A probationary period can only be extended by agreement between the parties and this must be done prior to the end on the initial probationary period. This does not have to be reduced to writing, but it is certainly good practice to do so.
Another factor you must take into account is the business structure of the employer. The Liberal governments unfair dismissal rules still had application to corporations employment less than 100 staff and this needs to be taken into consideration.
You can lodge a claim personally in the industrial relations commission for unfair dismissal. this may be a good place to start and the commission will convene a without prejudice mediation prior to anything going to hearing to see if the dispute can be resolved. Even if successful in an action for unfair dismissal, your length of service will be a determining factor in a decision as to damages. In my view any award you receive would be at the lower end of the scale due to length of service.
You should consider taking full and thorough legal advice before commencing any action as there are consequences with regards XXXXX XXXXX unsuccessful.
Thank you for your reply, I accept what you have to say with regards XXXXX XXXXX I fully realise that it would be on the lower end of the scale but this is not the first time that they have done this to people they employ. I am also fully aware of the consequences if I fail and that is why I sought your advice prior to doing anything it is a great shame that the fear of having to pay legal costs prevents people for standing up for their rights and thus allows "bad" behaviour by employers to continue.
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