Thomas proves early on that he is quite capable of handling the quality of workmanship required and he has had great feedback from customers. Mark is confident that Thomas will be a positive addition to the business and could be trusted to take on additional responsibilities in the future.
After a month, it’s clear Jim is habitually late and that his work is sub-standard.
Mark asks Jim what’s up – an important step in resolving the issue, as perhaps Jim doesn’t have the right tools. Jim doesn’t have an explanation, so Mark gives him an initial warning. He records the meeting in Jim’s file and arranges a follow-up meeting.
A week later, Jim’s conduct has worsened. Mark checks the employment agreement and sees he must give two weeks’ notice of dismissal. He notifies Jim and offers to pay him out instead. Jim agrees and Mark goes through his employee exit checklist.
A trial period is only valid if included in a written employment agreement.