What is considered 90 days of employment?

The First 90 Days: Navigating the Probationary Period in a New Job

Starting a new job is exciting, filled with promise and potential. But lurking just beneath the surface of enthusiasm often lies the probationary period, commonly spanning the first 90 days of employment. This period, crucial for both the employee and employer, represents a critical assessment phase, often determining the long-term trajectory of the employment relationship. But what exactly is considered the 90 days of employment, and what does it truly entail?

The “90 days” itself is generally understood as a continuous period of active employment spanning approximately three calendar months. It’s not just any 90 days following your start date; it’s 90 days of showing up, performing your duties, and actively contributing to the company. This distinction is important because certain absences could potentially extend the probationary period.

What Contributes to the 90 Days?

• Regular Workdays: The core component of the 90 days is, of course, your scheduled workdays. This includes standard office hours, shifts, or any other pre-defined working arrangement.
• Training and Orientation: Time spent in training programs, onboarding sessions, and company orientations counts towards the 90 days. These activities are integral to acclimating you to the role and the company culture.
• Business Travel: If your role requires travel for work-related purposes, those days contribute to the accumulation of your probationary period.

What Might Not Count Towards the 90 Days?

While the specifics can vary by company and location, certain types of absence may pause the 90-day clock, effectively extending the probationary period. It’s crucial to understand your company’s specific policies on this:

• Extended Leave of Absence: A significant, unplanned absence, such as a longer medical leave (outside of short sick days) or a personal leave of absence, could potentially pause the 90-day countdown. The employer might require the employee to work an additional period equivalent to the time taken off to complete the probation.
• Unpaid Leave: Depending on the employer’s policy, extended periods of unpaid leave may not count towards the completion of the probationary period.
• FMLA Leave: While FMLA leave provides job protection, the time taken might not automatically count towards completing the 90 days. Check with your HR department for clarification.
• Short-Term Disability: Similar to FMLA, the specifics of whether short-term disability leaves contribute to the 90-day period depend on the company’s policies.

Why the 90-Day Probationary Period Matters:

For the employer, the probationary period is a vital assessment tool. It allows them to:

• Evaluate the employee’s skills and abilities in a real-world setting.
• Observe their work ethic, attendance, and adherence to company policies.
• Determine if the employee is a good fit for the team and the company culture.

For the employee, the 90-day period is equally important. It provides an opportunity to:

• Gain a deeper understanding of the role and its responsibilities.
• Assess the work environment and company culture.
• Determine if the job aligns with their career goals and expectations.

Successfully Navigating the First 90 Days:

To make the most of your probationary period, consider these tips:

• Understand Expectations: Clarify your job description and performance goals with your manager. Don’t be afraid to ask questions.
• Be Proactive: Take initiative, demonstrate a strong work ethic, and show a willingness to learn.
• Seek Feedback: Regularly solicit feedback from your manager and colleagues. Use this feedback to improve your performance.
• Build Relationships: Make an effort to connect with your coworkers and build positive working relationships.
• Document Everything: Keep a record of your accomplishments, feedback received, and any concerns you may have.

In Conclusion:

The first 90 days of employment are a crucial period of adjustment and assessment. Understanding what constitutes this period, proactively managing your performance, and seeking regular feedback can significantly increase your chances of successfully transitioning from probationary to permanent employee. While the exact definition of “90 days” can vary slightly depending on company policy, the overall purpose remains the same: to ensure a mutually beneficial and sustainable employment relationship. Always clarify your employer’s specific policies regarding absences and probationary periods to avoid any potential surprises. Good luck!