptly investigated and appropriate corrective actions should be taken.
11. CHANGES TO THE POLICY
    1. We reserve the right to update and make changes to this policy from time to time based on the working conditions of the Company. The Company on updating this policy will inform the members of the Company.
12. FURTHER INFORMATION
    1. For any queries or further Information regarding our Company or about this policy, the concerned person can contact us through email [ EMAIL ADDRESS]
13. ACKNOWLEDGEMENT
    1. We expect all employees to adhere to this policy of the Company. The Company will apply this policy fairly to ensure a harmonious and productive workplace for all.
    2. By signing below, you acknowledge that you have carefully read and understood the terms and contents of this policy.
    3. You acknowledge that you will follow the set guidelines of this policy as well as of the Company and failure to do so; the Company can take Disciplinary action against such individuals.

COMPANY                    

[INSERT THE NAME OF THE COMPANY]

Authorized Signature