How long is your company’s tryout period and why?
What’s the difference between before and after your tryout period?
Back when I began my apprenticeship, the carpenter’s union had a 90 day tryout period. I don’t really know what was so different about those first 90 days. Perhaps they simply would’ve been less understanding if any problems arose. I’ve heard of non-union companies with a 30 day tryout period. I suppose somewhere there’s a company with a 60 tryout period as well.
I have to wonder though, why certain companies prefer a certain amount of days compared to others. I also wonder what the difference is between the tryout period and after the tryout period is over.
–T
Replies
I thought the tryout period was to find out if the employee was BSing you on his abilities or if he’s a slug.
You might set the tryout length based on the timeline where you’d see all of the aspects of the employee based on the type of work you do.
Somehow it’s supposed to be easier to terminate an individual during the tryout/probationary period but I’m no legal expert.
"I thought the tryout period was to find out if the employee was BSing you on his abilities or if he’s a slug."
That sounds like a good reason.
"You might set the tryout length based on the timeline where you’d see all of the aspects of the employee based on the type of work you do."
Sounds like good advise. It makes it clear why one construction company would halve a different period length compared to another.-T
It's generally formal with union shops and negotiated within the contract. Essentially during the probationary period an employee can be let go for any reason at all with little recourse by the union. Of course management will listen to any explanation and side of the story, but it makes it easy to terminate an employee that will not work out, which is best for both the company and the union.
After the probationary period is up the employee must violate specific rules to be disciplined, and discipline is progressive, meaning the employee would not be fired for the first offence unless it was a real serious one. And employee could work the system to always be a lazy or unperforming employee but stay shy of an actual violation. So for example, if there was a policy that employees shall remain below 2% absenteeism someone could blow off work once in a while and stay just under 2% and it would be very difficult to make discipline stick. But if a probationary employee was absent or tardy more than a couple of times for no good reason you'd just get rid of him.
"After the probationary period is up the employee must violate specific rules to be disciplined, and discipline is progressive, meaning the employee would not be fired for the first offence unless it was a real serious one."
Where I live, union contractors never fire people. They just lay them off, and you can be laid off because you're nose is shaped funny. It doesn't matter, because whatever the real reason is: "There's simply not enough work for the guy."
The next day the economy amazingly starts booming, and they call another guy in from the hall. Imagine that!-T
A lot of the try out periods are one day less then when they qualify for state employment insurance for the person if he is fired or quits. You don't want some one on your payroll that will cost you money if you plan on firing him any how. if you get rid of the person before that date your rates don't go up.
I have know onr company that use to fire ever one every four months and rehire them the next day. Just to keep his rates to lowest. Some of these people have been working for him for years.
"A lot of the try out periods are one day less then when they qualify for state employment insurance for the person if he is fired or quits. You don't want some one on your payroll that will cost you money if you plan on firing him any how. if you get rid of the person before that date your rates don't go up."
That's pretty clever.
"I have know onr company that use to fire ever one every four months and rehire them the next day. Just to keep his rates to lowest. Some of these people have been working for him for years."
That's pretty shady.-T
I've been working in states that are "right to work" so an employee can be let go for any reason or no reason, just not for what is classified as a bad reason.
Most probationary periods allow the carpenter to perform various tasks and lets the contractor assign a wage that is reasonable for how the new guy compares to the others.
Two weeks is a good amount of time since it's short enough that the carpenter isn't working for less than they're worth for long, but long enough that it's pretty clear how sharp someone is.
As for the 90 day probationary periods, that's just not seen around here. If you aren't up to speed, it's pretty clear in the first few weeks and the minute you're falling behind you'll be shown the door.
Junior carps and laborers are generally hired at full wage for someone with their experience and they are fired just as fast if they aren't producing. Easy come, easy go.
Thanks to all for their replies.-T
Indiana must be a "right to work state," because that's pretty much how things work here, whether union or non-union.
I think two weeks is just right for determining pay. If a company told me they needed longer than that to determine my pay scale, I would definitely question their motives.-T
Were I'm at we have decided to shoot them! If they survive we hire them.
nailerman
Good work is the only thing worth doing!
"I've been working in states that are "right to work" so an employee can be let go for any reason or no reason, just not for what is classified as a bad reason."In in RTW states there are a number of limits on "for any reason".1. It can be overridden by union contract.
2. It can be overridden by company policies, specially written, but maybe even implied depending on the detials.
3. It can't be against "public policy". Basically that is anti discrimination laws.Prohibition period just puts people on notice that the first 2 don't apply and it would be more difficult to prove firing for #3.
Prohibition period
Well, if he isn't drinking he'll be more likely to show up for work on time. :-)
Yeah, I had to go thru a prohibition period once. It was back in the 20's.
What ever you do, don't flip the red switch on the dashboard, Gunner.
http://grantlogan.net/