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june 2015 FOGHORN 15 LEGAL and make big purchases. More im- portantly there is a popular culture feeling that an employer has more right to terminate a person before a person becomes imbedded in an organization. In termination cases employers are generally given far wider latitude by courts adminis- trative agencies and arbitrators to make subjective judgment calls as to an employees capability when the employment period has been short. Perhaps the greatest benefit of the probationary period is that it sets up a structure by which an employer should determine whether it has made a good or bad investment. I use the word investment identify- ing that the hiring of a single clerical employee assume a 45000.00 annual salary with an average em- ployment period of three years represents a 150000.00 investment or more with taxes and benefits. Doesnt it make sense to early and decisively determine whether the in- vestment has been well made Isnt it advisable to make an early decision whether a new employee has the potential to grow in the job or dem- onstrates the initiative that the indi- vidual needs to succeed For many employers the end of the probationary period comes and goes without any significant decision or analysis as to the employees performance and potential. This is understandable because once an employee has been hired companies naturally do not want to go through the demands of recruiting and hiring another employee with all the time the process demands and to lose the training already invested in a current new-employee. There is a natural propensity to avoid having to go through the hiring process again. Some front line supervisors would rather accept a mediocre employee then go through the bother of justify- ing a termination or dealing with the interpersonal discomfort of terminat- ing an employee. Often with these default behaviors dominating the mediocre employee can stumble into permanent status. The best practice is an internal company structure that allows for decisive and early decision-making. This author believes that employees demonstrating a B- or merely C performance during the probation- ary period should not continue even if the employee has not done anything wrong. Frontline super- visors should be required as of the date the probationary period ends to make a report as to why an employee should continue or not continue. The 2013 Caterpillar. All rights reserved. CAT CATERPILLAR their respective logos ACERT Caterpillar Yellow and the Power Edge trade dress as well as corporate and product identity used herein are trademarks of Caterpillar and may not be used without permission. Your customers enjoy dependable service while you get the power and fuel efficiency to keep your business up and running. And the Cat global dealer network is always where you need them when you need them. Bring Cat engines onboard today. Visit your local Cat marine dealer or learn more about us at MARINE.CAT.COM Your passengers rely on you. You can rely on us. 3512C Tier 3C32 ACERT Tier 3C18 ACERT Tier 3 Cat PVA Ad_Rely On You_May 13.indd 1 41513 205 PM