A “Probation Period” is commenced at the start of an employment relationship and usually runs for three months from the date of employment. This period allows an employer to evaluate a new employee’s skills and to ensure that they meet the required performance/skills incumbent to perform the position in a permanent capacity. It can be extended should the employer wish to do so, alternatively waived, provided that the employer follows the poor work performance process.
An “Acting Position Period” is commenced during an employee’s existing employment relationship. This period is determined by company policy regarding acting positions. The end date should be clearly stipulated to ensure that the acting employee is void of any expectations of being employed in the acting position full-time. This period cannot be for less than one week and should not exceed six months. During this period, the employee is paid a portion/percentage of the salary of the acting position.
It is clear from the above that the terms should not be used interchangeably as they both serve different purposes and are implemented differently.
Thus, an employer should pay heed to the above and ensure that the two is not misconstrued and that a proper understanding of both the terms are ascertained before initiating either of the above.
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