REDACTED 2 - IC Petrojam Investigation - Recruitment and Parties October 18, 2019 final

Page 132 of 486 Petrojam Limited Integrity Commission October 2019 A From another organisation's standpoint? Q From a HR best practice standpoint. A I have seen it from where I was before the waiving of, and I have seen it in managerial positions, I have seen it contractually, I have seen it in a lot of other positions that we try to recruit for; so there are different circumstances. Somebody might be working and with their previous employer would need to give maybe three months, depending on the seniority of the role. We can have a signing bonus. They can say, based on the nature of the volume of work, I would ask that you come on and you hit the ground running. And so those are just some of the discussions that would help an organisation to decide if they should waive the probation period. And this is outside of government, of course; best practice. … CHAIRMAN: What would be the effect of waiving the probationary period? What would it entitle the individual who has received the waiver, what would they have been entitled to? A So usually with your organisation policies usually it's because of the access to medical, the medical plan. So usually a probation period would mean that the person does not have any coverage, medical coverage until after the probationary period or -- yes, usually. That usually is best practices, the indicator, one of the indicators for that.