Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards 6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee. 6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter. 6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM). 6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action. 6.6 During the initial probationary period, no employees may request a voluntary transfer. 6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee. 6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification. 6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure. 6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter. 6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure. 6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Probation. 6.1 Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing new employees within the bargaining unit employee’s work and for securing is ninety (90) working days. If the most effective adjustment employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as subject to a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator performance review based on performance, attitude and aptitude. There will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties a minimum of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; two (2) performance reviews during this evaluation period. The Company reserves the right to extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event probationary periods where it feels further evaluation of the Sheriffs failure to provide written retention as set forth in (1) hereofemployee is required. In this case, the bargaining unit Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief ▇▇▇▇▇▇▇ summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority (Article 7) shall automatically not be deemed to have separated from employment unless there is a vacant position available upon which he/she is qualified; if separatedand shall not require being on probation, said separation being absolutely final, with no rights of appeal should the employee return to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriffwork. Accordingly, a probationary An employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 who voluntarily transfers from one classification to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change another within the bargaining unit, that bargaining unit employee scope of this Agreement shall serve a probationary period of six sixty (660) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined working days in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classificationposition. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unitIf probation fails, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafterreturned to his previous classification.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12a) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for For newly hired employees, the Sheriff probationary period shall either: be:
i) two hundred and seventy (1270) provide written retention of the bargaining unit employee granting regular employment status; hours worked for full-time employees;
ii) two hundred and seventy (2270) extend the bargaining unit employee's probation up to an additional hours worked or six (6) calendar months, whichever occurs first, for regular part-time employees; and,
iii) two hundred and seventy (270) hours worked or eight (38) calendar months, whichever comes first, for casual part-time employees. The parties recognize that ongoing feedback about the nurse’s progress is important to the probationary nurse. Seniority shall then be credited as of the date of first entry into the service of the Employer and shall be cumulative. There will be a performance report made after sixty (60) calendar days of the probationary period having expired. The probationary employee shall enjoy all of the rights and privileges prescribed in this Agreement except that she/he shall not have access to the grievance or arbitration provisions of the Agreement in the event that she/he is discharged, unless the probationary employee is released for exercising a right under this Agreement.
(b) The release of a probationary employee for reasons based on performance and ability to do the Sheriffs failure job, including skills, suitability and availability shall not be subject to the grievance procedure unless the probationary employee is released for:
i) reasons which are arbitrary, discriminatory or in bad faith;
ii) exercising a right under this Agreement. The Manor agrees to provide written retention reasons for the release of a probationary employee within seven (7) days of such release. A claim by a probationary employee that she/he has been unjustly released shall be treated as a grievance, provided the employee is entitled to grieve, if a written statement of such grievance is lodged by the employee with the Manor at Step 3 within seven (7) days after the date the release is effected. Such grievance shall be treated as a special grievance as set forth out below. The Manor agrees to provide written reasons within seven (7) calendar days to the affected employee in (1) hereofthe case of discharge or suspension and further agrees that it will not suspend, the bargaining unit discharge or otherwise discipline an employee shall automatically be separated from employment unless there is a vacant position available upon which hewho has completed her/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the his probationary period, serves without just cause. A claim by an employee who has completed her/his probationary period that she/he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of such grievance is lodged by the employee with the Manor at Step No. 3 within seven (7) calendar days after the will date the discharge or suspension is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:
i) confirming the Manor's action in dismissing the employee; or
ii) reinstating the employee with or without loss of seniority and pleasure of with or without full compensation for the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge time lost; or
iii) by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionarrangement which may be deemed just and equitable.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12a) months of continuous employment from the date that the bargaining unit employee begins working as a paid A newly hired full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will Employee may be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of to be on probation for a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of no more than six (6) months of continuous employment from the effective date start date.
i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union.
b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the job classification changestart date.
i) The probation period may be extended by 487 work hours in writing to the Employee and the Union.
c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply.
d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. Bargaining unit employees, who The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are having performance issues during followed. After completion of the probationary period, including those who may need to have seniority shall be effective from the last date of hire.
e) Employees shall be given regular, appropriate performance feedback throughout their probationary period extended for further evaluation, by their supervisor.
i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period.
ii) Part-time Employees shall be evaluated prior to the end of their probationary period.
f) The Union and the Employee will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention advised of the bargaining unit employee within evaluation process three (3) days prior to such evaluation taking place. The Union and/or the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee Employee shall have the option right to revert request to his/her former job classification as long as meet for thirty (30) minutes prior or following the evaluation, with no loss of pay.
g) Should an Employee’s probation period be interrupted by a vacancy exists. Upon reverting to his/her former job classificationcompensable injury or other approved leave of absence, the bargaining unit employee probation period will receive recommence upon the wages and benefits he/she received prior Employee’s return to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedurework.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Probation. 6.1 The probationary 24.1 Employees appointed from eligibility lists, reinstated employees, employees promoted on or after the first day of the first full pay period in the first month following City Council adoption of this 2018-2022 MOU, and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be regarded as an integral part subject to a period of the employment processprobation. It The regular period of probation shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employeemonths.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 24.1.1 In the event an employee represented by is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, said employee’s probationary status may be extended beyond the IUPA Supervisory Unit regular period of probation in the amount of one
(1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such an unrepresented employee receives illness or injury.
24.1.2 Upon successful completion of a job classification change into a job classification within this bargaining unitprobationary period, the an employee shall serve a be granted regular status in the classification in which the probationary period is served.
24.2 The work and conduct of six (6) months continuous employment from the effective date of the job classification change; providedprobationary employees shall be subject to close scrutiny and evaluation, however, that bargaining unit employees who receive a job classification change and if found to be below standards satisfactory to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time periodappointing authority, the appropriate official Department Head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of BSO may recommend retention of any state or federal laws.
24.2.1 An employee rejected or laid off during the bargaining unit employee within probationary period from a position to which he/she has been promoted or transferred shall be returned to the new job classification. In classification in which he/she has regular status unless the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to reasons for his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting failure to complete his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not probationary period would be appealed through the grievance/arbitration procedurecause for dismissal.
6.12 Unless he/she is terminated for disciplinary reasons, an 24.2.2 The appropriate Department Head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee may voluntarily retreat within ninety (90) days to be rejected during a probationary period.
24.3 An employee shall be retained beyond the previous position held prior end of the probationary period only if the appropriate Department Head affirms that the services of the employee have been found to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduresatisfactory.
Appears in 3 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Probation. 6.1 The probationary period 12.1 A newly hired employee shall be regarded known as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use until she/he has actually worked and successfully completed five hundred and sixty-two and one-half (562.5) hours of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionwork.
6.6 During 12.2 On or before the expiry date of the initial probationary period, no the Company will confirm, to the employee, the decision to:
(a) confirm the employee’s appointment as having successfully completed her/his probation; or
(b) terminate the employee.
(c) an employee who completes probation will be deemed to be a seniority employee and will then be placed at the bottom of the applicable seniority list and the position on the list will next be determined when the list is next posted in January or June as the case may be.
(d) a seniority tie in such circumstances shall be resolved by alphabetical order of the employee’s surname.
12.3 It is recognized that probation is a period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of the Company, acceptable for continued employment after the probation period has been completed. It is therefore agreed that probationary employees may request a voluntary transferbe terminated at any time during the probationary period in the sole and absolute discretion of the Company. Probationary employees will also have no right of recall from lay-off if they have been laid off during the Probationary Period.
6.7 The Sheriff 12.4 An arbitrator has no jurisdiction to reinstate or designee award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may evaluate the performance be awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of Article 7.1.
12.5 While it is acknowledged that Probationary employees are bargaining unit employees at least four (4) times during their initial and covered by this collective agreement, it is also understood that certain provisions of this Agreement do not apply to probationary periodemployees as expressly set out in this agreement. All performance evaluations Without limiting the generality of the foregoing, it is understood that probationary employees have no entitlement to participation in group benefits, group RRSP, or sick leave entitlement. It is also understood that probationary employees will only be discussed entitled to the statutory holidays and statutory vacations as prescribed by and in accordance with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employeeEmployment Standards Act of Ontario.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit 7.01 New employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of four hundred and fifty hours (450) worked for part-time employees or six hundred (6600) hours or four (4) months of continuous employment from the effective date of the job classification change. Bargaining unit for full-time employees, who are having performance issues during whichever comes first. Upon completion of the probationary period, including an employee shall obtain seniority which shall be calculated from the employee's hiring date. This hiring date shall also be used to determine anniversaries, pay increments, vacations, etc.
7.02 On or before the expiry date of an employee's probationary period, the Employer will confirm that:
a. the employee has successfully completed her probationary period; or
b. the employee is terminated. The purpose of the probation period is to provide an opportunity to determine whether a new employee has the ability and qualities to become a reliable, competent employee. It is understood that the termination or suspension of a probationary employee shall be at the sole discretion of the employer and shall not be subject to arbitration. Such discretion shall not be exercised in a discriminatory manner.
7.03 Probationary employees are covered by this Agreement excepting those who may need provisions which specifically exclude such employees.
7.04 During orientation the new employee shall work in addition to have their probationary period extended for further evaluation, the regular number of employees. Orientation time will normally be served on all shifts the employee is expected to work. Orientation of one shift will be notified within provided for all floors on which the employee works. If an employee is transferred to a reasonable time satellite kitchen then one shift of when the performance issues become apparent. Bargaining unit employees orientation will not be required to serve a probationary period if the job classification change is the result provided, except in cases of bumping (as outlined in the layoff article) or reclassificationemergency.
6.9 Upon 7.05 Where a formal evaluation of an employee’s performance is carried out, the expiration employee shall be provided with a copy to read and review. An employee who objects to her performance appraisal may elect to attach a statement to the document setting out the details and reasons for those objections. It is understood that evaluations will operate independently of said six (6) month time period, the disciplinary process set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classificationArticle 20. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit An employee shall have the option right, upon reasonable notice, to revert have access to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classificationand review their personnel file, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option right to revert back respond in writing to his/her former job classification within any document contained therein. The employee’s written response shall become part of their permanent record and will be produced at any time the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduredocuments in contention are presented for consideration.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period
12:01 Every newly hired employee shall be regarded as an integral part on probation for a period of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or .
12:02 An employee’s probation period may be extended by MCFS. Such extension may be for a maximum period of six (36) months.
12:03 An employee shall be notified in the event writing of any extension of the Sheriffs failure probation period under Article 12:02 prior to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure expiry of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary probation period. All performance evaluations will A meeting may be discussed held with the bargaining unit employee to discuss the extension. The employee has the option to have a Union representative present. An employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary ’s probation period of six (6) months plus any extension shall be considered the initial probation period. This initial probation period shall not exceed twelve (12) months.
12:04 An employee who is being rejected during the employee’s probationary period shall be provided with two (2) weeks’ notice or payment in lieu thereof which notice shall be deemed to be within the employee’s probationary period.
12:05 Subject to Article 12:09 existing employees moving to a new position shall complete an assessment period of continuous six (6) months. The purpose of the assessment period is to assess whether the employee is able to perform the duties and functions of the position.
12:06 An employee’s assessment period may be extended by the Employer. Such extension may be for a maximum period of six (6) months.
12:07 Where an employee has been rejected during the assessment period following a promotion, appointment or transfer, then:
(a) The Employer will place the employee on an employment availability list at the employee’s previous classification for a period of one (1) year from the effective date of rejection.
(b) During this period Employer will endeavour to relocate the job employee to the employee’s former position or to a position comparable to the former position.
(c) If there is no vacant position within the employee’s former classification change. Bargaining unit employeesthe employer will reassign the employee to a position in a lower pay classification if available and if the employee is qualified to perform the position and pay the employee at their last rate of pay in the former classification for a period of six (6) months.
(d) If there is no position available for the employee through (b) or (c), who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, employee will be notified within laid off, and Article 45 will apply. Notwithstanding Article 45:05, an employee may only bump a reasonable time of when less senior employee with the performance issues become apparentsame job description as their former position, or a lower classification.
12:08 An employee who is temporarily appointed to another position on an acting status basis is not considered to be in the assessment period. Bargaining unit employees will If the employee is immediately promoted to that position, the period during which the employee was on acting status shall count towards the employee’s assessment period.
12:09 An employee shall not be required to serve a probationary further assessment period if the job classification change when:
(a) The employee is the promoted without competition as a result of bumping reclassification of the employee’s position;
(as outlined b) The employee initiates a transfer to a position in the layoff articlesame classification involving similar duties and responsibilities; or
(c) The Employer initiates the transfer or reclassification.
6.9 Upon the expiration demotion of said six an employee from one (61) month time periodposition to another for any reason, set forth in paragraph 6.8except where, the appropriate official as a result of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and a rejection during an assessment, the employee is transferred to a position they have not terminated for disciplinary reasonsfilled before pursuant to Article 12:07(c).
12:10 Where an employee departs the Employer, and is rehired less than two (2) months after their departure date, Article 12:05 shall apply. Conversely, where the bargaining unit break between the employee’s departure and rehire is greater than two (2) months, Article 12:01 will apply.
12:11 An employee shall have who is rejected during the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, assessment period in accordance with Article 12:07 may appeal the bargaining unit employee will receive the wages and benefits he/she received prior to moving decision in writing to the new job classificationExecutive Director or designate within five (5) working days. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit The Executive Director or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six designate will have fifteen (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (9015) days to issue a decision in writing. The decision of the previous position held prior Employer to the job classification change as long as the previous position reject an employee during probation or assessment after an appeal decision is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureneither appealable nor arbitrable.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 9.01. A new employee who is working in the Training Period of their position will be hired as a Temporary Employee. The probationary period shall be regarded as an integral part duration of the employment processtemporary appointment will not exceed three (3) months after the date of hire. It shall During the Training Period, the employee will be utilized for closely observing evaluated based on entry level criteria as established by the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit company. New employees whose performance does who do not meet the required standardsrequirements of service during the Training Period may be terminated at any time. This termination will not be subject to Article 16 of this Collective Agreement.
6.2 9.02. Following the successful completion of the Training Period, an employee will achieve permanent status without a break in service, subject to completion of the probationary period. The standard normal probationary period for all new BSO employees will be twelve be: Four (124) months of continuous employment from the date that the bargaining unit employee begins working as a paid for full-time employeeemployees; or Six hundred and ninety-three (693) regular hours worked for part-time employees. For these employees, seniority will be determined pursuant to Clause 13.01.
6.3 Bargaining unit employees in 9.03. Under extenuating circumstances, the job classification Union and the Company may mutually agree to extend the employee’s probationary period.
(a) An employee should not suffer a loss of Child Protective Investigator pay if it is necessary to extend their probationary period for reasons unrelated to their performance. When an employee completes their probationary period, their pay increment will be considered probationary until they retroactive to the date the employee would normally have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafterreceived their increment.
6.4 Prior to expiration (b) In the event that the normal probationary period is extended, the employee and the Union will be advised of the time period set forth in paragraph 6.2 for newly hired employees, Company’s reasons. The affected employee will receive a copy of their written performance appraisal upon request.
9.04. New employees who do not meet the Sheriff shall either: (1) provide written retention requirements of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the period will and pleasure of the Sheriffbe terminated. Accordingly, If a probationary new employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in is terminated during their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees the termination may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate be grieved up to the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date conclusion of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention formal review level of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureDispute Resolution Process.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period 16.01 A newly hired employee shall be regarded on probation for one hundred and fifty (150) calendar days from the date of hiring. Employees who normally work less than 7½ hours per day shall count as an integral part full-time for the purpose of this Article. Employees who either transfer within the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the Bargaining Unit or who start in a new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve position within four (124) months of continuous leaving employment from within the date that Bargaining Unit shall have a probation period of seventy- five (75) calendar days. Days worked need not be consecutive for the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in purposes of calculating the job classification period of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during probation. During the probationary period, serves at the will employee shall be entitled to all rights and pleasure benefits of this Agreement, except the arbitration provisions of this Agreement. On or about the mid-point of the Sheriffperiod of probation, the Employer will hold a meeting with the employee to discuss progress and the provision of any required training. Accordingly, The employee has the right to have a Union representative present at this meeting. The probationary period may be extended for a period not exceeding an additional thirty (30) calendar days by mutual agreement between Management and the Union after the Employer holds a probationary period review meeting with the employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by and a Union representative to review the Sheriff involving any disciplinary actions or dischargeemployee’s work performance. Probationary bargaining unit employees, through The probationary period review meeting shall take place no later than the IUPA, are limited in their use 90th calendar day of the grievance procedure contained in Article 7 to resolve only probationary period for a contractual grievance through new employee and no later than the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During 45th calendar day for an employee with the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial shorter probationary period. All performance evaluations will An employee hired towards the end of a parliamentary session (for Ottawa employees) or at the beginning of the parliamentary session (for constituency employees), or between November 1st and December 31st, the probation period may be discussed with extended by mutual agreement between the bargaining unit employeeparties up to a maximum of 60 days. BSO will counsel The probationary extension set out in this paragraph shall replace the bargaining unit employee on any concerns that may deny permanent status to said employeeextension set out in the 2nd paragraph above.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period 16.02 After completion of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have seniority shall become effective from the original date of employment.
16.03 Employees shall be informed during the course of their probationary period extended for further evaluation, will probation if they are not meeting the required standards and be notified within given a reasonable time opportunity to improve their performance.
16.04 In assessing any grievance arising from the discharge of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8employee, the appropriate official Joint Grievance Committee shall take into account whether the standards expected were reasonable, whether the employee was notified of BSO may recommend retention them, and given a fair opportunity to demonstrate their ability, whether the employee was notified of deficiencies in their performance, and given an opportunity to correct them, and whether the Employer’s assessment of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention was fair and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedurereasonable.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 33.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s member's work and for securing the most effective adjustment of the new employee bargaining unit member to his/her position, and for separating .
33.2 During a bargaining unit employees whose performance does not meet the required standards
6.2 The standard member's probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeesperiod, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights serves in the position of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves Lieutenant at the will and pleasure of the Sheriff. Accordingly, a probationary employee bargaining unit member who has been promoted may neither not grieve, nor or otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employeesinvolving, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 demotion to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionhis/her former position.,
6.6 33.3 During the initial probationary period, no employees bargaining unit member may request a voluntary transfer.
6.7 33.4 The Sheriff or designee may evaluate the performance of bargaining unit employees at least members up to four (4) times per six (6) months during their initial probationary period. All performance evaluations will Any such evaluation may be discussed with the bargaining unit employee. BSO will counsel member and the bargaining unit employee on member will be counseled as to any concerns problems that may deny reasonably cause him/ber not to be granted permanent status to said employeestatus.
6.8 33.5 In the event a current bargaining unit employee receives member was promoted from a job classification change within the bargaining unitlower law enforcement rank to Lieutenant, that bargaining unit employee member shall serve a probationary period of six (6) months of continuous employment from the effective date of promotion. Effective immediately upon promotion, the job bargaining unit member will receive no less than the basic rate of pay for Lieutenant. Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his/her former classification changewith no loss of previous seniority. Bargaining If the bargaining unit employees, who are having performance issues during the probationary period, including those who may need member chooses to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined remain in the layoff article) or reclassification.
6.9 Upon position of Lieutenant, and does not voluntarily "retreat" to his/her former rank, upon the expiration of said the six (6) month time probationary period, set forth in paragraph 6.8, the appropriate official of BSO Sheriff may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification member as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classificationLieutenant. In the event the Sheriff fails to approve retention, the bargaining unit employee member shall have the option to automatically revert back to his/her former job classification within the IUPA Supervisory Unit position, without loss of (previous) rights or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classificationbenefits. Such reversion may not be appealed through the grievance/grievance/ arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Probation. 6.1 24.1 After the effective date of this Agreement, a probationary term of no less than 26 weeks must be successfully served by any Employee appointed to any position.
24.2 The probationary term starts on the first day the Employee starts work in the position for which a probationary term is required to be served.
24.3 An Employee's probationary term may be extended once for another 26 week period shall be regarded as an integral part to a total of 52 weeks upon the prior approval of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment Managing Director of the new employee to his/her position, Division in which the position belongs and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months approval of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employeeExecutive Director or his designee.
6.3 Bargaining unit employees in 24.4 If the probationary Employee's job classification performance is unsatisfactory, their appointment may be terminated at any time after eight weeks and before completion of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafterprobation period.
6.4 Prior to expiration of 24.5 If the probationary Employee's conduct is unsatisfactory, their appointment may be terminated at any time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, .
24.6 If a probationary employee may neither grieveEmployee is absent from their position because of an approved leave greater than a total of five days, nor otherwise challenge by any other available procedure, any decision the probationary period's minimum and maximum periods shall be extended by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use period(s) of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionsuch approved leave(s).
6.6 During 24.7 Unapproved leaves by a probationary Employee shall be considered as time served in the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve 24.8 An Employee serving a probationary period shall not be covered by Article 21: Discipline, or Article 26: Job Security of six (6) months this Agreement with respect to the probationary position. Additionally, an Employee serving a probationary period shall not be covered by the provisions of continuous employment from Article 20: Contract' Grievance for matters related to their probationary performance.
24.9 An Employee who has successfully completed the effective date probationary period in a position and who is appointed to another probationary position, will be entitled to return to the former position:
a. If the Employee requests such reinstatement within the first eight weeks of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when ; or
b. If the performance issues become apparent. Bargaining unit employees Authority determines that the Employee will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationsatisfactorily complete probation.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention 24.10 A probationary Employee shall receive written 'notice of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is fact that he or she has not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduresatisfactorily passed probation.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Probation. 6.1 The probationary period
25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be regarded as an integral part subject to a period of the employment processprobation. It The regular period of probation shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: one (1) provide written retention year unless otherwise specified for certain designated job classes.
25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM)journey level class.
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 25.1.2 In the event an employee represented by is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, said employee’s probationary status may be extended beyond the IUPA Supervisory Unit regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury.
25.1.3 Upon successful completion of a probationary period, an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a be granted regular status in the classification in which the probationary period is served. Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be promoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE.
25.1.4 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase).
25.2 The work and conduct of six (6) months continuous employment from the effective date of the job classification change; providedprobationary employees shall be subject to close scrutiny and evaluation, howeverand, that bargaining unit employees who receive a job classification change if found to be below standards satisfactory to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time periodappointing authority, the appropriate official Department Head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of BSO may recommend retention of this MOU.
25.2.1 An employee rejected during the bargaining unit employee within probationary period from a position to which he/she has been promoted or transferred shall be returned to the new job classification. In classification in which he/she has regular status unless the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to reasons for his/her former job classification within failure to complete the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not probationary period would be appealed through the grievance/arbitration procedurecause for dismissal.
6.12 Unless he/she is terminated for disciplinary reasons, an 25.3 An employee may voluntarily retreat within ninety (90) days shall be retained beyond the end of the probationary period only if the appropriate Department Head affirms that the services of the employee have been found to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduresatisfactory.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Probation. 6.1 The probationary period 16.01 A newly hired employee shall be regarded on probation for one hundred and fifty (150) calendar days from the date of hiring. Employees who normally work less than 7½ hours per day shall count as an integral part full-time for the purpose of this Article. Employees who either transfer within the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the Bargaining Unit or who start in a new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve position within four (124) months of continuous leaving employment from within the date that Bargaining Unit shall have a probation period of seventy-five (75) calendar days. Days worked need not be consecutive for the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in purposes of calculating the job classification period of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during probation. During the probationary period, serves at the will employee shall be entitled to all rights and pleasure benefits of this Agreement, except those provisions set out in Article 30.01 and the arbitration provisions of this Agreement. On or about the mid-point of the Sheriffperiod of probation, the Employer will hold a meeting with the employee to discuss progress and the provision of any required training. Accordingly, The employee has the right to have a Union representative present at this meeting. The probationary period may be extended for a period not exceeding an additional thirty (30) calendar days by mutual agreement between Management and the Union after the Employer holds a probationary period review meeting with the employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by and a Union representative to review the Sheriff involving any disciplinary actions or dischargeemployee’s work performance. Probationary bargaining unit employees, through The probationary period review meeting shall take place no later than the IUPA, are limited in their use 90th calendar day of the grievance procedure contained in Article 7 to resolve only probationary period for a contractual grievance through new employee and no later than the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During 45th calendar day for an employee with the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial shorter probationary period. All performance evaluations will An employee hired towards the end of a parliamentary session (for Ottawa employees) or at the beginning of the parliamentary session (for constituency employees), or between November 1st and December 31st, the probation period may be discussed with extended by mutual agreement between the bargaining unit employeeparties up to a maximum of 60 days. BSO will counsel The probationary extension set out in this paragraph shall replace the bargaining unit employee on any concerns that may deny permanent status to said employeeextension set out in the 2nd paragraph above.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period 16.02 After completion of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time seniority shall become effective from the original date of when employment.
16.03 In assessing any grievance arising from the performance issues become apparent. Bargaining unit employees will not be required to serve discharge of a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8employee, the appropriate official Joint Grievance Committee shall take into account whether the standards expected were reasonable, whether the employee was notified of BSO may recommend retention them, and given a fair opportunity to demonstrate their ability, whether the employee was notified of deficiencies in their performance, and given an opportunity to correct them, and whether the Employer’s assessment of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention was fair and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedurereasonable.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 The A new employee who is appointed to a regular position must satisfactorily complete a probationary period shall be regarded of 2,080 regular hours of service. Regular hours include paid leaves but do not include overtime hours. When an employee is on probation as an integral part of a new hire, the employment process. It shall be utilized for closely observing unit manager will use the bargaining unit EDPP to develop a plan and evaluate the employee’s work performance. An initial probationary employee may be terminated at any time during probation. Such rejection is not a disciplinary action pursuant to Article 14 and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does may not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employeegrieved.
6.3 Bargaining unit 1. Initial probationary employees shall have all rights under this MOU except in the job classification cases of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeessuspension, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained hereindemotion, or any disciplinary review process established by the Sheriff’s policy and procedures termination or as specifically excluded (SPMSee Article 14, Section 14).
6.5 A bargaining unit 2. If a regular employee, during who has completed their initial probation is promoted, reclassified or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the first 1,040 hours of a probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary an employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving return to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position class held prior to the job classification change as long as promotion/reclassification. If the previous position return to former class is within this bargaining unitapproved by the Appointing Authority, the IUPA Supervisory Unitemployee will return to the same range and step held in the former class at the time of promotion. If an employee fails to pass their promotional probationary period, the manager has the option of extending their probationary period by an additional 1,040 regular hours of service (for a total probationary period of 2,080 regular hours of service) or returning the employee to their former class. An employee who fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available, or assigned to a position in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received classification held immediately prior to moving the promotion, if available; or assignment to a position in a lower classification for which the employee qualifies.
3. Employees reclassified to a new class who are found by the District to have been performing the duties of the new job classification. Such reversion may class for at least 1,040 regular hours of service will not be appealed through placed in a probationary status. In addition, an employee who is administratively transferred from a position in one class to another position in the grievance/arbitration proceduresame class does not need to complete a probationary period unless the initial probationary period has not been concluded or it is requested by the Appointing Authority.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Probation. 6.1 The 7.7.1 All appointments other than term will have probationary period shall be regarded as an integral part periods of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof. However, the bargaining unit employee shall automatically be separated from employment unless there is should a vacant position available upon which he/she is qualified; if separated, said separation being absolutely finalwith a term appointment change and require a permanent appointment, with no rights significant change in duties and responsibilities, and should the member who held the term position be successful in being appointed, time spent in the term appointment will count towards the successful completion of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure .
7.7.2 When an Employee who holds a term or permanent position is appointed to another position within scope of the Sheriff. Accordinglybargaining unit, a probationary employee the Employer may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions waive some or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use all of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four six (46) times during their initial month probationary period. All performance evaluations This will be discussed with the bargaining unit employee. BSO will counsel Employee at the time of appointment, and stated in the letter of appointment.
7.7.3 An Employee who holds a permanent appointment and accepts another position in the bargaining unit employee on any concerns that may deny permanent status shall have the right of reversion to said employeetheir previous position for a period of three (3) months. The Employee will give the Employer at least one (1) month’s notice of their intent to revert to their previous position.
6.8 In 7.7.4 When an Employee exercises the right of reversion, the current incumbent will have their appointment terminated and will be given one (1) month’s notice or pay in lieu of notice.
7.7.5 However, in the event a current bargaining unit employee receives a job classification change that the Employee fails to meet acceptable standards pertaining to the new position within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need the Employee will return to have their probationary period extended for further evaluation, the previous position. The incumbent in the position will be notified within given fourteen (14) days’ notice or pay in lieu if the incumbent has been in the position for less than fifteen (15) weeks. If the incumbent has been in the position for fifteen (15) weeks or longer, one
(1) month’s notice will be given or pay in lieu of notice.
7.7.6 Evaluation of Performance during the Probationary Period
a) Any concerns that may have a reasonable time negative impact on the Employee’s successful completion of when probation must be shared with the Employee immediately. The Executive Director and Employee will discuss ways of addressing these concerns.
b) At three (3) months the performance issues become apparentand progress will be evaluated and discussed with the Employee. Bargaining unit employees The evaluation will not be required confirmed in writing to serve the Employee and a copy will be placed on the Employee’s official file.
c) After a probationary period review if it can be demonstrated through evidence that the Employee is not performing the job duties satisfactorily, as developed in the job description provided in Article 7.6 or changes in Article 8.3, the appointment may be terminated. Fourteen (14) days pay in lieu of notice will be given if the job classification change is the result of bumping (as outlined incumbent has been in the layoff articleposition for less than fifteen (15) weeks. If the incumbent has been in the position for fifteen (15) weeks or reclassificationlonger, one (1) month's pay in lieu of notice will be given.
6.9 Upon d) At least one (1) month before the expiration of said six the probationary period, the Employee's performance will be reviewed by the Employer who will indicate that:
i) the appointment will be made a permanent one; OR
ii) the probationary period will be extended once only for a period of up to three (63) months; OR
iii) the appointment will be terminated.
e) At least one (1) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6an extended probationary period the Employee's performance will be reviewed by the Employer who will indicate that:
i) month time period, the appropriate official of BSO may recommend retention appointment will be made a permanent one; OR
ii) the appointment will be terminated.
f) Prior to the expiration of the bargaining unit employee within probationary period the new job classification. In Employer will notify the event Employee in writing of the Sheriff fails to approve retentiondecision, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as with a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving copy to the new job classificationUnion. Such reversion may The decision not be appealed through to grant permanency is grievable under the grievance/arbitration procedureterms of this Agreement.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Probation. 6.1 15.1 The provisions of this Article apply only to employees appointed to a continuing appointment as a Coordinator and to those employees appointed to a continuing appointment prior to April 1, 2001 who, at the time of the signing of this Agreement, had not yet completed their probationary period and who have not exercised their right to be converted to a candidacy appointment under paragraph 3 of Letter of Understanding #10 (Conversion from Continuing Appointments to Tenured Appointments).
15.2 For an employee with a continuing appointment in a degree completion instructional position the initial four years of the continuing appointment shall be a probationary period. At the discretion of OUC, this probationary period may be less than four years.
15.3 For an employee with a continuing appointment to other than a degree completion instructional position, the initial two years of the continuing appointment shall be a probationary period.
15.4 An employee hired for an instructional position other than a degree completion instructional position, who under mutual agreement is later assigned to a degree completion instructional position during the first four years of his or her continuing appointment, shall have the first four years of the continuing appointment as the probationary period. At the discretion of OUC this probationary period may be less than four years.
15.5 The probationary period shall be regarded as an integral part extended by the length of time spent on leave unrelated to his or her OUC duties in excess of one month during a teaching period for a college professor or laboratory instructor, or in excess of one month for any period for other classifications.
15.6 OUC shall notify employees normally at least three months but not less than two months prior to the employment process. It expiration of their probationary period indicating that either the probationary period has been successfully completed, or that the probationary period has not been successfully completed and the appointment shall be utilized terminated. In the latter case the reason for closely observing termination shall be stated in the bargaining unit employee’s work and for securing the most effective adjustment of the new written notice. An employee to his/her position, and for separating bargaining unit employees whose performance who does not meet receive such notice within the required standards
6.2 The standard probationary period for all new BSO employees will specified shall be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they deemed to have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafterprobationary period.
6.4 Prior 15.7 Notwithstanding clause 15.6 and with the exception of clause 39.4, if OUC finds an employee unsuitable for employment prior to the expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves OUC may terminate the appointment with at least one month's written notice. This notice shall state the will and pleasure of reason for the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actiontermination.
6.6 During 15.8 With the initial probationary periodexception of clause 15.9, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit if an employee on any concerns that may deny permanent status a term appointment is subsequently offered a continuing appointment, service in the term appointment shall count as credit to said employee.
6.8 In a maximum of one year toward the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues continuing appointment provided that at least one evaluation has taken place during the probationary period, including those who may need to have their term appointment.
15.9 Service as a research associate shall not contribute toward the probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationany subsequent employment.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 The 12.8.1 A permanent appointment is considered to be probationary for nine (9) months. When an APT member who holds a permanent position is appointed to another position within the scope of the Bargaining Unit, the University may waive some or all of the nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period shall is not waived, the APT member’s original position will be regarded as an integral part filled on a term basis for the duration of the employment processprobationary period. It shall be utilized for closely observing If the bargaining unit employee’s work and for securing APT member is not successful in the new position, the member has the right to revert back to the original position, or if he/she requests it, to the most effective adjustment of suitable position available. Should the new employee APT member not wish to his/her position, implement reversion rights and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeesno suitable position is available, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up member may elect to an additional six (6) months; or take a severance package as outlined in Article 30.4
12.8.2 At least every three (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, months during the probationary period, serves at the will APT member’s performance and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision progress shall be evaluated by the Sheriff involving any disciplinary actions appropriate Director or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be equivalent and discussed with the bargaining unit employeeAPT member. BSO will counsel The written evaluation shall become part of the bargaining unit employee on any concerns that may deny permanent status to said employeemember’s official personnel file.
6.8 In 12.8.3 At least one month prior to the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period expiration of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those the APT member’s performance will be reviewed by the appropriate Director or equivalent, who may need to have their will recommend one of the following:
a) that the appointment be made a permanent one; or
b) that the probationary period extended be extended, once, only for further evaluationa period of up to three (3) months. In such cases the recommendation must include the reasons for the extension, and the plan to address the areas of concern that will be notified within a reasonable time of when followed during the performance issues become apparent. Bargaining unit employees will not extension period; or
c) that the appointment be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationterminated.
6.9 Upon 12.8.4 At least one month prior to the expiration of said six (6an extended probationary period the APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following:
a) month that the appointment be made a permanent one; or
b) that the appointment be terminated.
12.8.5 If at any time period, set forth in paragraph 6.8during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the appropriate official of BSO may recommend retention of appointment will be terminated. Seven (7) days’ notice shall be given if the bargaining unit employee within incumbent has been in the new job classificationposition for less than fifteen (15) weeks. In If the event incumbent has been in the Sheriff fails to approve such retention and the employee is not terminated position for disciplinary reasonsfifteen (15) weeks or longer, the bargaining unit employee two weeks’ notice shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduregiven.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change 12.8.6 Prior to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention probationary period the Human Resources Department will notify the APT member in writing of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retentiondecision, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as with a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving copy to the new job classification. Such reversion may not be appealed through Chair of the grievance/arbitration procedureFaculty Association.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Probation. 6.1 The probationary period 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be regarded as an integral part subject to a period of the employment processprobation. It The regular period of probation shall be utilized one (1) year unless otherwise specified for closely observing certain designated job classes.
25.1.1 Employees promoted from an apprentice job class to the bargaining unit employee’s journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class.
25.1.2 In the event an employee is assigned to light duty status or is absent from work and for securing the most effective adjustment of the new employee due to a lengthy illness or injury or other reason resulting in protected leave time during his/her positionprobationary period, and said employee’s probationary status may be extended, subject to the discretion of the appropriate Department Head, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for separating bargaining unit employees whose performance does not meet each complete biweekly pay period assigned to light duty status or lost due to such illness or injury or protected leave time.
25.1.3 Subject to the required standards
6.2 The standard discretion of the appropriate Department Head, an employee’s probationary status may be extended beyond the regular probationary period for all new BSO employees will be twelve (12) months of continuous employment from reasons other than those addressed in 25.1.2 by providing the date that the bargaining unit employee begins working as advanced written notice. In no event shall a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional extension under this provision exceed six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the 25.1.4 Upon successful completion of a probationary period, serves at an employee shall be granted regular status in the will and pleasure of classification in which the Sheriffprobationary period is served. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by Except that employees in the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job Utilities Customer Service Representative I/II classification change within the bargaining unit, that bargaining unit employee series shall serve a probationary period of six as set forth below in 25.1.4.1.
25.1.4.1 Employees serving in the Utilities Customer Service Representative I classification shall serve an eighteen (618) months of continuous employment from the effective date month probationary period. Following successful completion of the job classification changeprobation period, employees will advance to the Utilities Customer Service Representative II, at which time the employee will obtain regular status and shall not be subject to a period of probation at the Utilities Customer Service Representative II level. Bargaining unit employeesIn no event will the employee gain regular status as a Utilities Customer Service Representative I.
25.1.5 Regarding promotional probations, who are having performance issues employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase).
25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during the probationary period, including those who may need . Such rejections shall not be subject to have their review or appeal unless such rejection is alleged to be contrary to the provisions of this MOU.
25.2.1 An employee rejected during the probationary period extended from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting failure to his/her former job classification, complete the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not probationary period would be appealed through the grievance/arbitration procedurecause for dismissal.
6.10 In 25.3 An employee shall be retained beyond the event an employee represented by end of the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, probationary period only if the appropriate Department Head affirms that the services of the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change have been found to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereaftersatisfactory.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Probation. 6.1 A. Probationary employees are recognized as a part of the bargaining unit and entitled to the same union protections, rights, and benefits outlined within the MOU and within the Personnel Manual, Section 5 - Appointments and Probation, except where specifically excluded within this MOU.
B. The probationary period shall be regarded as a one (1) year period beginning from their first paid workday in a full-time, permanent position and will not include periods of time on paid or unpaid leave time exceeding five (5) consecutive workdays; however, paid leave time for vacation, sick time, legally required jury or witness duty, and/or holiday leave shall not extend an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing probationary period.
C. A probationary employee may be terminated from employment at any time during the most effective adjustment of probationary period. The probationary employee shall not have the right to appeal this decision under any procedures set forth in this MOU or the Personnel Manual.
D. While serving a probationary period, an employee may be promoted to a position in a higher classification during a probationary period. The employee shall serve a new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard complete probationary period for all the new BSO employees will be twelve (12) months of continuous employment from classification beginning with the date that of appointment to the bargaining unit employee begins working as a paid full-time employeehigher classification.
6.3 Bargaining unit employees in 1. An employee who fails probation following a promotion shall be reinstated to the job previous lower classification of Child Protective Investigator will position from which the employee was promoted. If the cause for not passing probation was sufficient grounds for termination the employee shall be considered probationary until they have successfully completed pre-service training and have successfully performed subjected to termination without reinstatement to the duties of a Child Protective Investigator for twelve (12) consecutive months thereafterlower classification.
6.4 Prior 2. If an employee reverts to expiration their previous lower classification during their probationary period, and the employee has not completed the probationary period for the lower classification, then the employee must complete the remaining probationary period for the lower classification.
E. When additional time is needed to further evaluate an employee, the employee probationary period may be extended by the City Manager, upon the request of the time Department Director, for a period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up not to exceed an additional six (6) months; or (3) months of actual and continuous service.
1. An extension of probation shall be made only if the initial probationary term has not expired.
2. If the City Manager determines that the probationary period should be extended, the probationary employee shall be given notice in writing prior to the event expiration of the Sheriffs failure original probationary period with a written work Performance Plan to provide written retention as set forth assist the employee in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM)understanding their job duties they still are inefficient in completing.
6.5 A bargaining unit employee3. If probation is extended, during no merit increase shall be granted until the probationary period, serves period is completed.
F. An employee on probation can request at any time a meeting with their supervisor to get a verbal update about their performance and request a City available training within the will and pleasure scope of the Sheriffemployee’s duties to help address areas where improvement is needed. Accordingly, Approval of the training is within the sole discretion of the Director of Public Works.
G. Any certifications and/or license requirements of a probationary employee required to be achieved before the end of a probationary period will be provided in writing with any required deadlines (which may neither grieveinclude the job classification) at the start of their probationary period. An employee may request from their supervisor or the Department Director a list of City-approved classes, nor otherwise challenge by any other available procedurecourses, any decision by and workshops for achieving the Sheriff involving any disciplinary actions or discharge. certifications and/or licenses.
H. Probationary bargaining unit employees, through the IUPA, are limited in their employees may use of the grievance procedure contained in accordance with Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action35 - Grievance.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Probation. 6.1 The probationary period A. New employees hired in a permanent position other than substitutes and temporary help shall be regarded as an integral part of the employment processconsidered a probationary employee for ninety (90) actual working days in their job assignment. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new When a permanent employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during completes the probationary period, serves at said employee shall be entered on the will seniority list and pleasure seniority shall date from the day ninety (90) working days prior to the date he/she completed the probationary period.
B. The probationary period may be extended for any absences or recess time of the Sheriffemployee during that period by the number of said absences (i.e. summer-winter recess). Accordingly, Further a maximum of thirty (30) additional workdays may be extended if the Board determines additional training is necessary.
C. There shall be no seniority among probationary or temporary employees. A probationary employee shall have no security status in the classification and may neither grievebe discharged any time during the probationary period if, nor otherwise challenge by any other available in the opinion of the District, performance is not satisfactory. Such action shall not be subject to the grievance procedure, except as provided in Section F of this Article.
D. When more than one (1) employee is hired on the same day, seniority will be determined by casting lots.
E. New employees are not eligible for any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times fringe benefits during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event Upon completion of a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the satisfactory probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve be entitled to all benefits of a probationary period of six (6) months continuous employment regular employee. Seniority, vacation, and leaves with pay shall be credited from the effective date of hire, and shall accrue based upon the individual's employment classification and hours, if applicable.
F. The Association shall represent probationary employees for the purposes of collective bargaining in respect to rates of pay, wages, and hours of employment, except discharged and disciplined employees for other than Association activity shall not be subject to the grievance procedure.
G. Newly hired employees may receive up to three (3) years' credit on the wage schedule for their job classification change; provided, however, that bargaining unit employees who receive for prior experience in a job classification change that is related to the job classification of Child Investigative Specialist will be considered probationary until for which they have successfully completed are hired. At the academy and they have successfully performed the duties of time a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time periodnew employee is hired, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to Assistant Superintendent for Business/Support Services or his/her former job classification within designee shall review with the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to employee his/her former job classificationprior related experience, the bargaining unit employee will receive the wages and benefits he/she received prior to moving shall make a determination about wage schedule credit. A written statement of such review and determination shall be sent to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureAssociation when a final decision is made.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position3.7.1 Permanent employees, and employees for separating bargaining unit employees whose performance does a fixed term of not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional less than six (6) months; or , may (3at the employer's discretion) in the event of the Sheriffs failure be subject to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the three month probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary provided that an employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 who is appointed to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change another position within the bargaining unit, that bargaining unit employee Organisation shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a new probationary period.
3.7.2 A probationary period if is the time when a new employee is given a reasonable chance to learn what is required of him/her in the job classification change and for the employer to assess whether the employee is performing or may be expected within a reasonable period of time to perform satisfactorily the result of bumping (as outlined in the layoff article) or reclassificationduties assigned to his/her position. It is also a time for both parties to assess training needs.
6.9 Upon 3.7.3 A Probationary Review Committee (PRC) shall be established on the expiration appointment of said six a new employee. The PRC shall comprise:
i) the President;
ii) one other member of the Council; and
iii) a nominee of the employees;
3.7.4 No later than four weeks prior to the end of the probationary period the employee's supervisor shall complete a Probation Assessment Form. The Probation Assessment Form will be in such form as the Council may from time to time authorise or determine, subject to any prior agreement between the employee and employer as to relevant performance targets or standards. The probationary employee shall be provided with a copy of the completed Probation Assessment Form. If the probationary employee so desires, he/she is permitted seven days to make a submission, which shall be taken into account by the PRC. After considering the Probation Assessment Form, any submission made by the employee, and such other matters as the Committee (6subject to direction by the Council) month time periodmay consider relevant (which other matters shall have been notified to the employee, set forth in paragraph 6.8who shall have been given an opportunity to comment and respond to them), the appropriate Committee shall make a recommendation to the Council to:
i) confirm the probationer's employment; or
ii) extend the probationary period by up to three months; or
iii) terminate the probationer's employment. The Committee's recommendation shall be communicated to the employee in writing.
3.7.5 The employee shall have the right to address a meeting of Council prior to Council deciding whether or not to implement the PRC's recommendation. The employee shall also have the right to be accompanied by a chosen representative, who may be a member or official of BSO may recommend retention of the bargaining unit Union at the Council meeting. The Council shall give the employee within and/or the new job classificationemployee's representative a reasonable opportunity to be heard before making any decision to implement the Committee's recommendation. In the event the Sheriff fails to approve such retention and the employee that a probationary employee's employment is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unitterminated, the employee will be provided with notice or payment in lieu of notice in accordance with clause 3.11.5 of this Agreement.
3.7.6 The procedure for notifying staff of unsatisfactory performance during the probationary period is understood to be integral to the probationary process.
3.7.7 A probationary employee may at any stage call upon the employer to convene the PRC to hear grievances in relation to the adequacy of the probationary period. In this instance the PRC shall serve seek to resolve the grievance as expeditiously as possible. Means of "resolution may include (but are not limited to:
i) extending the probationary period to allow for further training;
ii) counselling and advice for the probationary employee.
3.7.8 If a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee review has not commenced within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee timeframe set out in this Agreement confirmation of employment shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureautomatic.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Enterprise Agreement
Probation. 6.1 The 7.01 An Employee shall serve a single probationary period shall be regarded as an integral part of the employment process. It shall be utilized four hundred and fifty (450) hours worked exclusive of overtime hours worked, for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary each period for all new BSO employees will be twelve (12) months of continuous employment from not interrupted by termination or dismissal. In the date that the bargaining unit employee begins working as a paid fullcase of Part-time employee.
6.3 Bargaining unit or Casual employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available who upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period completion of six (6) calendar months of continuous employment from the effective date of the job classification change. Bargaining unit employeesand who have not completed four hundred and fifty (450) hours, who are having performance issues during the their probationary period, including those who may need shall be deemed to have their been completed. The probationary period extended may be extended, in consultation with the Union for further evaluationa period up to an additional four hundred and fifty (450) hours worked, however, in no event will the total probation period exceed nine hundred (900) hours, exclusive of overtime hours worked.
7.02 On or before the expiry date of an Employee’s probationary period the Employer will notify her in writing that:
(a) She will receive a regular appointment; or
(b) She will be notified within terminated and such termination shall not be the subject to the grievance procedure.
7.03 During the probationary period the Employer will meet with the Employee to review her progress to date, including any areas that may require improvement. If the probationary Employee believes her review is unfair, she may request and shall be granted a reasonable time further meeting with the Employer.
7.04 Employer shall provide a paid orientation period for all new employees. The orientation period shall not be less than three (3) working days. During the orientation period new employees shall be above the normal staff complement. Where in the opinion of when the performance issues become apparent. Bargaining unit employees Employer it is necessary, additional orientation requested by an Employee will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationunreasonably denied.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee 7.05 Employees who terminate their employment and are rehired within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive shall not serve a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafterperiod.
6.11 Upon 7.06 During the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasonsProbationary Period, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages shall accrue sick leave and vacation entitlement benefits he/she received prior to moving to the new job classification. Such reversion may but shall not be appealed through entitled to use such benefits until the grievance/arbitration proceduresuccessful conclusion of the probationary period.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 16.01 Prior to expiration of the time period set forth in paragraph 6.2 for being appointed a Regular Employee, a newly hired employees, the Sheriff Employee shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall first serve a probationary period of six five-hundred and three point seven five (6503.75) months of continuous employment from regular hours worked. If such an Employee is unsatisfactory in the effective date opinion of the job classification changeEmployer, such Employee may be dismissed or his employment terminated, in writing, at any time during the probationary period without cause, and such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step IV. Bargaining unit employees, who are having performance issues A decision at Step III of the grievance procedure shall be final and binding on the Parties and all interested persons. Employees will be kept advised of their progress during the probationary period.
16.02 If a probationary Employee is promoted or transfers to another classification, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not they shall be required to commence and serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six five- hundred and three point seven five (6503.75) months regular hours worked.
16.03 A Regular Employee's current period of continuous employment from service with the effective date Employer as a Temporary or Casual Employee shall be counted toward the probationary period required in Clause 16.01, if appointed without interruption or break in service to a regular position provided that such service occurs in the same Department and within the same classification as such regular position.
16.04 By mutual agreement in writing between the Union and the Employer, the probationary period may be extended up to a maximum of five-hundred and three point seven five (503.75) regular hours worked. During the extended period, and if in the opinion of the job classification change; providedEmployer, howeverthe Employee is found to be unsatisfactory, that bargaining unit employees who receive a job classification change such Employee may be dismissed or his employment terminated, in writing, at any time during the extended period without cause. Such dismissal or termination of employment may be subject to the job classification grievance procedure except that it shall not be the subject of Child Investigative Specialist Arbitration at Step IV. A decision at Step III of the grievance procedure shall be final and binding on the Parties and on all interested persons. An Employee will be considered probationary until they have successfully completed kept advised of his progress during the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving extension to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureprobationary period.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 34.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s member's work and for securing the most effective adjustment of the new employee bargaining unit member to his/her position, and for separating .
34.2 During a bargaining unit employees whose performance does not meet the required standards
6.2 The standard member's probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeesperiod, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights serves in the position of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves Lieutenant at the will and pleasure of the Sheriff. Accordingly, a probationary employee bargaining unit member who has been promoted may neither not grieve, nor or otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employeesinvolving, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 demotion to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionhis/her former position.
6.6 34.3 During the initial probationary period, no employees bargaining unit member may request a voluntary transfer.
6.7 34.4 The Sheriff or designee may evaluate the performance of bargaining unit employees at least members up to four (4) times per six (6) months during their initial probationary period. All performance evaluations will Any such evaluation may be discussed with the bargaining unit employee. BSO will counsel member and the bargaining unit employee on member will be counseled as to any concerns problems that may deny reasonably cause him/ber not to be granted permanent status to said employeestatus.
6.8 34.5 In the event a current bargaining unit employee receives member was promoted from a job classification change within the bargaining unitlower law enforcement rank to Lieutenant, that bargaining unit employee member shall serve a probationary period of six (6) months of continuous employment from the effective date of promotion. Effective immediately upon promotion, the job bargaining unit member will receive no less than the basic rate of pay for Lieutenant. Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his/her former classification changewith no loss of the previous seniority. Bargaining If the bargaining unit employees, who are having performance issues during the probationary period, including those who may need member chooses to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined remain in the layoff article) or reclassification.
6.9 Upon position of Lieutenant, and does not voluntarily "retreat" to his/her former rank, upon the expiration of said the six (6) month time probationary period, set forth in paragraph 6.8, the appropriate official of BSO Sheriff may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification member as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classificationLieutenant. In the event the Sheriff fails to approve retention, the bargaining unit employee member shall have the option to automatically revert back to his/her former job classification within the IUPA Supervisory Unit position, without loss of (previous) rights or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classificationbenefits. Such reversion may not be appealed through the grievance/grievance/ arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid A newly hired full-time employee.
6.3 Bargaining unit employees in or part time Employee shall be on probation for the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional first six (6) months; or (3) in the event . After completion of the Sheriffs failure probationary period, seniority shall be effective from original date of employment. If a full time or part-time Employee has completed the probationary period as a relief Employee, the Employee will not be required to provide written retention complete a second probationary period. If a relief employee is hired in a full time or part time position prior to completion of the probationary period, hours worked as set forth in a relief Employee will be applied towards the completion of the six (6) month probationary period. After completion of the probationary period, the Employee shall accumulate seniority on the basis of hours worked which shall include the probationary period. A newly hired relief Employee shall be on probation for the first six hundred (600) hours worked. If a relief Employee works on a full-time contract for at least six (6) months and is hired within one (1) hereofyear of the end date of the contract as a full-time or part-time Employee, the bargaining unit employee shall automatically time spent on the contract will be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal deemed to any authority including either be the grievance/arbitration procedure contained herein, or any disciplinary review process established probationary period. Probationary Employees may be represented by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employeeUnion; but, during the probationary period, serves at the will and pleasure of Employer shall have the Sheriff. Accordingly, right to transfer a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of Employee without access to the grievance procedure contained on the part of the probationary Employee with respect to any such action. A probationary Employee may be dismissed where the Employer has exercised its discretion in Article 7 good faith and determined that the Employee is not suitable for continued employment. Relief Employees on probation who turn down 2 consecutive shifts offered in the probationary period may be deemed not suitable for continued employment based on lack of availability to resolve only a contractual grievance through work. The Union acknowledges and agrees that the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During Employer has the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status right to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve extend a probationary period of six (6) months of continuous employment from if, in the effective date opinion of the job classification change. Bargaining unit employeesEmployer, who are having performance issues during suitability for continued employment has not been fully demonstrated by the Employee by the end of the original probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 40.1 All continuing or fixed term employees will be notified that such employment is subject to a probationary period of up to 24 weeks. Employees already employed at the date of commencement of this Agreement will not have a new probationary period applied to their existing position as a result of this clause.
40.2 The conditions of any such probationary period shall be regarded as an integral part include:
a) the probationary process will consist of informal and formal review and development. Formal review will take place by no later than the completion of 12 weeks and 24 weeks.
b) during the initial stages of probation the employee and supervisor will participate in a planning discussion to agree on performance expectations and support.
c) throughout the probationary period a process of regular informal feedback shall occur. The supervisor will inform the employee in writing of any impediments to the continuation of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employeewhen such impediments become apparent.
6.3 Bargaining unit employees in 40.3 Before the job classification end of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at and based on the will and pleasure outcome of the Sheriffreview process, WSU Early Learning shall:
a) confirm in writing, the employee’s continuing appointment; or
b) give two weeks’ notice in writing that the employees appointment shall be terminated; or
c) notify the employee in writing of a further supplementary period of probationary appointment of up to 12 weeks (within the maximum period of 24 weeks probation). AccordinglyThis supplementary period can be applied only if the review has indicated the employee’s work has not yet met the standard required for a continuing or fixed term appointment, a probationary and the employee’s supervisors believe that the employee may neither grievereach that standard required within a further supplementary period.
40.4 If a supplementary probationary period is required, nor otherwise challenge by any other available procedure, any decision by WSU Early Learning shall provide a formal written plan of action to identify where the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through employee has not fulfilled the IUPA, are limited in their use requirements of the grievance procedure contained in Article 7 to resolve only a contractual grievance through position, WSU Early Learning’s expectations of the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge actionemployee and any agreed support measures.
6.6 During 40.5 At least two weeks before the initial end of the supplementary probationary period, no employees may request a voluntary transfer.and based on the outcome of the review process, WSU Early Learning shall confirm in writing either:
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4a) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues employee’s continuing appointment; or
b) the date that the employee's appointment shall be terminated.
40.6 Either party may terminate the employment relationship during the probationary period, including those who may need period with two weeks’ notice. WSU Early Learning reserves the right to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit terminate an employee within the new job classification. In the event the Sheriff fails to approve such retention and without notice where the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureguilty of serious misconduct.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Enterprise Agreement
Probation. 6.1 17.01 YSB shall conduct an orientation program for all first-time Employees prior to the mid-point of the probationary period.
17.02 In pursuing ▇▇▇'s commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be identified through consultation and posted as they occur.
17.03 YSB shall provide program specific training and orientation for all Employees.
17.04 YSB shall provide a written appraisal of the employee’s performance prior to the completion of the probationary period. Such appraisal shall be used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisory meetings during this probationary period.
17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the date of commencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time employee, a second probationary period is not required. Where the Employee is appointed to a full time position during the part time probationary period, the employee shall be required to complete the unfinished portion of the initial probation period.
17.06 Employees shall receive written notice when they have completed their probationary period. If no notice is received at the end of the probationary period, the probationary period shall be regarded as an integral part of the employment process. It deemed to have been completed.
17.07 A current Employee who obtains a new position in a Bargaining Unit shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment allowed a trial period of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months weeks. If at the end of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for this twelve (12) consecutive months thereafter.
6.4 Prior to expiration of week trial period, YSB or the time period set forth Employee determines that the Employee in paragraph 6.2 question is not suitable for newly hired employeesthe new position, the Sheriff Employee shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert transferred back to his/her former job classification within the IUPA Supervisory Unit position with no loss of seniority, sick leave, vacation credits or unrepresented job classification as long as a vacancy existsother health and welfare benefits. Upon reverting to his/her former job classification, the bargaining unit The employee will shall receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureformal supervisory meetings monthly during this trial period.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety 17.08 (90F.T.) days Vacation leave shall be instituted upon completion of the probationary period. Vacation entitlement shall be calculated as of the date of last hire. All Employees shall be entitled to the previous position held prior to the job classification change sick leave credits as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or specified in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureArticle 25.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 6.01 The probationary period employees covered by this Agreement who have completed their Probationary Period , and as a condition of continued employment, shall become members in good standing of the Union or a Local Union.
(a) All employees hired through the Union or Local Union shall present to the Employer, a referral slip from the Union or Local Union prior to commencing employment. All new employees shall be regarded as an integral part subject to the Probationary Period identified in this Article.
(b) Until a probationary employee completes the Probationary Period of one hundred-twenty (1 20) calendar days, or 1 200 hours of active employment, his name shall not appear on any service list, and no grievance may be filed by a probationary employee respecting his termination. The termination of a probationary employee does not constitute a difference between the parties. The employment of a probationary employee may be terminated for any reason, at the sole and unquestioned discretion of the employment process. It shall be utilized for closely observing Employer, including, without limitation, unsuitability, subject only to the bargaining unit employee’s work and for securing the most effective adjustment employee clearly demonstrating a violation of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employeeHuman Rights Code.
6.3 Bargaining unit employees in (c) A probationary employee is not required to become a member of the job classification of Child Protective Investigator will be considered probationary Union or a Local Union until they have he has successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the SheriffProbationary Period. AccordinglyNotwithstanding this fact, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by will be subject to the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through Dues Check-off as provided for in this Agreement from the IUPA, are limited in their use commencement of employment.
(d) Notwithstanding that a probationary employee is not required to become a member of the grievance procedure contained in Article 7 to resolve only Union or a contractual grievance through Local Union until after the IUPAsuccessful completion of the Probationary Period, as defined in 7.2 exclusive of a disciplinary the Union or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four Local Union Initiation Fee (4if any) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event deducted in equal instalments over a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth beginning with the first month of employment. Should the probationary employee be unsuccessful in paragraph 6.8completing his Probationary Period, any instalment(s) deducted on account of his Initiation Fee shall be returned to him. Otherwise, the appropriate official of BSO may recommend retention amount of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee ihstalment(s) deducted shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving be remitted to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit Union or an unrepresented employee receives a job classification change into a job classification Local Union within this bargaining unit, the employee shall serve a probationary period of six fifteen (615) months continuous employment from the effective date days of the job classification change; provideddate the probationary employee successfully completes his Probationary Period. After that, however, that bargaining unit employees who receive a job classification change to deductions will continue until the job classification end of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, period with remittances to the appropriate official of BSO may recommend retention union or a Local Union to be made by the Employer by the fifteenth (15th) of the bargaining unit employee within month following the new job classificationmonth in which the deduction was made. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving Working Dues go to the new job classification. Such reversion may not be appealed through Local for the grievance/arbitration procedureduration of the Probationary Period.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The A new employee who is appointed to a regular position must satisfactorily complete a probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit months. When an employee begins working is on probation as a paid full-new hire, the unit manager will use the CEPP to develop a plan and evaluate the employee’s performance. An initial probationary employee may be terminated at any time employeeduring probation. Such rejection is not a disciplinary action pursuant to Article 14 and may not be grieved.
6.3 Bargaining unit 1. Initial probationary employees shall have all rights under this MOU except in the job classification cases of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeessuspension, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained hereindemotion, or any disciplinary review process established by the Sheriff’s policy and procedures termination or as specifically excluded (SPMSee Article 14, Section 14).
6.5 2. A bargaining unit employeeregular employee who is promoted, during the probationary periodreclassified or demoted, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve another class must satisfactorily complete a probationary period of six (6) months months. The manager will use the CEPP to demonstrate the employee has successfully completed probation by giving the employee an overall rating of continuous employment from the effective date of ―Meeting or Exceeding‖ the job classification changerequirements. Bargaining unit employees, who are having performance issues during In cases where the probationary periodemployee does not meet the job requirements, including those they shall receive a ―Needs Improvement‖ as an overall rating. The regular employee who has received an overall rating of ―Needs Improvement‖ if appointed or promoted may need be demoted to have their his or her original class. A promotional probationary period may be extended for further evaluation, will be notified within a reasonable time of when any class to one (1) year. During the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of first six (6) months continuous employment from of a probationary period, the effective date employee may request a voluntary return to the class held prior to the promotion/reclassification. If the return to former class is approved, the employee will return to the same range and step held in the former class at the time of the job classification change; providedpromotion. For purposes of this Article, however, that bargaining unit employees ―regular employee‖ means an employee in a budgeted position who receive has completed a job classification change probation period for some class during his/her current period of District employment.
3. Employees reclassified to a new class who are found by the job classification of Child Investigative Specialist will be considered probationary until they District to have successfully completed the academy and they have successfully performed been performing the duties of a Child Investigative Specialist the new class for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said at least six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classificationmonths will not be placed in a probationary status. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasonsaddition, an employee may voluntarily retreat within ninety (90) days who is administratively transferred from a position in one class to another position in the previous position held prior same class does not need to complete a probationary period unless the job classification change as long as initial probationary period has not been concluded or it is requested by the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureAppointing Authority.
Appears in 1 contract
Sources: Memorandum of Understanding
Probation. 6.1 The probationary period (a) All new employees shall be regarded as an integral part on probation for the first ninety (90) calendar days of employment from the employment processfirst date of employment. It A probationary employee, who is not available to be scheduled for work for a period of time greater than seven (7) consecutive calendar days, shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to have his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period extended by the length of time the employee was not available to be scheduled for all new BSO work.
(b) Newly hired employees will be paid in accordance with the following:
(i) for the first three (3) months of employment, - seventy-five percent (75%) of the applicable classification wage rate contained in Appendix “A”; and
(ii) For the following nine (9) months of employment, – eighty- seven and one half percent (87.5%) of the applicable classification wage rate contained in Appendix “A”.
(iii) After reaching twelve (12) months of continuous employment from employees will receive one hundred percent (100%) of the date that the bargaining unit employee begins working as a paid full-time employeeapplicable classification wage rate contained in Appendix “A”.
6.3 Bargaining unit employees (c) The purpose of the probationary period is to determine the suitability of the employee for continued employment. The suitability of employment shall be within the Employer’s discretion, except that a decision to terminate a probationary employee will not be made in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereaftermanner that is arbitrary, discriminatory or in bad faith.
6.4 Prior (d) The Employer agrees to expiration provide a written performance evaluation to the probationary employee within three (3) days of his/her first sixty (60) days of employment, with a copy to the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: Shop Chairperson.
(e) If there is more than one (1) provide written retention probationary employee in a classification the majority of hours on a weekly basis shall be assigned based on the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event date of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM)hire.
6.5 (f) A bargaining unit employee, probationary employee does not have seniority during the probationary period, serves at . Upon the will and pleasure successful completion of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will the employee’s seniority shall be notified within a reasonable time calculated from the date of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert appointment to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 (g) In the event an that a probationary employee represented is terminated by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unitEmployer, the employee Shop Chairperson shall serve a probationary period of six (6) months continuous employment from be notified. Where the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time periodShop Chairperson is not available, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee Employer shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedurenotify another Shop ▇▇▇▇▇▇▇.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees 9.1 All newly hired or rehired EMPLOYEES will be serve a twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will month probationary period. Said probation may be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation extended up to an additional six (6) months (for a total of 18 months; or (3) in at the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the SheriffPolice Chief’s policy and procedures (SPM)discretion.
6.5 A bargaining unit employee, 9.2 At any time during the probationary period, serves period a newly hired or rehired EMPLOYEE may be terminated at the will and pleasure sole discretion of the Sheriff. AccordinglyEMPLOYER.
9.3 A newly hired or rehired EMPLOYEE shall earn vacation and sick leave benefits in accordance with the vacation and sick leave articles, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by but shall not be entitled to use earned vacation until the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use completion of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of first six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationemployment.
6.9 Upon the expiration of said 9.4 A promoted EMPLOYEE shall be granted a six (6) month time trial period to determine:
A. The EMPLOYEE’S ability to perform the job; and
B. The EMPLOYEE’S desire to remain on the job. ARTICLE X. SENIORITY
10.1 Seniority shall be determined by the EMPLOYEE’S length of continuous employment as a licensed peace officer with the Police Department and posted in an appropriate location.
10.2 During the probationary period, set forth in paragraph 6.8, a newly hired or rehired EMPLOYEE may be discharged at the appropriate official of BSO may recommend retention sole discretion of the bargaining unit employee within EMPLOYER. During the new job classificationprobationary period, a promoted or reassigned EMPLOYEE may be replaced in his previous position at the sole discretion of the EMPLOYER.
10.3 A reduction in the work force will be accomplished on the basis of seniority. In EMPLOYEES shall be recalled from layoff on the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee basis of seniority. An EMPLOYEE on layoff shall have the option opportunity to revert return to his/her former job classification as long as a vacancy existswork within two (2) years of the time of his layoff before any new EMPLOYEE is hired. Upon reverting to his/her former job classificationNotification shall be by certified letter, and upon receipt of, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee EMPLOYEE shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety fourteen (9014) days to the previous position held prior return to work.
10.4 Senior EMPLOYEES will be given preference with regard to transfers and promotions when the job classification change as long as relevant qualifications of EMPLOYEES are equal.
10.5 The Union consents to allow any employee in the previous position is within police supervisors union the right to come back into this bargaining unit, unit in the IUPA Supervisory Unit, event of demotion or layoff in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.said supervisors unit.
Appears in 1 contract
Sources: Labor Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards. Employees in a probationary status have no rights under this Agreement until the satisfactory completion of the probationary period.
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Investigative Specialist Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Investigative Specialist Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of this the time period the Sheriff set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 7.2, exclusive of a disciplinary or discharge action.,
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny regular employment permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, employees who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.. J:\Classification and Compensation\Union Negotiation Information\IUPA - Non Supervisory\2017\IUPA Professional 10.1.17 to 9.30. 2020 - Working Draft - 7.31.18.doc
Appears in 1 contract
Sources: Collective Bargaining Agreement
Probation. 6.1 The 14.01 Except as outlined below, new permanent full-time employees shall be considered probationary employees for the first three (3) months of their employment (for sales persons and part-time employees, the probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times months of employment).
14.02 The probationary periods referred to above may be extended with mutual agreement of the Employer and the Union.
14.03 Probationary employees shall have all the benefits of this agreement during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their except where specifically excluded elsewhere in the Agreement.
14.04 Upon successful completion of his/her probationary period extended for further evaluationperiod, benefits, depending on length of service, will be notified within computed from the date of hire.
14.05 New employees in the Press Department may be employed on a reasonable regular hire for a period of one (1) week for the purpose of familiarization with equipment and the plant in general. This time of when the performance issues become apparent. Bargaining unit employees will not be required applied to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationnormal probation period.
6.9 14.06 New pressmen hired as regular situation holders shall be considered probationary employees for the first thirty (30) days of their employment. Upon the expiration completion of said six (6) month time their probationary period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to will remain on the new job classificationpriority board with a start date from the first date of hire. Such reversion may Should they not successfully complete their probationary period, he/she will be removed from the board and will not be appealed through used by the grievance/arbitration procedureCompany in the future.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee 14.07 New pressmen and bindery employees not being hired as regular situation holders shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties employees for their first twenty (20) shifts worked or three months, whichever period is longer. Upon completion of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time their probationary period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to will remain on the new job classificationpriority board with a start date from the first date of hire. Such reversion may Should they not be appealed through the grievance/arbitration procedure.
6.12 Unless successfully complete their probationary period, he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to will be removed from the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee board and will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through used by the grievance/arbitration procedureCompany in the future.
14.08 Such employees shall have all the benefits of this agreement during their probationary period.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The 12.8.1 A permanent appointment is considered to be probationary for nine (9) months. When an APT member who holds a permanent position is appointed to another position within the scope of the Bargaining Unit, the University may waive some or all of the nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period shall is not waived, the APT member’s original position will be regarded as an integral part filled on a term basis for the duration of the employment processprobationary period. It shall be utilized for closely observing If the bargaining unit employee’s work and for securing APT member is not successful in the new position, the member has the right to revert back to the original position, or if their requests it, to the most effective adjustment of suitable position available. Should the new employee APT member not wish to his/her position, implement reversion rights and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeesno suitable position is available, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up member may elect to an additional six (6) months; or take a severance package as outlined in Article 30.4
12.8.2 At least every three (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, months during the probationary period, serves at the will APT member’s performance and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision progress shall be evaluated by the Sheriff involving any disciplinary actions appropriate Director or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be equivalent and discussed with the bargaining unit employeeAPT member. BSO will counsel The written evaluation shall become part of the bargaining unit employee on any concerns that may deny permanent status to said employeemember’s official personnel file.
6.8 In 12.8.3 At least one month prior to the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period expiration of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those the APT member’s performance will be reviewed by the appropriate Director or equivalent, who may need to have their will recommend one of the following:
a) that the appointment be made a permanent one; or
b) that the probationary period extended be extended, once, only for further evaluationa period of up to three (3) months. In such cases the recommendation must include the reasons for the extension, and the plan to address the areas of concern that will be notified within a reasonable time of when followed during the performance issues become apparent. Bargaining unit employees will not extension period; or
c) that the appointment be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationterminated.
6.9 Upon 12.8.4 At least one month prior to the expiration of said six (6an extended probationary period the APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following:
a) month that the appointment be made a permanent one; or
b) that the appointment be terminated.
12.8.5 If at any time period, set forth in paragraph 6.8during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the appropriate official of BSO may recommend retention of appointment will be terminated. Seven (7) days’ notice shall be given if the bargaining unit employee within incumbent has been in the new job classificationposition for less than fifteen (15) weeks. In If the event incumbent has been in the Sheriff fails to approve such retention and the employee is not terminated position for disciplinary reasonsfifteen (15) weeks or longer, the bargaining unit employee two weeks’ notice shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduregiven.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change 12.8.6 Prior to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention probationary period the Human Resources Department will notify the APT member in writing of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retentiondecision, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as with a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving copy to the new job classification. Such reversion may not be appealed through Chair of the grievance/arbitration procedureFaculty Association.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period f) Employees on layoff shall be regarded as an integral part contact the manager of the employment process. It shall be utilized Human Resources within three (3) days of such layoff to determine their status of recall.
g) A training and campaign summary for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new each employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from provided to the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit Union representative. Newly hired employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six two hundred and eighty (6280) hours worked, and shall have no seniority rights during this period. Upon completion of the probationary period, a new employee shall have his seniority dated back to his date of hire.
13.03 Seniority shall be on a Company-wide basis and mean an employeeís length of continuous service with the Employer. An employee shall maintain and accumulate seniority under the following conditions:
a) During any leave of absence due to sickness and accident, and during any period when the employee is in receipt of Compensation under the Workplace Safety and Insurance Board Act;
b) During any leave of absence authorized by the Employer;
c) While employed for the Employer after he has completed his probationary period, as set out in Article 14.01.
13.04 Seniority, once established for an employee, shall be forfeited and the employeeís employment shall be deemed to be terminated under the following conditions:
a) if he quits;
b) if he retires;
c) if he is discharged for just cause and not reinstated through the Grievance Procedure;
d) if he fails to report for duty after a layoff or leave of absence in accordance with the provisions of this Agreement;
e) if twelve (12) months have elapsed from the day of continuous employment layoff;
f) if he is absent from work for more than three (3) consecutively scheduled working days without notifying his or her Employer;
g) if he is absent from work for more than three (3) consecutively scheduled working days without an excuse satisfactory to the Employer for the period of absence.
a) The Employer will provide the Union with a copy of the seniority list as follows:
(i) One (1) month following the effective date of the job classification change. Bargaining unit Collective Agreement
(ii) Every three (3) months after the date in (i) above.
b) Copies of these seniority lists will be posted on the trade union bulletin boards.
c) The Employer will provide the Union with a list of all employees, who are having performance issues during the probationary periodevery three (3) months, including those who may need to have their probationary period extended for further evaluationmost recent address, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationphone number and postal code.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.813.06 When recalling an employee from layoff, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails Company will attempt to approve such retention and contact the employee is directly by making two (2) telephone calls to the employee and shall document each attempt. If the employee has not terminated for disciplinary reasonsbeen contacted directly in this manner, the bargaining unit Company shall attempt to notify the employee shall have the option to revert to his/her former job classification as long as a vacancy existsby registered mail. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unitbeing notified of his recall, the employee shall serve a probationary period be allowed five (5) working days to report for work and must contact the Employer by phone or by fax within two (2) working days of six (6) months continuous employment from such notice if he wishes the effective date of Employer to hold the job classification change; providedopen for him for the five (5) day period. In the meantime, howeverif an employee is recalled and is not immediately available for work, that bargaining unit other employees who receive a job classification change to the job classification of Child Investigative Specialist in seniority standing may be recalled, but will be considered probationary temporarily employed until the senior employee reports within the five (5) working day period as outlined. It shall be the employeeís responsibility to keep the Employer notified as to any change of his address or telephone number so that they have successfully completed will be up to date at all times. An employee that is waiting to be recalled, will contact the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafterCompany at least once as week.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of 13.07 An employee who is assigned to a position outside the bargaining unit employee shall be entitled to return to his former position within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classificationwithout loss of seniority, provided no one in the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureis displaced.
6.12 Unless he/she 13.08 Employees assigned to a temporary vacancy will be on the basis of the most senior employee from a lower rated classification from within the Company who is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days able to perform the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedurework.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall An Employee serve a probationary probation period of six (6) months commencing on the day of continuous employment from training. No Employee be requited to serve more thin one (1)probationary period. .OZ When a probationary might Attendant's performance is in question, the effective date Company advise the Attendant and the deficiencies and action to attention, and the Company also the Union. the months probationary period the Company reserves the sole right to make any decision regarding the retention or of the job classification changeprobationary Employee. Bargaining unit employeesTherefore, who are having performance issues any assessment of the Employee any decision to retain or the during the probationary periodmay not be or challenged, including those who unless such action is found to be discriminatory, in bad File The Company shall an Employee for each Employeewith a section ail documents related to employment Upon reasonable notice to the Company, an Employee may need review Employee in the presence of a or a member of the Human Resources Department The Employee also have the right to have their probationary period extended for further evaluationa Union representativepresent while reviews Employee Letters of counsel or discipline that are two (2) or more old not be considered any future assessment of an Employee, and such documents will be notified within a reasonable time removed the Employee’s In the event of when subsequentcounsel or correspondence of the performance issues become apparent. Bargaining unit employees will not same nature being placed on an Employee’s file the two (2)year period of the previous counsel or discipline documents placed an Employee’s file, the previous documents on Employee until the two (2) year period of the subsequent has elapsed Aircraft Grooming Employees be required to serve a probationary period if the job classification change is the result perform light grooming at station stops. However,at stops where groomers are Employees will be relieved of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention these duties. grooming shall of the bargaining unit employee within crossing of the new job classificationcollection of newspapers and refuse, and the collection of items. etc. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasonsabsence of groomers, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist attempts will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereaftermade to ensure an on time departure.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the 2.3.1 All new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a minimum probationary period of six (6) months following their appointment. All internal appointments are subject to a six-month performance review period, except for assimilations, redeployments and medical redeployments, which are covered by other arrangements.
2.3.2 Designated managers will ensure proper induction and will monitor and record progress in order to complete an assessment within five months of continuous employment from employees starting in their new post.
i) Regular meetings will be scheduled to:
a) set and inform the effective date probationer/inductee of requirements for performance, workload, deadlines and any appropriate departmental contacts;
b) provide supervision and feedback on performance and quality of work;
c) allow the manager and/or the probationer/inductee to identify and consider any issues, areas of concern and/or needs at the earliest possible stage.
ii) Other than normal supervision sessions, probationers/inductees have the right to be accompanied by a trade union representative or colleague at all stages of the job classification changeprocedure.
2.3.3 A probationary period may be terminated for unsatisfactory behaviour and/or performance within six months. Bargaining unit employees, If there have been any periods of absence by the employee or following action under the probationary staff work review procedure this may be extended beyond six months (subject to a maximum of twelve months in total). Extensions are offered as an alternative to withdrawal of the offer of employment and are conditional on an agreement being made between the probationer and the designated manager before the end of the initial six months.
2.3.4 New employees who are having serving a probationary period will be subject to the minimum statutory notice period until confirmed in post at which time the appropriate contractual notice period will apply.
2.3.5 The procedures relating to probation and performance review are set out in part 3, para 2.3.
2.3.6 A probationary review hearing will be held to deal with any issues of misconduct or unacceptable performance arising during the probationary period, including those probation period or a probationer who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required confirmed in post at the end of the probation period. This includes the right to:
i) be given full details of the issues of poor performance/behaviour;
ii) written notice to serve attend and put their case to a probationary period formal probation review hearing chaired by the designated manager to consider these issues;
iii) be accompanied by a trade union representative or colleague.
2.3.7 All new employees have the right of appeal to a higher level of management as set out in part 3, paragraph 2.7 if the job classification change their probation is the result of bumping (as outlined not successful.
2.3.8 The timescales set out in the layoff article) or reclassificationprocedure will be adhered to unless varied by agreement of the parties in each individual case.
6.9 Upon 2.3.9 Issues of poor performance and/or behaviour relating to inductees during a performance review period will be dealt with using the expiration Disciplinary and Work Review Procedure (para 15). This will be initiated at stage 2 of said six (6) month time period, set forth in paragraph 6.8, that procedure if related to a failure to meet the appropriate official required level of BSO may recommend retention performance at the end of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduresix-month performance review period.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the A new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will employee shall be considered on probation until he has completed three (3) continuous months of work. Upon completion of the probationary period, he shall be credited with seniority equal to three (3) months. With the consent of the Employer and a representative of the Local Union such probationary period may be extended. A new regular part-time, weekend and casual employee shall be considered on probation until they have successfully he has completed pretwo hundred and fifty (250) hours of work. Upon completion of the probationary period, he shall be credited with seniority equal to two hundred and fifty (250) hours. With the consent of the Employer and a representative of the Local Union such probationary period may be extended. Full-time employees will accumulate seniority on the basis of their continuous length of service training with Soulard Janitorial Management Services Limited at the Ottawa General Hospital from their last date of hire. Regular part-time, weekend and have successfully performed casual employees will accumulate seniority on the duties basis of a Child Protective Investigator one (1) year’s seniority for each hours worked with Soulard Janitorial Management Services Limited at the Ottawa General Hospital from their last date of hire. Employees shall lose their seniority and be deemed terminated: upon resignation or retirement; upon termination of employment not reversed under the arbitration procedure; when absent for twelve (12) consecutive months thereafter.
6.4 Prior to expiration or more on account of accident or sickness; this period may be extended by agreement of the time period set forth in paragraph 6.2 for newly hired employeesEmployer, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention Union and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as employee; after a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period lay-off of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon months; if absent from scheduled work for a period of three (3) more consecutive working days without notifying the expiration Employer of said six such absence and providing to the Employer a satisfactory reason; fails to return to work upon termination of an authorized leave of absence without providing a satisfactory reason or utilizes a leave of absence for purposes other than that for which it was granted; fails to return to work within seven (67) month time periodcalendar days after having received notice of recall unless a reason satisfactory to the Employer is given. A seniority list shall be compiled by the Employer showing the seniority and the address of employees. These seniority lists shall be updated and two (2) copies furnished to the Union on January and June of each year. The seniority list shall be in alphabetical order. The Employer shall furnish to the Union each month, a copy of the names of new bargaining unit employees showing their names, date of hiring, address and classification. As well, the appropriate official Employer shall furnish to the Union the names and date or departure of BSO may recommend retention of the bargaining unit employees whose service has been terminated. The Employer shall also include the names of any employee within the new job classification. In the event the Sheriff fails to approve retentionwho has been transferred between classifications, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureif any.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 16.01 Prior to expiration of the time period set forth in paragraph 6.2 for being appointed a Regular Employee, a newly hired employees, the Sheriff Employee shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall first serve a probationary period of six five-hundred and three point seven five (6503.75) months of continuous employment from regular hours worked. If such an Employee is unsatisfactory in the effective date opinion of the job classification changeEmployer, such Employee may be dismissed or his employment terminated, in writing, at any time during the probationary period without cause, and such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step IV. Bargaining unit employees, who are having performance issues A decision at Step III of the grievance procedure shall be final and binding on the Parties and all interested persons. Employees will be kept advised of their progress during the probationary period.
16.02 If a probationary Employee is promoted or transfers to another classification, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not they shall be required to commence and serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six five-hundred and three point seven five (6503.75) months regular hours worked.
16.03 A Regular Employee's current period of continuous employment from service with the effective date Employer as a Temporary Employee shall be counted toward the probationary period required in Clause 16.01, if appointed without interruption or break in service to a regular position provided that such service occurs in the same Department and within the same classification as such regular position.
16.04 By mutual agreement in writing between the Union and the Employer, the probationary period may be extended up to a maximum of five-hundred and three point seven five (503.75) regular hours worked. During the extended period, and if in the opinion of the job classification change; providedEmployer, howeverthe Employee is found to be unsatisfactory, that bargaining unit employees who receive a job classification change such Employee may be dismissed or his employment terminated, in writing, at any time during the extended period without cause. Such dismissal or termination of employment may be subject to the job classification grievance procedure except that it shall not be the subject of Child Investigative Specialist Arbitration at Step IV. A decision at Step III of the grievance procedure shall be final and binding on the Parties and on all interested persons. An Employee will be considered probationary until they have successfully completed kept advised of his progress during the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving extension to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureprobationary period.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 The probationary period A. New employees hired in a permanent position other than substitutes and temporary help shall be regarded as an integral part of the employment processconsidered a probationary employee for sixty (60) actual working days in their job assignment. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new When a permanent employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during completes the probationary period, serves at said employee shall be entered on the will seniority list and pleasure seniority shall date from the day sixty (60) working days prior to the date he/she completed the probationary period.
B. The probationary period may be extended for any absences or recess time of the Sheriffemployee during that period by the number of said absences (i.e. summer-winter recess). Accordingly, Further a maximum of thirty (30) additional workdays may be extended if the Board determines additional training is necessary.
C. There shall be no seniority among probationary or temporary employees. A probationary employee shall have no security status in the classification and may neither grievebe discharged any time during the probationary period if, nor otherwise challenge by any other available in the opinion of the District, performance is not satisfactory. Such action shall not be subject to the grievance procedure, except as provided in section F. of this Article.
D. When more than one (1) employee is hired on the same day, seniority will be determined by casting lots.
E. New employees are not eligible for any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times fringe benefits during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event Upon completion of a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the satisfactory probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve be entitled to all benefits of a probationary period of six (6) months continuous employment regular employee. Seniority, vacation and leaves with pay shall be credited from the effective date of hire, and shall accrue based upon the individual’s employment classification and hours, if applicable.
F. The Association shall represent probationary employees for the purposes of collective bargaining in respect to rates of pay, wages and hours of employment, except discharged and disciplined employees for other than Association activity shall not be subject to the grievance procedure.
G. Newly hired employees may receive up to three (3) years’ credit on the wage schedule for their job classification change; provided, however, that bargaining unit employees who receive for prior experience in a job classification change that is related to the job classification of Child Investigative Specialist will be considered probationary until for which they have successfully completed are hired. At the academy and they have successfully performed the duties of time a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time periodnew employee is hired, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to Executive Director for Personnel or his/her former job classification within designee shall review with the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to employee his/her former job classification, the bargaining unit employee will receive the wages prior related experience and benefits he/she received prior to moving shall make a determination about wage schedule credit. A written statement of such review and determination shall be sent to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureAssociation when a final decision is made.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Probation. 6.1 14.1.1 Employees appointed to the entry level class of Police Officer shall be placed on probationary status for eighteen months. Employees appointed to the class of Police Officer who possess a valid basic P.O.S.T. certificate shall be placed on probation for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee.
14.1.2 Employees appointed or promoted to the Sergeant classification shall be placed on probationary status for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee.
14.1.3 The probationary period shall be regarded as an integral considered a part of the employment processexamination and selection process and shall not include time served under any limited service or provisional appointment, but shall begin on the date of appointment to the Police Officer or Sergeant classification after certification.
14.1.4 Leaves of absence or assignments out of the classification totaling more than 30 calendar days, for any reason, shall not be counted toward completion of the probationary period. It The probationary period will be extended the equivalent amount of any leave of absence exceeding 30 calendar days.
14.1.5 During the probationary period, the employee may be rejected by the Chief of Police at any time without right of appeal or hearing, unless required by law.
14.1.6 An employee rejected during the probationary period from a position to which the employee has been promoted shall return to the position and status from which the employee was promoted, unless the reason for rejection would have been sufficient to cause dismissal from the former position as well. In such case, the employee shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee entitled to his/her position, and for separating bargaining unit employees whose performance does not meet the required standardsappeal dismissal as provided in this MOU.
6.2 The standard 14.1.7 Employees who successfully complete their probationary period for all new BSO employees will be twelve (12) months of continuous employment and who resign and are subsequently reinstated from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they reinstatement list shall have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or month probationary period. Newly appointed probationary employees who are on a leave status in excess of three (3) in the event of the Sheriffs failure months shall commence a new probationary period upon return to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM)work.
6.5 A bargaining unit employee, 14.1.8 Where the probationary employee has performed satisfactorily during the probationary period, serves at the will and pleasure Chief of Police shall recommend to the Sheriff. Accordingly, a Human Resources Department in the final probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unitevaluation report, that bargaining unit the employee be considered for permanent appointment to the applicable classification. Employees who have not performed satisfactorily shall serve a probationary period of six (6) months of continuous employment from either be rejected pursuant to paragraph 14.1.5, or the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required pursuant to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationparagraph 14.1.2.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Memorandum of Understanding
Probation. 6.1 12.1.1 Employees appointed to the entry level class of Police Officer shall be placed on probationary status for eighteen months. Employees appointed to the class of Police Officer who possess a valid basic P.O.S.T. certificate shall be placed on probation for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee.
12.1.2 Employees appointed or promoted to the Sergeant classification shall be placed on probationary status for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee.
12.1.3 The probationary period shall be regarded as an integral considered a part of the employment processexamination and selection process and shall not include time served under any limited service or provisional appointment, but shall begin on the date of appointment to the Police Officer or Sergeant classification after certification.
12.1.4 Leaves of absence or assignments out of the classification totaling more than 30 calendar days, for any reason, shall not be counted toward completion of the probationary period.
12.1.5 During the probationary period, the employee may be rejected by the Chief of Police at any time without right of appeal or hearing.
12.1.6 An employee rejected during the probationary period from a position to which the employee has been promoted shall return to the position and status from which the employee was promoted, unless the reason for rejection would have been sufficient to cause dismissal from the former position as well. It In such case, the employee shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee entitled to his/her position, and for separating bargaining unit employees whose performance does not meet the required standardsappeal dismissal as provided in this MOU.
6.2 The standard 12.1.7 Employees who successfully complete their probationary period for all new BSO employees will be twelve (12) months of continuous employment and who resign and are subsequently reinstated from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they reinstatement list shall have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or month probationary period. Newly appointed probationary employees who are on a leave status in excess of three (3) in the event of the Sheriffs failure months shall commence a new probationary period upon return to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM)work.
6.5 A bargaining unit employee, 12.1.8 Where the probationary employee has performed satisfactorily during the probationary period, serves at the will and pleasure Chief of Police shall recommend to the Sheriff. Accordingly, a Human Resources Department in the final probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unitevaluation report, that bargaining unit the employee be considered for permanent appointment to the applicable classification. Employees who have not performed satisfactorily shall serve a probationary period of six (6) months of continuous employment from either be rejected pursuant to paragraph 12.1.5, or the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required pursuant to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassificationparagraph 12.1.2.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Memorandum of Understanding
Probation. 6.1 9.01. A new employee who is working in the Training Period of their position will be hired as a Temporary Employee. The probationary period shall be regarded as an integral part duration of the employment processtemporary appointment will not exceed three (3) months after the date of hire. It shall During the Training Period, the employee will be utilized for closely observing evaluated based on entry level criteria as established by the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit company. New employees whose performance does who do not meet the required standardsrequirements of service during the Training Period may be terminated at any time. This termination will not be subject to Article 16 of this Collective Agreement.
6.2 9.02. Following the successful completion of the Training Period, an employee will achieve permanent status without a break in service, subject to completion of the probationary period. The standard normal probationary period for all new BSO employees will be twelve be: • Four (124) months of continuous employment from the date that the bargaining unit employee begins working as a paid for full-time employeeemployees; or • Six hundred and ninety-three (693) regular hours worked for part-time employees. For these employees, seniority will be determined pursuant to Clause 13.01.
6.3 Bargaining unit employees in 9.03. Under extenuating circumstances, the job classification Union and the Company may mutually agree to extend the employee’s probationary period.
(a) An employee should not suffer a loss of Child Protective Investigator pay if it is necessary to extend their probationary period for reasons unrelated to their performance. When an employee completes their probationary period, their pay increment will be considered probationary until they retroactive to the date the employee would normally have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafterreceived their increment.
6.4 Prior to expiration (b) In the event that the normal probationary period is extended, the employee and the Union will be advised of the time period set forth in paragraph 6.2 for newly hired employees, Company’s reasons. The affected employee will receive a copy of their written performance appraisal upon request.
9.04. New employees who do not meet the Sheriff shall either: (1) provide written retention requirements of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the period will and pleasure of the Sheriffbe terminated. Accordingly, If a probationary new employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in is terminated during their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees the termination may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate be grieved up to the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date conclusion of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention formal review level of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureDispute Resolution Process.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 8.01 The probationary period shall be regarded as of an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does will not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) exceed 6 months of continuous employment from work, after the initial commencement date of employment, unless extended by the Employer for up to 3 additional months, for reasons that are outlined in writing to the bargaining unit employee begins working as a paid full-time employee, the Union and Employee Relations.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during 8.02 During the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, Employer (in consultation with Employee Relations) may dismiss a probationary employee. The employee will receive 5 working days’ written notice if his/her period of employment is greater than 3 months but less than 6 months.
(a) An employee who has completed his/her probationary period and transfers or is promoted, will have a trial period of 3 months, which may neither grieve, nor otherwise challenge by any other available procedure, any decision be extended by the Sheriff involving any disciplinary actions or dischargeEmployer for another 3 months for reasons that are outlined in writing to the employee, the Union and Employee Relations. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary this trial period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasonsdeemed unable to perform the duties of the new position satisfactorily, s/he will be reverted to the bargaining unit former position.
(b) If another employee shall have the option to revert is subsequently affected by such reversion, s/he will be reverted to his/her former job classification as long as position.
(c) Where a vacancy exists. Upon reverting to temporary employee appointed for or employed 12 months or less is affected by such reversion, s/he will be laid off, unless the former position is vacant and available.
8.04 Where a temporary employee becomes a regular employee in the same position with no break in appointment and has not completed his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official probationary period will be reduced by the number of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long months completed as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration proceduretemporary employee.
6.12 Unless he/she is terminated for 8.05 No trial period will be requir ed on disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedureinvoluntary demotion.
Appears in 1 contract
Sources: Operating Agreement
Probation. 6.1 The 14.01 Prior to being appointed a Regular Employee, a newly hired Employee shall first serve a probationary period of five-hundred and three point seven five (503.75) regular hours worked, exclusive of training. If such an Employee is unsatisfactory in the opinion of the Employer, such Employee may be dismissed or his employment terminated, in writing, at any time during the probationary period without cause and without notice or pay in lieu of notice except as may be provided by the provisions of the Alberta Employment Standards Code. Such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step IV. A decision at Step III of the grievance procedure shall be regarded as an integral part of final and binding on the employment processParties and all interested persons. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees Employees will be twelve (12) months kept advised of continuous employment from their progress during the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless period. If there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, are deficiencies during the probationary period, serves at the will Employer shall provide written evaluation to the Employee and pleasure where possible, provide the Employee an opportunity to correct them, prior to the completion of the Sheriff. Accordingly, probationary period.
14.02 If a probationary employee Employee is promoted or transfers to another classification, they shall be required to commence and serve a new probationary period of five- hundred and three point seven five (503.75) regular hours worked.
14.03 A Regular Employee's current period of continuous service with the Employer as a Temporary or Casual Employee shall be counted toward the probationary period required in Clause 14.01, if appointed without interruption or break in service to a regular position provided that such service occurs in the same Department and within the same classification as such regular position.
14.04 By mutual agreement in writing between the Union and the Employer, the probationary period may neither grievebe extended up to a maximum of five-hundred and three point seven five (503.75) regular hours worked. During the extended period, nor otherwise challenge by and if in the opinion of the Employer, the Employee is found to be unsatisfactory, such Employee may be dismissed or his employment terminated, in writing, at any other available procedure, any time during the extended period without cause. Such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step IV. A decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use at Step III of the grievance procedure contained in Article 7 to resolve only a contractual grievance through shall be final and binding on the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary periodParties and on all interested persons. All performance evaluations An Employee will be discussed with kept advised of his progress during the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status extension to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
Appears in 1 contract
Sources: Collective Agreement
Probation. 6.1 All new employees shall be on probation until they have worked ninety (90) workdays**. Employees shall only be required to serve one (1) probationary period with the district should they be re-hired to the same classification (except transportation, who shall only return within the same school year, without seniority to the goth day pay step if they have maintained required certification). For the purpose of this section only, any part of a day worked shall count as a workday including being paid to attend required training. During the probationary period the employee may be laid off or terminated for any reason or no reason at the sole discretion of the Employer. A performance conference between the probationary employee and his/her immediate supervisor will be held within the probationary period. Probationary employees shall not be entitled to insurance benefits, to use paid leave days, to receive pay for holidays, however, upon completion of their probationary period the employees will be credited the paid leave days (excluding holidays) from the date of initial employment. The crediting of paid leave days shall be prorated for employees starting mid-year. Employees, at the beginning of their probationary period, will be furnished with a packet of materials from central office that will help facilitate a successful probationary period for them. These materials could include: classification handbooks, a copy of the contract, information and opportunities regarding the Hepatitis B vaccination process, appropriate job-related Board policies and a copy of any work rules that apply to their employment with the district. At the conclusion of the probationary period, the Employer will furnish the employee with a copy of the Master Agreement and applications for insurance benefits. **If a substitute driver has worked at least 90 days for the district (prior to being placed in a full time position as a "permanent employee"), then said driver's probationary period for a bus driver position shall be reduced to sixty (60) days and all entitlements related to completion of the probationary period shall be regarded as an integral part granted at that time. If a driver or sub driver from another school district or employer has at least five year (5) or more of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employeesdriving experience, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of six thirty (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (9030) days to for insurance purposes only, but for seniority and salary schedule purposes these employees shall not accrue seniority until the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure91st day of employment.
Appears in 1 contract
Sources: Master Agreement
Probation. 6.1 The probationary period first five hundred (500) hours of employment for every apprentice shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards
6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee.
6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter.
6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM).
6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action.
6.6 During the initial probationary period, no employees may request a voluntary transfer.
6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations During this probationary period the Apprentice agreement may only be cancelled by the company after advising the union. The registration agencies shall be advised of the cancellation. Hours of Work Apprentices shall work the same hours and be subjectto the same conditions regarding overtime rates as the journeymen employed by the Company. In case an apprentice is required to work overtime he shall receive credit on the term of apprenticeship for only the actual hours of work. Apprentices shall be paid a progressively increasing schedule as follows thousand hours not less than of the journeyman rate 2nd thousand hours not less than of the journeyman rate 3rd thousand hours not less than of the journeyman rate 4th thousand hours not less than of the journeyman rate 5th thousand hours not less than of the journeyman rate 6th thousand hours not less than of the journeyman rate 7th thousand hours not than of the journeyman rate 8th thousand hours not less than of the journeyman rate The Apprentice shall also receive all cost of living increasesthat are accorded all otherplant employees. Hours spent in classroom instruction shall not be considered hours of work in computing overtime. Apprentices who are given credit for previous experience shall be paid, upon receiving such credit, the wage rate for the period to which such credit advances them. This shall not be retroactive. Credit for prior experience may only be given by the company aftera recommendation by the committee. When an apprentice has completed hours of training, he is to receive not less than the minimum rate of the skilled journeyman in the trade in which he has served his apprenticeship., provided an opening exists and he is selected for employmentas If the apprentice is required to attend school during his regular shift, the company will pay for hours missed on his regular shift at his regular rate. Academic Training Apprentices are required as a condition of apprenticeship to receive and attend classroom instruction at or similar school. Credit for time spent in academictraining is given in the calculation of hours of apprenticeship served and shall be applied to the total period. A refund tuition fee will be discussed with made to the bargaining unit employee. BSO will counsel apprenticeprovided attends at least of the bargaining unit employee on any concerns that may deny permanent status to said employee.
6.8 In classes during the event a current bargaining unit employee season and receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period passing grade. The apprentice must provide proof of six (6) months of continuous employment from the effective date of the job classification change. Bargaining unit employees, who are having performance issues during the probationary period, including those who may need to have their probationary period extended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification.
6.9 Upon the expiration of said six (6) month time period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter.
6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.
6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the job classification change as long as the previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure.attendance at school
Appears in 1 contract
Sources: Collective Agreement