in the notice required by either side. For example, you may haveto give your employer a week’s notice, while they are onlyobliged to tell you the day before, or vice-versa.Pay attention to what will happen to your remuneration while on probation - will you be obliged to accept a lower starting salaryfor a few weeks? Will your commission from sales be lower than that of someone who has successfully completed their probation period? What about absence due to sickness? In eachcase, you must scrutinise your contract before putting your nameto this legally binding document. There may be occasions whereyour particular requirements are not covered in the contract, for example, the question of whether or not maternity leave is dealtwith in the same way while on probation. Make sure that youask for such to be clarified in your terms of employment beforecommitting yourself. This section of your contract is, in manyways, a self-contained employment contract in itself and sodeserves close attention.We’ll assume that you are now over the shock of having to work a probationary period and all the implications that has for your job security, salary, benefits and so on. How do you ensure thatyou get through the next weeks and months without any problems? At this point, it’s useful to remember that this clausein your contract works both ways - your employer is on probation too. Do not fall into the trap that you must endureeverything that is thrown at you because your primary aim is toget through the next three months. No, if your employer doesnot come up to scratch, it’s time to think about making the mostof the shortened notice period part of your contract - your boss is bound by its terms too.