Employee Probation Sample Clauses

Employee Probation. 1. 179-Day Contract (COCC campus)
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Employee Probation. Employees hired into a career service eligible position must first serve a (6) month probationary period prior to becoming career service, which may be extended for an additional (6) months by the County (12 months total). During a probationary term, employees are considered in an “at-will” employment status and may be separated without just cause. Probationary terminations are not subject to the grievance procedure or appeal. If the County extends an employee’s probation, the employee will receive a written notice about the extension, the reason(s) for the extension, and its duration in a timely manner. The County will also provide the Association with a copy of the probation extension for informational purposes.
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Employee Probation. A new employee shall be subject to a sixty (60) calendar day probation period commencing with his first compensated day of regular employment. During this period, such employee shall be considered as being on trial subject to termination at any time at the sole discretion of the Employer.
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Employee Probation. 3 Employees hired into a regular Career Service position must first serve a six month 4 probationary period, which may be extended for up to twelve months by the County. During a 5 probationary term, employees are considered in “at-will” employment, and may be separated 6 without just cause. Probationary terminations are not subject to the grievance procedure or 7 appeal.
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Employee Probation. Employees hired into a Career Service eligible position 20 must first serve a (6) month probationary period prior to becoming Career Service, which may be 21 extended for an additional (6) months by the County (12 months total). During a probationary term, 22 employees are considered in “at-will” employment status and may be separated without just cause.
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Employee Probation. Each employee hired into a new position shall receive a probationary period of
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Employee Probation. Each new hire shall remain in a probationary status for a period of one hundred twenty (120) workdays following the contracted hire date; however, credit will be granted for days worked as a substitute driver. During this probationary period the District may discharge such employee without recourse.
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Employee Probation. 10.1 PROBATION (FULL TIME) — Regular full time employees shall serve a probation period of (6) six months and shall have no seniority rights during that period. After six (6) months an employee's seniority date shall become the date on which the employee started the probation period. The Union may not question the dismissal of any employee during the probation period nor shall the dismissal be the subject of a grievance.
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Employee Probation 
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Related to Employee Probation

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Probationary Employment 4.2.1(a) An employer may initially engage a full-time or part-time employee for a period of probationary employment for the purpose of determining the employee's suitability for ongoing employment. The employee must be advised in advance that the employment is probationary and of the duration of the probation which can be up to but not exceed three months.

  • Probationary Employee An employee who was hired into probationary status and who has not successfully completed the probationary period.

  • Casual Employment (a) A casual employee is an employee engaged as such on an hourly basis.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Part-Time Employment (a) A part-time employee is an employee who is engaged to work less than full-time hours of an average of 38 hours per week and has reasonably predictable hours of work.

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