Would you expect your probation to end for this?

[nCemplument]

On probation it's six months in a new position.

Work hours are eight hours.

Started at 12.30pm and left at 7.15pm so 1 hour 15 minutes early and this was after a discussion about a similar scenario to do with working hours.

Would you expect to still have a job?

Can you also say if you or anyone you know has had probation ended and if so what for - is it enough to just say the person doesn't fit the culture of the company do you think?

Well, if you're not happy with how they are proceeding whilst in their probation, just sack them. Small things add up and if poor timekeeping along with dishonesty and lack of integrity are being displayed, it seems reasonable to get rid of them.

Depends on the situation.

Two people on the shop floor, one leaving early so the other is on their own - could be gross misconduct as it's a safeguarding issue, so instant dismissal. Depends what's in company policies.

On its own, if the worker is good at their job, I'd extend their probation and give a written warning about timekeeping.

Probation periods are for both parties to agree if the working relationship is a good one. In all honesty, within two years of employment, you can let someone go for any reason but formal probation should mean a process of documented training and manager conversations so the employee knows where they are doing well and where they aren't.

@CandlelightGlow no those were specific instances! I then said that will not happen in future!! And told them to stop doing it and to do their full shift

@nCemplument Examples of bad attitude? Being condescending to others, being unwilling to take on tasks perceived as beneath them, not following reasonable instructions.

As I say, on its own timekeeping doesn’t matter to me much. Similar to a PP I’d much rather have someone who is great to work with, does good stuff and puts in hours when it’s needed, than someone who sits at their desk pointlessly until home-time doing sod all.

But I know that’s industry dependant, and if they were leaving tasks undone or putting others in the shit I’d be furious.

@CandlelightGlow they're not working from home, they should have work to do such as following up with clients etc etc

Yes, it’s unauthorised absence

First, I think you need to deal with the issue that your staff don't seem to be reliably getting their breaks.

Yes, this employee has sometimes left early after working through lunch, but it seems that working through lunch is sometimes expected of you anyway, which is unreasonable.

Fair enough, it sounds like cumulatively it's not the best fit. I guess your options are to let them go or extend their probation and outline all the things they're doing that are resulting in them not passing and see if they can work on it. Good luck

You can fire them during probation for pretty much any reason or no reason at all, as long as there is no reason to believe that they have been discriminated against on the basis of one of the 9 protected characteristics.

@FatAgainItsLettuceTime I know but it's still a hard thing to consider

I'd definitely bin them. If they are like this in probation, when they should be on best behaviour, it will only get worse after.

Sounds to me that you are a shit manager with terrible communication skills OP, as demonstrated by your post. You can't even get your issue clearly across as a simple question in an anon forum so I highly doubt you can in a professional setting.

Your info may be haphazard, minimal and given in complete bias but my advice from what I managed to glean is this. You need to have a meeting with your staff member about this to set out the rules from this day forward ONLY and draw a line under previous behaviour. Set a precedence from NOW that your expectations are for them to come in at X time and stay til Y time until previously agreed. This is the hard line approach, as you seem desperate to take this and these equally oh-so-vague misdemeanours your employee has apparently inflicted upon you and use them as an excuse to fire them as legally as possible.

Your other option is to actually consider that your employee is a human being who may need support? Maybe ask them if flexible working would suit them better if it fits with the business? Split shifts? Different hours if it's shift work? If it's 9-5 come up with a schedule together? Maybe direct them to the wellbeing department of your company? Maybe some peer support? Further training? anything? No?

But yeah no I am sure you won't do that because you seem to be hell bent on being vague enough for us to only see the negatives about how to sack your "awful" employee during a cost of living crisis and not give you advice on how
to be a better manager and actually support them. ;)

@Zorrita no idea what you're talking about - they were leaving early often and I had a two hour sit down with them at that point to say what is and isn't acceptable.

They then two weeks later have left early.

Flexible working is something you should discuss not assume after a month of being in a new job.

Had your employee had any break at all? The law states that they must have 20 minutes uninterrupted break if working over 6 hours.

And here we go with the massive drip feed.

I honestly think you need to start again with your post. Cut out the vague fluffy "I don't want to out myself" bullshit and get right to the point. List exactly what this employee has done over this months except leaving early one day so we can actually help.

I also think that if it takes you two hours as a manger to explain why leaving early is not acceptable you should actually have some introspection. ,Two hours, really, to say "this is your contract, you left early here, I pulled you up on it, you did it again. Last warning.". Unless there is a reason your employee was kept with you for two hours explaining their actions?

Sounds like they don't enjoy the job, so yes let them go if they're not performing or there are other issues. I would however ask first cos you have no idea why they leave early - maybe tgry can't do the full 8 hours cos of carers responsibilities. If they can do a full shift offer tge. Part time if they are OK otherwise. If they're a pain in the ass get shut.

Is this in a call centre and have you taken your annual leave entitlement in the first two months?

Surely a prerequisite to passing a probation period is working to your contracted hours?

I would give them a written warning, so you have recorded evidence of their behaviour should you decide not to keep them on.

@Zorrita two hours was because I went through the contract and handbook etc so they know our expectations on everything

Then yes. Boot them out.

Did you read the entire contract and handbook, word for word in front of them? This just gets worse OP from what you have said/not said and drip fed- you clearly need help yourself to manage staff.

2hrs for this discussion about leaving early is absolutely ridiculous OP!!!

Yeah how come that took 2 hours?! Waste of time

Wtaf

Assuming that your comms about not leaving early unless it had been pre-authorised was clearer than your opening few posts, then yes they should fail probation and be exited, especially since you say there are other issues with their performance. Bunking off early when you've previously told them it's not acceptable is a significant breach of trust. Not someone you would be wise to keep.

You do realise a formal disciplinary is required to give a written warning you can't just give one. You must manage like the OP does - badly!
@Zorrita has it exactly right!