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Circumstances under which procedural adjustments might be required after a trial period
The circumstances under which procedural adjustments are necessary after a trial period include the following:
Procedural adjustments are necessary for the alterations in the length of the entire trial period. Usually, trial period is routinely extended for the specific duration of first sanctioned leave of absence of any employee (Shackleton 2015). However, no other additions of trial period are legalized. As per the regulations of OECD, there are several notification procedure in case of changes in the length of the trial period, delay in the period of start of notice, length of notice period at different durations of tenure, severance of pay at different durations of tenure (Forms.wairc.wa.gov.au 2017).
The procedural adjustments are also required for alterations in the salary structures along with bonuses. For instance, procedural adjustments are required for payment of salary clauses as per 13.3.3, payment of salaries as enumerated as per 1/52nd of annual salary, incremental progression, general salary scale provisions at different levels, supported wage rates and many others after trial period (Fair Work Ombudsman 2017).
Employees serving additional trial periods is another circumstance that might require procedural adjustments
Department heads of business corporations need to notify all the employees regarding completion or else extension of trial period. However, in case of no such notification, the trial period can be regarded to have finalized (Bryson et al. 2013).
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