A member of staff has been with us 7 months and passed her 6 month probation. Her line manager left two weeks ago and signed off the probation because he didn't care, but did highlight problems around performance and attendance. I'm now managing that person and her performance is truly dreadful. Regularly missing days and hardly doing any work when in the office. Doesn't have any relevant experience to do the job and shouldn't have been employed. The contract says a month's notice either way. HR are pretty weak in our branch and are still advising me to take the slowly slowly approach of addressing the issues informally, which I'm doing, before starting disciplinary procedures.
Soo frustrating, and in the back of my mind I'm thinking it needs to be sorted before a year's employment has passed. Have I imagined this??? If the probation has been passed, does this make any difference?
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Do you have fewer employment rights within the first year?
15 replies
PeachesMcLean · 17/01/2008 17:59
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