1. Introduction: Appointing a recruit as a permanent employee from day one of joining the organization may not always be fruitful. In some instances, even after successfully completing the interview process, the employee–organization relationship may not work out due to several reasons, including a lack of compatibility. To avoid such short-lived employment relationships, our organization implements a Probation Policy. This policy outlines a trial period from the recruit’s date of joining until they are granted permanent employee status.

2. Purpose: The probationary period allows both the employer and the recruit to evaluate the suitability of the employment relationship. This period helps determine if the recruit is a good fit for the organization’s working environment and job responsibilities. During this time, the recruit can also assess whether they are comfortable with the organization's culture and expectations. If the organization finds the recruit suitable, they will be appointed as a permanent employee. Conversely, if the fit is not right, the employment may be terminated.

3. Eligibility: All new employees are subject to this Probation Policy upon joining the organization. This policy applies universally to all recruits irrespective of their job position or department.

4. Definitions: - Probation Period:** A trial period of six (6) months from the date of joining, during which the recruit’s suitability for permanent employment is assessed. - Permanent Employee: An employee who has successfully completed the probation period and has been officially confirmed in their role. - Termination: The cessation of the employment relationship, which can be initiated by either the employee or the employer during the probation period.

5. Provisions Regarding Termination During Probation: During the probation period, either party (the employee or the employer) can terminate the employment relationship with a notice period of one (1) month. This period allows for a smoother transition and minimal disruption to both parties. - Employer-Initiated Termination: If the organization determines that the recruit is not a good fit based on performance, behavior, or adaptability to the working environment, the employer has the right to terminate the employment by providing one (1) month’s notice. - Employee-Initiated Termination: Similarly, if the employee feels that the organization or the role is not suitable for them, they can choose to resign by providing one (1) month’s notice.

6. Evaluation Criteria: The decision to confirm an employee as a permanent staff member will be based on: - Performance: The recruit’s ability to meet or exceed job expectations and objectives. - Behavior: Professional conduct and adherence to company policies and values. - Adaptability: The recruit’s ability to integrate into the organization’s culture and working environment.

7. Communication of Policy: All recruits will be informed of this Probation Policy during the onboarding process. The policy will be available in the employee handbook and on the organization’s internal portal. Recruits are encouraged to seek clarification from HR if they have any questions regarding the policy.

8. Policy Review: This policy is subject to periodic review and may be updated to reflect changes in organizational practices or labor laws. Employees will be notified of any changes to the policy in a timely manner.