สิทธิหน้าที่และความคุ้มครองตามกฎหมา

Rights, duties and legal coverage for the probation officer. -Mr. Kriangkrai Chiambunsi Normally, the service's human resource management Division, or when an employer wants to hire someone into their employees. Employers, often needs someone who has the minimum qualification position suits them (Job Specification) you'll also need to have knowledge and be able to fit it with (Competency), but while the decision into the work without any indicators to indicate clearly that the Bush administration ...Khonphai, or the applicant has appropriate knowledge to work and be able to adapt to the environment. The company's culture as well as the shops of the employer. Therefore, it is necessary to define the procedure one step in the process of recruitment (Recruitment Process) so that the employer can determine decide whether the applicant has the appropriate knowledge to actual work. The step is a trial (Probation) usually, when employees go through a trial. The employer will hold the employees are employed frequently in order to qualify for welfare benefits in accordance with the rules and regulations of the employer to the fullest in State. Including a delegation by the following form.The experiment works, it means that the employer has agreed to get employees to work, but there are conditions, employed temporarily for a period of time before trial to give the employer the opportunity to determine whether employees have the appropriate knowledge to their work and be able to adapt to environmental and cultural wellbeing in the employer's establishment or not. But it is not likely to include in the subject's life that are not related to work, such as social tastes sharp for dating with friends, etc. A trial basis. In the present. Labour Protection Act 2541 (1998) does not act for the trial, for example, announcement of the Ministry of the Interior concerning the labour protection regulations 46., which announced it has cancelled long ago, (then canceled the announcement was placed on trial basis whether the probation agreement.A notice of trial was once no more than 180 days and will be terminated because no trial done during 180 days.) so it is the employer's authority General Manager (Management Right) who will be able to define the criteria for the trial as deemed appropriate. However, placing the criteria must not be contrary to labour protection laws and adhere to the conditions and terms and the time at which the employer and the employee have agreed. Terms and conditions and the time of the trial. If the employer and employee have not agreed on the conditions to be considered as experimental work, labor contract, there are no probation agreement. But if there will be a trial and then has to be agreed between. Before or while the labor contract. If OK is employed as employees and enough work to a tattoo. The employer subsequently change your mind, you can request that their employees have told the trial: first, as this will make it? In the opinion of the author and the employer representative is not likely to be achieved, but one party, because there are no terms in the original agreement in the trial, which is a condition of employment that are bonded together. Therefore, the employer, in this case, the employee will get probation must obtain consent from the employee prior to trial. If the employee does not allow a trial, then the employer may not terminate an unfair termination Act established the Labour Court and labour considerations. Section 49 was. Therefore, in order to prevent the problem, it's a good idea to define the terms of probation employees first employed at the same time. For the experiment, that the law is not defined as to how. Therefore, the employer and employee can agree upon oral or writing it. However, in order to prevent any debate issues. In the future, it should do the same as always. For the type or nature of the trial the legal officer is defined as well. Therefore, all the features work, employer employee can agree to try it. Whether it is a job that requires a lot of knowledge can be a simple or advanced academic level or even by simple labor jobs because in addition to trial will see or consider the portfolio. By nature of the administrative employer must also consider the process or how to do that properly. Diligence in work is on time. The ability to collaborate with colleagues, as well as the ability to adapt to the culture of the Organization as well as the employer. For the terms and conditions from time to time in the trial, there is no law defined as well. However, Act, section 118 labour protection law, said, "the employer pays compensation to the employee following termination. (1) an employee who works is due 120 days but not 1 year anniversary to pay not less than the last 30-day rate of pay or .....", which translates to" that if the employer terminated the employee reached the 120 days prior to the date (terminated during the first working day till date 119) the employer does not have to pay compensation to the employee, but must mean that employees with work, as well as conduct is inappropriate as it works really well refined, not to persecute or don't like to shit on each other is the best, and if termination occurs by reason of a failed trial actually ไซร้ it will stop coming.That is wrong as well. This is based on the judgment of the Supreme Court implied 4216/2528 (1985) for the number of times that the probation law did not set out how the employer will have many many times probation employees. Therefore, based on an agreement between the employer and employee that there is one, how does that a few times, and each time, each time for a period equal to the trial, or a year, it will be terminated, but if (the officer has worked and is due 120 days without a ball.Hiring is not guilty on any of the section 119 of the Labor Protection Act 2541 (1998) the employer is obliged to pay compensation to the employees themselves.) When probation and work or work-related conduct is not satisfactory, or does not comply with the standard, the employer. The employer's probation, per can.

Rights and legal protection for probationary employees
- Mr.Kriengkrai modest Boonsri
by the administrative or management jobs when employers want to employ any person as its employees. Employers also often want people to have the minimum qualifications for the job (Job Specification) must also have knowledge appropriate to work with (Competency) But while the decision to work no indications of any. I can clearly tell you that. Third party or candidate will have the ability to work and be able to adapt to the environment. As well as the culture of companies, the employers. Therefore, it is necessary to determine the stage of the recruitment process (Recruitment Process) so employers can decide whether the job applicant shall have the right knowledge to practical work. The procedure is experimental work (Probation), generally when employees go through trial. Employers will be added to the employee who is employed to ensure the welfare rights and benefits according to the regulations of the employers proudly. The delegation works perfectly on
probation means that the employer has agreed to accept an employee working. But the conditions for the Employee trial before a certain time so that employers have an opportunity to consider that employees have the right skills for the workplace. And able to adapt to the culture and environment of living in the establishment of the employer or not. But unlikely to be included in the non-life regarding the work, such as social orientation fellowship with friends. Etc. The
guidelines were currently in the Labour Protection Act 2541 does not prescribe the trial, as announced by the Interior Ministry of Labour Protection Clause 46. This announcement has been canceled. (Announce that it has canceled an experimental basis for that. Probation agreement must be in writing. Try it one time up to 180 days, and if the dismissal because the trial must be done during the 180-day), so it is the general manager of the employer (Management Right) to define the rules of the trial was based. as appropriate However, the rules must not be contrary to labor law. And according to the conditions and terms that employers and employees have agreed
terms and conditions of probation. If employers and employees can not agree on the conditions to have a trial of labor. Works under an employment agreement that no agreement probation. But if there will be a trial then have to be agreed on. On or before the labor contract customers. If the employee is employed, then get to work for some time now. Later changed his employer told the employee that this trial would be done or not. In the opinion of the author, and employers are not likely to be alone because no conditions of probation on the original agreement, the conditions of employment that are joined together. Therefore, employers are employed in this case to trial without the consent of the employee before the experiment works. If the employee refuses to probation employers to lay off may sign a dismissal is not justified by the law establishing the Labour Court and the Labour Section 49 was, therefore, to prevent the problem should set conditions for probationary employees from employment. Ever For in the trial that the law was not as well defined as to how to do. The employer and employee can agree verbally. Or is it a book However, to avoid any controversies. In the future, it should always be made ​​in writing to each other. For the type or nature of the trial, employee law, it is not as well defined. So every job, employees can always agreed to probation. Whether the job requires knowledge of normal levels or academic level. Or even a simple matter, because workers in addition to the experimental work, or considering the works already. By the nature of the administration, employers also need to consider how the process works properly. Diligence in caring Tidiness Punctuality The ability to coordinate with co-workers, etc., as well as the ability to adapt to the culture of the employer as well. For the terms of the probation are not defined by law as well,
however, the Labour Protection Act, Section 118 stipulates that "the employer to pay compensation to an employee whose dismissal the following
: (1) Employees who work a full 120 days but less than one. year to pay at least the wage rate of the last 30 days ... .. "which translated that. If the employer terminated the employee before the expiration of 120 days from the start. (Dismissal during the first day until the 119), the employer is not required to pay compensation to the employee. It means an employee works. As well as conduct unbecoming to actually work with, not bullying or disliked each other personally and if termination occurs for reasons of failed experiments actually know that it would be a dismissal unfair. more According to the Supreme Court for 4216/2528 amount to probation. The law does not specify that. Employers will many times probationary employee time. Thus, depending on the agreement between the employer and employee that is connected to how many times. And each time, each time to a period of time as possible. Or probation for a year. (If the employee's dismissal when he worked at the 120 days that the employee did not commit any offense under section 119 of the Labour Protection Act 2541, employers are obliged to pay compensation to the employee itself) on probation. Then work or work-related conduct that is satisfactory or not it meets the standards set by the employer. Employers, therefore, the trial can continue.

Rights, obligations and legal protection for employee training
- you kriangkrai modest boonsri
.Normally, management or personnel management when an employer hiring any individual one to their employees The employer often want someone with minimum qualifications appropriate to the position (Job Specification).(Competency), but while the decision received work without any indicators that can indicate clearly that.As well as culture of the companies of the employer. Therefore it is necessary to set the stage one step in the recruitment process employed (Recruitment Process).The procedure is experimental work (Probation) normally when employees through experiments.Includes the assignment by the next perfect
.Experimental work, it means that the employer has agreed to accept the employees work.And can adapt the culture and environment of life in the establishment of the employer or not. But that doesn't include in personal life about work, such as social tastes association with friends.Criteria for experimental work. The current labor protection act B.E. 2541 not prescribe the experiments on work such as the announcement of the Ministry of the interior of the labor protection article 46.Which declared it abolished a long time ago. (declared cancelled that put the criteria of the experiment work. The work must be a book. The work was at one time no more than 180 days.180 that day), so it is the general manager of the employer (Management Right) to be able to specify the rules ของการทดลอง work as they see fit. However, placing the rules must not violate labor law.Conditions and time of experimental work. If an employer and an employee does not agree with experiment condition of work. Considered the labour contract that no agreement work.Before or during labor contract. If agreed to employees as an employee after work for a little while. Later, the employer mind told employees to trial before this do?So the employer to employee training in this case must have consent from employees before ทำการทดลองงาน.Section 49. So in order to prevent the problem should stipulate the trial of employee first employ it. For in the experimental work that law is not stated as well that how to do itOr in writing. However, to prevent any arguments In the future, it should be a book together. For the type or nature of the job to a probationary employee law was not defined as well.Whether it is a task that requires knowledge of ordinary level or academic level. Or even a simple labor, however, because the experiments in addition to or consider from work.Diligent attention in the job, tidiness, punctuality, the ability to coordinate with the colleague, etc., as well as the ability to adapt to the culture of the employer.
.However the labour protection act, section 118 commandments. "Employers to pay compensation to the employee, which terminated following
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