Probation. 1.1 It is understood that a new employee working extended shifts will be considered on probation until he/she has completed three hundred and thirty-seven and one-half (3371/2) hours of work (45 x 7.5hours = 337.5). In all other respects the terms of probation will be in accordance with the collective agreement.
Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance.
Probation. SCSB may direct staff, before termination of this Charter Agreement for a material breach thereof, to place a School on “Probation” for such period of time, up to one year, or such other time period as may be appropriate or established by rule, necessary for the School to be able to establish its ability to comply with all of the terms and conditions of this Agreement and all controlling laws, regulations and rules. The SCSB will provide notice of such probation and the terms of that probation in a letter provided to the Governing Board. In addition, the SCSB may provide focused support to the Charter School, including assigning a coach, providing professional development, and analysis of monthly written updates provided by the Charter School governing board and key administrators.
Probation. A. Employees, whether part-time or full-time, following his or her initial appointment to a permanent position, will serve a probationary period of six (6) consecutive months. The Employer may extend the probationary period for an individual or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) consecutive months. Employees will be provided with an explanation for the extension.
Probation. (a) A police recruit to the Department shall be accepted as a Probationary Constable and shall be placed in a probationary capacity until successful completion of 18 months' service following the date of employment. During the 18 month period the required basic training shall be successfully completed. Any period of service as a pre-recruit shall not be considered service for the purposes of the probationary period as set out in this paragraph (a).
Probation. Any new employee who, within three (3) months previous to being hired by the Employer, worked for any Employer where the Union is certified and where the Employer is a member of the Health Employers Association of B.C., shall be required to serve a probationary period in accordance with Article 13. Upon completion of the probationary period, the employee shall be credited with portable benefits as defined below.
Probation. A regular full-time employee shall be probationary during the employee's first three (3) calendar months of continuous employment. The term "3 calendar months" is defined as the period from any given date in one month to the immediately preceding date three (3) months later. Regular part-time employees will be subject to a probationary period of four hundred and sixty-nine point eight (469.8) hours worked or six (6) months’ work from the date of commencement of work, whichever occurs first. Casual employees will be subject to a probationary period of four hundred and sixty-nine point eight (469.8) hours worked or nine (9) months' work from the date of commencement of work, whichever occurs first. A new employee hired to a department head position shall serve a four (4) calendar month probationary period. The parties agree that the probationary period shall be utilized by the Employer for the purposes of evaluating new employees in order to determine their overall ability and suitability as employees in their particular position. Probationary employees shall have the right of grievance and arbitration. If the employer dismisses a probationary employee, the employee shall be reinstated if it is shown that the termination was unreasonable. By mutual agreement in writing between the Union Head Office and the Employer, the probationary period may be extended.