What is going on guys? Thank you very much for tuning in for the final section of the applicants hired masterclass. In this section, we're just going to be wrapping up a few things of what you need to know once you're employed now, when once you're employed, it really boils down to the the notion that you are on probation. Now, whether you are a contracted employee or you are a salaried employee, you w 210, nine, nine, it doesn't matter what your employment is. What I want to let you know is that you're always on probation. And I say this is because in some cases, when you sign your contract, your employment contract, you have to read in the fine lines of why can you be terminated.

Now generally for most most businesses, they have a 30 6090 day or even 180 probationary period. This is where they're going to take you through or they are supposed to take you through a training and development process and they're going to monitor your case. abilities closely. Now a lot of people are always under pressure because it's it's easy to get the job. Now the next question is how do you keep the job? And that's really the determining factor.

A lot of people are under the assumption you or anybody else, you know, that once they get the job, that they're all good. That's not the case, because employers want to see if you can actually do the job that your resume said that you can do you beat the interview room, you you went ahead and overcame all those difficult interview questions. But now it's putting your skills to the test. Some places may give you a training and development program, other places may not the question is, is that is that something that that you're okay with, if you have to be self taught, or if you're okay with their training development program, nonetheless, going from there with your probationary period, you need to understand that I mean, and this is something that's going to be very outside, very outside the box, but You may run into situations where there are labor unions, and then you you have certain clauses in the contracts that you signed.

You really want to put a deep dive into that. Because let's say you are on a 90 day probation period probationary period, that's essentially what what the day is. The next thing is, okay, are you an at will employee and an at will employee essentially means that you can be fired for any reason or no reason at all, minus the fact that it's not for an illegal reason, such as race, gender identity, national origin, culture, that kind of stuff. So with the resources I gave you in the in with regarding title seven and ABA, you know, somebody can't fire you because you're Hispanic, somebody can't fire you because you are a female. There has to be a cause dependent on your work performance. So the way I always approach these kinds of situations with my clients is, well it really boils down to the word culture.

And if you have an awesome work culture, then then you're gonna want to work there. But if you are, if you are belittled and condescending and patronized, and that's not something that you want to do, and it shouldn't be where you put yourself in a position where you're constantly stressed. So the way I always act, whenever I work with anybody, I act as if I'm always on probation, I act as if I always have a chip on my shoulder. Because in life, there is no guarantee. And you have to understand that even with with certain contracts and clauses and unions and, and whatever labor relations that you're stuck in or the company stuck in or whoever supporting your employment, there's really no guarantee, but you have to be able to be okay with, you can be fired for any reason or no reason at all, and majority of the app will states and when you start employment, wherever it is that you're starting employment to read between the fine lines of where you do and do not Stand in terms of employment.

So anyway guys, thank you very much for tuning in. Hope you got a lot of value out of this one. Until next time, take care