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How to Coda probationary leave
hire date + 90 days
A probationary period is a stretch of time during which a new or existing employee receives extra supervision and coaching, either to learn a new job or to turn around a performance problem. The probationary period can be as short as a month or as long as a year, depending on the situation, and often companies will use a 90 day probation period. source
The probationary period is about calendar days. It is the hire date plus (often) 90 days. Holidays, unpaid time off or sick leave do not change this principle (as I initially assumed). On day 91, employees will begin to accrue and use vacation and often will have 40 hours at their disposal for time off.
The challenge
Hire date + 90 days is a simple calculation. The issue is that once you ask for time off or you fall sick and it is at the end of this period and during the time off you move over to the post probationary period, it effects salary related calculations. Our challenge is to deal with that properly.
Step — 01 — evaluate each date
We apply a basic operation and we check for each date in this range if it is within the 90 days. In the example below you see this is partly the case. Some days are out of range, thus part of the post probationary period.
