Comments on: Who won this case? He complains, then gets fired

By: Didi

Didi — Thu, 13 Aug 2009 12:09:42 +0000

So I can never fire an employee who lodges a safety complaint? No matter how bad he is at his job? It doesn’t state in the article how long he’s had poor performance. I know you shouldn’t let slackers linger but it doesn’t pay to be the nice-guy to see if he can improve.

By: Cindy

Cindy — Mon, 27 Jul 2009 23:11:33 +0000

I think it’s better to do the 2nd review one year after the hire date for 2 reasons:

- It’s easier to remember, and gives the supervisor the opportunity to recognize the employee’s anniversary if they want to.
- I generally think it’s better to do reviews more often rather than less often.

By: Cynthia

Cynthia — Tue, 14 Jul 2009 17:16:56 +0000

Ali, most companies consider the start date as the anniversary date. The 90-day review is to make sure the employee is a fit for the company.

By: Ali

Ali — Tue, 23 Sep 2008 15:16:52 +0000

We have grown a lot over the past year. What is the standard for probationary and annual reviews? Do most give a review after 90 days and then again on the first anniversary of start date, or on the anniversary of probationary review date? Our effective employee handbook says nothing about it, but new hires are routinely told they will be reviewed after 90 days and after a year, which is ambiguous. I’m trying to ensure parity, because both time schemes listed above have been used over the years.