Initial Probationary Period. An employee in an initial probationary period shall have no seniority until completion of his/her probationary period. Upon the completion of said probation, the employee will acquire seniority from his/her original date of hire. An employee who has a continuous period of temporary, interim, intermittent or seasonal employment prior to receiving permanent appointment shall acquire seniority for such time only if that permanent appointment occurred prior to July 1, 1989.
Initial Probationary Period. All newly hired employees shall serve a probationary period of one hundred eighty (180) days, except where the Union agrees to classification specifications which indicate a probationary period of more than one hundred eighty (180) days. A probationary period for any classification may be extended if mutually agreed to by the Employer and the Union. Dismissal during an initial probationary period shall not be grievable. The probationary period for all employees in the Departments of Rehabilitation and Correction and Youth Services will commence when the employee completes the initial period of training at the Correction Training Academy or the Department of Youth Services Training Academy. Periods worked by such employees prior to attending such training shall be credited toward the probationary period.
Initial Probationary Period. All newly hired employees hired after December 7, 2015 shall serve a probationary period of three hundred sixty-five (365) days from the effective date of hire. A probationary period for any classification may be extended if mutually agreed to by the Employer and the Union. Dismissal during an initial probationary period shall not be grievable.
Initial Probationary Period. (a) Each employee upon entering the classified division, except provisional employees, shall undergo a probationary period.
Initial Probationary Period. All new regular employees shall serve a sixty (60) workday probationary period upon initial appointment. During this initial probationary period, employees may not request a demotion to a position in a lower classification within this Bargaining Unit, or a transfer, unless the transfer is to a position with more hours at the same work location.
Initial Probationary Period. At the completion of a six (6) month probationary period, an Employee whose service has been certified as satisfactory by the Department Head and City Manager, and approved by Civil Service, shall be deemed a classified Employee. The Employee shall thereupon be eligible for a merit salary increase. The Department Head may extend the probationary period, up to but not longer than one (1) year, of any new Employee with a questionable job performance record. An Employee shall not receive any pay increase while in probationary status, other than position pay rate adjustments authorized by City Council.
Initial Probationary Period. Employees entering County service by appointment to a regular position shall be required to serve a probationary period of six (6) months of employment. Employees who are employed as peace officers, as defined in section 830.1 of the Penal Code, in the District Attorney’s and Sheriff’s Office shall be required to serve a probationary period of one (1) year, commencing on the effective date of employment.
Initial Probationary Period. Employees who are hired/rehired in Police Officer, and Police Call Taker and Police Dispatcher positions shall be required to serve a 477-day probation period. The probation period includes field training and an academy. Employees who are hired/rehired in Community Service Officer positions shall be required to serve a 365-day probation period. All other employees who are hired or rehired shall serve a 180 day probation period (except for the job classifications noted above). The probation period will include field training and/or an academy, if applicable. Probation periods may be extended in thirty (30) calendar day periods by mutual consent of the Chief of Police and the Association. The Municipality’s decision to terminate a new-hire probationary employee cannot be overturned unless it is found to be arbitrary, capricious, discriminatory or made in bad faith.
Initial Probationary Period. Each new Administrator in the bargaining unit shall be provided a probationary contract covering an initial period of employment commencing with his/her date of hire as an Administrator. If employed between August 1 and November 30, an Administrator would complete his/her probationary period on the following July 31, and would then be credited with one year of Oxford administrative experience. If employed between December 1 and March 31, an administrator would not complete his/her probationary period until the one year anniversary date of his/her employment, but would be credited with one half year of Oxford administrative experience on the August 1 immediately following employment. If employed between April 1 and July 31, an administrator would also complete his/her probationary period on the one year anniversary date of his/her employment, but would be credited with only one year of Oxford administrative experience on the August 1 following that anniversary.
Initial Probationary Period. The first ninety (90) calendar days of employment shall be the initial probationary period. For relief and intermittent employees, the probationary period is defined as six (6) months. An employee shall have no seniority for the initial probationary period; but upon successful completion of the probationary period, seniority shall be retroactive to the date of hire. During the probationary period, an employee may be terminated or disciplined with or without cause, and with or without notice, and without recourse to the grievance procedure. However, discipline of probationary employees will not be precedent setting. The probationary period may be extended by written mutual agreement of the Employer, the Employee, and the Union. An employee that has completed the initial probationary period and has then been promoted or transferred to a new position may be required to serve a secondary probationary period. Such employee retains the right to return to his/her former position in lieu of discharge if the position has not yet been filled. During or at the completion of the employee s probationary period, the manager will determine whether any step advancement over the agreed upon hire rate is appropriate based on job performance during this period. The parties recognize that the probationary review will not result in an automatic increase and that the decision regarding any adjustment is in the management’s sole discretion. Any existing employee with same or greater experience shall be adjusted upward to ensure no new hire will be placed at a step beyond an existing employee with similar experience.
