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试用期

雇佣法令并没有需要雇主给雇员试用期的条款。

许多公司经常在OFFER信里会需要新员工经过一段试用期。试用期多数是三个月至六个月之间的期限,公司认为雇员在试用期还未达到所期望的水准,可以延长试用期。试用期是用来衡量雇员的工作能力,工作态度 是否适合所担的职位。很多雇主都把新职员在试用期在工作上让他自己去摸索,自食其力,自生自灭。一旦不满意就说表现不佳,poor performance, 不能用,将他辞掉。在试用期,雇主是有责任的。他必须给予新职员在工作给予辅导,给予适当的训练。经过充足的辅导,训练还没有改善才将他辞掉,如果没有跟着程序去做,雇员控诉起来时雇主在法律上是会吃亏的。

那么,试用期过后员工的职位到底是confirmed还是不confirmed呢?

有关此问题,我国已故大法官在他判词有这么说,

...no doubt about the position in law that an employee appointed on probation for six months continues as a probationer even after the period of six months if at the end of the period his services had neither been terminated nor confirmed."

However, if an probationer who receives no confirmation after the probationary period but is given a salary increment, he or she definitely has a strong case that the employer is satisfied with his or her performance.

就是说,试用期过后还未成为正式员工,他仍旧是试用员工。如果他有得到雇主加薪水雇员可以说雇主对他的表现满意。

我本人认为confirmed不confirmed是没有什么分别也不很重要,因为雇佣法令并没有提到试用期,也没有什么不同的利益给他们。