At first glance, it seems simple: 90-day trial period, which can be broken into 2 periods of 45 days. When you start making experience contracts, you see that the problem is much bigger. Is it always 45 days? Always 90? How to do it if the manager forgets?
Follow our quick guide on how to make experiment contracts:
1. Check your union rules.
It is common for some collective agreements to change the length of experience periods to something other than CLT. If you do not follow the collective bargaining agreement and terminate an employee's contract, he or she may request extra payment of duties for having the contract ending in the middle and not the end. See in this link the difference between making the termination in the middle and the end of the trial period.
2. Make the trial contract and ask the employee to sign the contract for only the first part of the trial period.
Signing both the first and the second part of the experience contract is a very common practice in many companies. Although more practical, it brings problems: as the employee has already signed the second document, it means that it is already valid! That is, even if you share, in practice you have already guaranteed the 90 days.
3. On the day of the end of the first part, ask him to sign the second part.
If he does not sign the second part, he automatically enters the CLT contract without a determined time because he has already “finished” the experiment. Keep an eye!
4. Talk to the manager at least 10 days before the end of each part.
The manager of the new employee has the best visibility on his work and will be able to give a better opinion on whether or not he should remain in the company. Talking to him 10 days before each closing period helps you get a better look at the new employee's performance and gives you more time to prepare a termination if necessary.
5. If terminated, pay on time
On here, the terms of the traditional termination are valid: if the contract is closed by the company, the payment must be made on the business day following the termination – the ideal is to do it on the same day. If the closure was requested by the employee, the company has a period of up to 10 days to pay.