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  • You can’t extend probation unless your contract of employment clearly indicates that you have an option for both parties to extend probation
  • If you have a contract that stipulates 3 months, then your probation is 3 months
  • If you have no Contract, probation under the Act and Awards is 6 months.
  • If you terminate someone within 6 months there is no Unfair Dismissal, however, you need to ensure that you do this fairly and that you have shown clear direction about the role
  • If you have less than 15 staff (including directors and casuals) they cannot claim Unfair Dismissal inside of 12 months
  • Bullying and harassment laws don’t fall under the same restrictions as Unfair Dismissal, so any size business can find themselves receiving a claim in this area and it includes Casuals and Labour Hire
  • If you have just gone to the time and cost of getting someone onboard you should ensure that you aren’t going to lose them – Exit interviews show that people leave because they have not been inducted into the worksite correctly and had no idea about the role they were expected to do.
  • You need a Position Description that clearly outlines role and Key Performance Indicators (KPI’s)
  • You should meet midway through probation period to ensure everyone is working to achieve goals of business
  • You should meet prior to the end of probation period to decide whether they are staying or going
  • Be very careful how you treat the people you are letting go, because with the social media that we have these days, if you do the wrong thing, their rant could be very loud.
Need further advice or help with HR contact our HR Specialist – The HR People for further advice contact Karen Vercoe

M:  0408 008 678
W:  www.thehrpeople.com.au
E:    kvercoe@thehrpeople.com.au

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