Common use of Probation for New Employees Clause in Contracts

Probation for New Employees. ‌ (a) A newly hired employee will be subject to a probationary period for 732 hours of employment. Employees shall receive written feedback from their supervisor or manager as close as possible to the mid-point of probation. (b) The Employer may terminate an employee during the probationary period if the Employer determines that the probationary employee is not suitable for continued employment in the classification to which they have been appointed provided that the factors involved in suitability could reasonably be expected to affect work performance. (c) Where an employee feels they have been aggrieved by the decision of the Employer to terminate the employee during the probationary period they may grieve the decision pursuant to the grievance procedure outlined in Article 7 - Grievances and Arbitration of this agreement commencing at Step 3. (d) Where a probationary employee temporarily works in a classification other than the one they were initially appointed to, the Employer's assessment of suitability will be based on the employee's performance in the classification of the initial appointment. (e) During an employee's probation period, the employee may bid into a temporary position on one occasion only. (f) When a probationary employee is awarded a permanent vacancy in another classification, analytical discipline, or job with a premium, the probationary period shall restart from the date the employee commences work in the new job. The performance evaluation will be based on the new job. (g) The probationary period may be extended up to a maximum of 488 additional hours by mutual agreement between the Union and the Employer.

Probation for New Employees. ‌ (a) A newly hired employee will be subject to a probationary period for 732 hours of employment. Employees shall receive written feedback from their supervisor or manager as close as possible to the mid-point of probation. (b) The Employer may terminate an employee during the probationary period if the Employer determines that the probationary employee is not suitable for continued employment in the classification to which they have been appointed provided that the factors involved in suitability could reasonably be expected to affect work performance. (c) Where an employee feels they have been aggrieved by the decision of the Employer to terminate the employee during the probationary period they may grieve the decision pursuant to the grievance procedure outlined in Article 7 - Grievances and Arbitration of this agreement Agreement commencing at Step 3. (d) Where a probationary employee temporarily works in a classification other than the one they were initially appointed to, the Employer's assessment of suitability will be based on the employee's performance in the classification of the initial appointment. (e) During an employee's probation period, the employee may bid into a temporary position on one occasion only. (f) When a probationary employee is awarded a permanent vacancy in another classification, analytical discipline, or job with a premium, the probationary period shall restart from the date the employee commences work in the new job. The performance evaluation will be based on the new job. (g) The probationary period may be extended up to a maximum of 488 additional hours by mutual agreement between the Union and the Employer.

Probation for New Employees. ‌ (a) A newly hired employee will be subject to a probationary period for 732 hours of employment. Employees shall receive written feedback from their supervisor or manager as close as possible to the mid-mid point of probation. (b) The Employer may terminate an employee during the probationary period if the Employer determines that the probationary employee is not suitable for continued employment in the classification to which they have been appointed provided that the factors involved in suitability could reasonably be expected to affect work performance. (c) Where an employee feels they have been aggrieved by the decision of the Employer to terminate the employee during the probationary period they may grieve the decision pursuant to the grievance procedure outlined in Article 7 - Grievances and Arbitration of this agreement commencing at Step 3. (d) Where a probationary employee temporarily works in a classification other than the one they were initially appointed to, the Employer's assessment of suitability will be based on the employee's performance in the classification of the initial appointment. (e) During an employee's probation period, the employee may bid into a temporary position on one occasion only. (f) (d) When a probationary employee is awarded a permanent vacancy in another classification, analytical discipline, or job with a premium, the probationary period shall restart from the date the employee commences work in the new job. The performance evaluation will be based on the new job. (g) (e) The probationary period may be extended up to a maximum of 488 additional hours by mutual agreement between the Union and the Employer.

Probation for New Employees. ‌ (a) A newly hired employee will be subject to a probationary period for 732 hours of employment. Employees shall receive written feedback from their supervisor or manager as close as possible to the mid-point of probation. (b) The Employer may terminate an employee during the probationary period if the Employer determines that the probationary employee is not suitable for continued employment in the classification to which they have been appointed provided that the factors involved in suitability could reasonably be expected to affect work performance. (c) Where an employee feels they have been aggrieved by the decision of the Employer to terminate the employee during the probationary period they may grieve the decision pursuant to the grievance procedure outlined in Article 7 - Grievances and Arbitration of this agreement commencing at Step 3. (d) Where a probationary employee temporarily works in a classification other than the one they were initially appointed to, the Employer's assessment of suitability will be based on the employee's performance in the classification of the initial appointment. (e) During an employee's probation period, the employee may bid into a temporary position on one occasion only. (f) When a probationary employee is awarded a permanent vacancy in another classification, analytical discipline, or job with a premium, the probationary period shall restart from the date the employee commences work in the new job. The performance evaluation will be based on the new jobnewjob. (g) The probationary period may be extended up to a maximum of 488 additional hours by mutual agreement between the Union and the Employer.

Probation for New Employees. ‌ (a) A newly hired employee will be subject to a probationary period for 732 hours of employment. Employees shall receive written feedback from their supervisor or manager as close as possible to the mid-mid point of probation. (b) The Employer may terminate an employee during the probationary period if the Employer determines that the probationary employee is not suitable for continued employment in the classification to which they have been appointed provided that the factors involved in suitability could reasonably be expected to affect work performance. (c) Where an employee feels they have been aggrieved by the decision of the Employer to terminate the employee during the probationary period they may grieve the decision pursuant to the grievance procedure outlined in Article 7 - Grievances and Arbitration of this agreement commencing at Step 3. (d) Where a probationary employee temporarily works in a classification other than the one they were initially appointed to, the Employer's assessment of suitability will be based on the employee's performance in the classification of the initial appointment. (e) During an employee's probation period, the employee may bid into a temporary position on one occasion only. (f) When a probationary employee is awarded a permanent vacancy in another classification, analytical discipline, or job with a premium, the probationary period shall restart from the date the employee commences work in the new job. The performance evaluation will be based on the new job. (ge) The probationary period may be extended up to a maximum of 488 additional hours by mutual agreement between the Union and the Employer. (f) During the probationary period, employees will be prohibited from applying for temporary and/or permanent positions outside of their current supervisory team.