Many employers set a probationary period for newly hired employees, which by law can be up to three months. An employee is allowed to extend the test only if he is absent from the workplace due to temporary incapacity for work, truancy, or enterprise downtime.
It is necessary
- - employee documents;
- - documents confirming the absence of an employee at the workplace;
- - documents of the enterprise;
- - seal of the organization;
- - Labor Code of the Russian Federation.
Instructions
Step 1
In accordance with labor legislation, the extension of the probationary period for an employee must be formalized by an appropriate order. In the header of the document, enter the full and abbreviated name of the organization in accordance with the constituent documents or the surname, name, patronymic of an individual in accordance with an identity document, if the legal form of the enterprise is an individual entrepreneur.
Step 2
Write the name of the document in capital letters, give it a number. Enter the name of the city where the organization is located. Indicate the subject of the order, which in this case corresponds to the extension of the probationary period. Write down the reason for the order. For example, due to absence from the workplace.
Step 3
Indicate the reason for issuing the document, which may correspond to the temporary disability of the employee, truancy, as well as the downtime of the enterprise due to the fault of the employee, employer or for a reason that does not depend on either one or the other. In accordance with the Labor Code, it is not allowed to extend the trial for the reason that the employer, after its completion, could not understand whether this employee is suitable for him, is not allowed.
Step 4
Write down the length of the trial extension for the employee. It is allowed to extend the number of working days: which are indicated on the certificate of incapacity for work presented by the employee; prescribed in the memorandum of the head of the structural unit (in case of absenteeism); specified in the corresponding downtime order (in case of downtime).
Step 5
Write the last name, first name, patronymic of the employee who should be extended the probationary period, his personnel number and the position for which he was accepted under the conditions of passing the test.
Step 6
Assign responsibility for the execution of the order to the person in charge of personnel documents. Indicate his last name, first name, patronymic, position held by him.
Step 7
Attach as a basis documents confirming the fact that the employee was absent from his workplace during the probationary period. Indicate their names in the order.
Step 8
Certify the order with the seal of the organization, signed by the director of the company. Introduce the specialist who has been extended the probationary period with the document to be signed.
