How to calculate 90 days of employment
Introduction:
Calculating 90 days of employment is essential for various reasons such as determining eligibility for benefits, tracking probationary periods, and analyzing employee performance. This article will guide you through a step-by-step process to accurately calculate 90 days of employment for any employee.
Step 1: Determine the start date
The first step in calculating 90 days of employment is to determine the employee’s start date. This date can be found on the employee’s contract or offer letter and will serve as day one of their employment.
Step 2: Identify any non-working days
Before proceeding with the calculation, identify any non-working days such as weekends, company holidays, or personal leaves taken by the employee. These days should not be counted toward the 90-day period.
Step 3: Counting workdays
Next, start counting workdays from the employee’s start date, excluding any identified non-working days. For instance, if an employee started on January 1st and weekends are considered non-working days, then after counting only weekdays, January 29th would mark their 20th day at work. Continue counting workdays until you have reached a total of 90.
Step 4: Determine the end date
Once you have successfully counted through all working days in a span of three months (or more depending on non-working days), you will have calculated the end date for the initial 90-day period. This end date is vital for assessing job performance or eligibility for certain benefits and promotions.
Additional Considerations:
1. Adjustments due to leave: If an employee takes an extended leave during their first 90 days for reasons such as maternity/paternity leave or medical leave, it may be necessary to consult your company’s handbook or human resources department to determine how leaves are factored into the calculation of employment duration.
2. Probationary periods: Companies often implement a probationary period during an employee’s first 90 days, after which the employee is eligible for benefits or a performance review. Ensure that you understand the specific requirements of your organization relating to probationary periods.
3. Changes in employment status: If an employee transitions from full-time to part-time or vice versa within their first 90 days, consult your organization’s guidelines to accurately assess the completion of their initial employment phase.
Conclusion:
Calculating 90 days of employment is crucial for both employees and employers to track progress, eligibility for benefits, and various other aspects related to job performance. By following this step-by-step guide and considering additional factors relevant to your organization, you can ensure that you accurately determine the duration of an employee’s first three months on the job.