Many employers have all new employees sign contracts which states they are on a 90 day probation period from the initial hire date. In order for this to be valid in unemployment hearings the employee must be fully notified of this and have signed the document. Under the probation period an employer can discharge an employee for any reason whatsoever. In an unemployment hearing the result is that neither party is held responsible for the discharge. What that means, is the employers unemployment tax account is not charged, and the employee will be qualified to receive benefits. Typically employers simply state the employee was not meeting the standards of the employer due to no fault of his own. In employment there is only one 90 day probation period. If an employer considers anything after that period to also be a probation period is not valid in unemployment hearings. When employers are honest in a 90 day probation period hearing it is a win win for both parties.