Do I need a trial period when I go to work after a year of rest?

If you work for a new employer after one year of leave, you need to continue the probationary period.

If it is the original unit, you can still ask for leave if you have something, but it depends on whether your position and leader approve it.

Hello, there is no such statement, sick leave is not the same as your normal rest day. Sick leave is a force majeure factor, you don't want to take a break, and the salary during sick leave is generally 70% or even lower than the normal one. Regular days other than those with fewer days off and working days are also unpaid.

The national labor law stipulates that the same unit can only agree on a probationary period once, so as long as you do not change your employer, you cannot need the probationary period again if you go back from sick leave!

In general, a year off is a long time. However, if you go to work again, you don't need to have a construction period. Because you've been working in this unit for a while. Not the first time I've worked.

If you change jobs after taking a break, then you need a probationary period. If you are still working in the same company, you do not need a probationary period.

If you are still in the original unit, there should be no need for trial work, because the company also knows something about you.

As long as you have not gone through the resignation procedures at your original employer, you do not need a probationary period.

Every company's situation is different, and we don't have this kind of vacation for a year and a trial period.

Look at the provisions of the labor law and then look at the terms of the contract you signed to see if it is reasonable. However, some units do not act in accordance with the labor law and have their own local policies, and if there is such a clause in the contract, you cannot afford to file a lawsuit.

This kind of company is rare.

A probationary period cannot be agreed, and an employee can only agree on a probationary period once in the same company.

Article 19 of the Labor Law If the term of the labor contract is more than three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

The same employer and the same employee can only agree on a probationary period once.

Where a labor contract is for the completion of a certain work task or where the term of the labor contract is less than three months, a probationary period must not be stipulated.

The probationary period is included in the term of the employment contract. If the labor contract only stipulates a probationary period, the probationary period shall not be established, and the period shall be the term of the labor contract.

A trial period must be included!

If you have worked for less than a year, you can also take annual leave, according to the proportion of your work! For example, if you have worked for one year, your annual leave is 12 days, but in fact you only work for 8 months (including the probation period), according to the proportion, your annual leave for this year is 8 days!

The labor law stipulates that the probationary period is also included in the time agreed in the labor contract, so the probationary period is included after one year of service.

As long as you go to work, you have to have annual leave, and whether you let it go is another matter.

Seniority should be included, salary not.

The salary is calculated from the expiration of the probationary period.

The probationary period is counted as the number of years of service on annual leave.

The number of years of service of employees entitled to annual leave refers to the cumulative number of years of service of employees in different units. The probationary period is included in the term of the labor contract, which is the actual working years of the employee, and the working years of the employee entitled to annual leave are calculated.

Ministry of Human Resources and Social Security.

Measures for the Implementation of Paid Annual Leave for Employees of Enterprises".

Article 4 The number of days of annual leave shall be determined according to the cumulative working hours of the employees. The period during which an employee works in the same or different employers, as well as the period during which it is deemed to work in accordance with laws, administrative regulations or regulations, shall be counted as cumulative working hours.

The Labor Contract Law stipulates that the probationary period is included in the annual leave, and you can take annual leave. The length of service is also calculated from the day you go to work, although the company signed a contract with you on January 1, 09, but this does not affect the calculation of your length of service, because the fact of labor relations exists.

Of course, the probationary period should also be counted, after all, it is also considered a job!

The transfer of public institutions requires passing the public recruitment examination and may require a probationary period.

Regulations on the Personnel Management of Public Institutions

Article 8: Newly hired staff of public institutions shall be open to the public. However, there is an exception for personnel who are placed by state policies, appointed by superiors in accordance with the authority of personnel management, and those who are involved in secret-related positions.

Article 9: Public institutions shall follow the following procedures for the open recruitment of staff:

1) Formulate an open recruitment plan;

2) Publish recruitment information such as recruitment positions and qualifications;

3) Review the qualifications of candidates;

4) Examinations and inspections;

5) Physical examination; 6) Publicize the list of personnel to be hired;

7) Conclude an employment contract and go through employment procedures.

There is no probationary problem for staff members of public institutions who need to be transferred within the system due to work needs. The bonus is calculated and paid according to the base of your length of service. Generally speaking, the remuneration of cadres of state administrative institutions (on the staff) cannot be changed at will.

There is also a policy basis. Rest assured!

1 There is no probationary period after you go.

2 The bonus should be calculated based on the base of two years of service in their hospital.

As for the issue of length of service, the following is an excerpt from the "Principles for Calculating Continuous Length of Service".

1. For those who are transferred to work or laid off by the management organ of the enterprise or the administrative department of the enterprise, the length of service before and after the transfer or layoff (maintaining labor relations with the enterprise) shall be counted consecutively;

3. If an employee is transferred to another enterprise by the management authority of the enterprise due to the suspension of work or bankruptcy of the enterprise, the length of service before and after the transfer shall be counted consecutively.

8. During the period of apprenticeship in the enterprise, the length of service in the enterprise shall be calculated, and when the temporary worker or probationary personnel are converted into regular employees, their length of service in the enterprise shall be counted from the date of the last time they entered the enterprise.