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The phrase "job probation review" can refer to two different situations: Employers often have an automatic probationary period when an employee is first hired, using it to determine whether the new hire is able to perform the required duties. The phrase can also refer to a review for an employee who was placed on probation for disciplinary reasons. In this case, continued employment is based on the employee meeting a set of expectations laid out at the probation meeting.
New Hire Probation
Employers consider the probation period the final phase of recruitment. This period generally runs around 90 days, although in academia, it could be as along as five years for candidates seeking tenure. During the probationary period for a new hire, an employer evaluates the worker to see whether he is able to fulfill the requirements of the position.
New Hire Review
The probationary period for new hires allows companies to dismiss new employees within the time frame without facing a legal penalty. The period should begin with a meeting between the supervisor and the new employee during which the supervisor should clearly explain what he expects of the new hire. At the end of the probationary period, the two should review the employee's performance, at which time the employee may gain permanent status or be let go.
Disciplinary probation is a way for an employer to give an employee a second chance at keeping her position. The supervisor meets with the employee, explains that she is being placed on probation, and sets out a timetable during which she must meet certain expectations for her to keep the job.
Disciplinary Probation Review
At the end of the disciplinary probation period, much like with new hires, the supervisor and employee meet to discuss whether the worker has met the terms of his probation. If not, the worker's employment is terminated. Employees who fail to meet their probationary terms have substantially diminished legal rights to continued employment should they want to dispute the matter.
Although employees are protected by employment laws regarding sexual harassment and hostile work environment, employers do have the right to terminate an employee due to lack of performance. Termination in some states can also interfere with an ex-worker's ability to collect unemployment if it involves "misconduct" such as chronic tardiness or absence from work.
As an educator, television producer and public relations/human resources professional, Mary Tucker-McLaughlin's work has been broadcast on radio and television with affiliates in the Midwest and the South since 1992. Her work has also been published in the "St. Louis Suburban Journals." Tucker-McLaughlin is an assistant professor in eastern North Carolina with a Ph.D. in mass communications from the University of South Carolina.