One of the most effective but least utilized tools managers have is the probationary period. For employees, probationary periods are important and not to be overlooked because workers have little recourse if they are let go during a probationary period, no matter how unjust the decision may be. For managers, it is simply easier to fire a problem employee during the probationary period. However, confusion about probationary periods and the complexity of varying rules and requirements under myriad hiring authorities often deter managers from effectively using this tool. There are many misconceptions about probationary periods. A manager may mistakenly believe…
Monthly Archives: September, 2010
Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: Can a non-supervisor who is not in the employee rating chain overrule a supervisor’s decision to promote an employee? Can a non-supervisor assign probation to an employee he does not supervise? A: The answer to the question depends on delegated authority. Sometimes HR officials are provided with the type of authority you reference. Disclaimer: Ask a Lawyer publishes information on this website for informational purposes only. Information on this website…
Ask the Lawyer received the following question (paraphrased for easier reading and clarity) from a reader on a legal matter that might be of interest to the entire audience. Q: If an employee is under investigation by a supervisor and the supervisor has a personal grudge against the employee, is that something that an Inspector General (IG) can investigate? Does backdating a performance report constitute falsifying government documents? A: It depends on the nature of the personal grudge. Among other things, IGs are authorized to investigate allegations of violation of law, rules, or regulations; mismanagement; gross waste of funds; abuse…