Common use of Probation Clause in Contracts

Probation. Respondent’s salon license shall be placed on probation for a period of twelve months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license may be issued. During the probationary period, the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license shall be placed on probation a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a period of twelve months from the execution date of this Agreementprobationary appointment. ii. The execution date probationary period is that date which accompanies to provide an opportunity for the Board Chairperson’s signatureCollege to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Upon Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the Board’s approval first year of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary license faculty member may be issuedterminated without cause upon the expiry of the two-year probationary period. During A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the Respondent probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall comply with be offered a regular position three months prior to the following terms:expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) The Respondent shall comply with all relevant statutes and administrative rules in year of the course probationary period must consist of its operations as continuous employment. viii. Where a nail technology salon. Within its salonprobationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the Respondent shall only permit nail technology services to probationary period will be performed by persons who are properly licensed extended by the State length of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardssuch leave, or until the end of a semester, whichever is greater. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail techniciansix. The quarterly employee reports shall Personal leaves of absence without pay will not ordinarily be typewritten and shall attest granted to the following information for each and every person who performed nail technology services within the Respondent salon faculty members during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licensetheir probationary period. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent(a) For newly hired employees, the probationary period shall be: i) four hundred and five (405) hours worked for full-time employees; ii) four hundred and five (405) hours worked or six (6) calendar months, whichever occurs first, for regular part-time employees; and, iii) four hundred and five (405) worked or eight (8) calendar months, whichever comes first, for casual part-time employees. The parties recognize that ongoing feedback about the nurse’s salon license 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 placed on probation 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 period right under this Agreement. Where the Employer requests an extension of twelve months from the execution probationary period, it will provide notice to the Union at least seven (7) calendar days prior to the expected date of expiration of the initial probationary period. It is understood and agreed that any extension to the probationary period will not exceed an additional (30) thirty tours worked and, where requested, the Employer will advise the nurse and the Union of the basis of such extension with recommendations for the nurse’s professional development. (b) The release of a probationary employee for reasons based on performance and ability to do the 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 execution Manor agrees to provide written 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 that date which accompanies the Board Chairperson’s signatureeffected. Upon notification of the Board’s approval of this Agreement, the Respondent Such grievance shall immediately remit its salon license certificate be treated as a special grievance as set out below. The Manor agrees to provide written reasons within seven (7) calendar days to the Board so affected employee in the case of discharge or suspension and further agrees that a probationary license may be issued. During the it will not suspend, discharge or otherwise discipline an employee who has completed her/his probationary period, 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 Respondent shall comply employee with the following termsManor at Step No. 3 within seven (7) calendar days after the date the discharge or suspension is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by: (1i) The Respondent shall comply with all relevant statutes and administrative rules confirming the Manor's action in dismissing the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards.employee; or (2ii) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of reinstating the employee who performed nail technology services b) The license number with or without loss of seniority and expiration date with or without full compensation for the employee’s Iowa cosmetology and/or nail technology licensetime lost; or iii) by any other arrangement which may be deemed just and equitable. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license shall a) A newly hired full-time Employee may be placed considered to be on probation for a period of twelve no more than six (6) months from the execution 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 start 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 AgreementAgreement except with respect to discharge. The execution date is that date which accompanies employment of an Employee may be terminated at any time during the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate probationary period without recourse to the Board so Grievance Procedure by the Employee provided that a probationary license may be issuedthe provisions of Clauses 11.01 and 13.01 (e) are followed. During After completion of the probationary period, the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports seniority shall be typewritten and shall attest to effective from the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s last date of hire. de) If applicableEmployees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the employee’s date of termination. The failure end of the Respondent salon probationary period. ii) Part-time Employees shall be evaluated prior to provide complete the end of their probationary period. f) The Union and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections Employee will be advised of the Respondent salon. evaluation process three (3) Upon days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of the Boardpay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the owner of probation period will recommence upon the Respondent establishment shall appear before the Board Employee’s return to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionswork.

Probation. Respondent’s salon license ‌ 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be placed on probation for subject to a period of twelve months from the execution date of this Agreementprobation. The execution date regular period of probation shall be one (1) 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 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 due to a lengthy illness or injury during his/her probationary period, said employee’s probationary status may be extended beyond the 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 employee shall be granted regular status in the classification in which the probationary period is served. Except that date which accompanies employees in the Board ChairpersonCustomer 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 signature. Upon notification 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 Board’s approval of this Agreementappointing authority, the Respondent shall immediately remit its salon license certificate to appropriate Department Head may reject the Board so that a probationary license may be issued. During probationer at any time during the probationary period, the Respondent . Such rejections shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services not be subject to review or appeal unless such rejection is alleged to be performed by persons who are properly licensed by contrary to the State provisions of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsthis MOU. (2) The Respondent shall file quarterly reports with 25.2.1 An employee rejected during the Board listing the salon’s nail technicians. The quarterly employee reports probationary period from a position to which he/she has been promoted or transferred shall be typewritten and shall attest returned to the following information classification in which he/she has regular status unless the reasons for each and every person who performed nail technology his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee shall be retained beyond the end of the probationary period only if the appropriate Department Head affirms that the services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licensehave been found to be satisfactory. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license shall be placed on probation for a period of twelve months from the execution date 15.1 The provisions of this Agreement. The execution date is that date which accompanies 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 Board Chairperson’s signature. Upon notification time of the Board’s approval 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 Respondent initial four years of the continuing appointment shall immediately remit its salon license certificate 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 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 Board so expiration of their probationary period indicating that a either the probationary license may period has been successfully completed, or that the probationary period has not been successfully completed and the appointment shall be issuedterminated. During In the latter case the reason for termination shall be stated in the written notice. An employee who does not receive such notice within the period specified shall be deemed to have successfully completed the probationary period. 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 probationary period, OUC may terminate the Respondent appointment with at least one month's written notice. This notice shall comply with state the following terms:reason for the termination. (1) The Respondent shall comply with all relevant statutes and administrative rules 15.8 With the exception of clause 15.9, if an employee on a term appointment is subsequently offered a continuing appointment, service in the course term appointment shall count as credit to a maximum of its operations one year toward the probationary period of the continuing appointment provided that at least one evaluation has taken place during the term appointment. 15.9 Service as a nail technology salon. Within its salon, research associate shall not contribute toward the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month probationary period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionssubsequent employment.

Probation. Respondent’s salon license 33.1 The probationary period shall be placed on probation regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit member's work and for securing the most effective adjustment of the new bargaining unit member to his/her position. 33.2 During a bargaining unit member's probationary period, he/she serves in the position of Lieutenant at the will and pleasure of the Sheriff. Accordingly, a probationary bargaining unit member who has been promoted may not grieve, or otherwise challenge by any other available procedure, any decision involving, demotion to his/her former position., 33.3 During the initial probationary period, no bargaining unit member may request a voluntary transfer. 33.4 The Sheriff may evaluate the performance of bargaining unit members up to four (4) times per six (6) months during their probationary period. Any such evaluation may be discussed with the bargaining unit member and the bargaining unit member will be counseled as to any problems that may reasonably cause him/ber not to be granted permanent status. 33.5 In the event a bargaining unit member was promoted from a lower law enforcement rank to Lieutenant, that bargaining unit member shall serve a probationary period of twelve six (6) months of continuous employment from the execution date of this Agreementpromotion. The execution date is that date which accompanies Effective immediately upon promotion, the Board Chairperson’s signaturebargaining unit member will receive no less than the basic rate of pay for Lieutenant. Upon notification Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his/her former classification with no loss of previous seniority. If the bargaining unit member chooses to remain in the position of Lieutenant, and does not voluntarily "retreat" to his/her former rank, upon the expiration of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license may be issued. During the six (6) month probationary period, the Respondent shall comply with Sheriff may recommend retention of the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in bargaining unit member as Lieutenant. In the course of its operations as a nail technology salon. Within its salonevent the Sheriff fails to approve retention, the Respondent bargaining unit member shall only permit nail technology services automatically revert to his/her former position, without loss of (previous) rights or benefits. Such reversion may not be performed by persons who are properly licensed by appealed through the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsgrievance/ arbitration procedure. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license 19.1 Employees appointed from eligibility lists, reinstated employees, and employees reassigned, according to the Vocational Rehabilitation Administrative Regulation, shall be placed on probation for subject to a period of probation. The regular period of probation shall be twelve (12) months from with the execution exception of the Firefighter I classification, which shall have a regular period of probation which begins on the date of this Agreement. appointment and ends twelve (12) months after completion of recruit training. 19.1.1 In the event an employee 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 regular period of probation in the amount of one complete bi-weekly pay period for each complete bi-weekly pay period assigned to light duty status or is absent due to such illness or injury. 19.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 19.2 The execution date is that date which accompanies work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreementappointing authority, the Respondent shall immediately remit its salon license certificate to Fire Chief may reject the Board so that a probationary license may be issued. During probationer at any time during the probationary period, the Respondent . Such rejections shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as not be subject to review or appeal unless such a nail technology salon. Within its salon, the Respondent shall only permit nail technology services rejection is alleged to be performed by persons who are properly licensed by contrary to the State provisions of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsany state or federal laws. (2) The Respondent shall file quarterly reports with 19.2.1 An employee rejected during the Board listing the salon’s nail technicians. The quarterly employee reports probationary period from a position, to which he/she has been promoted or transferred, shall be typewritten and shall attest returned to the following information classification in which he/she has regular status unless the reasons for each and every person who performed nail technology his/her failure to complete his/her probationary period would be cause for dismissal, in which case the formal disciplinary process required by ARTICLE 23 - SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL shall be followed. 19.3 An employee shall be retained beyond the end of the probationary period only if the Fire Chief affirms that the services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licensehave been found to be satisfactory. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license shall be placed on probation for a period of twelve months from 24.1 After the execution 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 execution date probationary term starts on the first day the Employee starts work in the position for which a probationary term is that date which accompanies required to be served. 24.3 An Employee's probationary term may be extended once for another 26 week period to a total of 52 weeks upon the Board Chairperson’s signature. Upon notification prior approval of the Board’s Managing Director of the Division in which the position belongs and the approval of this Agreementthe Executive Director or his designee. 24.4 If the probationary Employee's job performance is unsatisfactory, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license their appointment may be issued. During terminated at any time after eight weeks and before completion of the probation period. 24.5 If the probationary Employee's conduct is unsatisfactory, their appointment may be terminated at any time during the probationary period. 24.6 If a probationary Employee is absent from their position because of an approved leave greater than a total of five days, the Respondent probationary period's minimum and maximum periods shall comply be extended by the period(s) of such approved leave(s). 24.7 Unapproved leaves by a probationary Employee shall be considered as time served in the probationary period. 24.8 An Employee serving a probationary period shall not be covered by Article 21: Discipline, or Article 26: Job Security of this Agreement with respect to the following termsprobationary position. Additionally, an Employee serving a probationary period shall not be covered by the provisions of Article 20: Contract' Grievance for matters related to their probationary performance. 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be entitled to return to the former position: (1) The Respondent shall comply with all relevant statutes and administrative rules in a. If the course Employee requests such reinstatement within the first eight weeks of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by probationary period; or b. If the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsAuthority determines that the Employee will not satisfactorily complete probation. (2) The Respondent 24.10 A probationary Employee shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable receive written 'notice of the date, time, and place for any requested appearance. The Respondent agrees fact that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionshe or she has not satisfactorily passed probation.

Probation. Respondent’s salon license 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 placed 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 employee’s probationary period. C. A probationary employee may be terminated from employment at any time during the 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 complete probationary period for the new classification beginning with the date of appointment to the higher classification. 1. An employee who fails probation following a promotion shall be reinstated to the previous lower classification position from which the employee was promoted. If the cause for not passing probation was sufficient grounds for termination the employee shall be subjected to termination without reinstatement to the lower classification. 2. If an employee reverts to 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 Department Director, for a period not to exceed an additional six (6) months of twelve months from actual and continuous service. 1. An extension of probation shall be made only if the execution date of this Agreementinitial probationary term has not expired. 2. The execution date is If the City Manager determines that date which accompanies the Board Chairperson’s signature. Upon notification probationary period should be extended, the probationary employee shall be given notice in writing prior to the expiration of the Board’s approval of this Agreementoriginal probationary period with a written work Performance Plan to assist the employee in understanding their job duties they still are inefficient in completing. 3. If probation is extended, the Respondent no merit increase shall immediately remit its salon license certificate to the Board so that a probationary license may be issued. During granted until the probationary period, the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsperiod is completed. (2) The Respondent shall file quarterly reports F. An employee on probation can request at any time a meeting with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten their supervisor to get a verbal update about their performance and shall attest to the following information for each and every person who performed nail technology services request a City available training within the Respondent salon during the three month period immediately preceding the report: a) The name scope of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licenseduties to help address areas where improvement is needed. Approval of the training is within the sole discretion of the Director of Public Works. c) The employee’s date G. Any certifications and/or license requirements of hire d) If applicable, a probationary employee required to be achieved before the employee’s date end of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information probationary period will be provided in writing with any required deadlines (which may include the quarterly job classification) at the start of their probationary period. An employee reports through an examination may request from their supervisor or the Department Director a list of Board recordsCity-approved classes, by interviewing persons listed as salon employeescourses, or by conducting unannounced inspections of and workshops for achieving the Respondent saloncertifications and/or licenses. (3) Upon request of H. Probationary employees may use the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance grievance procedure in accordance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsArticle 35 - Grievance.

Probation. Respondent’s salon license shall 1. Any non-provisional employee whose services have been judged unsatisfactory based on the evaluation criteria may be placed on probation for a period by the Superintendent no later than February 1st of twelve months from any school year and continuing until May 1st of the execution date of this Agreementsame school year. The execution date probationary period will be sixty school days in length. Days may be added if deemed necessary to complete a program for improvement and to evaluate the probationer’s performance, as long as the probationary period is that date which accompanies the Board Chairperson’s signature. Upon notification concluded before May 15th of the Board’s approval of this Agreementsame school year. Before probation is instituted, the Respondent following steps shall immediately remit its salon license certificate be implemented: a. The evaluator shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held no later than January 10th. The employee shall have the opportunity to have an Association representative in attendance at the conference. b. If an employee is being considered for probation, the recommendation to the Board so Superintendent for probation must be made on or before January 20th. The recommendation for probation must be in writing and a copy of that a probationary license may recommendation be issuedsent to the employee. During The recommendation for probation shall include the probationary period, the Respondent shall comply with the following termsfollowing: (1) The Respondent shall comply with all relevant statutes and administrative rules A definition of the problem in terms of deficiencies based upon the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards.evaluative criteria; (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name Expectations delineating levels of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information performance that would constitute acceptable performance in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon.problem areas defined; (3) Upon request A prescription for remediation which spells out a course of action and time expectations for the employee involved to reach an acceptable level of performance; and (4) A prescription for assistance which spells out courses of action whereby the employee will be assisted, counseled, and tutored to improve the level of performance to an acceptable level. (5) If the evaluator deems the employee unsatisfactory after February 1st, the employee may be placed on probation the following year; subsections (1) - (4) will apply. (6) The teacher’s presentation of additional evidence following the evaluation conference in accordance with sub-section D.4, above, shall not invalidate the evaluator’s recommendation for probation unless it causes the evaluator to withdraw the recommendation for probation. If it is determined by the Superintendent that probation is warranted, then the Superintendent shall notify the employee in writing and such notice shall include all the provisions of Step 2 above. The evaluator may ask for assistance from the Superintendent or his/her designee to supply additional resources during the probationary period. c. Unless days have been added to the probationary period in accordance with sub- section E.1, above, and communicated to the association, no later than May 5th, a summarized written evaluation report with recommendations for future action shall be furnished to the employee. In the event that the report contains any information not previously made known to and discussed with the employee, the employee may submit a written, signed statement which shall be attached to the evaluation report and recommendation. Within five (5) working days from the receipt of the Boardreport, the owner employee may request and will be given a hearing with the Superintendent. The hearing shall be held within five (5) days of receipt of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreementrequest. The Board shall pendency of this hearing request will not impair the Superintendent’s authority to provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating contract nonrenewal in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance accordance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsstate law.

Probation. RespondentEngagement of all ongoing and long-term (six months or greater) non-ongoing employees will be subject to a probation period. The probation period is normally three months. However, the delegate may set a shorter or longer period, having regard to the nature and circumstances of employment. The delegate must advise an employee in advance of his or her engagement: that his or her employment is subject to the satisfactory completion of a probationary period; the circumstances under which an extension of probation may occur; the maximum period of his or her probation; and that, where a decision is made to terminate employment during the probation period, there are no provisions under the Public Service Act 1999 for an APS employee to seek a review of the decision. A Probation Agreement which sets out job expectations will be put in place within one month of commencement. Ongoing feedback will be provided to the probationer. At least two weeks prior to the end of the probation period, a report will be prepared by the supervisor to provide an assessment of the employee’s salon license shall conduct and work performance against the Probation Agreement. After satisfactory completion of the employee’s probationary period, the delegate will confirm his or her engagement in writing. The delegate may extend the original probation period for a further period (normally three months) if it is identified that further performance issues remain unresolved. Where an employee’s performance, attendance or conduct is rated as unsatisfactory during the initial or extended probationary period, the delegate may terminate the employee’s employment. In the event of a decision being made to terminate his or her employment during the probation period, the probationer will be: notified in writing of that intention; provided with copies of all relevant documents relating to the assessment of his or her performance; and be placed given sufficient time to respond to the delegate’s decision before the decision is implemented and the probationary period expires. Graduates, Cadets and Trainees are subject to separate probation arrangements which extend probation for the period of their respective programs. Employees on probation are excluded from the redeployment and redundancy provisions of this Agreement and the Authority’s Managing Underperformance Policy. Administration of probation processes will be in accordance with the Authority’s Probation Policy and Review of Workplace Decisions Policy. Occupational Health and Safety (OHS) All parties to this Agreement are committed to the safe operation of all equipment, to safe working practices and to a healthy work environment for all employees in accordance with applicable occupational health and safety obligations. The Authority will continue to support a safe and healthy workplace environment for all employees. The Authority and employees will fulfil their responsibilities under the Occupational Health and Safety Act 1991, as varied from time to time. All employees will take a proactive approach to minimise OHS risk in the workplace, with managers expected to take a lead role. OHS will be facilitated by appropriate measures including a Health and Safety Management Arrangement (HSMA) and OHS Committee. Dispute settlement procedures will be consistent with this Agreement, subject to Section 24 of the Occupational Health and Safety Act 1991. Health and Wellbeing The Authority encourages employees to achieve a work/life balance with a focus on their physical, mental and social wellbeing. The Authority will maintain an annual health and wellbeing week aimed at promoting a range of health and wellbeing activities and information for all employees. In addition to the program, the Authority will provide employees with a $300 health and wellbeing allowance. The allowance will be payable annually as a lump sum, following receipt of an employee declaration that he or she intends to use the $300 payment for health and wellbeing purposes. Initial payment of the allowance will be made as soon as practicable after commencement of the Agreement, with subsequent payments being made at the beginning of each financial year. The allowance will be payable to: ongoing employees (including part-time employees), who are employed by the Authority as at 1 July each year; and non-ongoing employees (including part-time employees), who have been employed by the Authority for at least six months as at 1 July each year. Employees who are on LWOP (other than maternity, adoption and fostering leave without pay) for a period of twelve six months from or more as at 1 July each year will not be entitled to receive the execution date allowance for that year. Screen-based Work Where an employee requires spectacles in order to undertake screen-based work, once every two years the Authority will provide for eye sight testing and reimbursement of this Agreementthe cost of prescription lenses (excluding spectacle frames) consistent with the limits in the Authority’s Screen-based Work Policy. Workplace Diversity The Authority is committed to embracing the principles of equity and diversity in its daily business. The execution date Authority aims to provide an inclusive work environment by recognising and valuing individual differences, providing a fair, harmonious and safe workplace and offering opportunities for all employees to achieve their full potential. The Authority will endeavour to take into account the principles of workplace diversity in developing all policies, guidelines and procedures that impact on employees - including working arrangements, organisation structures, performance management, selection and recruitment and career development opportunities. Performance Management. The performance management scheme in the Authority is known as the Performance Management and Development Scheme (PMDS). The PMDS seeks to: act as a mechanism for actively seeking and providing two-way feedback that date which accompanies is constructive, fair and honest; promote continual informal communication and feedback; link career and salary advancement to individual performance; and provide for the Board Chairperson’s signature. Upon notification setting of individual/team goals that support the strategic objectives of the BoardAuthority and for gaining the skills needed to achieve these goals. Managers should actively manage the performance of their employees and promptly address performance issues as they arise. All employees who are employed for a period of three months or more must enter into a Performance Management Plan (PMP) in accordance with the PMDS, and consistent with the Authority’s approval Capability Framework and Work Level Descriptors. The PMDS assessment period will be from 1 July to 30 June of the following year. PMPs for the forthcoming year must be agreed by 31 July or as otherwise agreed. Discussions between an employee and his or her manager regarding performance and development needs will provide the opportunity for two-way feedback between the employee and his or her manager. In forming a view on an employee’s performance, managers will take into account any personal circumstances which may have impacted on the employee’s performance. Where an employee’s work responsibilities change, the PMP must be varied in collaboration between the employee and manager to reflect those varied responsibilities. Formal review of performance against the PMP will be completed at least twice a year. To assist in achieving productivity improvements during the course of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license may each review will be issued. During the probationary period, the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed completed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the reportagreed dates: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license shall be placed on probation for a period of twelve months from 24.1 After the execution 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 execution date probationary term starts on the first day the Employee starts work in the position for which a probationary term is that date which accompanies required to be served. 24.3 An Employee’s probationary term may be extended once for another 26 week period to a total of 52 weeks upon the Board Chairperson’s signature. Upon notification prior approval of the Board’s Managing Director of the Division in which the position belongs and the approval of this Agreementthe President or his designee. 24.4 If the probationary Employee’s job performance is unsatisfactory, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license their appointment may be issued. During terminated at any time after eight weeks and before completion of the probation period. 24.5 If the probationary Employee’s conduct is unsatisfactory, their appointment may be terminated at any time during the probationary period. 24.6 If a probationary Employee is absent from their position because of an approved leave greater than a total of five days, the Respondent probationary period’s minimum and maximum periods shall comply be extended by the period(s) of such approved leave(s). 24.7 Unapproved leaves by a probationary Employee shall be considered as time served in the probationary period. 24.8 An Employee serving a probationary period shall not be covered by Article 20: Discipline, or Article 26: Job Security of this Agreement with respect to the following termsprobationary position. Additionally, an Employee serving a probationary period shall not be covered by the provisions of Article 21: Contract Grievance for matters related to their probationary performance. 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be entitled to return to the former position: (1) The Respondent shall comply with all relevant statutes and administrative rules in a. If the course Employee requests such reinstatement within the first eight weeks of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by probationary period; or b. If DASNY determines that the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsEmployee will not satisfactorily complete probation. (2) The Respondent 24.10 A probationary Employee shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable receive written notice of the datefact that he or she has not satisfactorily passed probation. 24.11 An Employee, timewho seeks reinstatement to their prior position at DASNY after resigning from DASNY, shall serve a new probationary period in that position. 24.12 An Employee, who is laid off from DASNY and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections recalled to the members of same position within one year, shall not be required to serve another probationary period if the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license Employee had successfully completed probation for that position prior to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsbeing laid off.

Probation. Respondent’s salon license shall Classified employees who have been recommended by the Director of Operations to be placed on probation and who are notified by the Superintendent that they have been placed on probation, subsequently, shall have their job performance officially evaluated at least twice by the Administrator charged with regular evaluation in the year succeeding the year that he/she is being placed on probation. One of the evaluations shall be conducted prior to December 15, in the year succeeding notification of probation, and the second official evaluation shall be conducted prior to March 10, of the year succeeding notification of probation. Bargaining Unit Members who have been placed on probation shall have their job performance officially evaluated at least two (2) times by their immediate Supervisor in the year following the year he/she was placed on probation. One of the evaluations shall be conducted prior to December 1, in the year following notification of probation, and the second official evaluation shall be conducted prior to February 1, of the year following notification of probation. a. Classified employees may be placed on probation by the Superintendent or designee at any time for a period of twelve months from up to one year, but not to exceed two years. If the execution date Superintendent or designee places the classified employee on probation, notification of this Agreement. The execution date is that date which accompanies such placement shall be given to the classified employee, Association President, the immediate Supervisor, the Director of Operations, and the Board Chairperson’s signatureof Education. Upon notification If the classified employee is placed on probation as an outgrowth of the Board’s approval of this Agreementevaluation process identified above, the Respondent process as identified shall immediately remit its salon license certificate prevail. If, however, the reason for the recommendation for the classified employee to be placed on probation and the subsequent placing on probation is due to conduct or actions on the part of the classified employee which are purported to be detrimental to the effectiveness of the educational process of the school or the district, the placement of the classified employee on probation may be at any time of the school year. If the placement occurs early enough in the school year and does not require the suspension of the employee from their normal duties, the procedure identified above will prevail. If such placement occurs after December 1 in the school year, the evaluation process can be accelerated so that sufficient opportunity for the correction of the purported actions may be given, or the probationary status may be continued for the next school year or the probation status may be dropped. If the probationary status is continued for the next school year, this second year will be considered to be the second year of the two-year maximum length of probationary status. A classified employee may be suspended from regular duty, with pay, until a formal hearing is held. If the classified employee, in the opinion of the Superintendent, purportedly has conducted himself/herself in a manner that cannot be condoned in any form, and until a formal hearing can be held, and in the opinion of the Superintendent, their presence in the school or their intention to resume their normal duties might prove disruptive to the educational process or might cause irreparable damage to other employees, the classified employee may be suspended. This suspension based on the recommendation of the Superintendent to the Board so that a probationary license of Education may be issuedfor up to ten days, or may demote the employee by registered mail. During Within ten days following the probationary periodreceipt of such notice by the employee, the Respondent shall comply employee may file an appeal in writing, with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in Henry County Court of Common Pleas. After hearing the course of its operations as a nail technology salon. Within its salonappeal, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicableCommon Pleas Court may affirm, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, timedisaffirm, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to modify the members action of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsEducation.

Probation. Respondent’s salon license shall You will be placed on probation for a period of twelve 6 months from the execution start date of your employment. During this Agreement. The execution date is that date which accompanies period, either party may terminate your employment by providing 30 days prior notice in writing to the Board Chairperson’s signature. Upon notification of other party After the Board’s approval of this Agreementsix months’ probation, the Respondent prior notice period required by either party for future termination is 60 days subject to terms and conditions set forth herein below.  The employment offered under this agreement shall immediately remit its salon license certificate be valid until either party terminates it by giving to the Board so that a probationary license other party the number of days of prior notice specified above. Such notice may be issued. During the probationary period, the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in given at any time during the course of employment. You are employed by Publicis Sapient “at will” and not for any specific term.  In the event an employee requests for adjustment of his/her un-availed privilege leave against the stipulated notice period then the company may in its operations discretion agree to do so.  Publicis Sapient reserves the right, at its sole discretion, to terminate your employment without providing the required period of notice, by paying salary in lieu of notice.  Where you notified Publicis Sapient of your voluntary termination, Publicis Sapient reserves the right to accept your resignation anytime during the notice period stipulated above. You will be required to mandatorily provide minimum notice period of thirty (30)calendar days which will not be allowed to be adjusted against the un-availed privilege leave  You shall not be entitled to any salary or any benefits after the effective date of termination of your employment with Publicis Sapient.  In the event you do not provide the required period of notice, before voluntarily terminating your employment, Publicis Sapient reserves its right to forfeit your salary as a nail technology salonper the requisite notice period duration. Within its salonIn addition, Publicis Sapient will also be entitled to adjust any amounts outstanding against you from your salary, accrued vacation or expense reimbursements, as may be legally permissible.  You acknowledge that if you fail to provide the minimum notice period of thirty days as stated above, Publicis Sapient is bound to suffer substantial damages caused due to improper transition of work, delay in completion of project, hiring and training of your replacement as per our client’s requirements. Therefore considering the gravity of damages that could be suffered by the company, the Respondent shall only permit nail technology services company reserves its right to be performed by persons who are properly licensed by the State assess and recover such damages from you as it deems fit.  In case of Iowa. The Respondent shall monitor breach of these Terms of Employment or misconduct (which includes amongst other things failure to return to work after vacation, absconding from work, taking actions injurious to Publicis Sapient’s business or reputation, undertaking fraudulent acts, obtaining a criminal conviction), Publicis Sapient may terminate your employment without prior notice and ensure its employees’ compliance with without any payment in lieu of notice, and all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports benefits shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name withdrawn with immediate effect.  There will be no waiver of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licenseaforesaid notice period requirements unless otherwise specified in this letter or subsequently communicated to you. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. RespondentThe intent of the Evaluation Model is to provide assistance to those who do not meet Specified Criteria so that they become effective in their work. If the educator is placed on Probation, a probationary period of sixty days shall be established beginning on or before February 1 and ending no later than May 1. 1. The purpose of the probationary period is to give the educator opportunity to demonstrate improvements in his/her areas of deficiency. 2. A letter of probation shall clearly delineate the following: a) Details and dates of incidents indicating areas of deficiency. b) Statements by the evaluator showing reasons for recommendation of placement on probationary status. c) A specific delineation of educator and management activities which are designed to remove areas of deficiency; other relevant items which may assist the educator in improvement of performance and release from probationary status; details of performance and release from probationary status; details and dates of conferences with the educator relative to corrective measures to be taken. d) The signature of the educator under a paragraph indicating his/her understanding of the content of the report. e) The signature of the Superintendent indicating concurrence with the evaluator’s salon license recommendation of probation. 3. Immediately upon the signature of the Superintendent concurring with the recommendation for probation, a signed copy of the report shall be given to the educator and signed copy forwarded to the Personnel Office for inclusion in the educator’s file. A copy shall be retained by the Superintendent for action. 4. Any educator receiving the probationary notice shall be placed on probation a probationary status. All such educators shall be reevaluated on the Long Form prior to May 1 of the same year. It shall be at the discretion of the evaluator as to whether the Initial Long Form or the Fifth Year Long Form will be used with the educator. 5. Evaluators shall assist in developing and carrying out a process for educator improvement during the probationary period. If the educator so desires and the evaluator agrees, a period committee mutually agreed upon by the educator and the evaluator may be formed consisting of twelve months from the execution date persons who may be of assistance in this process. The purpose of this Agreement. The execution date is that date which accompanies committee shall be solely to assist the Board Chairperson’s signature. Upon notification of educator in the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license may be issuedimprovement process. During the probationary periodperiod the evaluator shall meet with the educator at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the educator. 6. One of two alternative resolutions of probation shall be indicated on the Evaluation Report. The educator may be released from probation or recommended for non-renewal of contract. If the evaluator recommends release from probation, no further evaluations are required for that year. The following year the educator shall be placed on the Long Form Cycle. It will be at the discretion of the evaluator as to whether the Long Form or the Fifth Year Long Form will be used with the educator. If the evaluator recommends non-renewal of contract, one signed copy of the report shall be given to the educator and one signed copy forwarded immediately to the Personnel Office, which shall transmit the general conclusions and recommendation to the Superintendent immediately. If the Superintendent concurs with the recommendation, the Respondent educator shall comply be notified, in accordance with the following terms: (1) The Respondent appropriate statutes of the State. All evaluation reports containing a recommendation for non-renewal of contract shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to clearly delineate the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the reportitems: a) The name Reference to the applicable “Letter of the employee who performed nail technology servicesProbation” and subsequent Superintendent action. b) The license number Details and expiration date for dates indicating areas of deficiency subsequent to the employee’s Iowa cosmetology and/or nail technology license“Letter of Probation”. During the probationary period the evaluator shall meet with the educator at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the educator. c) The employee’s date Details and dates of hireconferences with the educator relative to corrective measures to be taken subsequent to the “Letter of Probation”. d) If applicable, Statements by the employee’s date of termination. The failure evaluator showing the inability and/or unwillingness of the Respondent salon educator to provide complete take the necessary action to eliminate the areas of deficiency. e) Additional documentation may be appended to the report if necessary and truthful information in its inclusion shall be specified on the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections face of the Respondent salonreport. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license a) Each new worker shall serve a probationary period of nineteen (19) complete pay periods unless otherwise indicated in the appendices when it shall be placed twenty-five (25) complete pay periods or 12 months as denoted. An incomplete pay period served on probation for initial appointment shall not be counted. Upon successful completion of such probationary period, the worker shall be deemed a period permanent worker. A leave of twelve months from absence without pay shall not be credited toward completion of the execution date of this Agreementworker's probationary period. The execution date is parties agree that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of probationary workers shall have all rights in this Agreement, the Respondent shall immediately remit its salon license certificate unless otherwise specified, including full and complete access to the Board so that grievance procedure. Consistent with County Charter Section 704(e), probationary workers may not grieve suspensions, demotions, or dismissals. b) Classified probationary workers and unclassified workers who have not completed a period equal to the probationary license may period for a comparable classified position shall have the right to request and receive Department/Agency administrative review of disciplinary action taken during this period. Such review must be issuedrequested in writing within ten (10) working days of the disciplinary action or it is waived. During The department/agency head, or his/her designated representative, shall hear and make a decision in writing. Notice of disciplinary action must be served on the worker in person or by certified mail prior to the disciplinary action becoming effective. Notice shall be included in worker's personnel file and a copy sent to the Union and designated Chief ▇▇▇▇▇▇▇, and shall include: 1. Statement of the nature of the disciplinary action. 2. Effective date of the action. 3. Statement of the cause thereof. 4. Statement in ordinary and concise language of the act or omissions upon which the causes are based. 5. Statement advising the worker of the right to administrative review of such action and the right to Union representation. Such worker shall be given either five (5) days notice of discharge, or demotion, or five (5) days pay, except where circumstances require immediate action. c) A worker serving a new probation in the classified service, who transferred from the same classification in the unclassified service and had grievance rights pursuant to Section 6.2, shall retain those rights while serving in the new probation period in the classified service. d) A worker with permanent status, who is serving a subsequent probationary period, and who is released during the probationary period, shall retain the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services right to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest appeal such release to the following information for each Personnel Board and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: aright to return to his/her former class in accordance with Section 6.9. Such worker shall receive a ten (10) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable working day notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsrelease.

Probation. Respondent’s salon license (A) Sworn deputies shall be placed on probation for serve a probationary period of twelve six (6) months, provided he or she has successfully completed police officer's training, commonly referred to as PTI. In the event he or she has not successfully completed PTI within the aforementioned six (6) month period, his or her probationary period shall continue until successful completion of PTI. (B) Correctional officers shall serve a probationary period of six (6) months, provided he or she has successfully completed, within a six (6) month period, all required training for correctional officers. In the event a probationary correctional officer has not successfully completed all required correctional officer's training within six (6) months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreementhis initial employment, the Respondent his or her probationary period will continue until he successfully completes all correctional training. (C) Telecommunicators shall immediately remit its salon license certificate to the Board so that serve a probationary license may be issuedperiod of six (6) months provided he or she has successfully completed, within a six (6) month period, all required training for telecommunicators. In the event a probationary telecommunicator has not successfully completed all required correctional telecommunicator training within six (6) months from the date of his initial employment, his or her probationary period will continue until he successfully completes all telecommunicator training. (D) Crime analysis and clerks shall serve a probationary period of six (6) months. (E) Cooks shall serve a probationary period of six (6) months. (F) Bailiffs/court security officer shall serve a probationary period of six (6) months. (G) Maintenance engineers and janitors shall serve a probationary period of six (6) months. (H) During the probationary period, the Respondent employee shall comply with be subject to dismissal for any reason without recourse to the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in grievance procedure. Upon the course completion of its operations as a nail technology salon. Within its salonthe probationary period, the Respondent employee shall only permit nail technology services to be performed by persons who are properly licensed by the State granted seniority rights from his or her most recent date of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardshire. (2I) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall Probationary employees will be typewritten and shall attest entitled to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name eight (8) hours of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licensesick leave per month, but cannot start accumulating sick time until after completion of probationary period. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license A. A newly hired employee or an employee promoted from a class outside the bargaining unit to a class within the bargaining unit shall serve a probationary period of 12 months of active service during which he/she shall have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her suitability for the job. In the event the employee is, for any reason, absent from duty for any reason other than floating holidays or on light duty for an accumulated period equal to two weeks scheduled work hours or more, then all such time shall be placed on probation for a period of twelve months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate added to the Board so that a probationary license may be issued. During period. B. A newly hired employee who, during the probationary period, does not demonstrate suitability for the Respondent class, as determined by the Fire Chief, shall comply with be notified in writing of the following terms: (1reason(s) The Respondent and shall comply with all relevant statutes and administrative rules in be terminated. An employee promoted from a class outside the course of its operations bargaining unit to a class within the bargaining unit who, during the probationary period, does not demonstrate suitability for the class as a nail technology salon. Within its salondetermined by the Fire Chief, shall be returned to his/her position held prior to the Respondent shall only permit nail technology services promotion or to another position at the same or lower level for which the employee is determined to be performed by persons who are properly licensed qualified, provided there is no cause for dismissal. An employee shall not have access to the grievance procedure regarding the termination during probation. C. An employee promoted or demoted from a class within the bargaining unit to a class within the bargaining unit shall serve a probationary period of six months of active service during which he/she shall have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her suitability for the job. In the event the employee is absent from duty for any reason other than scheduled leave or on light duty for an accumulated period equal to one week scheduled work hours or more, then all such time shall be added to and thereby extend the probationary period. D. An employee promoted from a class within the bargaining unit to a class within the bargaining unit who, during the probationary period, does not demonstrate suitability for the class, as determined by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports Fire Chief, shall be typewritten notified in writing and shall attest be demoted to the following information for each and every person who performed nail technology services his/her former classification. A promoted employee serving a probationary period within the Respondent salon during the three month bargaining unit shall not be entitled to appeal his/her non-successful probationary period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licensehis/her return to his/her former position. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license 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 placed discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period is not waived, the APT member’s original position will be filled on probation a term basis for a period of twelve months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification duration of the Board’s approval of this Agreementprobationary period. If the APT member is not successful in the new position, the Respondent shall immediately remit its salon license certificate member has the right to revert back to the Board so that original position, or if their requests it, to the most suitable position available. Should the APT member not wish to implement reversion rights and no suitable position is available, the member may elect to take a probationary license may be issued. During severance package as outlined in Article 30.4 12.8.2 At least every three (3) months during the probationary period, the Respondent APT member’s performance and progress shall comply be evaluated by the appropriate Director or equivalent and discussed with the following terms:APT member. The written evaluation shall become part of the member’s official personnel file. (1) The Respondent shall comply with all relevant statutes and administrative rules in 12.8.3 At least one month prior to the course expiration of its operations as a nail technology salon. Within its salonthe probationary period, the Respondent shall only permit nail technology services to APT member’s performance will be performed by persons who are properly licensed reviewed by the State appropriate Director or equivalent, who will recommend one of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the reportfollowing: a) The name of that the employee who performed nail technology servicesappointment be made a permanent one; or b) The license number and expiration date that the probationary period be extended, once, only for a period of up to three (3) months. In such cases the recommendation must include the reasons for the employee’s Iowa cosmetology and/or nail technology license.extension, and the plan to address the areas of concern that will be followed during the extension period; or c) The employeethat the appointment be terminated. 12.8.4 At least one month prior to the expiration of an extended probationary period the APT member’s date performance will be reviewed by the appropriate Director or equivalent who will recommend one of hirethe following: da) that the appointment be made a permanent one; or b) that the appointment be terminated. 12.8.5 If applicableat any time during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the employee’s date of terminationappointment will be terminated. The failure Seven (7) days’ notice shall be given 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, two weeks’ notice shall be given. 12.8.6 Prior to the expiration of the Respondent salon to provide complete and truthful information probationary period the Human Resources Department will notify the APT member in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections writing of the Respondent salon. (3) Upon request decision, with a copy to the Chair of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsFaculty Association.

Probation. Respondent’s salon license (a) New employees in job grades up to and including grade four (4) shall be placed on probation for the first three (3) months following hiring and on request by the University before the expiry of such period, the parties may mutually agree to extend such probationary period. Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the probationary period would normally be three (3) months, and who has seven (7) continuous months of service with the University shall have his/her probationary period waived at the time of his/her appointment to his/her career position. (b) New employees in job grade five (5) and up to and including grade eleven (11), shall be on probation for the first six (6) months following hiring, and on request by the University before the expiry of such period, the parties may mutually agree to extend such probationary period. Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the probationary period would normally be six (6) months, and who has ten (10) continuous months of service with the University shall have his/her probationary period waived at the time of his/her appointment to his/her career position. (c) New employees in job grade twelve (12) and above shall be on probation for the first nine (9) months from following hiring, and on request by the execution date University before the expiry of this Agreementsuch period, the parties may mutually agree to extend such probationary period. Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the probationary period would normally be nine (9) months, and who has twelve (12) continuous months of service with the University and satisfactory performance assessments on his/her official human resources file shall have his/her probationary period waived at the time of his/her appointment to his/her career position. (d) An interim probationary review prior to the conclusion of the employee’s probationary period will be completed by the employee’s supervisor. This interim probationary review will take place on the following schedule. The execution date is that date which accompanies interim probationary review shall be completed before the Board Chairperson’s signature. Upon notification end of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that second (2nd) month for an employee with a probationary license may be issued. During the three (3) month probationary period, before the Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name end of the fourth (4th) month for an employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute with a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.six

Probation. Respondent’s salon license 6.01 The 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 placed 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 probation 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 Employer, including, without limitation, unsuitability, subject only to the employee clearly demonstrating a period violation of twelve months the Human Rights Code. (c) A probationary employee is not required to become a member of the Union or a Local Union until he has successfully completed the Probationary Period. Notwithstanding this fact, a probationary employee will be subject to the Dues Check-off as provided for in this Agreement from the execution date commencement of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so employment. (d) Notwithstanding that a probationary license may employee is not required to become a member of the Union or a Local Union until after the successful completion of the Probationary Period, the Union or Local Union Initiation Fee (if any) will be issueddeducted in equal instalments over a six (6) month period, beginning with the first month of employment. During Should the probationary periodemployee be unsuccessful in completing his Probationary Period, any instalment(s) deducted on account of his Initiation Fee shall be returned to him. Otherwise, the Respondent amount of the ihstalment(s) deducted shall comply be remitted to the Union or a Local Union within fifteen (15) days of the date the probationary employee successfully completes his Probationary Period. After that, deductions will continue until the end of the six (6) month period with remittances to the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as union or a nail technology salon. Within its salon, the Respondent shall only permit nail technology services Local Union to be performed by persons who are properly licensed made by the State Employer by the fifteenth (15th) of Iowathe month following the month in which the deduction was made. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest Working Dues go to the following information Local for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name duration of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licenseProbationary Period. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license A. The probationary period shall be placed on probation for a period of twelve months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification regarded as an integral part of the Board’s approval employment process. It shall be utilized for closely observing the employee's work and for securing the most effective adjustment of this Agreementthe new employee to the position of lieutenant. B. During an employee's probationary period, the Respondent shall immediately remit its salon license certificate to bargaining unit member serves in the Board so that position of lieutenant at the will and pleasure of the Office of the Sheriff. Accordingly, a probationary license bargaining unit member who has been promoted may be issued. not grieve, or otherwise challenge by any other available procedure, any decision involving demotion to his former position. C. During the probationary period, no bargaining unit member may request a voluntary transfer. D. The Sheriff or designee may evaluate the Respondent shall comply performance of bargaining unit members monthly during their probationary period. Any such evaluation may be discussed with the following terms:bargaining unit member and the bargaining unit member may be counseled as to any problems that may reasonably cause him not to be granted permanent status. E. In the event an employee receives a promotion to lieutenant, that bargaining unit member shall serve a probationary period of six (16) months of continuous employment from the date of promotion. Effective immediately upon promotion, the bargaining unit member will receive no less than the current basic rate of pay for a lieutenant. Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his former classification with no loss of previous seniority. Upon the expiration of said six (6) month time period, the appropriate official of the Office of the Sheriff may recommend retention of the bargaining unit member as a lieutenant. In the event the Office of Sheriff fails to approve retention, the bargaining unit member shall automatically revert to his former position, without loss of (previous) rights or benefits. Such reversion may not be appealed through the grievance/arbitration procedure. F. The Respondent probationary period for all newly hired bargaining unit members will be twelve (12) months of continuous, full-time employment. Prior to expiration of this time period, the Sheriff, or designee, shall comply with all relevant statutes and administrative rules either: approve retention of the bargaining unit member, at which time the bargaining unit member shall be granted permanent status or, in the course of its operations as a nail technology salon. Within its salonevent the Sheriff shall fail to approve retention, the Respondent bargaining unit member shall only permit nail technology services automatically be separated from employment, said separation being absolutely final, with no rights of appeal to be performed by persons who are properly licensed by any authority including either the State of Iowa. The Respondent shall monitor grievance/arbitration procedure contained herein, or any disciplinary review process established, pursuant to the Sheriff's policy and ensure its employees’ compliance with all applicable health and sanitation standardsprocedure. (2) The Respondent shall file quarterly reports with G. During a newly hired bargaining unit member’s probationary period, he serves at the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten will and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name pleasure of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicableSheriff. Accordingly, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee probationary bargaining unit member may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employeesnot grieve, or otherwise challenge by conducting unannounced inspections of the Respondent salonany other available procedure, any decision involving discipline and/or discharge. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license (a) The probation period for all classifications except those listed below shall be placed on probation twelve (12) months. The classifications listed below shall have a six (6) month probationary period. • Accounting Clerk I • Accounting Clerk/Cashier I • Aquatic Leader I • Aquatic Leader II • Cashier & Registration Clerk I • Cashier & Registration Clerk II • Clerk I • Clerk Stenographer I • Clerk Typist I • Dishwasher • Facilities Maintenance Worker I • Food Services ▇▇▇▇ • Food Services Coordinator • Food Services Prep. ▇▇▇▇ • Information Clerk • Lifeguard/Instructor I • Lifeguard/Instructor II • Payroll Clerk I • Program Assistant • Purchasing Clerk I • Purchasing Clerk II • Recreation Facility Clerk • Storekeeper – Operations Centre • Taxes & Utilities Clerk I • Weight Room Attendant I and II An Employee hired from within the bargaining unit into a classification not listed above, and who has either acted in that position or worked for a period minimum of twelve six (6) months in the department where the position is located, shall only be required to serve a six (6) month probationary period. (b) Where an Employee moves from Permanent Part-time status to Permanent Full-time status in the execution date of this Agreement. The execution date is that date which accompanies same position, in the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreementsame department, the Respondent Employee shall immediately remit its salon license certificate to be given credit for the Board so that time served as a probationary license may be issued. During Employee in the probationary period, the Respondent shall comply with the following termsPermanent Part-time position as follows: (1i) The Respondent If the full probation period for the Permanent Part-time position is completed: fifty percent (50%) of the probation period for the Permanent Full-time position shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsserved. (2ii) The Respondent If a portion of the probation period for the Permanent Part-time position is completed: the probation period for the Permanent Full- time position will be reduced by the equivalent time served as a probationary Employee in the Permanent Part-time position, but in no case shall file quarterly reports with this probation period be less than fifty percent (50%) of the Board listing probation for the salon’s nail techniciansPermanent Full-time position. Where an Employee moves from Permanent Part-time status to Permanent Full-time status in a position in another department, or where an Employee moves from Permanent Part-time status to Permanent Full-time status in a different position within the same department, the Employee shall be required to complete the full probation period for the Permanent Full-time position they move into. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services term "position", where used in this Sub-section 4.02 (b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licenseshall not mean "job classification". c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license All new employees shall be placed 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 a 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 of twelve months the employees will be credited the paid leave days (excluding holidays) from the execution date of this Agreementinitial employment. The execution date is 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 date which accompanies the Board Chairperson’s signaturewill help facilitate a successful probationary period for them. Upon notification These materials could include: classification handbooks, a copy of the Board’s approval contract, information and opportunities regarding the Hepatitis B vaccination process, appropriate job-related Board policies and a copy of this Agreement, any work rules that apply to their employment with the Respondent shall immediately remit its salon license certificate to district. At the Board so that a probationary license may be issued. During conclusion of the probationary period, the Respondent shall comply Employer will furnish the employee with a copy of the following terms: Master Agreement and applications for insurance benefits. **If a substitute driver has worked at least 90 days for the district (1) The Respondent shall comply with all relevant statutes and administrative rules prior to being placed in the course of its operations a full time position as a nail technology salon"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 granted at that time. Within its salonIf a driver or sub driver from another school district or employer has at least five year (5) or more of driving experience, the Respondent employee shall only permit nail technology services to be performed by persons who are properly licensed by serve a probationary period of thirty (30) days for insurance purposes only, but for seniority and salary schedule purposes these employees shall not accrue seniority until the State 91st day of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsemployment. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license (a) The probation period for all classifications except those listed below shall be placed on probation twelve (12) months. The classifications listed below shall have a six (6) month probationary period. • Accounting Clerk I • Accounting Clerk/Cashier I • Aquatic Leader I • Aquatic Leader II • Cashier & Registration Clerk I • Cashier & Registration Clerk II • Clerk I • Clerk Stenographer ▇ • Clerk Typist I • Dishwasher • Facilities Maintenance Worker I • Food Services Cook • Food Services Coordinator • Food Services Prep. Cook • Information Clerk • Lifeguard/Instructor I • Lifeguard/Instructor II • Payroll Clerk I • Program Assistant • Purchasing Clerk I • Purchasing Clerk II • Recreation Facility Clerk • Storekeeper – Operations Centre • Taxes & Utilities Clerk I • Weight Room Attendant I and II An Employee hired from within the bargaining unit into a classification not listed above, and who has either acted in that position or worked for a period minimum of twelve six (6) months in the department where the position is located, shall only be required to serve a six (6) month probationary period. (b) Where an Employee moves from Permanent Part-time status to Permanent Full-time status in the execution date of this Agreement. The execution date is that date which accompanies same position, in the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreementsame department, the Respondent Employee shall immediately remit its salon license certificate to be given credit for the Board so that time served as a probationary license may be issued. During Employee in the probationary period, the Respondent shall comply with the following termsPermanent Part-time position as follows: (1i) The Respondent If the full probation period for the Permanent Part-time position is completed: fifty percent (50%) of the probation period for the Permanent Full-time position shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardsserved. (2ii) The Respondent If a portion of the probation period for the Permanent Part-time position is completed: the probation period for the Permanent Full- time position will be reduced by the equivalent time served as a probationary Employee in the Permanent Part-time position, but in no case shall file quarterly reports with this probation period be less than fifty percent (50%) of the Board listing probation for the salon’s nail techniciansPermanent Full-time position. Where an Employee moves from Permanent Part-time status to Permanent Full-time status in a position in another department, or where an Employee moves from Permanent Part-time status to Permanent Full-time status in a different position within the same department, the Employee shall be required to complete the full probation period for the Permanent Full-time position they move into. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services term "position", where used in this Sub-section 4.02 (b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology licenseshall not mean "job classification". c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictions.

Probation. Respondent’s salon license 40.1 The probationary period shall be placed regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit member’s work and for securing the most effective adjustment of the new bargaining unit member to his/her position, and for “separating” bargaining unit members whose performance does not meet the required standards. 40.2 The standard probationary period for all new bargaining unit members will be twelve (12) months of continuous employment (not counting worker’s compensation time Family Medical Leave Act time, military leave time, or time on probation for suspension as a period result of twelve months disciplinary action or Internal Affairs investigation) from the execution date that the bargaining unit member obtains certification and is working as a full-time bargaining unit member of BSO. Bargaining unit members will be considered probationary until they have satisfactorily performed the duties of a full- time certified law enforcement deputy for twelve (12) months and have successfully completed the Field Training Deputy (FTD) Program. Prior to expiration of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary license may be issued. During the probationary time period, the Respondent Sheriff shall comply with the following termseither: (1) The Respondent approve retention of the bargaining unit member, at which time the bargaining unit member shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. granted permanent status; or (2) The Respondent shall file quarterly reports with extend the Board listing the salonbargaining unit member’s nail technicians. The quarterly employee reports shall be typewritten and shall attest probation for up to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: aan additional six (6) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board months; or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request in the event the Sheriff shall fail to approve retention, the bargaining unit member shall automatically be separated from employment, 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 procedure. 40.3 During a newly hired bargaining unit member’s probationary period, he/she, serves at the will and pleasure of the BoardSheriff. Accordingly, a newly hired probationary bargaining unit member may not grieve, or otherwise challenge by any other available procedure, any decision involving discipline and/or discharge. 40.4 During the initial probationary period, no bargaining unit member may request a voluntary transfer. 40.5 The Sheriff may evaluate the performance of bargaining unit members during their initial probationary period. Any such evaluation may be discussed with the bargaining unit member, and he/she will be counseled as to any problems that may reasonably cause him or her not to be granted permanent status. 40.6 In the event a bargaining unit member received a promotion from a lower to a higher position, that bargaining unit member shall serve a probationary period of nine (9) months of continuous employment from the date of promotion (not counting worker’s compensation time, Family Medical Leave Act time, military leave time, or time on suspension as a result of discipline disciplinary action or Internal Affairs investigation). Effective immediately upon promotion, the owner bargaining unit member will receive no less than the basic rate of pay for the promoted classification that is higher than the previous base rate of pay by at least five percent (5%) provided the increase is within the promoted job classification salary range maximum. Upon the expiration of said nine (9) month time period, the Sheriff or designee may recommend retention of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating bargaining unit member in the appearance and later participating as decision makers in a contested case proceedingposition to which he or she was promoted. Upon full compliance with all terms and conditions prescribed under Sections A and B of this orderIn the event the Sheriff fails to approve retention, the Respondent’s license bargaining unit member shall automatically revert to operate a nail technology salon shall his/her former position, without loss of (previous) rights or benefits unless the bargaining unit member is terminated for disciplinary reasons. Such reversion may not be restored to its full privileges free and clear of all probationary restrictionsappealed through the grievance/arbitration procedure.

Probation. Respondent’s salon license shall a. Any non-provisional employee whose services have been judged unsatisfactory based on the evaluation criteria may be placed on probation for a period by the Superintendent no later than February 1st of twelve months from any school year and continuing until May 1st of the execution date of this Agreementsame school year. The execution date probationary period will be sixty school days in length. Days may be added if deemed necessary to complete a program for improvement and to evaluate the probationer’s performance, as long as the probationary period is that date which accompanies the Board Chairperson’s signature. Upon notification concluded before May 15th of the Board’s approval of this Agreementsame school year. Before probation is instituted, the Respondent following steps shall immediately remit its salon license certificate to the Board so that a probationary license may be issued. During the probationary period, the Respondent shall comply with the following termsimplemented: (1) The Respondent evaluator shall comply meet with all relevant statutes and administrative rules the employee in the course of its operations as a nail technology salonan attempt to resolve matters relating to performance before probation is recommended. Within its salon, the Respondent This conference shall only permit nail technology services to be performed by persons who are properly licensed by the State of Iowaheld no later than January 10th. The Respondent employee shall monitor and ensure its employees’ compliance with all applicable health and sanitation standardshave the opportunity to have an Association representative in attendance at the conference. (2) The Respondent shall file quarterly reports with If an employee is being considered for probation, the Board listing recommendation to the salon’s nail techniciansSuperintendent for probation must be made on or before January 20th. The quarterly employee reports shall recommendation for probation must be typewritten in writing and shall attest a copy of that recommendation be sent to the following information employee. The recommendation for each and every person who performed nail technology services within probation shall include the Respondent salon during the three month period immediately preceding the reportfollowing: (a) The name A definition of the employee who performed nail technology servicesproblem in terms of deficiencies based upon the evaluative criteria; (b) The license number Expectations delineating levels of performance that would constitute acceptable performance in the problem areas defined; (c) A prescription for remediation which spells out a course of action and expiration date time expectations for the employee’s Iowa cosmetology and/or nail technology license.employee involved to reach an acceptable level of performance; and c) The employee’s date of hire (d) If applicableA prescription for assistance which spells out courses of action whereby the employee will be assisted, counseled, and tutored to improve the employee’s date level of termination. The failure of the Respondent salon performance to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salonacceptable level. (3e) Upon request of If the Boardevaluator deems the employee unsatisfactory after February 1st, the owner employee may be placed on probation the following year; subsections (a) - (d) will apply. (f) The teacher’s presentation of additional evidence following the Respondent establishment evaluation conference in accordance with sub-section D.4, above, shall appear before not invalidate the Board evaluator’s recommendation for probation unless it causes the evaluator to report on withdraw the status recommendation for probation. If it is determined by the Superintendent that probation is warranted, then the Superintendent shall notify the employee in writing and such notice shall include all the provisions of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this AgreementStep 2 above. The Board shall provide evaluator may ask for assistance from the Respondent with reasonable notice of Superintendent or his/her designee to supply additional resources during the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionsperiod.

Probation. Respondent’s salon license Any employee whose work is judged unsatisfactory, based upon the evaluation criteria, shall be placed in a probationary status any time after October 15, and shall be given sixty (60) school days to demonstrate improvement in his/her areas of deficiency. A. Step 1 – Supervisor’s Report In the event that a principal or other supervisor determines on probation for the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent. The employee may request a period conference with the Superintendent within five (5) work days of twelve months from the execution date evaluation conference. The employee has the right to representation at this meeting. The purpose of this Agreementmeeting will be to review the probationary evaluation. The execution date report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article VIII, Section 5, Paragraph C above; 2. A recommended specific and reasonable program designed to assist the employee in improving his/her performance. B. Step 2 – Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is that date which accompanies unsatisfactory, the Board Chairperson’s signatureSuperintendent shall place the employee in probationary status beginning any time after October 15 and ending after sixty (60) school days. Upon notification being placed on probation, the employee shall be given written notice of the Board’s approval action of this Agreementthe Superintendent, and such notice shall contain the following information: 1. Specific areas of performance deficiencies; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his/her area or areas of deficiency. C. Step 3 – Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the Respondent principal or other administrator shall immediately remit its salon license certificate hold a personal conference with the probationary employee to discuss performance deficiencies and the Board so that a probationary license may remedial measures to be issuedtaken. When appropriate, the principal or other administrator shall authorize additional administrators to evaluate the probationer and to aid the employee in improving his/her areas of deficiency. 2. During the probationary period, the Respondent principal or other evaluator shall comply meet with the following terms:probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The provisions of Article VIII, Section 5, Paragraph F (3) and (5) above shall apply to the documentation of evaluation reports during the probationary period. 3. The probationary employee may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in his/her notice of probation. D. Step 4 – Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period. Such report shall identify whether the performance of the probationary employee has improved and shall set forth one (1) The Respondent shall comply with all relevant statutes and administrative rules of the following recommendations for further action: 1. That the employee has demonstrated sufficient improvement in the course stated areas of its operations as deficiency to justify the removal of the probationary status; or 2. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a nail technology salonletter identifying areas where further improvement is required; or 3. Within its salonThat the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee. E. Step 5 – Action by the Superintendent Following a review of any report submitted pursuant to Paragraph D above, the Respondent Superintendent shall only permit nail technology services to be performed by persons who are properly licensed by determine which of the State alternative courses of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten action is proper and shall attest take appropriate action to implement such determination. In the following information for each and every person who performed nail technology services within event that the Respondent salon during the three month period immediately preceding the report: a) The name of Superintendent determines that the employee who performed nail technology services b) The license number and expiration date has not demonstrated sufficient improvement in the state areas of deficiency, the Superintendent shall make a determination of probable cause for the nonrenewal of the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date contract and shall provide written notice thereof to the employee on or before May 15 pursuant to the requirements of hire d) If applicableRCW 28A.405.300, the employee’s date of terminationprovided that such probable cause determination shall not apply to any provisional employees. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board recordsViolation, by interviewing persons listed as salon employeesmisinterpretation, or misapplication of these evaluation procedures shall be covered by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with Grievance Procedure in this Agreement. The Board In the event that the evaluation results in nonrenewal, procedures established under applicable stated laws shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this order, the Respondent’s license to operate a nail technology salon shall be restored to its full privileges free and clear of all probationary restrictionstake precedence.