A successful application is usually followed by a three to six month trial period in which the employment relationship is put to the test. How do you master this? Helpful tips.
The purpose of the trial period
Compliance with a trial working time is not legally stipulated and must therefore be anchored in the employment contract if such a period is to be at the beginning of an employment relationship. According to Section 622, Paragraph 3 of the German Civil Code, the employer is allowed to agree a maximum period of six months, during which special termination regulations apply. During this time it is possible for both sides – both the employer and the employee – to terminate the employment relationship with a notice period of two weeks if their ideas about cooperation differ too much. After the end of the trial period, the notice period is four weeks to the 15th of each month or to the end of the respective month.
Exceptions are employment in positions with particularly high responsibility: A probationary period of over six months can be agreed here. For people who are in an apprenticeship, the legally prescribed trial periods of at least one and a maximum of three months apply.
Interruptions to the probationary period
Loss of work due to illness is not compensated for by the dismissal protection during the probationary period, as this usually only applies if the employee has been with the company for at least six months. According to experts from the career website arbeits-abc, employers can arrange for a dismissal even if there is a case of illness. In order to avoid such a situation, the employee should contact the employer and consult with them regarding the state of health and the time of return to the company. In such cases, honest and transparent communication can lead to relevant results that lead to mutual acceptance.
During the probationary period, employees are not entitled to full annual leave – this only applies after six months of service. However, a proportionate right to recovery is anchored in Section 7, Paragraph 1 of the Federal Vacation Act. According to this, employees can make use of the statutory minimum holiday entitlement of 20 days per year, even during their probationary period. Whether this is granted is up to the respective employer, as the employer can refuse vacation requests for urgent operational reasons.
Tips for a successful trial period
The first hurdle has been overcome: You have the job, but you still have to pass the probationary period. To master these, you should consider the following tips:
Observe the basic principles: punctuality, courtesy and adequate demeanor. Arriving on time at the workplace is evidence of reliability and motivation – therefore, you should familiarize yourself with commutes to work in advance and take into account obstacles that could potentially prolong them. Polite demeanor is the basis for a positive first impression in every situation. So meet your colleagues openly, in a friendly manner and with a smile on your face. Your overall impression is rounded off by appropriate clothing that is appropriate to the work environment. At best, you should inquire in advance and if you are unsure about the dress code, refrain from wearing particularly conspicuous clothing.
The debut as an opportunity to get to know each other
A positive way to start working in a new company is by making a traditional start-up. Take the opportunity to make a good impression and get to know your colleagues better. In doing so, however, you should observe both the company’s customs and the time requirements of your supervisor. In order to express your commitment and affiliation, it is helpful to remember the names of your colleagues. This shows interest and strengthens the feeling of togetherness.
It is only appropriate to criticize your probationary period if you have a hand and foot. So criticize wisely. In case of doubt, however, the following applies: elegant restraint instead of harsh words. Anyone who receives constructive criticism during their probationary period should not take it personally. As a rule, this serves to improve performance and is therefore to be seen as an opportunity to consolidate one’s workforce in the team.
Openly admit mistakes, because they are all too human, especially during the probationary period. Talk openly about mistakes instead of hiding them in order to remain transparent and receive suggestions for improvement.
Avoid participating in gossip and conflicts – your opinion about colleagues should always be objective, so as not to poison the atmosphere in the workplace with negative statements.
Approach work colleagues or employers openly to obtain their opinion on your work performance. The request for feedback shows that you look at your work lines in a reflective way and that you strive to optimize them in the interests of the company. The same applies here: Constructive criticism is neither a personal attack nor an underpinning of your skills. It serves as a means of familiarization and process optimization within the team – factors that benefit both your work performance and your company affiliation. Inna Warkus / Redaktion finanzen.net
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