Exit Interview

1. PURPOSE:

 1.1 A person hired for any Regular Classified Staff position expected to continue for at least
   six (6) months to serve a probationary period.
 1.2 The probationary period allows the Nurse in Charge’ / HR time to assess the employee’s
   qualifications, performance, and general suitability to successfully meet position
   requirements and standards. It likewise provides the employee with the opportunity to
   experience the organization, the position and to determine whether the position meets
   her expectations.

2. POLICY:

 2.1 To successfully complete the probationary period, the employee must attend work as
   scheduled during the six (6) month period. Any absences or non-work periods, whether
   paid or unpaid, foreseen or unforeseen, may not count toward completion of the
   probationary period at the sole discretion of the senior nurse in charge. The HR will
   notify the employee in writing of any changes to her probationary period end date.

 2.2 Island Home Health Care has the right to terminate the employee’s service within the
   probationary period without notice or payment in lieu.

3. DEFINITION:

 3.1 Probationary Period- a period of time that the IHHC or the employee have the right to
   terminate the employment relationship at any time for any reason that does not violate public policy.

4. PROCEDURE:

 4.1 Discussion with Employee
   4.1.1 Upon completion of the
   performance evaluation the HR will review and discuss performance to date with the
   staff. Both areas of strength and weakness should be reviewed.
   4.1.2 The employee have the opportunity to comment, in writing if they wish about the
   matters raised. Written comments should be copied to HR.
 4.2 Extending the Probationary Period
    4.2.1 As the probationary period is defined in the contract of employment, extensions
   may only be granted by mutual agreement.
       4.2.1.1 If the HR believes that an extension is needed to evaluate more the
      employee, HR should review concerns with the employee and agree to an
      appropriate extension period (maximum cumulative probationary period is six
      months).
      4.2.1.2 If the staff / employee is in agreement the HR shall prepare / draft a
      contract modification letter for the employee’s signature. If the employee does not
      agree to an extension of the probationary period then the HR may need to
      consider termination.
 4.3 Termination : Please refer to IHHC /ADM/P&P-0010-16 Performance Management ,
   Disciplinary Actions and Termination Policy.

5. RESPONSIBILITY:

 5.1 Senior Nurse In Charge / Human Resources:
   5.1.1 Evaluate the abilities and performance of the new staff.
   5.1.2 Evaluations should be done no later than 5th month from the date of hire.
   5.1.3 Evaluations may be done in writing and sent to HR so they may be placed on the
   employees personnel file.
   5.1.4 The employee should receive a copy of any written evaluations.
 5.2 Discussion with Employee

6. APPENDICES

 Nil

7. REFERENCES:

 7.1 UAE Labor Law Section 4 – The Probation period