Probationary Period after promotion

Hello,
I went over the Labor Code of the Philippines and didn't find any answer.

I just want to ask if there's such thing as Probationary period policy after getting promoted.

I remember signing one a long time ago. but I couldn't find it now in the labor code.

If there's such thing, can an employee (supervisor) be demoted back to an agent post because he/she was not able to perform during the "Probationary period" of 6 months?


Thank you.

There is no probationary period for promotion on the labor code. This is management prerogative.

There is a different skill set from a lower rank to a higher rank so some companies (not all) have a probationary or trial period for employees who are promoted to see if you are really qualified to handle that position. this is sometimes called acting capacity. if you failed to do what you are expected to do you are simply returned to your previous position. The alternative is if you are promoted and no probationary position, they can terminate you for not meeting expectations.

i.e. a sales person is promoted to sales manager, difference? quota and handling other sales person. if put under probation and he can't reach his quota, he is returned to the position of sales person. if there is no probation and he can't reach his quota, he is terminated.

i think mas ok na tawagin na Trainee or Acting.. yan ang tawag sa mga newly promoted position bago sila ma full pledge sa supervisory position.

ninris wrote:Hello,
I went over the Labor Code of the Philippines and didn't find any answer.

I just want to ask if there's such thing as Probationary period policy after getting promoted.

I remember signing one a long time ago. but I couldn't find it now in the labor code.

If there's such thing, can an employee (supervisor) be demoted back to an agent post because he/she was not able to perform during the "Probationary period" of 6 months?


Thank you.

You are referring to the 'CONFIRMATION PERIOD' for promoted employees.

A newly-promoted employee may undergo this period to assess if he/she is capable for the position. If not, he/she will revert back to his previous position but his salary will not be affected.

This is legal and the same is NOT considered as diminution of benefits.