First month at a new job. Twelve rules of the first month of work Is the probation period included in the seniority

The main driving mechanism in every organization is its employees, because the quality of their work determines how effective the enterprise will be. In this regard, the selection of personnel is quite a difficult matter. When searching for qualified employees, a selection is made from a significant number of applicants of different skill levels.

Despite the fact that now there are many ways to find out the qualifications of a potential employee and his abilities, most employers sometimes face the incompetence of newly hired employees. To avoid this and not make a mistake with the choice, it is provided.

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The Labor Code of the Russian Federation regulates the procedure in accordance with which a probationary period should be carried out. The purpose of such an internship is to determine the knowledge and skills of a new employee, as well as to assess how suitable he is for the position for which he is applying.

Failure to comply with the rules for registration of newly hired personnel for a probationary period may lead to problems in the form of inspections by the relevant authorities and administrative liability.

The Labor Code of the Russian Federation indicates groups of workers for whom a probationary period is not established when hiring. Many specialists do not know in which cases a probationary period is not established, and therefore they make mistakes when hiring personnel.

The recruitment process

Before hiring a new employee, the employer has the right to set a test period for him, during which he will get acquainted with the skills of the employee and his level of qualification.

When an employee enters a probationary period, the employer must issue an order to enroll him in a job. He must also make appropriate entries in the work book of the employee and carry out other necessary procedures.

Specialists who are involved in the execution of labor agreements need to know that it is impossible to set a test period for an employee without agreement with him, since this is a gross violation of the Labor Code of the Russian Federation.

If a newly hired employee has not agreed to undergo an internship, then an employment contract will not be concluded with him. However, if the organization is interested in a particular employee, then he can be hired without an internship.

The employee must agree to the internship. This consent must be documented.

For example, an employee may express their consent to:

• in a job application.

In addition to all of the above, data on the acceptance of an employee for an internship must contain an order for admission to work. If this order does not contain such information, then we can assume that the employee was hired without an internship.

Purpose of the test stage

After the employee has successfully passed the interview, the test stage begins. Some experts cannot decide for whom this period has more positive aspects.

There is an opinion that the internship has advantages only for the organization, since it helps to assess how suitable the employee is for the enterprise, and the rights of the organization's personnel are infringed. But many experts believe that the internship also has positive aspects for new employees, because it helps to evaluate whether they made the right choice, and also helps to find out if the organization suits them.

Also an important factor is that during the probationary period all the rights and obligations that are provided for by the Labor Code of the Russian Federation apply to the employee. This means that an employee on an internship is considered a full-fledged employee of the organization, and he will be paid a salary, as well as seniority.

During the test period, the head of the organization needs to pay attention to the following points:

• How new employee gets the job done;
• how colleagues treat him;
• How does he feel in the workplace?

The Labor Code of the Russian Federation provides that the labor agreement must contain a condition on the internship of the employee. If the employment contract does not contain information about the trial period, then the employee will be hired without a trial period. In this situation, the employee cannot be fired due to the fact that he did not complete the internship.

Many employers mistakenly believe that it is easy to fire employees who do not pass the test. But this becomes possible only if there are good reasons and their documentary confirmation.

When is there no probationary period?

In Art. 70 of the Labor Code of the Russian Federation contains information on which categories the establishment of a probationary period is prohibited.

1. Personnel hired as a result of the competition.
2. The second group includes pregnant women. An important nuance is that women at the interview are not required to inform the employer about the pregnancy, or that she has children. The legislation establishes a list of documents that the employer has the right to require. Pregnancy certificates are not included in this list. Based on this, a woman can hide her pregnancy when she gets a job. And if it is accepted for a trial period, then it will be considered insignificant.
3. The next category are minor employees.
4. The fourth category includes people who have graduated from universities and who are getting a job for the first time. There are two conditions here:
   • they should get a job in their specialty;
   • the second condition is that they must get a job within a year after they graduated from the university.
5. Persons elected to elective office.
6. The next category includes persons transferred from their place of work by agreement of employers.
7. Employees with whom a fixed-term employment contract has been concluded, the validity period of which is less than two months.
8. Certain categories of civil servants provided for by law.

If the labor agreement with these categories of employees specifies the condition of passing an internship, then it will be void. To avoid all possible problems, HR employees must know all the nuances of recruitment.

Decor

Registration of internships for new employees should be carried out in accordance with the procedure established by law. To do this, the employment agreement must contain a note that the employee was accepted for an internship. There are situations when the employment agreement has not yet been formalized, and the employee has already started his work.

A probationary period must be completed before the employee begins work. An important point is that the employee during the probationary period will receive a salary in accordance with the position held.

Article 70 of the Labor Code of the Russian Federation states that employees at the test stage have rights and obligations on an equal basis with other personnel. From this it follows that for violation of the rules of the organization, they can be subject to existing penalties.

Duration

The duration of the test period is established by labor legislation and may vary depending on the category of employees who are eligible for the internship, for example:

• two weeks of the test period is due to employees with whom a fixed-term employment contract was drawn up for a period of 2 to 6 months;
• six months of internship is due to employees who entered the leadership positions, as well as their deputies;
• three months of the test phase is required in all other cases.

The employment contract must necessarily include data on the duration of the internship. Extension of the trial period without the consent of the employee is prohibited. In order to reduce the duration of the test period, the employer and employee need to draw up an additional contract.

How is this work period paid?

The duration of the test period is included in the length of service.

The employment agreement must contain the following information about the employee's internship:

• duration of the internship;
• conditions for passing the test stage;
• information about the amount and form of remuneration.

There are situations when, after an employee has completed an internship, the remuneration regime will be changed. This point should also be reflected in the employment agreement. The remuneration of an employee on an internship should be carried out regardless of whether the employee remains to work further or leaves the organization.

As practice shows, many employers try not to give out the entire salary to their employees during the internship, or even say that the internship is not paid. Since this is a gross violation of the law, the employee may contact the relevant authorities.

The amount of salary is regulated by the agreement of both parties. Most often, an employee who is on an internship receives the same salary as an employee who works in a similar position, but permanently. So that there are no disagreements, all actions of the head should be based on the Labor Code of the Russian Federation.

An employment contract with an employee can be terminated before the end of the internship period.

For this you need:

• the head of the organization to issue an order that will include the reasons for which the employment relationship will end;
• accounting staff will have to calculate the employee's salary for the period worked.

If any condition is not met by the employer, then the employees have the right to apply to the judicial authority to resolve the problem.

Dismissing an employee

The end of the test period is important point. If the employee has completed an internship, then he simply continues his activities. If the employee has not passed the test period, then 3 days before the end of the internship, he must be informed about this.

An employee's notice of dismissal must be prepared no later than 4 days before the employee's dismissal. This is necessary in order to have time to transfer this document to the employee.

The employee must be familiar with the notice of dismissal. Acknowledgment is confirmed by the signature of the employee.

The notice must contain the following information:

• date of dismissal;
• the reasons on the basis of which the decision to dismiss was made;
• relevant documents that will confirm these reasons.

An important nuance is that the duration of the test period may end on a weekend. In such situations, the dismissal of an employee will be issued on the last working day. Legislation prohibits the dismissal of employees who are absent from work or are temporarily disabled.

If an employee in an internship wants to quit his job at will, then he must be fired without working off. To do this, he needs to submit a letter of resignation to the head in 3 days.

Dismissal of employees should be carried out according to a strictly established procedure. If this procedure is not followed, then the dismissed employee may apply to the judicial authority, and the employer will be obliged to take him back to work.

Pass result

The result of passing the test period may be different. One of the most beneficial results of the probationary period is that it is possible to terminate the employment relationship in a simplified manner.

An internship employee may be fired for the following reasons:

• if for some reason he does not correspond to the position he occupies;
• if an employee does a poor job.

These statements must be supported by facts.

Confirmation that the employee has not completed the internship is:

• documents that are the basis for bringing an employee to disciplinary action;
• reports from superiors that the employee did not cope with his duties;
• explanatory notes from the dismissed employee containing all the mistakes that he made;
• acts drawn up on the basis of the results of an employee check.

The Labor Code provides for the right of the employer to conclude fixed-term employment contracts with outside employees. But you can’t just conclude for a certain period, for this there must be good reasons, named in Art. 59 of the Labor Code of the Russian Federation. It is sometimes difficult for an employer to figure out which basis to apply in a particular case. In this article, we will consider one of the grounds for concluding a fixed-term employment contract - the performance of temporary (up to two months) work, drawing your attention to some of the nuances.

Temporary job

By virtue of Art. 59 Labor Code of the Russian Federation a fixed-term employment contract is concluded: in the cases listed in the first part of it, when labor relations, taking into account the nature of the work, cannot be established on indefinite term; and by agreement between the employee and the employer, regardless of the nature of the work - the grounds for concluding such a fixed-term contract are listed in the second part of the article. Cases of concluding a contract of this type may also be established by other federal laws.

So, a fixed-term employment contract for the duration of temporary (up to two months) work has two distinctive features:

1. It is concluded only when the assigned work is temporary.
2. The duration of work is limited to two months.

What is a temporary job? The Labor Code does not explain what kind of work is considered as such. But in this case, we mean work that is not performed on a permanent basis. That is, it is impossible to conclude an agreement on this basis, for example, for the duration of the absence of an employee who is on the staff of the organization - then the basis for concluding a fixed-term employment contract will sound differently: “Fulfillment of the duties of a temporarily absent employee who retains his job.”

For your information:

According to Decree of the Presidium of the Supreme Soviet of the USSR of September 24, 1974 No.311-IX "On the working conditions of temporary workers and employees", which is still valid today in the part that does not contradict the Labor Code of the Russian Federation, temporary workers were recognized as workers and employees hired for a period of up to two months or to replace temporarily absent employees who retain their place of work (position) for a period of up to four months .

Temporary work may include construction or finishing work, preparation various projects or reports, development computer programs etc. Do not confuse them with such grounds provided Part 1 Art. 59 Labor Code of the Russian Federation, How:

• carrying out work that goes beyond the normal activities of the employer (reconstruction, installation, commissioning, etc.), as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;
• performance of work known to be certain in cases where its completion cannot be determined by a specific date - since, in contrast to the indicated grounds, the period for performing temporary work is limited and can be no more than two months.

This nature of the work is also mentioned when a fixed-term employment contract is concluded with persons sent by the employment service authorities for temporary work and public works. The procedure for sending citizens to temporary work is regulated by an administrative regulation approved by Order of the Ministry of Health and Social Development of the Russian Federation dated June 28, 2007 No.449 (Further - Regulations). According to clause 55 of the Regulations on the basis of agreements on joint activities for the organization of temporary employment (concluded between the bodies executive power, local government, employers and the employment center) an employee of the center selects a suitable job for temporary employment of minors and unemployed citizens on the basis of information provided by employers on production opportunities, the number of jobs created, necessary number employees, the location and nature of the work, the timing of their start and end, etc.

For your information:

Public work is understood as labor activity that has a socially useful orientation and is organized as additional social support for citizens, job seekers (Art. 24 of the Law of the Russian Federation of April 19, 1991 No. 1032-1 "On employment in the Russian Federation"). At the same time, public works do not include activities related to the need for urgent elimination of the consequences of accidents, natural disasters, catastrophes and other emergencies and requiring special training employees, as well as their qualified and responsible actions in the shortest possible time.

There are no restrictions on the duration of temporary and public works. They can also last less than two months, but the basis for concluding a fixed-term employment contract will be the direction of persons by the employment service authorities for temporary work and public works.

Employing a temporary worker

Registration of labor relations with such an employee is carried out on common grounds provided by labor legislation for employment. When applying for a job, the employee presents all Required documents, the list of which is established Art. 65 of the Labor Code of the Russian Federation. Then it concludes, which indicates the mandatory conditions defined Art. 57 of the Labor Code of the Russian Federation, in particular, the period of validity and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract. As for the condition itself on the temporary nature of the work, the Labor Code of the Russian Federation does not require it to be included in an employment contract with temporary worker(in contrast to the conclusion of an employment contract with seasonal workers - in it, according to Art. 294 of the Labor Code of the Russian Federation there should be a condition about the seasonal nature of the work).

In addition, the contract should indicate whether the temporary work for the employee is the main one or part-time.

Let's take an example.

Employment contract No. 13/s

The State Educational Institution "Special Vocational School No. 2 of Samara" (GOU SPU No. 2), hereinafter referred to as the "Employer", represented by the director Malysheva Elena Viktorovna, acting on the basis of order No. 57 dated April 11, 2010, on the one hand, and Kovalev Artem Sergeevich, hereinafter referred to as the "Worker", on the other hand, have concluded this agreement as follows:

1. SUBJECT OF THE EMPLOYMENT CONTRACT

1.1. The employee is hired for a temporary job by the Employer as a software engineer.

1.2. Work at the Employer is the main place of work for the Employee.

1.3. This contract is concluded for a fixed period for the period of temporary installation work. software according to terms of reference(Appendix 1 to the employment contract) and is valid from April 02 to May 14, 2012.

1.4. The immediate supervisor of the Employee is the director of GOU SPO No. 2.

1.6. If the Employee does not start work within the period specified in clause 1.5 of this employment contract, then the contract is canceled in accordance with Part 4 of Art. 61 of the Labor Code of the Russian Federation.

When drawing up a fixed-term employment contract for the performance of temporary work, you can specify not the specialty (profession), but the specific type of work assigned. For example: "The employee is hired for the period of temporary work on software installation."

We draw the attention of the employer to the following point: according to Art. 67 of the Labor Code of the Russian Federation if the employer does not draw up a fixed-term employment contract in writing within three days from the date of the actual admission of the newcomer to work, it will still be considered concluded. Moreover, the employer may not prove that he accepted the employee on a temporary basis, and he will be considered accepted on a permanent basis.

So, on the basis of an employment contract, the employer issues an order (instruction) on hiring (forms T-1, T-1a), and the personnel officer makes an entry in the employee's work book if he is hired at the main place of work. If the employee is hired part-time, a record of work is made at the main place of work at the request of the employee ( Art. 66 Labor Code of the Russian Federation).

Note:

The condition that the employee was hired under a fixed-term employment contract is not indicated in the work book.

When making an entry in the work book, it is better to write not “Accepted as a software engineer”, but “Accepted as a software engineer”, because according to Decree of the Ministry of Labor of the Russian Federation dated 10.10.2003 No.69 "On the approval of the Instructions for filling out work books" records of the position (job), specialty, profession with qualifications are made, as a rule, in accordance with the organization's staffing table, and the performance of temporary work for a period of up to two months provides for work outside of positions in accordance with staffing organizations.

Note that when hiring for a temporary job, the employer cannot set the employee ( Art. 289 of the Labor Code of the Russian Federation).

When hiring a temporary employee, do not forget to submit information about those liable for military service. The obligation to send, within two weeks from the date of hiring (dismissal) to military commissariats, information about citizens subject to military registration, about their acceptance or dismissal from work, established Decree of the Government of the Russian Federation dated November 27, 2006 No. 719 "On approval of the Regulations on military registration» , does not depend on whether a fixed-term or open-ended employment contract is concluded with the employee.

Some Features labor activity temporary workers

The Labor Code establishes some features of working time and rest time for workers in this category. Yes, due to Art. 290 of the Labor Code of the Russian Federation persons who have concluded an employment contract for a period of up to two months may be involved within this period, with their written consent, to work on weekends and non-working holidays. Such work is compensated in cash at least twice.

That is, in contrast to permanent workers, who, by virtue of Art. 153 of the Labor Code of the Russian Federation for work on a weekend or holiday, another day of rest may be granted; temporary workers are not granted this right. But they, like permanent employees, have the right to leave. The number of vacation days is set Art. 291 of the Labor Code of the Russian Federation, its maximum duration is four working days. And if the employee decides to use the leave at the end of two months of work, the term of the employment contract will be more than two months. There is no need to worry about this, because Art. 127 TK RF upon dismissal due to the expiration of the employment contract, leave with subsequent dismissal can also be provided when the vacation time is wholly or partially outside the term of this contract.

If the employee did not use this right, he is provided with financial compensation at the rate of two working days per month of work. It is calculated based on the average daily earnings, which is determined by the rules Part 5 Art. 139 of the Labor Code of the Russian Federation.

Work is done

According to Art. 79 Labor Code of the Russian Federation a fixed-term employment contract is terminated due to the expiration of its validity period. The employer must notify the employee in writing of the expiration of this period at least three calendar days before the dismissal, except in cases where the term of the fixed-term employment contract concluded for the duration of the duties of the absent employee expires, in which case the contract is terminated with the release of this employee.

Like any employment contract, a fixed-term contract can be terminated before its expiration at the initiative of the employee, employer, due to circumstances beyond the control of the parties (liquidation, staff reduction, etc.), or by agreement of the parties.

Article 292 of the Labor Code of the Russian Federation established a special procedure for terminating a contract with a temporary worker. So, if he wants to quit before the expiration of the contract, he is obliged to warn the employer in writing about early termination three calendar days in advance.

If the last day of the term falls on a non-working day, then the day of the end of the term in accordance with Art. 14 of the Labor Code of the Russian Federation is considered the next working day following it.

The employer is obliged to notify the employee who has concluded an employment contract for a period of up to two months in writing against signature at least three calendar days in advance about the upcoming dismissal in connection with the liquidation of the organization, the reduction in the number or staff of employees. The person who entered into such an agreement severance pay upon dismissal is not paid, unless otherwise provided by federal laws, collective agreement or an employment contract.

The employer should not forget that, in accordance with the general rule established by Part 4 Art. 58 Labor Code of the Russian Federation if the employee, after the expiration of two months of the fixed-term employment contract, actually continues to work and the employer has not demanded the termination of the employment contract due to the expiration of its term, then the contract is considered concluded for an indefinite period.

Conclusion

Please note: according to Part 5 Art. 58 Labor Code of the Russian Federation an employment contract concluded for a fixed period in the absence of sufficient grounds established by the court is considered concluded for an indefinite period. Therefore, when concluding this contract, one should be clearly guided by the provisions Labor Code, including correctly specifying the grounds for the conclusion.

Sometimes the employer, in order to prevent any difficulties with the dismissal of employees, concludes a fixed-term employment contract with them, without really thinking about whether he has the right to do this and what consequences may arise for him as a result. And legal proceedings, inspections by regulatory authorities, fines and other material costs may follow.

As an example, consider the ruling of the Leningrad Regional Court dated February 28, 2012 No. 33-928/12.

Citizen Z. was hired by "XXX" for a period of less than two months. A fixed-term employment contract was concluded with her and an order for employment was issued, which she familiarized herself with. In addition, Z. signed an agreement with the general director of XXX that she was hired under a fixed-term employment contract. She was promptly warned that the contract concluded with her would be terminated due to its expiration. by order CEO Z. was fired p. 2 h. 1 art. 77 Labor Code of the Russian Federation after the expiration of the employment contract.

However, Z. did not agree with the dismissal and filed a lawsuit to reinstate her at work in her position, recognize the employment contract as concluded for an indefinite period, recover average earnings for the time of forced absenteeism and compensate for moral damage.

The court of first instance considered that “XXX” had grounds for concluding a fixed-term employment contract with Z. on two grounds: the existence of an agreement to conclude such an agreement ( Part 2 Art. 59 Labor Code of the Russian Federation) and the conclusion of an employment contract for the performance of seasonal work, which, due to natural conditions, can only be carried out during a certain period (season) ( p. 3 h. 1 art. 59). The claims were denied.

However, the cassation court this decision canceled and Z. satisfied all these requirements, guided by the following:

1. Based on the testimony of the representative of “XXX”, the basis for concluding a fixed-term employment contract with Z. was that the organization was created for a certain period. However given ground fails, and here's why. "XXX" concluded a contract with the State Unitary Enterprise, which is the founder of "XXX", for the provision of services for a period of one year for the provision of a range of services to ensure the activities of the dispensary, namely the organization of children's recreation, on the basis of which fixed-term employment contracts were concluded with all employees . However, as it was established by the judicial board, "ХХХ" was created to provide a range of services to ensure not only children's recreation during school holidays, but also adult recreation all year round. In addition, according to the charter, "XXX" was created to carry out the following activities: maintenance of children's, teenage and medical camps, recreation centers and boarding houses; organization and maintenance of a weekend family holiday base; construction, creation and operation of industries, cultural, domestic and residential facilities, etc. According to the testimony of witnesses, almost all employees of "XXX" work on the basis of fixed-term employment contracts, which, in the event of their expiration, were concluded for a new term to perform the same labor function.

2. It is clear from the materials of the case that the plaintiff's position is full-time, and after Z.'s dismissal, another employee was assigned to perform duties in this position.

The Tribunal concluded the following:

1. Signing Z. of an agreement on concluding a fixed-term employment contract without including her in the list of persons established Part 2 Art. 59 Labor Code of the Russian Federation, is not a basis for concluding a fixed-term contract.

2. There were no grounds for concluding an agreement for a period of up to two months, since the conclusion of such an agreement is allowed provided that the work is obviously temporary, that is, it is known in advance that it will last no more than two months.

3. There were no grounds for concluding a fixed-term employment contract for the performance of seasonal work, since the position of Z. (accounting officer) is not included in the special list of seasonal work introduced Decree of the Government of the Russian Federation dated 06.04.1999 No. 382 .

"On the approval of the Administrative Regulations for the provision public service on the organization of temporary employment of minors aged 14 to 18 years in their free time from study, unemployed citizens experiencing difficulties in finding work, unemployed citizens aged 18 to 20 years from among graduates educational institutions primary and secondary vocational education looking for a job for the first time.

Even if you're glad you started new chapter in your career, you should not write nasty things about your former employer in in social networks and post self-satisfied selfies on Instagram with the caption “Finally I’m free / free!”. It doesn't matter why you quit. Suppress the desire to scold your own previous place work in social networks.

Such behavior will not only be rude to your former employer, but it may also affect your reputation in a new job. “First impressions are the most important,” Devall says. - You need to make a good impression of yourself not only in real life, but also in virtual life. The opinion that you form in the first month of work can significantly affect your future career.

Mistake #2: Adding New Colleagues as Friends on Social Media

If in the first week of work you added all your new colleagues as friends, such an act may seem insincere and hypocritical. Take your time and think carefully. “Only add co-workers you have a relationship with as friends,” Devall advises. - But the chief should not be added. Most of the time this is unacceptable. Remember the basic rule: the more personal information you can find on your page, the longer you will have to wait before you add friends to your colleagues.

Mistake #3: Not talking to co-workers in private

"Your colleagues are your team," says Devall. - Learn from them, study their experience and learn from them all the details of corporate culture. The main advantage of early face-to-face conversations is that this way you can start relationships and get to know your colleagues better.

Images from the series Powerless.

Mistake #4: Being too shy to clarify what your role in the company is

First month for new job is the period when you can ask about everything. Make sure you have a good understanding of the structure, plans, dynamics and objectives of your team. “Ask questions. This will show that you are a beginner and make colleagues want to help, not compete. When you first meet, ask if you can call on them for help and find out how you can succeed together. Show that you are a team player."

Devoll warns that action must be taken immediately. “If you don’t get it all out right away, further questions may make colleagues doubt you. Show that you are asking questions out of curiosity, and not because you are passive or arrogant, Devall advises. "Don't act like you know better than anyone else what's going on in the company."

Mistake #5: Taking time off or asking for vacation in the first month

Of course, there are exceptions (which are discussed at the time of employment), but still do not expect that you can safely take a day off in the first month of work in a new place. It is better to talk about this after a while, when you have already joined the team.

Images from the series Powerless.

Mistake No. 6: Immediately change the corporate culture

Don't go against the grain - respect your employer's core values ​​and corporate culture. “Newbies should follow the dress code, be on time, and abide by the online policy,” Devall advises. - Find out from your superiors what the rules are in the company. Do not think that since no one has told you about them, you can do as you please.

However, don't be afraid to be yourself and come up with your own culture ideas. But before suggesting a tradition of holding tequila tastings in the office, consider why the company has such a corporate culture. “Why does your company have such a dress code? Why do you perform certain tasks in this way and not otherwise? First, you need to understand and feel the corporate culture of your company, and only then offer ideas for improving it,” says Devall.

Almost every able-bodied Russian once has to find a new job. Most of the newly minted workers in their employment contract find a clause on the mandatory passage of a probationary period. Labor law provides for some exceptions. The employing company is in principle deprived of the right to arrange test periods for certain categories of citizens. Unfortunately, not all working citizens are familiar with their rights in the sphere of work, know how to use and defend them. Such situations lead to abuse by unscrupulous employers.

What is a probationary period

The concept of a probationary period is regulated by articles 70 and 71 of the Labor Code of the Russian Federation. The probationary period is the time allotted for the employer to evaluate the professional skills and personal qualities newly accepted candidate. The duration of the probationary period may vary and depends on the level of the position for which the employee was hired, as well as on the nature of the work performed. The condition for the presence of a probationary period when applying for a job is mandatory prescribed in the employment contract with the citizen being hired. In turn, the employee also has the right to use this period of test work in order to evaluate factors that are significant for him, for example, working conditions, the mood in the work team, the characteristics of colleagues and immediate supervisor. If one of the parties finds that something does not suit her, the employment contract can be terminated. The initiator of the termination of the contract can be both the employee and the employer.

Video: probationary period for employment

Is a probationary period included in the length of service?

The probationary period is included in the length of service, and a record that the employee has started work for a probationary period is not entered in the work book. After signing the employment contract, the enterprise issues an appropriate order, on the basis of which a standard entry is made in the work book about hiring in a specific position.

So that a newly minted employee can avoid unnecessary worry about whether the probationary period is included in the length of service in each particular case or not, he is recommended to make every necessary effort to receive a signed employment contract in the very first days at a new place.

How is a probationary period different from an internship?

The difference between an internship and a probationary period is the term for concluding an employment contract. In the case of a probationary period, an employment contract is concluded before the start of direct labor activity, and an internship implies that an employment contract will or will not be signed by the parties based on the results of the internship. If the probationary period can be passed by specialists of any level, up to directors and top managers, then internships, as a rule, involve recent graduates who are employed for the first time. There are also internships for employees who have radically changed their field of activity and do not yet have sufficient qualifications in a new type of activity.

The Labor Code of the Russian Federation informs that the employer is supposed to conclude a fixed-term employment contract with the intern. Otherwise, the procedure for passing the internship, as well as its content and the conditions under which the internship is considered successfully completed, are determined individually in each organization. The relevant rules are fixed in the local documentation of the enterprise.

Video: what is an internship

Probationary period

The duration of the entrance examination period may vary depending on the position held, the nature of the work, as well as other internal conditions at the enterprise where the employee is employed.

Maximum and minimum probation period

In most cases, for ordinary positions, the probationary period cannot last longer than three months. Employees recruited to senior positions are subject to close management scrutiny for a six-month period. If a probationary period is included in a fixed-term contract lasting from two to six months, such probationary period may not last longer than two weeks. Periods of temporary incapacity for work for any reason, as well as days on which the employee was absent from the workplace, are not taken into account for the probationary period.

Can the trial period be extended?

In some cases, the employer may take the initiative to increase the length of the probationary period. From the employer's point of view, the need to extend the test period for a new employee may arise if, after the agreed period of work, the employer has not been able to verify that the candidate's qualification level meets the requirements, or if the employer is not sure that the adaptation of the new employee in the team was successful. Regarding the legality of extending the test period of work, there are two opposing opinions.

Supporters of the ban on extending the period under review include, in particular, the Federal Service for Labor and Employment. Such an addition to an already concluded contract will be considered void, since it will mean a deterioration in the position of the employee compared to previously agreed conditions (see Letter of Rostrud dated 02.03.2011 N 520–6-1 and). However, federal laws allow some exceptions to this rule. So, in accordance with the provisions of the Federal Law of January 17, 1992 N 2202-1 "On the Prosecutor's Office", citizens who have entered the service of the prosecutor's office can receive an extension of the probationary period within six calendar months by agreement of the parties. At the same time, an additionally appointed trial period must also be documented and with the consent of both parties to the transaction. Most often, an additional agreement to the main contract is used for this.

Labor law specialists who consider the extension of the probationary period legitimate argue their position as follows. General rule, set out in Article 72 of the Labor Code of the Russian Federation, allows for amendments to certain conditions of an employment contract by mutual agreement of the parties. At the same time, for each of the categories of workers, the maximum duration of labor tests is legally established. Thus, if the employer has received the consent of the employee to extend the probationary period, they can conclude an additional agreement to the main labor contract. The main condition of this agreement will be that the extended trial period will not exceed the terms specified in the legislation for this category of workers.

Early termination of the trial period

Early termination of the probationary period is possible when the employer wants to reward the accepted employee for special success during the test trials. As with the extension of the probationary period, its early termination requires appropriate documentation and the consent of both parties. The employer and the employee enter into an agreement on the early termination of the probationary period (see explanation Federal Service on labor and employment N 1329-6-1 dated May 17, 2011).

In addition, there are a number of other reasons for the early termination of trials. These reasons are not related to the direct results of the employee's activities in the workplace:

• the employee was admitted to study at a higher educational institution;
• the employee found a relative in need of constant care;
• the newly hired employee provided documents confirming pregnancy or the presence of a child under the age of one and a half years.

Features of the installation and passage of a probationary period for certain categories of workers

For some categories of citizens in determining the procedure for passing the probationary period, there are some features. These categories include, in particular, public civil servants, seasonal workers, persons working part-time.

Features of the organization of the probationary period for civil servants are regulated by Article 27 of the Federal Law "On the State Civil Service of the Russian Federation". In the case when a citizen is first accepted into the civil service, the duration of the test period of work for him can vary from one to twelve months. For professionals with experience in state structures appointed to a new position in the order of transfer from another state organization The duration of the probationary period is from one to six months. From one to twelve months, an employee appointed to such a public position may also be tested, the decision on accepting and dismissing from it can only be taken by the President or the Government of the Russian Federation. If the employer considers the test results unsatisfactory, the service contract with the employee may be terminated. An appropriate written notice indicating the reasons for termination must be received by the employee no later than three days before the date of termination of the contract.

Employment contracts for employees for the season most often differ in short duration. For a contract lasting from two to six months, the period for checking the competencies of an employee cannot exceed two weeks. If the contract is concluded for a period of not more than two months, a probationary period cannot be established in principle.

For persons working part-time, various situations are possible when the appointment of a probationary period is regulated general rules, as well as when the appointment of a probationary period is in principle illegal. In particular, if an employee is employed part-time in a company that is not his main employer, a probationary period may be assigned to him in this company on a general basis. If the employee plans to combine two similar activities in one enterprise, the appointment of a probationary period will be illegal, since the employee has already proven his competence.

Video: labor rights for pregnant women

Regulation on probation

The legislation does not require the creation of a separate provision on the probationary period, however, many companies practice issuing such a local regulation. This document describes in as much detail as possible the procedure for organizing a probationary period for newly hired employees. In particular, from it you can find out who is obliged to draw up a task for the probationary period, who, in what time frame and by what principles evaluates the success of the candidate in the probationary period, and so on. The following is a sample probation statement.

Regulation on probation. Sample.

1. GENERAL PROVISIONS.

1.1. The trial period is the last stage of evaluation professional suitability candidate for a vacancy.

1.2. The purpose of the probationary period is to check the compliance of the specialist with the activity assigned to him directly in the working environment.

1.3. The probationary period shall not exceed three months.

1.4. The duration of the probationary period is indicated in the employment contract and in the order for employment (Articles 68, 70 of the Labor Code of the Russian Federation).

1.5. The probationary period does not include a period of temporary disability and other periods when the employee was absent from work for good reasons (Article 70 of the Labor Code of the Russian Federation).

1.6. The trial period may be reduced to a duration of at least 1 month. The basis for reducing the probationary period is the decision of the Rector (or First Vice-Rector) of the University, confirmed by satisfactory test results.

1.7. If the result of the test is unsatisfactory, the dismissal of the employee is carried out at the initiative of the university administration without the consent of the trade union body and without the payment of severance pay, with the wording "as if he did not pass the test" (Article 71 of the Labor Code of the Russian Federation).

1.8. If the probationary period has expired, and the employee continues to work, he is considered to have passed the probation. Subsequent termination of the employment contract is carried out only on a general basis (Article 71 of the Labor Code of the Russian Federation).

2. ORDER OF PASSING THE PROBATION PERIOD.

2.1. On the first day after the newly hired employee enters work, the immediate supervisor:

2.1.1. Conducts a conversation informational character about conditions professional activity(Appendix 3);

2.1.2. Introduces the new employee to the job description. The employee certifies with his signature that he is familiar with the job description, agrees to carry out the tasks listed in it functional responsibilities. The job description is issued to the employee. A copy signed by the employee remains with the immediate supervisor;

2.1.3. Introduces the employee to the Regulations on the division and other local acts regulating the activities of the division and the activities of the employee.

2.1.4. Appoints a curator - an employee of the unit who has worked in this position for at least six months or the most qualified employee of the unit, and in the absence of such, supervision is assigned to the immediate supervisor or head of the unit;

2.1.5. If a probationary period is established for an employee hired for the position of head structural unit or vice-rector, then the most qualified employee of this unit or another higher head, immediate supervisor and head of the unit - the dean of the faculty, vice-rector by affiliation, or the rector of the university can be appointed as the curator.

2.2. Organization of probation.

2.2.1. The probationary period can take place in one (if, with successful work during the first month of the trial period, the latter was reduced to 1 month) or two stages (if the trial period was not reduced).

2.2.2. The immediate supervisor with a new employee, during the first three days after going to work, draw up a work plan in accordance with job description for the first month of the probationary period (Appendix 1). The work plan of a new employee is approved by the head of the unit, signed by the employee and agreed with the vice-rector for affiliation (rector or chief accountant). The plan must be with the employee and the immediate supervisor.

2.2.3. Three days before the end of the first month of the probationary period, the immediate supervisor, the curator and the employee discuss the compliance of the specific results achieved with the set goals (work plan).

2.2.4. Not later than one day before the end of the first month of the probationary period, the immediate supervisor draws up an information and analytical note on the results, achieved by the employee(Appendix 2) for the first month of the probationary period and gives the conclusion "passed the test and you can reduce the probation period to 1 month" or "the test did not pass, the probationary period remains the same." If the probationary period does not exceed one month, then a conclusion is given “test passed” or “test did not pass”. The conclusion is agreed with the head of the unit and the vice-rector by affiliation (rector or chief accountant) and transferred to the personnel department for further work.

2.2.5. If the probationary period has not been reduced to 1 month, then at the beginning of the next stage, the employee's work plan for the remaining period is also drawn up in accordance with clause 2.2.2. of this provision. Not later than 7 days before the end of the probationary period, the immediate supervisor, curator and employee discuss the compliance of specific results achieved with the work plan. The immediate supervisor draws up an information and analytical note on the results achieved by the employee for the subsequent stage of passing the test, and gives a conclusion “passed the test” or “failed the test”. The conclusion is agreed with the head of the department and the vice-rector of the affiliation and transferred to the personnel department for further work no later than 5 days before the end of the probationary period.

2.2.6. The original plans for passing the probationary period and information and analytical notes are transferred to the personnel department and stored in the employee's personal file.

Applications:

1. Annex 1. "Plan of the work of the employee during the probationary period."

2. Appendix 2. "Information and analytical note on the results of the probationary period."

3. Annex 3. "Matrix for determining the levels of functional duties."

4. Annex 4. "The scheme of the interview with the employee at the time of going to work."

AGREED:

First Vice-Rector __________________________

Head of Human Resources ______________________

Lawyer _____________________________________

Chairman of the trade union committee of employees _______________

Annex 1.

"AGREED" "APPROVE"

Vice-rector Head of department

_______________________ ________________________

"____" _______________ 200__ "___" ______________ 200__

Who should not be placed on probation

According to the Labor Code of the Russian Federation, for some categories of working citizens, a probationary period cannot be established in principle (see Part 4 of Article 70 of the Labor Code of the Russian Federation). These privileged categories include, in particular, the following:

• Persons selected to fill a vacant position through a competition held in accordance with the requirements of the legislation or local acts of the enterprise. Appointment of a probationary period under such circumstances may provoke the emergence of labor disputes.
• Women who are pregnant or raising one or more children under the age of one and a half years, while the children can be both consanguineous and adopted.
• Employees under the age of eighteen.
• Citizens entering the first place of work after graduating from a vocational education institution within a year from the date of graduation.
• Citizens elected to elective office for paid work.
• Citizens moving to a new job in the order of transfer from another employer as agreed between the heads of companies.
• Citizens with whom an employment contract has been concluded for a period of not more than two months.

The legislation also provides for other cases of categories of beneficiaries:

• citizens who have successfully completed training and enter into an employment contract with the employer from whom they were trained;
• citizens employed in alternative civil service;
• civil servants appointed to a new position by transfer caused by the liquidation or reorganization of the former employer organization.

If the employer unknowingly established a probationary period for an employee belonging to one of the privileged categories, that is, for an employee for whom a probationary period cannot be established in principle, it is necessary immediately, as soon as the fact of belonging to beneficiaries is revealed, to draw up an additional agreement to the contract on employment, in which to prescribe a condition that annuls the clause on the probationary period. This can be done, for example, when pregnancy is detected in a newly hired employee. Employers should remember that they face administrative and, in some cases, criminal liability for violating the provisions of the Labor Code of the Russian Federation.

Making an employee on probation

When accepting an employee for work with the condition of mandatory passing of a probationary period, the employer must correctly prepare all the necessary documents and include in the employment contract, including a clause on the availability of preliminary tests for a newly hired employee. Otherwise, labor disputes and litigation may arise.

How to draw up an employment contract with a trial period

The employment contract must contain a clause stating that the employee will have to go through a probationary period to confirm qualifications. There can be no separate contracts for a trial period. Some employers offer to sign an internship agreement first. Such behavior is a sign of dishonesty of the employer. According to the law, an employment contract must be prepared no later than three days from the date of entry to work. A sample employment contract with a three-month trial period is easy to download from the link.

Video: Popular probation questions

Liability agreement for the period of probation

During the probationary period, the provisions of the Labor Code of the Russian Federation and other regulatory legal acts that determine the norms of labor law apply to the employee. Accordingly, the agreement liability can be concluded with the employee already during the probationary period, if there is such a need and the position falls into the list of positions for which the conclusion of such an agreement is mandatory.

Assignment for probation

The probation assignment serves several purposes. First of all, a specifically formulated task helps a new employee to better understand their tasks in a new place and get up to speed. On the other hand, the company uses this task to assess the level of professionalism of a newly hired specialist. The fact is that it is impossible to dismiss an employee who has not coped with the test period without a clear evidence base and documentary evidence of his incompetence, therefore, the assessment of the performance of an employee during a trial period in the employer company should be taken very seriously.

The content of the test task may be different depending on the nature of the work. Such a task may include, as a requirement, to follow the most detailed instructions, for example, for working with cash register and leave room for creativity. In general, it is recommended to include in the task the most significant points for this position and for the company as a whole. A sample assignment for a trial period is shown in the illustration below.

The task for the probationary period may include those items, the implementation of which is most significant for management.

Features of establishing a probationary period when transferring to another position

When transferring to another position, a probationary period may be established if the duties to be performed by the employee in this new position are fundamentally different from his previous activities within the company. Unfortunately, a situation is common when an employee is offered to undergo a probationary period when being transferred to a higher position. It is important to know that such behavior of the employer is not legal. The trial period, according to the Labor Code of the Russian Federation, is not mandatory and can only be assigned to new employees. An employee who has received a promotion can be returned to his previous position or dismissed if the fact of his inconsistency with the new position is revealed.

The result of the probationary period and its staffing

After the parties sign the employment contract, which indicates that the employee is accepted subject to a probationary period, personnel service the company issues a corresponding order. At the end of the probation period, the company issues special documents confirming the success or failure of the new employee to pass the test period.

Probation period report

Many enterprises today have adopted the practice of creating a final report on the passage of a probationary period by an employee who has passed the test. In such a report, the employee discloses the following questions:

1. the difficulties and problems that the employee encountered in the course of work, the ways in which he tried to solve them;
2. which of the assigned tasks the employee was able to complete;
3. what tasks the employee failed to cope with during work and for what reasons;
4. What did the employee learn during their work?

A detailed report will help both the employee and his immediate supervisor to better analyze the work. It is recommended to draw up a report not on the last day of the probationary period, but in advance. In this case, you can find weaknesses in the work and have time to eliminate them before a decision is made. The illustration below shows an example of a report on the work in the test period.

Reports can be formatted in a variety of ways.

Characteristics of the employee after the verification period

The characteristic of the employee is the immediate supervisor or mentor who worked with the new employee during the trial period. This document indicates that the specialist knew and was able at the time of taking office, what tasks were assigned to him for the trial period, how he showed himself in the course of performing work tasks, what strengths and weaknesses of the personality he demonstrated. The characteristic ends with general conclusions, forecasts and recommendations.

Conclusion on passing the probationary period

Some companies have adopted the practice of collegial decision-making on the passage of a probationary period. An assessment of the employee's qualifications and his achievements is requested from all specialists and managers with whom he dealt during the test. The final decision is made by the immediate supervisor, but this practice allows you to take into account the whole range of opinions and get a complete picture of the new employee. The documented decision is called the conclusion on the passage of the probationary period.

The conclusion can be drawn up in the form as it is accepted at a particular enterprise.

Order on the end of the probationary period upon successful completion

The issuance of an order to end the probationary period upon successful completion is not mandatory. The employee simply continues to work at the enterprise further.

Actions of the employer in case of failure of the employee to pass the probationary period

The reasons for not passing the probationary period may be different. An employee, from the point of view of the employer, may not confirm his level of qualification, may not find a common language with colleagues, may violate labor discipline or provoke some unpleasant situations for business. In any case, an employer cannot fire an employee simply because he does not like him in some way. Dismissal during the probationary period must be supported by objective facts and documentary evidence confirming that the employee really cannot cope with the activities entrusted to him. Such documentary evidence may include a task plan for a trial period, a report on the passage of a trial period, memorandums from the immediate supervisor, feedback from colleagues and clients. It is very important not only to explain to the employee why the probationary period has not been recognized as passed, but to get his agreement with these explanations. Otherwise, the dismissed employee may file an application with the court. If the company fails to correctly justify the decision to dismiss, the employee will have to be taken back, and all expenses incurred by him will be compensated, including the lost wages for the period when the employee was considered dismissed.

In case of dismissal due to a negative test result, the employee receives a corresponding notification three days before the dismissal. In some cases, by agreement with the employer, dismissal can occur on the same day, that is, without any working off.

Video: dismissal upon failure to pass the probationary period

What rights and obligations does an employee have during the probationary period?

The rights and obligations of an employee accepted under the condition of passing a probationary period are regulated by the Labor Code of the Russian Federation and are no different from the rights and obligations of other working citizens. The probationary worker is entitled to the following preferences:

• timely payment of wages, bonuses, allowances for overtime work, as well as other incentive payments, if any are provided for by the terms of the contract;
• access to sick leave and receiving insurance payments during a period of temporary disability.
• the use of unpaid leave at its own expense or the use of days on account of future leave, while the employer has the right to refuse to grant leave in accordance with the law (if the decision does not run counter to Article 128 of the Labor Code of the Russian Federation);
• receiving up to five unpaid days off at the birth of a child;
• dismissal for own will at any time before the end of the trial period.

New employee responsibilities include:

• fulfillment of the terms of the employment contract;
• performance of work obligations in accordance with the job description;
• compliance labor discipline And internal regulations employer, as well as fire safety requirements.

Is it possible to take sick leave or vacation during the probationary period?

An employee on probation has the right to take sick leave during a period of temporary disability. With the permission of the head, during the probationary period, you can take a vacation at your own expense, as well as a vacation on account of a future paid vacation. This time is not included in the trial period and upon return to workplace the countdown of the days of the test period resumes.

The amount of sick leave payment is determined based on the length of service of the employee and from this average daily earnings. The work experience of an accountant can be learned from work book, and earnings are affected by both the salary at the current job and payments at the same place, which are easy to evaluate using the 2-personal income tax certificate.

An employee who is on sick leave and wants to leave the probationary period must first close sick leave. Dismissing an employee while he is on sick leave is illegal. In addition, the employer must pay hospital employee within 30 days from the date of dismissal, provided that the employee has not found a new job during this time.

Is it possible to fire a pregnant employee on probation?

The dismissal of an employee who, during the probationary period, discovered that she was expecting a child, is illegal if it occurs at the initiative of the employer. A pregnant woman can only be fired at her own request. Moreover, the very appointment of a probationary period for a pregnant employee is illegitimate. Upon confirmation of the fact of pregnancy, the probationary period must be canceled by an additional agreement to the concluded employment contract.

Salary on probation

An employee on a probationary period is entitled to a salary, from which the employer is obliged to pay all mandatory taxes to the budget, including income tax. Many Russian enterprises are trying to evade paying taxes by offering only part of their salary payments in "white" money with official registration. Unfortunately, employees often agree to such unfavorable conditions for them. Many employers also offer a reduced salary for a trial period with the promise of a pay raise upon successful completion of the trial period. From the point of view of the Labor Code of the Russian Federation, such an offer is also not legitimate, but rarely any of the employees decides to enter into conflict with the employer for this reason.

Video: probationary salary

Pros and cons of the probationary period for the employee and for the employer

The probationary period is provided for by law so that both parties involved in the conclusion of an employment contract have the opportunity to evaluate each other and, if necessary, part with minimal losses. This opportunity can be considered an absolute plus for both the employee and the employer. Upon dismissal from a probationary period, an employee is not required to work for two weeks, and the employer has the opportunity to evaluate the qualities of a candidate not only from his words at the interview, but also in practice.

Among the disadvantages for the employee is the fact that many employers offer a reduced salary for the period of the probationary period. On the other hand, the employer bears an increased burden caused by the need to allocate additional resources to introduce a new employee to a position and test his skills and abilities.

When working in a test mode, an employee may experience some psychological discomfort, since the result of his actions determines his future in this job. The employing company, concluding an agreement with a new employee, always runs the risk of getting litigation upon dismissal under Article 71 of the Labor Code of the Russian Federation.

In general, the balance of positive and negative sides application of the probationary period allows both parties to use it to the greatest advantage for themselves.

The requirement to pass a probationary period for employment in Russian companies is not mandatory. from the point of view of the Labor Code of the Russian Federation. However, many employers are happy to use this opportunity to properly study a new employee, as well as save some money on him. wages at least in the first months of his work. Employees take this requirement for granted and do not try to dictate their terms to the employer. Thus, the very concept of a probationary period has firmly entered the practice of work and is actively used throughout Russia.

Feelings of a beginner on probation - akin to what you get when riding a rollercoaster: a portion of adrenaline is provided. Moreover, unlike the attraction - every day. Diary of our reader with impressions of the first days of work in a new place - the best of that confirmation. However, the adrenaline might have been less if he had managed to avoid some mistakes from the very beginning.

week one

Hooray, tomorrow is the first day of work! The company is excellent, the tasks are interesting, the director was friendly, the money is one and a half times more than in the previous place, that's just a working day from 9.00. Okay, I'll go to bed, don't be late!

At the cost of incredible efforts, he arrived at 9.03. Fortunately, half of the employees were not there. At about half past nine the chief came and introduced me to the people. 2/3 of the team - women, a couple - very even nothing.

I was seated by the window, from which the merciless wind blows. I wanted to speak, but I kept silent. My computer monitor caught another war with the Japanese. Which he apparently is a victim of.

I don’t understand much at work yet, but I was offered to study the department’s report for the last quarter and put 2 huge ledgers in front of my nose. They don't seem to like me.

Late, arrived at 9:15. As luck would have it, I ran into the boss at the door. He gave me an unhappy look. I had to lie.

He sat down and noticed that he had put on different socks in a hurry. All day he bashfully pulled his trousers, the ladies giggled.

Error! Being late for work during a probationary period can be fraught with the most deplorable consequences. Even if all your new colleagues, including the boss, consider it good form to stay a little late in the morning, you should be at the office on time - preferably 5-10 minutes before the official start of the working day. So forget for a while about night vigils and the fact that you are an "owl" in life. Now the main thing is to show that you are a responsible and disciplined worker.

Error! At first, you should not rely only on yourself, your knowledge and experience. Faced with something new and incomprehensible - do not hesitate to ask colleagues. Just do not bother with your requests, do not ask 10 times about the same thing - get yourself a special notebook, and do not be lazy to write down all the new information there.

Smoking is prohibited in the building, but no one runs outside. So far I can't find out where they go. After dinner, I will gather courage and ask Verochka - deputy. chief accountant - she is prettier and does not look like a wolf.

It turned out that everyone smokes in the basement. But as soon as I arrived, the girls fell silent and pouted. I tried to tell a couple of jokes - it didn't work.

In the smoking room I met Ivan. He explained to me in some detail what was happening in this institution. You listen to him, so wolf customs reign here, half of the people hate each other, and the other half is in extramarital relationships. We must be more careful.

Error! You should not strive from the very first days in a new place to become the soul of the team. You will still have time to do this. When the trial period is successfully completed. In the meantime, the surest tactic is to be even and friendly with everyone, adhere to neutrality, do not try to "get into the soul" of anyone, and - God forbid you from participating in the discussion of the order at the company or in local conflicts. And fewer trips to the smoking room! Now it's work and more work.

Friday evening. A strange feeling - on the one hand, they do not entrust me with anything important, on the other hand, they are always watching with expectation. You have to do something to keep yourself busy.

Week two

All weekend I could not relax, as a result I came up with and wrote a database for storing statistics. It turned out well.
Unfortunately, again late for 10 minutes.

I brought the base to mind and wrote a memorandum to the boss. As a result, instead of gratitude, I received a reprimand - it turns out that storing information is not in my competence. I could hardly restrain myself not to speak, but I tried to explain with restraint that my work also depends on it.

Ivan didn't greet me in the smoking room. I asked what happened. It turned out that he got a reprimand because of me - database administration is his job. What would I ever do anything that is not included in my job description!

Error! The initiative is punishable - and especially during the probationary period. This does not mean that you need to sit with a gray mouse and choke your creativity in the bud if you have thoughts about more efficient work of the department. However, this is not the time for local revolutions. It is one thing to express your constructive proposals for work to your immediate supervisor - this will help you "score points". And quite another - immediately offer something radical. So the irritated reaction of the boss and colleagues is quite understandable. Moreover, having figured it out, you got into a "foreign garden", and this is absolutely unacceptable.

The atmosphere in the office is getting tense. Maybe it seems to me, but the girls look at me strangely. I try not to react and mind my own business.

Finally Friday! I've only been here two weeks, but it seems like half a lifetime has passed. I tried to remember if my last job was just as hard. It seems it wasn't.

Week three

Arrived on time with the desire to "show them all". I try to ignore the sidelong glances and work like hell.

Tuesday - everything is the same ... It seems that I am slowly figuring out what's what.

Finally got into a conversation with Vika - the prettiest of our girls. Ivan said that she was the general's mistress.

Vika turned out to be friendly and talkative so much that I gently asked her why they treat me so wary.

What she said blew my mind. It turns out that they all believed that I was the nephew of the director of the regional branch. And I came here instead of a certain Sasha, and for my sake Sasha was fired.

My surprise knew no bounds. Especially when it turned out that Ivan was the author of the information. Only his absence from the workplace saved him from immediate injury.

Error! There was and always will be gossip in the office - there's no getting away from it. But even if you are a big fan of washing the bones of your colleagues, do your best to restrain this desire in yourself during the probationary period. Carried away by intrigues, not for long and forget work - this is the first thing. And secondly, you are still a beginner, and you don’t know for sure which of these people, who gossip so selflessly with you, is the chief’s “attorney” and, therefore, can play a decisive role in determining your future fate.

They slowly began to talk to me, and today they called me for dinner - this is progress!

Overslept again. But at the final monthly meeting, he looked good - it turns out that I managed to understand a lot of things. The result - I was assigned to a new project in the team.
week four

Got myself a new monitor for my project. We began to work, discussed the strategy. Of course, I still don’t catch up with much, but I no longer feel like a whipping boy.

Error! For knocking out new equipment, furniture, a place in the sun and other benefits, a trial period is not a good time. It is better to wait a little with this, as well as with the "swinging of rights".

On my conscience client base. Dragged to us a few old friends. Praised.

Ha! I was asked to implement a database that I wrote. Got the first paycheck. Under this case, he invited Vika to the cinema. By the way, it turned out about her and General Ivan also lied.

On the advice of Vicki, he "put down" on the first salary. Not without skepticism - tomorrow morning the boss asked to come in - so the first one may be the last.
Apparently, due to stress, he stayed at work until 9 pm.

Was with the boss. He said that “on the whole” they were satisfied with me, although there were some nuances ... He remembered my unfortunate lateness when I ran into him nose to nose, and a quarrel with Ivan (and here he snitched)! Then, however, he changed his anger to mercy and promised that, perhaps, they would shorten my probationary period, because as a specialist I suit them completely. Phew. It seems to me that I am a weightlifter who has set a world record. I understand that everything is just beginning - on Monday, back to work. Wouldn't be late!

Well, the boss is right. Do work on the mistakes, do not repeat them again - and you will succeed.