Due to successful completion of the probationary period. How can you successfully pass the probationary period?

A probationary period at a new job is undoubtedly a difficult period for any specialist - both a recent university graduate and a mature professional. How to withstand a series of tests with honor and prove to the employer that he was not mistaken in hiring you to the company?

To quickly stop being a pig in a poke for a new manager, listen to the advice.

Work for your reputation
Practice shows that today it is almost impossible to get a job without a probationary period. And this is understandable: any manager wants to be confident in the competence of a new employee and that he will benefit the company. According to Russian labor legislation, the procedure for dismissing an employee is very complicated. Therefore, with the help of a probationary period, the employer is reinsured - in case the recruiter makes a mistake and the newcomer turns out to be, as they say, out of place.

Theoretically, a specialist has legal grounds for refusing tests, but such a candidate, in the eyes of the employer, instantly moves from the category of promising to the category of problem. This hardly promises you further successful work in the company. However, there are certain categories of workers for whom, according to, a probationary period is not established. These are pregnant women, women with children under the age of one and a half years, candidates under 18 years of age, young specialists, those hired for positions through competition, etc. (see the Labor Code of the Russian Federation).

If you are not related to the listed categories, be prepared to prove yourself in the very first weeks of work. At first, you will have to work for a reputation as a knowledgeable professional and responsible colleague. As a rule, for managers, their deputies and chief accountants – six months.

Make an onboarding plan
It is important to understand that the way to a leader’s heart is through good work. A suitable suit and punctuality are, of course, important for creating a business image, but the most important thing during the probationary period is to quickly get involved in work and prove yourself in business. It is unlikely that you will be able to achieve record sales in the first month of work or independently implement an important project for the company. However, you must take at least the first steps towards achieving those ambitious goals that you told the recruiter about during the interview.

Perhaps the ideal start is to draw up an individual plan for your work during the probationary period. This document will be a kind of addition to the job description, that is, a schedule for your entry into the position. Typically, it generally describes the tasks that a new specialist must solve during the probationary period, the timing of their completion, as well as the criteria for evaluating his work - for example, the number of attracted clients, sales volume, number of articles written, etc.

Your manager together with a HR specialist can draw up a work plan for the probationary period. Having received such a document, discuss the details with your boss or your mentor: with whom you can cooperate on certain issues, where to look for the information necessary for work.

Define goals and deadlines
However, it is not always that a newcomer finds himself in such favorable circumstances: unfortunately, in Russian companies, the schedule for taking on a position is still more of a rarity than an everyday practice. However, you may well suggest that your manager plan your work together for the first weeks or months. Most likely, such a conversation will be of a strategic nature - you will discuss goals, projects, contacts, deadlines...

The results of such a detailed conversation do not necessarily need to be formalized in the form of an official document with a signature and seal. And yet, do not rely on memory - it is better to record the main tasks and deadlines for their completion in a notepad.

Show your best side
During the probationary period, you need to show all your strengths. Surely you already know what you do best - for example, preparing summary analytical tables or writing “diplomatic” letters. Perhaps your personal charm helps you conduct personal negotiations with clients. Or you have a talent for organizing events and never forget a single detail.

Determine which qualities of yours deserve emphasis. If there is no corresponding instruction from the manager, try to organize it. “It seems to me that the results of this half-year will look best in the table: it will be possible to compare with the previous period. And our achievements will be clearly visible!” - the manager will certainly appreciate such an offer, and you will be able to show your best side.

Don't be afraid to take the initiative
Initiative is punishable, they liked to say in Soviet times. Now the situation has changed: in progressive companies, an enterprising employee has long been no longer perceived as a troublemaker. On the contrary, reasonable suggestions, a fresh perspective and interesting ideas will most likely be appreciated by your manager.

But if it seems to you that the department in which you work is doing something incorrectly or ineffectively, do not criticize the common cause. Take a closer look: what if you are wrong? All comments and suggestions should be made as correctly as possible, emphasizing the achievements and not the failures of colleagues.

Keep your tone
You don't need to be a superman to successfully pass a probationary period. It is enough to work with full dedication, carry out all the instructions of the manager, not be late, dress in accordance with the position, be friendly and responsible.

Let’s say this is exactly how you were for a whole month – almost half of the probationary period! But time passes, and now you have already become part of the team, cope with most of the assignments, find out where your colleagues have lunch, etc. It would seem that you can relax a little - sit on a social network during working hours, leave early on Friday...

But don't rush! The adaptation period and the probationary period are not the same thing. The manager will evaluate all your achievements and failures at the end of the test period, taking into account all the details. Therefore, keep your tone: you probably still have a lot to learn in your new place. And forget about social networks and long smoking breaks: these killers of working time will not help you make a career.

If you are sick
What if you get sick during the probationary period? Of course, this is annoying: the new team is not expecting a sick leave from you, but, for example, a quarterly report. However, do not despair: we are all human, and anyone can find themselves on sick leave at the most inopportune time. Keep in mind that if you go on sick leave, your probationary period is automatically extended by the number of days you were actually absent.

If suddenly things didn't work out
As a rule, interviews with candidates are a good filter for selection - the majority of employees hired by the company successfully pass the probationary period. But sometimes it also happens that newcomers get lost, fail to complete tasks, and employers decide not to continue working with them. In this case, the employee must be notified of the impending dismissal not two weeks in advance, but three days in advance.

In this case, the employee must receive a written justification for such a decision, but in addition to this, it is worth trying to talk frankly with the former manager and find out what was the reason. The issue may be due to the newcomer’s shortcomings, but other explanations are quite possible, for example, conflict in the team. In any case, it is worth analyzing your behavior and carrying out internal “work on mistakes.”

Remember that the probationary period gives certain rights not only to the employer, but also to the employee. It is possible that during the probationary period you will realize that the work does not give you pleasure and decide to part with the company. By law, in this case, you are not required to work the usual two weeks for dismissal - it is enough to notify your manager in writing three days in advance.

Whatever happens during your probationary period, remain optimistic: you have gained another precious bit of experience, and this will undoubtedly make the path to your dream job shorter.

Dismissal during a probationary period can be carried out at the initiative of both the employee and the employer. However, despite the short period of work, the procedure for dismissing an employee during a probationary period must also be followed.

Can they be fired during the probationary period?

Often, when hiring a new employee, the terms of the contract specify a period during which his professional qualities can be identified and assessed. This period of time helps the parties understand the feasibility of further relationships. The probationary period may vary in length depending on the position held.

A probationary period is not provided for:

pregnant women;
women raising children under 1.5 years of age;
persons under 18 years of age;
graduates of educational institutions.

NOTE! The employer has the right not to require confirmation of the status of the persons listed above. Therefore, the employees themselves must present documents confirming this situation.

A probationary period is established only when hiring a new person. If there is a need to transfer an already working employee to another position, a probationary period is not provided.

The duration of the probationary period and other conditions should be specified in the employment contract, and also reflected in the order when hiring. Further changes to these conditions are permitted only by agreement of the parties.

For most employees, the duration of the probationary period is 3 months; at its discretion, the employer may limit it to a shorter period. For applicants for management positions, including chief accountants, the probationary period can be extended to 6 months. If the contract is concluded for a period of 2 to 6 months, the trial period lasts up to 2 weeks.

The reasons for dismissal during a probationary period may be the same as for termination of a contract in other situations. Moreover, in case of unsatisfactory performance of the hired employee, the employer has the right not to pay severance pay.

For more information on how to make final payments upon dismissal, see the material .

Article of the Labor Code on dismissal during the probationary period at the initiative of the employee without working time - how is the application written?

An employee leaving during a probationary period can do this at his own request. There should be no difficulties with how to quit during the probationary period. But to do this, it is necessary to notify the organization’s management in writing 3 days before the expected moment of termination of the employment contract. If both parties agree to terminate the employment relationship earlier, then work, including 3 days, is optional (Article 78 of the Labor Code of the Russian Federation).

In this case, the application is written in free form, indicating the reasons for dismissal. For example: " I ask you to dismiss me of my own free will before the expiration of the probationary period due to the fact that I am not satisfied with the working conditions in the position I occupy.”

However, it should be remembered that if the assigned probationary period has expired and management does not express a desire to terminate the contract, the employee automatically continues to perform his duties on a general basis. No additional documents are required. However, if the employee wishes to resign on his own initiative after the end of the probationary period, he will need to notify the employer at least 2 weeks in advance.

In some cases, when hiring, the possibility of passing a probationary period is not specified. In such cases, it is also necessary to work over a 2-week period.

Payments to an employee upon dismissal during a probationary period can only be made in the usual manner (salary, compensation for periods of unused vacation). But additional payments, for example, severance pay, can be counted on upon voluntary dismissal only if this condition is specified in local regulations.

Other information about the specifics of calculating severance pay can be found in the material .

How to dismiss an employee during the probationary period and after it at the initiative of the employer?

Hiring an employee with a mandatory probationary period is accompanied not only by a record of this condition in the employment contract. It is necessary to draw up a list of requirements and tasks, the fulfillment of which is mandatory for further enrollment in the staff. Successful completion of the probationary period includes, among other things, the solution of all tasks assigned to the employee.

If an agreement was initially concluded with the employee, which does not stipulate the existence of a probationary period or there is no separate written agreement on this condition, termination of the agreement as dismissal during the probationary period can be easily contested.

Dismissal of an employee during a probationary period, committed at the initiative of the employer, must be accompanied by a warning to the employee about the upcoming fact 3 days in advance (Article 71 of the Labor Code of the Russian Federation). To do this, the employee is given a written notice containing the reasons for dismissal and the date of termination of the contract.

Determining the timing of the test has its own characteristics. This period is set in calendar days, including weekends and holidays. However, the absence of an employee from the workplace due to other situations, including illness and unknown reasons, is not included in the probationary period.

If the end of the probationary period falls on a non-working day, then the last day of performance of official duties in this status is considered to be the previous working day. That is, if the employer nevertheless decides to dismiss the employee during the probationary period, then the notice will need to be given in advance.

As soon as the probationary period comes to an end, the employee is considered accepted for the position, unless otherwise specified in the employment contract. The simplified dismissal procedure available to employers during a probationary period is no longer valid, and the employee is subject to the rules in force for ordinary employment.

Dismissal of an employee for failing to complete the probationary period

The employer has the right to terminate the contract with an employee who has failed to cope with his duties during the probationary period and has also shown himself to be unable to perform further work.

Dismissal during the probationary period can be carried out before the end of this period. The employer can terminate the contract with a new candidate at the very beginning of his work. However, the fact of non-compliance with the position held by the employee will have to be confirmed.

Before dismissing an employee who has not passed the probationary period , he should be given a notice of dismissal, and this must be done 3 days before the order is issued. This period, as well as the basis for terminating an employment contract with an employee who has not passed the test, is valid only during the probationary period. After this period, if management does not take any action towards the hired employee, it will no longer be possible to dismiss him under the same conditions.

The following periods do not apply to the probationary period:

vacation (including at your own expense, educational);
periods of incapacity;
periods of downtime in production if the employee is absent at this time with the knowledge of management;
suspension from work;
performance of state or public duties;
absence from work for unknown reasons.

You can read more about registering absenteeism in the article.

Employee business trips are included in the probationary period. Moreover, based on the results of completing travel assignments, one can judge the employee’s suitability for the position held.

During the entire period of the employee’s probationary period, the employer will need to record the facts of completion or non-fulfillment of tasks, confirming everything with documents. If conflict situations arise, the employer, during dismissal during the probationary period, can, with the help of such documents, provide irrefutable arguments in favor of the employee’s incompetence.

Evidence of unsuccessful completion of the probationary period may include information from the following sources:

reports of unsatisfactory product quality;
memos and reports from immediate superiors and other employees about the unsatisfactory quality of work of the tested employee;
minutes of the meeting of the commission to discuss the results of the probationary period;
employee reports on the results of his activities.

If during the probationary period disciplinary measures were taken against the employee, then these facts can also serve as evidence of his inadequacy for the position held.

In addition, the tested employee must be familiarized with the internal regulations, job descriptions and other local regulations against receipt.

More detailed information about the responsibilities of HR employees at an enterprise can be found in the material.

Step-by-step instructions for dismissing an employee who has failed the test and a sample notification of failure to pass the test

If the employer has an unsatisfactory impression of the employee who has completed the probationary period, the employer has the right to dismiss him as someone who has not completed the probationary period in a simplified manner (Part 1 of Article 71 of the Labor Code of the Russian Federation). However, this will require following a certain procedure, the main component of which is notification of termination of the agreement.

When designing, you should consider the following subtleties:

notice of dismissal must be given no later than 3 calendar days before the planned day of termination of the employment agreement;
if notice is not given to the employee before the end of the probationary period, he is considered to have successfully passed the test, and dismissal in a simplified manner becomes impossible;
The notice must indicate the reason for the non-compliance with the position;
It is prohibited to make a decision on dismissal if the employee is on sick leave or on vacation at that time.

Step-by-step instructions for dismissal during a probationary period may look like this.

Firstly, the employee who has not completed the probationary period should be notified in writing, in which the reason for such a decision must be noted. You can find a sample notification text on our website at the link below.

Secondly, the head of the enterprise must issue an order to dismiss this employee. The dismissed person must be familiarized with the text of the order against receipt.

Thirdly, you need to make an appropriate entry in your work book.

This material will help you fill out your work book correctly.

Fourthly, a full calculation of the funds earned by this employee should be made. The final payment is made to the employee on his last working day or on the day of application (if the dismissed person is not at work on that day). Severance pay is not paid to citizens who have not completed the probationary period.

Variations can only be in the activities of the first point. After the decision to dismiss during the probationary period is made, it may happen that a refusal to accept the notice follows. Then a corresponding act is drawn up, recorded by at least 2 witnesses.

Results

If an employee has not completed the probationary period, every employer should know how to fire him without breaking the law. There may be slightly more grounds for dismissal during a probationary period than with the usual termination of a full-time employee’s contract at the initiative of the employer. However, the amount of payments may be less. The employee also has the right to quit if the new place and working conditions are not suitable for him, without undergoing mandatory work for a period of 2 weeks.

However, do not forget about the length of the probationary period, after which you will have to terminate the employment contract on a general basis.

The Labor Code indicates that the employer has the right to assign an applicant a test when hiring. This is necessary to check the professional qualities of the future employee. This does not mean that the employer is obliged to establish a probationary period.
indicate that a probationary period can be established for an employee only by agreement of the parties. However, in practice this is not the case. The employer confronts the job seeker with the fact that there is a probationary period, and the salary during this period is set somewhat lower than after it.

When hiring, even if there is a probationary period, the employer enters into an employment contract with the employee. The contract must indicate that the employee is hired “with a probationary period of ....”. The salary that the employer is going to pay the employee during the trial must also be specified in the contract. If there is no provision in the employment contract about assigning a test to the applicant when hiring, this means that the employee was hired for a vacant position without a probationary period.

Article 70 of the Labor Code of the Russian Federation states that the duration of the probationary period cannot exceed 3 months. If the head of the organization, his deputy, the chief accountant or his deputy is hired, the probationary period is increased to 6 months. If a fixed-term employment contract is concluded with an applicant for a vacant position for a period of 2 to 6 months, then the probationary period cannot exceed 2 weeks. If the employee was sick or actually absent from work for other reasons, these periods are deducted from the probationary period.

persons who occupy a vacant position as a result of a competition;
pregnant women;
women who have a child under 3 years of age;
minor workers;
persons holding an elected position;
persons occupying a vacant position as a result of a transfer from another employer;
applicants who enter into an employment contract for a period of less than 2 months;
to other persons, if this is provided for by local regulations or collective agreements.

The employee must understand that if there is a test, then there must be its results. They can be both positive and negative.

If the employee passes the test, then there is no need to conclude a new employment contract with him. He continues to work under the conditions specified in the employment contract concluded upon acceptance. If the results of the test, in the opinion of the employer, are negative, then he can terminate the employment contract with the employee before the end of the probationary period.
To do this, he must warn the employee in writing about the upcoming dismissal 3 days in advance. The notice of termination must also detail the reasons. The employer must justify its decision regarding negative test results.
If the employee does not agree with the results of the test, he must also notify the employer about this. If he considers his dismissal illegal, he has the right to appeal to the labor inspectorate or to court. The opinion of the trade union is not taken into account in this case. The employee also has the right to terminate the employment contract with the employer if, during the test, he decides that the job is not suitable for him for a number of reasons. To do this, he must notify the employer in writing 3 days in advance.

Probation period according to the labor code

According to established practice, a probationary period is a certain period of time during which the employer checks the suitability of the employee being hired for the position for which he is being hired.
Establishing the period required for probation is the right of the employer, but not his obligation. Therefore, if he believes that the applicant is suitable for the vacant position, he can hire him without passing the test.

The employer has the right to apply a probationary period to one or another applicant for a vacant position, regardless of the organizational and legal form of the enterprise and the goals of economic activity.

The appointment of a probationary period is regulated by Art. 70 Labor Code of the Russian Federation and Art. 71 Labor Code of the Russian Federation. But this does not mean that he works on preferential or special terms. Absolutely all norms of the current labor legislation, as well as other regulations containing labor law norms, apply to it. That is, he has all labor rights and must perform all labor duties, and can also be held accountable for violating the norms of the Labor Code of the Russian Federation.
A probationary period can only be established by agreement of the parties. That is, if one party (usually a future employee) did not know about the establishment of the test or was not properly notified, this is considered a gross violation of the norms of the Labor Code of the Russian Federation.
Therefore, the employer must notify his future employee that he intends to set a certain period for checking his professional suitability. The duration of the period must be announced. The applicant does not have to agree! But he may offer the future employer another term. When the parties come to a mutual agreement, they sign an employment contract, which specifies the duration of the tests for a specific applicant.

The duration of the probationary period is not an essential condition of the employment contract, that is, without this clause the contract will be valid. In addition, if during the labor relationship the parties agreed that the test period needs to be changed, then they can sign an additional agreement and include this provision in it.
Based on the signed employment contract or additional agreement, an order is issued, which also reflects the duration of the probationary period. If such conditions are absent, the employee is considered accepted without a probationary period.

Working conditions during the probationary period should not be worse than after its completion. This right to the employee is guaranteed by Art. 70 Labor Code of the Russian Federation. In addition, a real employment contract is immediately concluded with the employee, and not for the duration of the test. An employer cannot conclude a fixed-term contract on such a basis as during the probationary period, since this is not the basis for concluding a fixed-term contract. This is a violation of current legislation.

The same situation applies to wages. It should not be less than what other employees receive in a similar position and with the same work experience as the new employee. That is, the employer does not have the right to stipulate in the employment contract one amount of remuneration for the duration of the trial, and then another amount.

But employers found a way out of this situation without violating the norms of the Labor Code of the Russian Federation. They set low salaries for all employees, regardless of position, qualifications and work experience. And then they pay their employees monthly bonuses, taking these facts into account. Therefore, an employee on a probationary period, as a rule, receives less than other employees.
It is possible to carry out dismissal during a probationary period according to a simplified scheme, regardless of who is the initiator - the employee or the employer. If one of the parties comes to the conclusion that this employment relationship is impossible, then the employment contract is terminated without the participation of the trade union organization and payment of severance pay.

To whom the probationary period does not apply

The law establishes a certain circle of persons to whom a probationary period cannot be applied as a measure of professionalism. The circle of such workers is defined in Art. 70 Labor Code of the Russian Federation. These include:

applicants who are accepted for a vacant position based on the results of a competition;
pregnant women, with the appropriate certificate, and persons who have a child under the age of 1.5 years;
minor applicants;
applicants who are university graduates and who get a job for the first time within 1 year after graduation;
applicants who are intentionally elected to a given position;
employees with whom an employment contract is concluded due to a transfer from another employer, if there is an appropriate agreement between these employers;
applicants who enter into an employment contract for a period not exceeding 2 months;
applicants of other categories, which are prescribed in other, more “narrow” regulations.

In relation to these employees, the employer does not have the right to apply tests when applying for a job.

Exceeding the probationary period

The maximum duration of the probationary period, according to current legislation, is 3 months. That is, the employer does not have the right to check the professionalism of his employee beyond this period.
But there are several categories of employees for whom the probationary period should not exceed the time limit strictly established by law. Therefore, the employer must first determine whether his new employee belongs to this category or not, and only then set tests for him for a certain period.

A probationary period of no more than 6 months is established for:

the head of the enterprise, as well as for his deputy;
head of a branch, representative office, structural unit;
chief accountant and his deputy.

The probationary period cannot exceed more than 2 weeks for applicants:

concluding an employment contract for a period of 2 months to six months;
working in seasonal jobs.

Tests for a period of 3 to 6 months are established:

for civil servants who are hired for the first time;
for persons who are transferred to the public service for the first time.

In more “narrow” regulations governing the activities of various categories of workers, other testing periods may be established. Therefore, if an employer is guided by such regulations to conduct its activities, then it must take this into account when hiring new employees.

If the probationary period is specified in the employment contract and does not exceed the duration established by law, then it can be changed. The manager has the right to shorten the probationary period of his employee without compelling reasons, but he has no right to increase it.
However, there are periods of work that are not included in the employee’s probationary period, that is, they actually increase the probationary period for a particular employee. These are time periods such as:

a period of illness, that is, the employee can justify his absence with a certificate of incapacity for work;
administrative leave, that is, leave when the employee does not retain his salary;
study leave, that is, absence from work due to training;
the employee is engaged in public works or performs government duties;
absence of an employee from his/her workplace for other valid reasons.

In effect, these periods extend the probationary period of a particular employee, although there are no changes to the employment contract.

The probationary period applies to a fixed-term employment contract

You can conclude either a fixed-term employment contract with an employee or a contract with a specified duration. This point is reached by agreement of the parties. The duration of the employment relationship must be specified in the employment contract. A probationary period can also be applied to such an employee, but with some nuances.

A fixed-term employment contract can only be concluded in certain cases. These are cases such as:

for a period of no more than 5 years;
an employee is hired to perform a certain amount of work when the exact completion date of such work cannot be determined. This should be stated in the employment contract;
temporary absence of another employee. An often common case is an employee’s maternity leave;
performing seasonal work. For example, harvesting or sowing.

In other cases, the employment contract is concluded for an indefinite period.

With a fixed-term employment contract, the duration of the trial is also established by agreement of the parties, as with an open-ended contract. The general test conditions apply. The period for checking a new employee cannot exceed 3 months. But if a new employee is hired for a period of 2 months to six months, then the employer cannot set a verification period of more than 2 weeks. This situation arises when an employee, for example, is hired to perform seasonal work.
If an employee is hired for a period that does not exceed 2 months, then the employer does not have the right to set a probationary period. If the employer insists on this, then he violates the basic labor rights of this employee.

An employer's favorite technique is a probationary period, which is appointed to test the professional qualities of a potential employee. According to the majority of citizens, the probationary period means only one thing: the employee can be paid less and fired without noise and dust.

Is it so? Let's find out in our article.

Nuances of the probationary period: what pitfalls went unnoticed?

A probationary period is an opportunity for the employer and employee to get to know each other better over a certain period of time and decide on further long-term cooperation.

This means that the notorious probationary period is not only the prerogative of the employer, but also an opportunity for the employee to take a closer look at the company as a whole: working conditions, the team, fulfillment of salary promises, and so on.

About salary promises

Recruitment advertisements are full of messages about salary levels, which are set for a trial period. Usually this amount is significantly less than the stated salary. Is this legal?

According to Article 70 of the Labor Code of the Russian Federation, during the probationary period, the provisions of labor legislation apply to the employee. In accordance with Article 132 of the Labor Code of the Russian Federation, any kind of discrimination is prohibited when establishing and changing wage conditions. It is also illegal to pay an employee a salary during the probationary period that is less than that provided for in the staffing schedule for his position.

So there can be no talk of any promises “after the probationary period you will receive more.” Demand that you obey the law. Of course, you may be refused a job because employers are not used to following the rules. In this case, go to court without a twinge of conscience.

A probationary period must be included in the employment contract (fixed-term or concluded for an indefinite period).

Who is not subject to a probationary period?

persons under 18 years of age;
young workers who graduated from vocational schools;
young specialists after graduating from higher educational institutions;
temporary and seasonal workers who enter into a contract for a period of no more than 2 months;
persons discharged from military or alternative service;
disabled people sent to work by decision of a medical and social examination;
employees transferred to another employer or to another location;
persons hired on a competitive basis or based on the results of a special selection.

Read this list carefully and think about whether you fall into one of these categories, and if so, then you don’t have to be afraid of failing your probation - you simply won’t have one.

By the way! For our readers there is now a 10% discount on

Legal literacy, or how not to fall for the employer’s bait

Suppose you find a vacancy that fully satisfies your needs, but at the interview the employer offers to undergo a 4-month probationary period without official registration. What to do in such situations?

Firstly, do not be afraid to object and emphasize the illegitimacy of his actions. Secondly, familiarize yourself with the Labor Code of the Russian Federation, which says in black and white:

the probationary period cannot exceed 3 months (less - please);
the exact duration of the probationary period must be specified in the employment contract upon hiring;
the employer has the right to terminate the employment contract with the employee if he does not comply with labor discipline;
the employee also has the right to terminate the employment contract with the employer if he is not satisfied with the working conditions;
each party must notify about the decision made at least 3 days in advance;
upon dismissal, both parties must provide a reasoned statement of claims that arose during the course of work;
the employer does not have the right to extend the probationary period agreed in advance;
the period of absence from work due to vacation or sick leave does not count towards the probationary period.

This, of course, is not an exhaustive list of the rights and responsibilities of the employer and applicant, but knowledge of even such points will greatly facilitate your work life.

How to pass the probationary period?

No matter what anyone says, there are certain rules on how to behave during the probationary period if you want to establish yourself as a good employee and count on long-term cooperation.

If you haven’t passed the probationary period, don’t despair: failures build character. Draw the right conclusions, understand where your weaknesses are and - forward to self-improvement!

Don't be late

An iron rule: you are a newbie and must show yourself to be the most disciplined worker possible. Even if no one keeps track of your arrival and departure times, this is not a reason to abuse the terms of service. Have you noticed that other employees do not strive for punctuality, and the boss comes to work at lunchtime? This does not concern you in any way.

Take your time

If you have a sea of ideas in your head and a million thoughts about improving and structuring your work, do not rush to express them. Otherwise, you will show that you do not agree with the company’s policy and you are not satisfied with the way things are. Even if you have the best intentions, if you hold off on innovation, you may be misunderstood. And no one likes upstarts.

Leave on time

There is an opinion that bosses love workaholics. So, bosses love those who cope with their official duties on time. Don't think that staying late at work will add weight to your qualifications. On the contrary, it will raise a legitimate question from your superiors about your professional suitability.

Don’t take your charter into someone else’s monastery

It takes time and a certain style of behavior to join a new team. Support the public and unspoken rules of the team and do not neglect the company if you are invited. If you are not satisfied with something, do not conflict, but gently and delicately explain to your new comrades that you do not support their point of view. There is no need to get into trouble and tear your shirt off trying to prove something.

Don't abuse your days off

Everyone experiences force majeure situations. And if old people can afford to take time off for a day or two, then a newcomer should not try to settle his personal affairs at the expense of working time. No one is saying that you should leave a broken pipe or a stove with a gas leak unattended. But such situations should be the exception, not the rule.

Relax, but don't forget about work

Long smoke breaks and tea drinking will not lead to good things. In the first days in a new place, try to reduce your trips to the store, breaks for a cup of tea and a cigarette: you have no one to chat with yet, so work and earn a reputation.

By following these simple recommendations, you can easily get comfortable in a new place and establish yourself as a conscientious employee. And if you combine work and study, then you cannot do without the help of a professional student service that will help in any situation.

However, ignorance of the law does not exempt you from responsibility, remember? Therefore, try in the very first days to find out all the norms of corporate culture accepted in the company. At first, all employees of the organization will be watching you, your actions will be visible. Photo: Depositphotos One of my good friends was almost fired from her job because she sent a business letter to a counterparty from her personal email. And the other one was nevertheless fired during the probationary period - for refusing to go to work on Sunday. At first, everyone in the organization will be watching you. Your actions as a new employee will be visible to everyone. Therefore, respect traditions and follow the rules now established in your company. 3. Be friendly and open You came to the organization to work. Now you and your colleagues are one team.

How to pass the probationary period

Such curiosity will not be unnecessary, because each organization has its own nuances (someone holds a meeting in the morning, someone at the end of the working day, and so on). 3. Take your charter to someone else’s monastery. If you have already worked somewhere before joining, you should not bring your usual routines into the new organization.

Expressing dissatisfaction with the organization of work or the attitude of your superiors towards your subordinates will not add points to you, but rather will reduce your chances of getting a permanent job. With your comments, you will introduce dissonance into the well-established team, and neither the employees nor the boss will like this.

If you are not satisfied with many things, it is better to draw your own conclusions and get used to the new routine or quit without waiting for the end of the probationary period. 4. No interest in work Perhaps this job is not interesting to you, and you are only going to work for the money.

New job: how to successfully pass the probationary period

If there is no corresponding instruction from the manager, try to organize it. “It seems to me that the results of this half-year will look best in the table: it will be possible to compare with the previous period. And our achievements will be clearly visible!” - the manager will certainly appreciate such a proposal, and you will be able to show your best side.

Don't be afraid to take initiative. Initiative is punishable, as they liked to say in Soviet times. Now the situation has changed: in progressive companies, an enterprising employee has long been no longer perceived as a troublemaker.

Info

On the contrary, reasonable suggestions, a fresh perspective and interesting ideas will most likely be appreciated by your manager. But if it seems to you that the department in which you work is doing something incorrectly or ineffectively, do not criticize the common cause.

How to successfully pass the probationary period

And in a team it is customary to help and support each other. Do not try to strictly limit your powers from the first day of work - I will do this, but this is not part of my job responsibilities.

This approach will immediately make you vulnerable in the eyes of not only the team, but also your employer. At first, most likely, you will be assigned an employee who will bring you up to date.

This person needs to be treated with special respect. In commercial organizations, they are very reluctant to pay for mentoring, and therefore for this person you will most likely be an additional burden.

Attention

Be friendly and willing to help. Don't wait to be directly asked to do something if you yourself see that your colleague needs your help. 4. Coordinate your actions with your employer It would seem an obvious rule that does not even require voicing out loud.

How to pass a probationary period at work

If the employer is not satisfied with your work, then he has the right to terminate the employment contract with you, that is, simply fire you. To do this, the following conditions must be met: the contract is terminated before the expiration of the probationary period; you must be notified of dismissal in writing no later than three days in advance and indicate the reasons.
The employer may consider that you did your work poorly, missed deadlines, were late, and so on - all this should be written down. Moreover, the employer cannot take your mistakes and violations “out of the blue”, but is obliged to confirm them with documents. For example, you are late - there must be a report and an explanatory note. If you believe that you were fired without reason, you can appeal this decision in court. Just be realistic - you really could not cope with the job.

How to pass the probationary period correctly

If you took sick leave, then you will have to go through a probationary period for as many days as you stayed at home. If it doesn’t work out Interviews with new candidates are a good criterion for selecting personnel. And most new employees pass the test successfully.
However, it happens that newcomers get lost, do not follow instructions and act lost. Then employers decide to terminate the employment relationship. In the case of a probationary period, the employee is notified of termination of employment obligations three days in advance. The employee must receive a letter justifying the decision to terminate the probationary period.

You need to analyze your behavior and work on mistakes.

How to pass the probationary period? employer's logic

Typically, it describes in general terms the tasks that a new specialist must solve during the probationary period, the timing of their completion, as well as criteria for evaluating his work - for example, the number of attracted clients, sales volume, number of articles written, etc. Make a plan Your manager together with a HR specialist can work for a probationary period.

Having received such a document, discuss the details with your boss or your mentor: with whom you can cooperate on certain issues, where to look for the information necessary for work. Define goals and deadlines However, it is not always that a newcomer finds himself in such favorable circumstances: unfortunately, in Russian companies, a schedule for taking on a position is still more of a rarity than an everyday practice. However, you may well suggest that your manager plan your work together for the first weeks or months.

How to pass a probationary period at work?

Achieving record numbers in the first months will likely be quite difficult. However, to do this you need to take the first steps and show the employer that you are doing everything to achieve the plans that were announced at the interview. Therefore, before you start a new job, make your plan and follow its points in order to stay after the probationary period. In this plan, you need to write down tasks that must be completed within a specified period. It is also necessary to indicate the deadlines for completing the assigned tasks and indicate the criteria for evaluating the work. You can draw up such a plan together with your manager or recruiter.

When you have such a document in your hands, you can discuss the details with your mentor on some issues. For example, where you can find the information you need for your job.

The consequences of such behavior can be the most unpredictable. What else won't your employer appreciate?

Indigestible music playing from your PC speakers. As an option - an employee with his ears plugged. By wearing headphones, you isolate yourself from others, although it will seem to you that you are in complete control of what is happening in the office, other colleagues, seeing your headphones, simply will not approach you.

Discussion with colleagues about your previous boss and the rules in the organization.

Eccentric behavior.

Communication on social networks, cell phone conversations with friends.

Frequent late arrivals and requests to leave work early.

What does the employer expect from you? The employer's requirements are clear: Firstly, he wants to see your desire and desire to work.

How to successfully pass a probationary period at a new job

This is a direct indication of the law, which means that even if you sign an employment contract in which a probationary period is established for you, the contract in this paragraph is not valid. Conclusion four: the trial period should not exceed three months.

Less is possible - at least three days, more - no. The only unlucky ones are managers, chief accountants and their deputies - they can be given a probationary period of up to six months, the work is such a responsible one. The specific probationary period assigned to you must be specified in the employment contract. But you need to take into account that time spent on sick leave does not count towards the probationary period. If you are sick for two weeks, they will be added to your probationary period. The fifth conclusion is disappointing: the probationary period is really set for a reason.
Conclusion one: a probationary period can be established, but this is not a mandatory condition. They can be hired without a test. In principle, the probationary period is established by agreement of the parties, but if you refuse to sign the agreement in which it is established, then you simply... will not get the job.

Conclusion two: if the employment contract does not say anything about a probationary period, then it is not established. It cannot be included in the contract retroactively. The employer’s opinion that the test is established for everyone and there is no need to specifically stipulate it can be ignored.

Conclusion three: the law lists categories of employees for whom a probationary period is not established in principle, including pregnant women and women with children under the age of one and a half years; minors (under 18 years of age); young specialists (with the caveats that they must receive an education at a university, college, etc.
Finding a job is half the battle; most “freshly hired” employees have a probationary period ahead of them, which they must endure. And only after this will you be able to breathe freely - the job has been received.

Essentially, a probationary period is an opportunity to check whether you are suitable for this job and whether it suits you. But the crisis and the emerging “employer market” have their own rules: the job has become a reward, and the winner has the feeling that there is a line of people waiting to get the same job behind him (or the employer is successfully creating this feeling).

To be fair, we note that starting a new job has always been stressful. Let's figure out what makes up a successful completion of the probationary period. By right In the Labor Code of the Russian Federation (the Bible of employee rights), two capacious articles are devoted to the probationary period - 70th and 71st. We read carefully and draw conclusions.