Should You Extend That Probationary Period?
The term probationary period has gone out of style. It's been replaced by introductory, orientation, getting to know you and a host of other creative titles to describe the first few weeks or months of employment. Written properly it sets up a time frame that allows both the employer and employee to end the employment relationship in a no-fault fashion because it's just not working. If it's poorly crafted, employment attorneys will lose sleep, or gain business, based upon an implied promise of permanent employment after completion.
Cement and Markers are Permanent, Employees are Not
If this post has you dusting off your handbook or policy check first for the word "permanent." It should never be in the same sentence with the words "employment" or "job." While you are reviewing it, see if the content allows for an extension of the 30, 60, 90 days or more. Employers love flexibility and view this addition of another place where they can exercise this right.
Late Three Times in Week One; Don't Bet on a Turnaround
I am too often surprised when managers describe a new employee who develops an early practice of poor attendance and say, "I think I will give them a chance, it's hard to find someone." A new job is when an employee should be on their best behavior. It very rarely gets better. If they are late the first week they will be late five months later. This practice also lowers standards for other employees. Then there are employers who are disappointed in results but figure a few more weeks, or a month, will allow the person time to straighten out. Cut your losses before the few more weeks becomes six months of poor results and frustration, on all sides.
Wait, There Are Exceptions
There are two situations when a honeymoon should be extended, or start over. If everyone agrees the fit was wrong but it looks like the person is well-suited for another job, change the assignment and document a new introductory period. And if the new employee discloses a disability,or had already disclosed a disability, that requires accommodation that would not result in undue hardship, it may take longer. In this situation don't just tell the employee, "Take your time to figure this out." Create a written plan for getting up to speed, usually with a job coach who specializes in this area. Everyone has a clear road map and expected results.
Even in these situations there is still no reason to have policy language that allows for extension of probationary periods. Don't give a manager an excuse not to take action or monitor performance correctly. Good documentation of the reasons for exceptions will answer any questions. Extensions should be filed along with 90-day improvement plans under management practices to be avoided or used very sparingly.
