Anticipated Probation Sample Clauses

The Anticipated Probation clause establishes a predetermined period during which a new employee's performance and suitability for the role will be formally evaluated. Typically, this clause outlines the length of the probationary period, the criteria for assessment, and the potential outcomes, such as confirmation of employment or termination. Its core practical function is to provide both the employer and employee with a clear framework for initial evaluation, reducing uncertainty and allowing for early resolution if the employment relationship is not a good fit.
Anticipated Probation. 5 In accordance with statute, a regular certificated contract Employee may be placed on probation 6 at any time after October 15. Where it is anticipated that a regular certificated contract Employee 7 may be placed on probation, a meeting will be held a minimum of three (3) weeks before the 8 onset of probation to notify the Employee and to call attention to deficiencies. A written 9 summary of the deficiencies shall be given to the Employee at that meeting.
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Anticipated Probation. 13 In accordance with statute, a regular certificated contract Employee may be placed on probation 14 at any time after October 15. Where it is anticipated that a regular certificated contract Employee 15 may be placed on probation, a meeting will be held a minimum of three (3) weeks before the 16 onset of probation to notify the Employee and to call attention to deficiencies. A written summary 17 of the deficiencies shall be given to the Employee at that meeting. 18 a. A teacher’s work is not judged satisfactory, and therefore shall be placed on probation when 19 the overall Comprehensive score is 1 - Unsatisfactory. A continuing contract teacher under 20 RCW 28A.405.210 with more than five (5) years of teaching experience whose 21 comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for 22 two (2) years within a consecutive three (3) year period shall also be placed on probation. 23 b. Teachers may only be placed on probation from the Comprehensive evaluation system 24 described above. 25 c. Teachers on continuing contracts who have been assigned to teach outside of their 26 endorsements shall not be subject to nonrenewal or probation based on evaluations of their 27 teaching effectiveness in the out-of-endorsement assignments unless they meet Highly 28 Qualified requirements.
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Related to Anticipated Probation

  • Year 2000 Problem The Company and its Subsidiaries have reviewed the areas within their business and operations which could be adversely affected by, and have developed or are developing a program to address on a timely basis, the "Year 2000 Problem" (that is, the risk that computer applications used by the Company and its Subsidiaries may be unable to recognize and perform properly date-sensitive functions involving certain dates prior to and any date after December 31, 1999). Based on such review and program, the Company reasonably believes that the "Year 2000 Problem" will not have a Material Adverse Effect.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • Project/Milestones Taxpayer provides refrigerated warehousing and logistic distribution services to clients throughout the United States. In consideration for the Credit, Taxpayer agrees to invest in a new refrigeration and distribution facility in the ▇▇▇▇▇▇▇▇▇ Park area of Sacramento, California, and hire full-time employees (collectively, the “Project”). Further, Taxpayer agrees to satisfy the milestones as described in Exhibit A (“Milestones”) and must maintain Milestones for a minimum of three (3) taxable years thereafter. In the event Taxpayer employs more than the number of full-time employees, determined on an annual full-time equivalent basis, than required in Exhibit A, for purposes of satisfying the “Minimum Annual Salary of California Full-time Employees Hired” and the “Cumulative Average Annual Salary of California Full-time Employees Hired,” Taxpayer may use the salaries of any of the full-time employees hired within the required time period. For purposes of calculating the “Minimum Annual Salary of California Full-time Employees Hired” and the “Cumulative Average Annual Salary of California Full-time Employees Hired,” the salary of any full-time employee that is not employed by Taxpayer for the entire taxable year shall be annualized. In addition, the salary of any full-time employee hired to fill a vacated position in which a full-time employee was employed during Taxpayer’s Base Year shall be disregarded.

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.