Common use of Probation Clause in Contracts

Probation. All new employees appointed to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. All The probationary period shall be regarded as an integral part of the examination process and shall be utilized for closely observing the employee’s work, for securing the most effective adjustment and training for a new employee and for rejecting any employee whose performance or conduct is not satisfactory. It shall be incumbent upon Department Head/Directors to screen employees appointed during the probationary period to a position insure only those employees performing to the best of their abilities become permanent, regular employees. The probationary period is six (6) continuous months. During this period, employees shall serve be subject to demotion, suspension without pay, termination from employment or other disciplinary action without prior notice or the filing of specific charges and shall not have access to the Grievance Procedure contained in Article 14 of this Agreement. A trial period shall be used in connection with promotions in the same manner as a probationary period is used for original entrance appointments. However, employees promoted to a higher classification shall have rights to their former position and all other job rights including access to the Grievance Procedure contained in Article 14 of nine months, during which time they can be discharged without causethis Agreement. Written notification All positions filled as a result of termination a promotion shall be provided filled subject to the promoted employee. An employee may take any promotional examination while he/she is in either an original or ’s ability to pass the promotional probationary period, except that an . Personnel hired or promoted into the lower classification from which the employee during the original probationary period is promoted shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, considered permanent until the promoted employee has thirty (30) days they are replacing is made permanent in the higher classification. Prior to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of an employee’s probationary period, the Department Head/Director shall notify the City’s Human Resources Department in writing on the appropriate form whether or not the employee has performed satisfactorily during the probationary period as fixed above, reject for cause, any person promoted provided that and recommend the District shall forthwith report appropriate action to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedbe taken. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. All new 19.1 Employees appointed from eligibility lists, reinstated employees, and employees appointed to a position shall serve a probationary period of nine monthsreassigned, during which time they can be discharged without cause. Written notification of termination shall be provided according to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary periodVocational Rehabilitation Administrative Regulation, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six monthsprobation. HoweverThe regular period of probation shall be twelve (12) months with the exception of the Firefighter I classification, which shall have a regular period of probation which begins on the date of 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 work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she Fire Chief may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may reject the probationer at any time before during the expiration date probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 19.2.1 An employee rejected during the probationary period as fixed abovefrom a position, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off promoted or demoted without fault on his or her parttransferred, and has completed his/her probationary period and is appointed shall be returned to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on regular status unless the reasons for his/her part during failure to complete his/her probationary period would be cause for dismissal, in which case the probationary periodformal disciplinary process required by ARTICLE 23 - SALARY STEP REDUCTION, and is appointed to a position in SUSPENSION, DEMOTION, AND DISMISSAL shall be followed. 19.3 An employee shall be retained beyond the same classification from which he/she was laid off or demoted, end of the probationary period already served shall only if the Fire Chief affirms that the services of the employee have been found to be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSsatisfactory.

Probation. All new 24.1 Employees appointed from eligibility lists, reinstated employees, and employees appointed to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided reassigned according to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period Vocational Rehabilitation Administrative Regulation shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of probation. The regular period of probation shall be twelve (12) months unless otherwise specified for certain designated job classes. 24.1.1 The regular period of promotional probation shall be six months(6) months unless otherwise specified for certain designated job classes. 24.1.1.1 Certain designated job classes in the classified service shall have a regular period of promotional probation which begins on the date of appointment and ends twelve (12) months thereafter. HoweverThese job classes shall be: Code Enforcement Officer I Code Enforcement Officer II 24.1.2 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 an illness or injury. 24.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 24.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and if found to be below standards satisfactory to the appointing authority, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she appropriate Department Head may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may reject the probationer at any time before during the expiration date probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report from a position to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off promoted or demoted without fault on his or her part, and has completed his/her probationary period and is appointed transferred shall be returned to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on regular status unless the reasons for his/her part failure to complete his/her probationary period would be cause for dismissal. 24.2.2 The appropriate Department Head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during the a probationary period, and is appointed to a position in . 24.3 An employee shall be retained beyond the same classification from which he/she was laid off or demoted, end of the probationary period already served shall only if the appropriate Department Head affirms that the services of the employee have been found to be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSsatisfactory.

Probation. All new employees appointed An employee will be considered on probation for a period of six (6) calendar months if they are authorized, or an employee in the Administrative and Maintenance category and nine (9) months for an unauthorized worker. It is further understood and agreed that the Society shall not be precluded from releasing or terminating a probationary employee at any time during the probationary period including prior to the three (3) month review, it being agreed and understood that no probationary employee will be released in a discriminatory manner. If no written notice is received from the Society by the date of the expiration of the probation period, it shall be assumed that the employee has completed their probation period and acquired seniority. An employee will have no seniority rights during the probationary period. After completion of the probationary period, their seniority shall date back to the day on which their employment began. The dismissal and/or lay-off of a probationary employee shall not be the subject of a grievance. The employee shall not serve more than one probationary period provided that there is no break in employment. In the event of a continuous absence in excess of ten (10) working days or more, the probationary period would be placed on hiatus by the same number of working days as the leave. (a) A temporary employee who is subsequently hired to that position as a permanent employee shall be credited for the period of their temporary employment up to a maximum of three (3) months towards their probationary period as a permanent employee provided that: 1. there is no interruption in active service in moving from the temporary position to the permanent position; 2. the employee reports to the same Supervisor and performs the same function as a permanent employee that they performed as a temporary employee; 3. upon completion of said probationary period, such employee shall be credited with seniority from last date of hire. (b) A temporary employee or a contract person who is subsequently hired to a position shall serve a probationary other than that which they occupied during the period of nine months, during which time they can be discharged without cause. Written notification of termination the temporary/contract employment shall be credited with service for the period of their temporary or contract employment provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process.that: 1. A promoted there is no interruption in active service in moving from the temporary or contract position to the permanent position; 2. the employee will be subject successfully completes a six (6) month probationary period. (c) When the Society decides to fill a probation period of six months. Howeverposition with a temporary employee, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District Society shall forthwith report to the employee and notify the Union in writing each rejection on probationof the expected length of the temporary employment. (d) Where a person hired as a temporary employee is employed for a continuous period exceeding six (6) months, stating they shall be credited with seniority accrued retroactive to the date of commencement of employment for the rejection becomes effective purposes of Article 15.03 and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted29.06 only. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. All new employees 12.1.1 Employees appointed to the entry level class of Police Officer shall be placed on probationary status for eighteen months. Employees appointed to the class of Police Officer who possess a position valid basic P.O.S.T. certificate shall serve a be placed on probation for one year. The probationary period may be extended for up to one additional year with the approval of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided the Human Resources Department and written notice to the employee. 12.1.2 Employees appointed or promoted to the Sergeant classification shall be placed on probationary status for one year. An employee The probationary period may take be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee. 12.1.3 The probationary period shall be considered a part of the examination and selection process and shall not include time served under any promotional examination while he/she is in either an original limited service or promotional provisional appointment, but shall begin on the date of appointment to the Police Officer or Sergeant classification after certification. 12.1.4 Leaves of absence or assignments out of the classification totaling more than 30 calendar days, for any reason, shall not be counted toward completion of the probationary period. The probationary period will be extended the equivalent amount of any leave of absence exceeding 30 calendar days. 12.1.5 During the probationary period, except that an the employee during may be rejected by the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period Chief of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may Police at any time before the expiration date without right of appeal or hearing, unless required by law. 12.1.6 An employee rejected during the probationary period as fixed above, reject for cause, any person from a position to which the employee has been promoted provided that the District shall forthwith report return to the position and status from which the employee and the Union in writing each rejection on probationwas promoted, stating the date the rejection becomes effective and unless the reason for rejection would have been sufficient to cause dismissal from the former position as well. In such case, the employee shall be entitled to appeal dismissal as provided in this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedMOU. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her 12.1.7 Employees who successfully complete their probationary period and is appointed to who resign and are subsequently reinstated from a position in the same classification or another classification in which he/she has previously served reinstatement list shall have a probation period, he/she shall not be required to serve a second six (6) month probationary period. If an Newly appointed probationary employees who are on a leave status in excess of three (3) months shall commence a new probationary period upon return to work. 12.1.8 Where the probationary employee is laid off or demoted without fault on his/her part has performed satisfactorily during the probationary period, and is appointed the Chief of Police shall recommend to a position the Human Resources Department in the same classification from which he/she was laid off final probationary performance evaluation report, that the employee be considered for permanent appointment to the applicable classification. Employees who have not performed satisfactorily shall either be rejected pursuant to paragraph 12.1.5, or demoted, the probationary period already served shall be carried over extended pursuant to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS12.1.2.

Probation. All new 24.1 Employees appointed from eligibility lists, reinstated employees appointed to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided and employees reassigned according to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period Vocational Rehabilitation Administrative Regulation shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of probation. The regular period of Probation shall be six months(6) months unless otherwise specified for certain designated job classes. 24.1.1 Certain designated job classes in the classified service shall have a regular period of probation, which begins on the date of appointment and ends twelve (12) months thereafter. HoweverThese job classes shall be: Police Dispatcher II Fire Communications Shift Supervisor Fire Dispatcher I Fire Dispatcher II 24.1.2 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 complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 24.1.3 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 employees in the Police Dispatcher I classification shall not be granted regular status but will be promoted in accordance with Article 22 or rejected in accordance with this Article. 24.1.4 The probationary period for the classifications of Police Dispatcher II, Police Records Specialist I and Police Records Specialist II may be extended by an additional six (6) months at the discretion of the Police Chief. ANAHEIM shall notify the AMEA when taking such action. 24.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and if found to be below standards satisfactory to the appointing authority, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she appropriate department head may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may reject the probationer at any time before during the expiration date probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report from a position to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off promoted or demoted without fault on his or her part, and has completed his/her probationary period and is appointed transferred shall be returned to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on regular status unless the reasons for his/her part failure to complete his probationary period would be cause for dismissal. 24.2.2 The appropriate department head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during the a probationary period, and is appointed to a position in . 24.3 An employee shall be retained beyond the same classification from which he/she was laid off or demoted, end of the probationary period already served shall only if the appropriate department head affirms that the services of the employee have been found to be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSsatisfactory.

Probation. 17.01 All new newly hired employees appointed shall be considered on probation for a period of six (6) months. Employment during probation will be credited to a position shall serve a the employee for the calculation of continuous employment. Subject to mutual agreement between the Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of nine monthssuch an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, during which time they can training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be discharged without cause. Written given written notification of termination shall be provided to the employee. An successful completion of his/her probationary period. 17.05 The newly hired employee may take any promotional examination while be released on probation for just cause if he/she is in either an original or promotional found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary periodemployee, except only factors that an employee during the original probationary period can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be selected over subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a bargaining unit subsequent appointment to another position, a three (3) month trial period will be in effect during which time the employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over moved to the new appointmentposition who does not wish to remain in that position, or does not satisfy the job requirements of that position will be returned to the former position. Recall Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of rejection on probation who has worked for the Employer for less than three (3) months, shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSgiven a one (1) week paid notice period.

Probation. All new (a) New employees appointed in job grades up to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination and including grade four (4) shall be provided 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 the employee. An employee may take any promotional examination while he/she is in either an original or promotional extend such probationary period. Such extension may be for any period which is mutually agreed, except that an employee during the original probationary period but shall not be selected over a bargaining unit exceed three (3) months. A term employee who meets the minimum qualifications and achieves is successful in obtaining a passing score career position as specified in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. HoweverArticle 16, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of Job Postings, for which the probationary period as fixed abovewould normally be three (3) months, reject for cause, any person promoted provided that and who has seven (7) continuous months of service with the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period University shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed 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 is appointed up to a position in and including grade eleven (11), shall be on probation for the same classification or another classification in which he/she has previously served a probation first six (6) months following hiring, and on request by the University before the expiry of such period, he/she shall not be required the parties may mutually agree to serve a second extend such probationary period. If an Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is laid off or demoted without fault 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 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 nine (9) months, and who has twelve (12) continuous months of service with the University and satisfactory performance assessments on his/her part during 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 interim probationary review shall be completed before the end of the second (2nd) month for an employee with a three (3) month probationary period, and is appointed to before the end of the fourth (4th) month for an employee with a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.six

Probation. All A new employees employee who is appointed to a regular position shall serve must satisfactorily complete a probationary period of nine twelve (12) months, during which time they can unless a change to the probationary period for a classification has been approved, before being approved for regular status. A new employee's probationary period may be discharged without causeextended to eighteen (18) months if the employee has failed to demonstrate competency in the full range of assigned duties. Written notification Anyone who is appointed, promoted, or demoted to another position must satisfactorily complete a probationary period of termination six (6) months, unless a change to the probationary period for a classification has been approved, before being approved for regular status. Any employee who is transferred does not need to complete a probationary period unless it is requested by the Appointing Authority and the request is approved by the General Manager or designee. During the probationary period, the probationary appointee is subject to release or demotion at any time. Upon request from a released probationary employee, a written notice of the reasons for the release shall be provided presented to the employee. An employee Promotional probationary employees may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period only be released from District service for disciplinary action. Promotional Probationary employees shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score returned to their former classification for nonperformance in the promotional examination process. 1position. A promoted employee will promotional probationary period may be subject extended for any classification to one (1) year. Probationary employees shall have all rights under this agreement except in cases of suspension, demotion, or termination or as specifically excluded. Employees reclassified to a probation period new classification who are found by the District to have been performing the duties of the new classification for at least six months. However, the promoted employee has thirty (306) days to determine whether he or she wishes to continue months need not be placed in a promoted probationary status. Within that thirty (30) day period he or she may elect Any employee who is transferred from a position in one classification to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a another position in the same classification or another classification in as a result of a vacancy which he/she has previously served been noticed for which all employees are eligible to compete, does not need to complete a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to unless it is requested by the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSAppointing Authority and the request is approved by the General Manager or designee.

Probation. All new 25.1 Employees appointed from eligibility lists, reinstated employees appointed to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided and employees reassigned according to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period Vocational Rehabilitation Administrative Regulation shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six monthsprobation. HoweverThe 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 employees in the Customer Service Representative I classification shall not be granted regular status but will be promoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.1.4 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she appropriate Department Head may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may reject the probationer at any time before during the expiration date probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of this MOU. 25.2.1 An employee rejected during the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report from a position to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off promoted or demoted without fault on his or her part, and has completed his/her probationary period and is appointed transferred shall be returned to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on regular status unless the reasons for his/her part during the probationary period, and is appointed failure to a position in the same classification from which he/she was laid off or demoted, complete the probationary period already served would be cause for dismissal. 25.3 An employee shall be carried over retained beyond the end of the probationary period only if the appropriate Department Head affirms that the services of the employee have been found to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSsatisfactory.

Probation. All A. It is the policy of the District that all new employees appointed hires, promotions, reclassifications and administrative transfers shall have a probationary period, except as noted below. B. The standard probationary period for all classified positions is twelve (12) months or 2,080 hours. Prior to the expiration of the 2,080 hour probationary period, an initial probationary employee may be released from District service at any time. Such rejection is not a position shall serve disciplinary action and may not be grieved. C. An employee who has already passed their initial probationary period and is appointed, promoted, or demoted to another classification (excluding flexibly staffed classes), must satisfactorily complete a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employeetwelve (12) months or 2,080 hours. An employee may take any promotional examination while he/she is in either an original or serving a promotional probationary period may be returned to their former classification if it is determined by the Appointing Authority that the employee is not passing their probationary period. Such rejection is not a disciplinary action and may not be grieved. D. Employees who have already passed their initial probationary period and are reclassified to a new class who are found by the District to have been performing the duties of the new class for at least twelve (12) months or 2,080 hours will not be placed in a probationary status. E. In addition, except that an employee during who is administratively transferred or competitively promotes from a position in one class to another position in the original same class does not need to complete a probationary period unless the initial probationary period has not been concluded or it is requested by the Appointing Authority. In cases where the administrative transfer is management initiated, the employee will not need to complete a probationary period. F. New Hires or Initial Probationary Employees shall not be selected over a bargaining unit have all rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded. G. An employee who meets the minimum qualifications applies for and achieves accepts a passing score in the promotional examination process. 1. A promoted employee competitive promotion, lateral transfer or voluntary demotion prior to completion of their twelve-month (2,080 hour) initial probationary period will be subject to a probation period of six months. However, the promoted employee has thirty new twelve-month (302,080 hour) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second initial probationary period. If an employee is laid off or demoted without fault The new twelve-month (2,080 hour) initial probationary period will begin on his/her part the first day of appointment in the new position. Hours worked during the prior initial probationary period will not count towards the new initial probationary period, and employee will not become a regular, non-probationary employee until successful completion of the new initial probationary period. Prior to the expiration of new initial probationary period an employee may be released from Valley Water service at any time. Such rejection is appointed not a disciplinary action and may not be grieved. H. An employee who has successfully completed their initial probationary period and who is serving a twelve-month (2,080 hours) promotional probationary period, will be subject to an entirely new twelve-month (2,080 hours) promotional probationary period if the employee, through a position competitive process, applies for and accepts a new promotion, lateral transfer or voluntary demotion. The new twelve-month (2,080 hour) promotional probationary period will begin on the first day of appointment in the same classification from which he/she was laid off or demoted, new position. Hours worked during the prior promotional probationary period already served shall will not count towards the new promotional probationary period. Until successful completion of the new promotional probationary period, employee may be carried over rejected from probation at any time and will have no right to return to the new appointmentprior promotional position. Recall shall In such cases, employee will be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSreturned to the last classification held where probation was successfully completed. Any such rejection from probation is not a disciplinary action and may not be grieved.

Probation. All 9.1 A newly hired or rehired employee is subject to a six-month probationary period. The probationary period for new employees appointed may be extended, with notification to the Union, to three (3) additional months. Upon Union approval an additional three (3) month extension may be granted. The Employer may discipline or discharge any newly hired or rehired employee at any time during the DocuSign Envelope ID: 5168325D-71AC-4AAA-9C89-928828C51B81 probationary period, with or without cause, and such discipline or discharge shall not be subject to appeal. 9.2 Promotions and voluntary demotions are subject to a position shall serve a six-month probationary period. The probationary period for a promotion or voluntary demotion may be extended, with notification to the Union, to a maximum of nine six (6) additional months. In the event an employee does not successfully complete a promotion/demotion probationary period, during which time they can the employee will be discharged without cause. Written notification of termination shall be provided assigned to the employee’s original position (if available or vacant) or to another vacant position for which they are qualified in the same class as, and at the same salary level as, the employee’s original position. An employee may take any promotional examination while he/she is in either an original returning to the position they held prior to the promotion or promotional voluntary demotion will not serve another probationary period, except that an employee during . If the original probationary period shall position is not be selected over a bargaining unit employee who meets available, and no other vacant position is available meeting the minimum qualifications and achieves a passing score applicable criteria in this Article, the promotional examination process. 1. A promoted employee will be subject to placed on a probation period of six reinstatement list for their original position or classification for twenty four (24) months. However, Nothing in this section shall restrict the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date rights of the probationary period as fixed aboveEmployer under Article 22, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedbelow. 2. If an 9.3 An employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and who is appointed to transferred into a position in job within the same classification or another takes a lateral transfer to a different classification in which he/she has previously served within the same pay grade, may serve a probation six (6)-month probationary period, he/she shall if the job is significantly different than their previous job. In the event an employee does not successfully complete a transfer probationary period, the employee will be required assigned to the employee’s original position (if vacant) or to another vacant position for which they are qualified in the same class, and at the same salary level as, the employee’s original position. An employee returning to the position they held prior to the transfer will not serve a second another probationary period. If an employee the original position is laid off or demoted without fault on his/her part during not available and no other vacant position is available, meeting the probationary period, and is appointed to a position criteria in the same classification from which he/she was laid off or demotedthis Article, the probationary period already served employee will be placed on a reinstatement list for their original position or classification for twenty-four (24) months. Nothing in this section shall be carried over restrict the rights of the Employer under Article 22, below. 9.4 Nothing in this Article shall restrict an employee’s entitlement to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSapplicable provisions impacting wages and benefits.

Probation. 17.01 All new newly hired employees appointed shall be considered on probation for a period of six (6) months. Employment during probation will be credited to a position shall serve a the employee for the calculation of continuous employment. Subject to mutual agreement between the Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of nine monthssuch an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the Serco Canada Inc. Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, during which time they can training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be discharged without cause. Written given written notification of termination shall be provided to the employee. An successful completion of his/her probationary period. 17.05 The newly hired employee may take any promotional examination while be released on probation for just cause if he/she is in either an original or promotional found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary periodemployee, except only factors that an employee during the original probationary period can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be selected over subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a bargaining unit subsequent appointment to another position, a three (3) month trial period will be in effect during which time the employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over moved to the new appointmentposition who does not wish to remain in that position, or does not satisfy the job requirements of that position will be returned to the former position. Recall Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of rejection on probation who has worked for the Employer for less than three (3) months, shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSgiven a one (1) week paid notice period.

Probation. All a) Each new employees appointed to a position worker shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination nineteen (19) complete pay periods unless otherwise indicated in the appendices when it shall be provided to the employeetwenty-five (25) complete pay periods or 12 months as denoted. An employee may take any promotional examination while he/she is in either an original or promotional incomplete pay period served on initial appointment shall not be counted. Upon successful completion of such probationary period, except that an employee during the original probationary period worker shall be deemed a permanent worker. A leave of absence without pay shall not be selected over a bargaining unit employee who meets credited toward completion of the minimum qualifications worker's probationary period. The parties agree that probationary workers shall have all rights in this Agreement, unless otherwise specified, including full and achieves a passing score in complete access to the promotional examination processgrievance procedure. Consistent with County Charter Section 704(e), probationary workers may not grieve suspensions, demotions, or dismissals. 1. A promoted employee will be subject b) Classified probationary workers and unclassified workers who have not completed a period equal to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period a comparable classified position shall have the right to assume request and receive Department/Agency administrative review of disciplinary action taken during this period. Such review must be requested in writing within ten (10) working days of the position from which hedisciplinary action or it is waived. The department/she was promotedagency 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. If an employee has been laid off Effective date of the action. 3. Statement of the cause thereof. 4. Statement in ordinary and concise language of the act or demoted without fault on his 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 her partdemotion, and has completed his/her probationary period and is appointed to or five (5) days pay, except where circumstances require immediate action. c) A worker serving a position new probation in the classified service, who transferred from the same classification or another classification in which he/she has previously served 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 probation subsequent probationary period, he/she shall not be required to serve a second probationary period. If an employee and who is laid off or demoted without fault on his/her part released during the probationary period, and is appointed shall retain the right to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over appeal such release to the new appointment. Recall shall be Personnel Board and the right to return to his/her former class in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSSection 6.9. Such worker shall receive a ten (10) working day notice of release.

Probation. All new Classified employees appointed who have been recommended by the Director of Operations to a position be placed on probation and who are notified by the Superintendent that they have been placed on probation, subsequently, shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to have their job performance officially evaluated at least twice by the employee. An employee may take any promotional examination while Administrator charged with regular evaluation in the year succeeding the year that he/she is in either an original or promotional probationary periodbeing placed on probation. One of the evaluations shall be conducted prior to December 15, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will year succeeding notification of probation, and the second official evaluation shall be subject conducted prior to a probation period of six months. HoweverMarch 10, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection year succeeding notification of probation. Bargaining Unit Members who have been placed on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have their job performance officially evaluated at least two (2) times by their immediate Supervisor in the right to assume year following the position from which year he/she was promotedplaced 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. 2a. Classified employees may be placed on probation by the Superintendent or designee at any time for a period of up to one year, but not to exceed two years. If an the Superintendent or designee places the classified employee has been laid off or demoted without fault on his or her partprobation, notification of such placement shall be given to the classified employee, Association President, the immediate Supervisor, the Director of Operations, and has completed his/her probationary period the Board of Education. If the classified employee is placed on probation as an outgrowth of the evaluation process identified above, the process as identified shall prevail. If, however, the reason for the recommendation for the classified employee to be placed on probation and the subsequent placing on probation is appointed due to a position 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 same classification 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 another classification 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 which hethe opinion of the Superintendent, purportedly has conducted himself/she has previously served herself in a probation period, he/she shall manner that cannot be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary periodcondoned in any form, and is appointed to until a position formal hearing can be held, and in the same classification from which he/she was laid off opinion of the Superintendent, their presence in the school or demotedtheir intention to resume their normal duties might prove disruptive to the educational process or might cause irreparable damage to other employees, the probationary period already served shall classified employee may be carried over suspended. This suspension based on the recommendation of the Superintendent to the new appointmentBoard of Education may be for up to ten days, or may demote the employee by registered mail. Recall shall be Within ten days following the receipt of such notice by the employee, the employee may file an appeal in accordance writing, with paragraph Cthe Henry County Court of Common Pleas. After hearing the appeal, ARTICLE 12 - LAYOFFSthe Common Pleas Court may affirm, BUMPINGdisaffirm, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSand modify the action of the Board of Education.

Probation. All A. The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the employee's work and for securing the most effective adjustment of the new employees appointed employee to the position of lieutenant. B. During an employee's probationary period, the bargaining unit member serves in the position of lieutenant at the will and pleasure of the Office of the Sheriff. Accordingly, a position 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 former position. C. During the probationary period, no bargaining unit member may request a voluntary transfer. D. The Sheriff or designee may evaluate the performance of bargaining unit members monthly during their probationary period. Any such evaluation may be discussed with the 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 nine monthssix (6) months of continuous employment from the date of promotion. Effective immediately upon promotion, during 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 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 either: approve retention of the bargaining unit member, at which time they can be discharged without cause. Written notification of termination the bargaining unit member shall be provided granted permanent status or, 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, pursuant to the employee. An employee may take any promotional examination while he/she is in either an original or promotional Sheriff's policy and procedure. G. During a newly hired bargaining unit member’s probationary period, except that an employee during he serves at the original will and pleasure of the Sheriff. Accordingly, a probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. Howevermember may not grieve, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at otherwise challenge by any time before the expiration date of the probationary period as fixed above, reject for causeother available procedure, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoteddecision involving discipline and/or discharge. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. (a) All new employees appointed shall be on probation for the first ninety (90) calendar days of employment from the date of hire. During this period, where an employee is absent or unavailable to work for more than thirty (30) calendar days, then the Employer may at its sole discretion extend the probationary period for a position shall serve a further thirty (30) days. In the event that: (i) the Employer decides to extend an employee’s probationary period pursuant to this provision, and (ii) the affected employee is absent or unavailable to work on the completion date of the initial ninety (90) day probationary period, then the extended probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days shall not commence until the date that the employee returns to determine whether he or she wishes to continue in a promoted status. Within that thirty work for the Employer. (30b) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date purpose of the probationary period as fixed aboveis to determine, reject for causein the opinion of the Employer, any person promoted provided that the District shall forthwith report to suitability of the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedcontinued employment. 2(c) Only those employees who have successfully completed their probationary period are entitled to claim the rights arising out of seniority. If an After the employee has been laid off or demoted without fault on his or her part, and has successfully completed his/her probationary period and period, his/her seniority shall be calculated from the date of hire. (d) Any employee in the bargaining unit who is appointed granted a promotion or transfer by the Employer to a position in within the same classification bargaining unit shall be on a trial period for ninety (90) calendar days or another classification in which thirty (30) days worked, whichever comes first. During this period, the employee must demonstrate that he/she has previously served a probation periodcan satisfy the requirements of the work performance criteria for the job, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointmentsatisfaction of the Employer. Recall shall be in accordance with paragraph CIf, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.within the first sixty (60) calendar days or twenty

Probation. All new (a) The probation period for regular employees appointed shall be the first 913.5 hours of employment. (b) Where an extended period of time for assessment of job performance appears to be of mutual benefit the probation period may be extended up to an additional 913.5 hours. It is the intent of the Employer to limit such extensions as much as possible. (c) Where a regu ar employee is a successful in‐service applicant to a posted position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she shall be placed on trial for a period of 280 hours. Conditional on satisfactory service, the employee shall be declared permanent after the period of 280 hours. In the event the successful applicant proves unsatis actory in the position during the trial period, or if the employee is in either an original unable to perform the duties of the new job classification, he/she shall be returned to his/her former position, wage or promotional probationary salary rate, without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to his/her former position, wage or salary rate, without loss of seniority. (d) Notwithstanding articles pertaining to the probation period, regular employees shall not be eligible to apply for another regular posted position within their initial probation period, except that an by mutual agreement of the parties. (e) The College President may reject any probationary employee for just cause. A rejection during the original probationary period probation shall not be selected over considered a bargaining unit employee who meets dismissal for the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period purpose of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss Article 29.4 of seniority or benefitsthis Agreement. The Executive Director may at any time before the expiration date test of just cause for rejection shall be a test f suitability of the probationary period as fixed above, reject employee for cause, any person promoted provided that the District shall forthwith report to the employee and the Union continued employment in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels he/she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, he/she shall not be required to serve a second probationary period. If an employee is laid off may grieve the decision at Step 3 of the grievance procedure as outlined in Article 31.7 of this Agreement within 10 working days of the date on which the rejection occurred or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSwithin 10 working rejection.

Probation. All A new employees employee who is appointed to a regular position shall serve must satisfactorily complete a probationary period of nine months, during which time they can be discharged without cause2,080 regular hours of service Regular hours include paid leaves but do not include overtime hours. Written notification of termination shall be provided When an employee is on probation as a new hire the unit manager will use the EDPP to develop a work plan to evaluate the employee’s performance. An A probationary employee may take be terminated at any promotional examination while he/she time during probation. Such rejection is in either an original or promotional probationary period, except that an employee during the original probationary period shall not a disciplinary action pursuant to Article 13 and may not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination processgrieved. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the Initial probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period employees shall have the right to assume the position from which he/she was promotedall rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded. (See Article 13, Section 14). 2. If a regular employee, who has completed their initial probation, is promoted, reclassified or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the first 1,040 hours of a probationary period, an employee may request a voluntary return to the class held prior to the promotion/reclassification. If the return to former class is approved by the Appointing Authority, the employee will return to the same range and step held in the former class at the time of promotion. If an employee fails to pass their promotional probationary period, the manager has been laid off or demoted without fault on his or her part, and has completed his/her the option of extending their probationary period and is appointed by an additional 1,040 regular hours of service (for a total probationary period of 2,080 regular hours of service) or returning the employee to their former class. An employee who fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available or assigned to a position in the same classification held immediately prior to the promotion, if available; or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed assignment to a position in a lower classification for which the employee qualifies. 3. Employees reclassified to a new class who are found by the District to have been performing the duties of the new class for at least 1,040 regular hours of service will not be placed in a probationary status. In addition, an employee who is administratively transferred from a position in one (1) class to another position in the same classification from which he/she was laid off or demoted, the class does not need to complete a probationary period already served shall be carried over to unless the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSinitial probationary period has not been concluded or it is requested by the Appointing Authority.

Probation. All new 25.1 Employees appointed from eligibility lists, reinstated employees appointed to a position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided and employees reassigned according to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period Vocational Rehabilitation Administrative Regulation shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of probation. The regular period of probation shall be six months(6) months 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 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. HoweverExcept that employees in the Customer Service Representative I classification shall not be granted regular status but will be promoted in accordance with ARTICLE 23 ― APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she appropriate department head may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may reject the probationer at any time before during the expiration date probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of this Memorandum. 25.2.1 An employee rejected during the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report from a position to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off promoted or demoted without fault on his or her part, and has completed his/her probationary period and is appointed transferred shall be returned to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on regular status unless the reasons for his/her part during the probationary period, and is appointed failure to a position in the same classification from which he/she was laid off or demoted, complete the probationary period already served would be cause for dismissal. 25.3 An employee shall be carried over retained beyond the end of the probationary period only if the appropriate department head affirms that the services of the employee have been found to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSsatisfactory.

Probation. All new employees appointed to (i) You will be on probation* for a position shall serve a probationary period of nine months180 Days from the date of joining which can be extended by the company at its sole discretion in case your performance does not meet requisite standards or for any other reason as deemed fit or proper by the company. At the end of the probation period your services with the company would be deemed confirmed unless specifically extended by the company in writing, within the said period of 180 Days *No probation period for Band D and above (ii) During the period of probation including during the extended period of probation, if any, your services are liable to be terminated by either party at any time without cause with 14 days written notice or paying to the other party, in advance or simultaneously with letter, salary in lieu of such notice or salary for such period by which the notice period falls short of. However, if the exigencies of work, business or client commitments so requires; or if you are handling any sensitive, critical, confidential or time bound assignment / project / work; or if you want to leave in the middle of work, without serving your full notice period, wherein your presence, involvement or participation is required or is deemed necessary by the Management; or if any work is pending at your end; or if Management does not find suitable replacement or substitute in your place; or if satisfactory, full and proper hand-over and/or knowledge transfer is not given by you to the satisfaction of the Management; or if your not serving full notice period may have adverse impact on the business, client or work commitments or on your team, the Company may decline to relieve you earlier than the expiry of the entire period of notice. Your exit formalities will be initiated, and your relieving and experience letters will be issued subject, inter alia, to your fulfilling the aforesaid requirements. For removal of all doubts, it is hereby clarified that the term salary for the purposes of notice or notice period shall mean gross salary, which shall include basic salary, all the allowances, benefits and perquisites as per Appendix 1. (iii) In case, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary your notice period, except that an employee during you abruptly stop reporting to duties or if you abscond from duties or absent unauthorizedly or absent without authorization without prior information to, and prior permission from, the original probationary period Management, the Management shall mark you as ‘absenting unauthorizedly’ / ‘unscheduled off’ and you shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1entitled to any salary / wages for aforesaid period. A promoted employee will be subject to a probation period of six months. HoweverIn aforesaid situation, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she Company shall not be required under any obligation to serve a second probationary issue your relieving and experience letters. The term ‘unscheduled off’ shall mean ‘absenting unauthorizedly’ or ‘unauthorized absence’. (iv) Further, on your giving the notice of resignation, the Company may at its sole discretion relieve you from such date, as it may deem fit, even before the expiry of notice period, by paying salary in lieu of notice period, based on the business needs of the Company which may include without limitation client requirements or any security reasons or any productivity issues or your presence on Company premises including without limitation on the production / operation floor bringing in any negative impact on the working environment. The Company may take appropriate decision on such or similar situation. Alternatively, Company may instruct you to proceed on garden leaves with salary during the period of your notice. (v) Company shall recognize and accept the resignation tendered via official Company email (for removal of all doubts, it is hereby clarified that you are not, and shall not be, entitled / authorized / permitted to use client email for sending your resignation) or hard-copy resignation only. Therefore, any resignation submitted or informed via personal email, verbally, via sms, via telephone, via social media, or any other mode whatsoever shall not be recognized or taken notice of by the Company and same shall thus be not binding upon the Company. (vi) Waiver of notice period is at the sole discretion of the Company. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary Company exercises such discretion then notice period already served shall be carried over to waived of by the new appointmentCompany in writing only therefore any verbal assurance given by, or discussion with, supervisor, manager, Human Resources team, etc. Recall shall would not be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSbinding upon the Company or its management.

Probation. (a) All new employees appointed shall be subject to a position shall serve a probationary period of nine monthsninety (90) calendar days of employment from the date of hire or three hundred and fifty (350) hours worked, during which whichever occurs first. A probationary employee who is not available to be scheduled for a period of time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee greater than seven (7) shifts during the original ninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be selected over schedule for work, to a bargaining unit employee who meets the minimum qualifications maximum extension of one hundred and achieves a passing score in the promotional examination processsixty (160) hours worked or sixty (60) calendar days, whichever occurs first. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30b) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date purpose of the probationary period as fixed aboveis to determine, reject for causein the opinion of the Employer, any person promoted provided that the District shall forthwith report to suitability of the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedcontinued employment. 2(c) Only those employees who have successfully completed their probationary period are entitled to claim the rights arising out of seniority. If an After the employee has been laid off or demoted without fault on his or her part, and has successfully completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, hehis/she her seniority shall not be required to serve calculated from the date of hire. (d) If a second probationary period. If an new employee is laid off or demoted without fault on prior to completing his/her part during the probationary period, and is appointed the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a position in new employee, provided that the same classification opportunity for recall occurs within a period of ten (10) consecutive months from which he/she was laid off or demotedthe date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given credit towards the completion of his/her probationary period already served for the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. (iii) If the employee successfully completes his/her probationary period, his/her seniority shall be carried over calculated from the date of his/her initial hire prior to the new appointment. Recall layoff. (iv) If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSterminated.

Probation. All A new employees employee who is appointed to a regular position shall serve must satisfactorily complete a probationary period of nine months, during which time they can be discharged without cause2,080 regular hours of service Regular hours include paid leaves but do not include overtime hours. Written notification of termination shall be provided When an employee is on probation as a new hire the manager will use the EDPP to develop a work plan and evaluate the employee’s performance. An A probationary employee may take be terminated at any promotional examination while he/she time during probation. Such rejection is in either an original or promotional probationary period, except that an employee during the original probationary period shall not a disciplinary action pursuant to Article 13 and may not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination processgrieved. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the Initial probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period employees shall have the right to assume the position from which he/she was promotedall rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded (See Article 13, Section 14). 2. If a regular employee, who has completed their initial probation, is promoted or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the first 1,040 hours of a probationary period, an employee may request a voluntary return to the class held prior to the promotion/reclassification. If the return to former class is approved by the Appointing Authority, the employee will return to the same range and step held in the former class at the time of promotion. If an employee fails to pass their promotional probationary period, the manager has been laid off or demoted without fault on his or her part, and has completed his/her the option of extending their probationary period and is appointed by an additional 1,040 regular hours of service (for a total probationary period of 2,080 regular hours of service) or returning the employee to their former class. An employee who fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available or assigned to a position in the same classification held immediately prior to the promotion, if available; or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed assignment to a position in a lower classification for which the employee qualifies. 3. An employee reclassified to a new class who are found by the District to have been performing the duties of the new class for at least 1,040 regular hours of service will not be placed in a probationary status. In addition, an employee who is administratively transferred from a position in one (1) class to another position in the same classification from which he/she was laid off or demoted, the class does not need to complete a probationary period already served shall be carried over to unless the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSinitial probationary period has not been concluded or it is requested by the Appointing Authority.

Probation. (a) All new employees appointed shall be subject to a position shall serve a probationary period of nine monthsninety (90) calendar days from the date of hire, during which time they can be discharged without causewith no reference to minimum hours. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary During this period, except that where an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject is absent or unavailable to a probation period of six months. However, the promoted employee has work for more than thirty (30) days to determine whether he or she wishes to continue in calendar days, then the Employer may at its sole discretion extend the probationary period for a promoted status. Within that further thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. days. (b) The Executive Director may at any time before the expiration date purpose of the probationary period as fixed aboveis to determine, reject for causein the opinion of the Employer, any person promoted provided that the District shall forthwith report to suitability of the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promotedcontinued employment. 2(c) Only those employees who have successfully completed their probationary period are entitled to claim the rights arising out of seniority. If an After the employee has been laid off or demoted without fault on his or her part, and has successfully completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, hehis/she her seniority shall not be required to serve calculated from the date of hire. (d) If a second probationary period. If an new employee is laid off or demoted without fault on prior to completing his/her part during the probationary period, and is appointed the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a position in new employee, provided that the same classification opportunity for recall occurs within a period of ten (10) consecutive months from which he/she was laid off or demotedthe date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given credit towards the completion of his/her probationary period already served for the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. (iii) If the employee successfully completes his/her probationary period, his/her seniority shall be carried over calculated from the date of his/her initial hire prior to the new appointment. Recall layoff. (iv) If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSterminated.

Probation. All new employees appointed Probationary Periods: Employees hired, transferred, or promoted in the Unit shall serve the following probationary periods: A. Entry level police officer recruits shall serve a 24-month probationary period including the time period in the classification of Police Officer Recruit and then Police Officer (i.e., 18 months following completion of the police academy). The 24-month probationary period shall also apply to newly hired police officer academy graduates. The probationary period for lateral Police Officers shall be 18 months. B. The probationary period for Communications Dispatcher shall be 18 months. Entry level Police Officer/Helicopter Pilot recruits shall serve a position 24 month probationary period, including the time period in the classification of Police Officer Recruit and then as a Police Officer/Helicopter Pilot. Lateral Police Officer Helicopter Pilots shall serve a probationary period of nine 18 months, during which time they can be discharged without cause. Written notification All other classifications covered under this MOU shall serve a 12 month probationary period. C. Employees promoted in the Unit shall serve a probationary period of termination shall be provided to six months in the employeenew classification. An employee may take any promotional examination while he/she who is serving in either an original acting or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score temporary capacity in the promotional examination process. 1. A promoted employee will be subject classification to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether which he or she wishes to continue in a is promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary periodperiod which, when combined with the acting or temporary time, shall total six continuous months. If The act of graduating from the P.O.S.T. Basic Academy to the position of either sworn Police Officer or sworn Police Officer/Helicopter Pilot is not considered a promotion for the purposes of this section. D. The above probationary periods may be extended by no more than three (3) months, where the Assistant General Manager – Public Safety has been provided with a minimum of two (2) quarterly evaluations where the probationary employee’s supervisor has presented a rating of less than “acceptable” in at least one (1) category or the probationary employee has been provided with documentation by a supervisor memorializing concerns due to the employee’s performance or misconduct. E. Should an employee is laid off be on leave or demoted without fault on his/her part during be subject to temporary restrictions that place the probationary periodemployee in less than full duty status (e.g. light or modified duty) for more than two continuous weeks, and is appointed to a position in the same classification from which he/she was laid off or demoted, the their probationary period already served shall will be carried over to extended by the new appointment. Recall shall be amount of the leave or time in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSother than full duty status.

Probation. All new employees Prior to being appointed to a position Regular Employee, a newly hired Employee shall first serve a probationary period of nine monthsfour-hundred and sixty-five (465) regular hours worked. If such an Employee is unsatisfactory in the opinion of the Employer, such Employee may be dismissed or his employment terminated, in writing, at any time during which time they can be discharged the probationary period without cause. Written notification , and such dismissal or termination of termination shall employment may be provided subject to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, grievance procedure except that an employee during the original probationary period it shall not be selected over a bargaining unit employee who meets the minimum qualifications subject of Arbitration at Step A decision at Step of the grievance procedure shall be final and achieves a passing score in binding on the promotional examination process. 1Parties and all interested persons. A promoted employee Employees will be subject to a probation period kept advised of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected their progress during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee a probationary Employee is laid off promoted or demoted without fault on his/her part during transfers to another classification, they shall be required to commence and serve a new probationary period of four-hundred and sixty-five (465) regular hours worked. A Regular Employee's current period of continuous service with the Employer as a Temporary Employee be counted toward the probationary period, and is period required in Clause if appointed without interruption or break in service to a position provided that such service occurs in the same Department and within the same classification from which he/she was laid off or demotedas such regular position. By mutual agreement in writing between the Union and the Employer, the probationary period already served may be extended up to a maximum of four-hundred and sixty-five (465) regular hours worked. During the extended period, and if in the opinion of the Employer, the Employee is found to be unsatisfactory, such Employee may be dismissed or his employment terminated, in writing, at any time during the extended period without cause. Such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step A decision at Step of the grievance procedure shall be carried over final and binding on the Parties and on all interested persons. An Employee will be kept advised of his progress during the extension to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSprobationary period.

Probation. All new employees appointed to 10.1 New Employees will be on probation for a position shall serve a probationary period of nine months, during which time ninety (90) calendar days from the date they can be discharged without cause. Written notification of termination shall be provided to begin employment. 10.2 During the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period Employee will be considered temporary and may be transferred or discharged at the discretion of the Company and such transfer or discharge shall not be selected over a bargaining unit employee who meets subject to the minimum qualifications grievance and achieves a passing score in the promotional examination processarbitration procedures of this Agreement. 1. A promoted employee will be subject to a probation 10.3 Upon the completion of their period of six monthsprobation, an Employee shall be considered a regular Employee and all provisions of this Agreement shall apply. HoweverSeniority shall date from the Employee's starting date of employment. 10.4 Employees who have completed their period of probation may be disciplined or discharged for just cause. In the event that an Employee who has completed their probationary period is disciplined or discharged by the Employer, and the Employee believes that it is without just cause, the promoted matter may be handled as a grievance under the “Grievance and Arbitration” Section of this Agreement. The Union agrees that just cause includes, but is not limited to: (a) theft or dishonesty (b) falsification of records (c) willful damage of property (d) assault (e) use of alcohol or illegal drugs while working (f) working while under the influence of alcohol or illegal drugs (g) chronic lateness or absenteeism (h) any criminal activity while on the job (i) willful insubordination or failure to comply with Company rules (j) unexcused or excessive absenteeism or tardiness (k) failure to report off (l) unsatisfactory work performance (m) using tobacco or any tobacco products on company premises (n) an employee has classified as “on-air talent” who is not meeting the artistic needs of the station, as determined by management. In the event the Company seeks to discharge an employee, classified as “on-air talent”, for “just cause” under this “artistic needs” provision, the Company will first issue the employee a written corrective action plan to describe the deficiencies and desired improvement. If, at the conclusion of thirty (30) calendar days, the required improvement has not been achieved, the Company will inform the employee of the continued deficiencies, and will conduct an additional meeting with the employee in ten (10) business days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before if the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2required improvement has been achieved. If an employee has been laid off or demoted without fault on his or her partthe employee’s deficiencies persist, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demotedas determined by management, the probationary period already served discharge for “just cause” shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSoccur.

Probation. All new employees appointed to A probationary period for a current employee who changes classification through the bid procedure (a bid is defined as the process of applying for a position through a job posting), excluding demotional bids within the same classification series, shall serve a probationary period of nine monthsbe referred to as “trial period”. 6.3.1 During the trial period, during which time they can shall be discharged without causeforty-five (45) actually worked days, the employee’s immediate supervisor will prepare progress reports. Written notification of termination Such employee shall be provided a written progress report after twenty (20) actually worked days. The employee must sign a copy of this report before it goes to the employeePersonnel Office. An The signature does not necessarily mean the employee may take any promotional examination while he/she agrees with the report, but merely the employee has read and discussed it with the supervisor. No comments can be added to the progress report after the employee has signed it. The employee or the evaluator’s immediate supervisor will have the option to have a second evaluation performed in the same manner as was the initial evaluation. If a second evaluation is performed, the initial evaluator’s immediate supervisor and the employee shall sign it in either an original or promotional probationary each other’s presence. If during the trial period, except that an employee during the original probationary period shall not employee’s work performance has been determined to be selected over a bargaining unit employee who meets unsatisfactory, the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six monthsgiven written notice advising him/her that his/her work performance has been unsatisfactory. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to If the employee is given an unsatisfactory progress report after twenty (20) actually worked days, that employee will thereafter be evaluated within ten (10) actually worked days and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2given another progress report. If an employee has been laid off in a trial period fails to meet the requirements for the position, is laid-off, or demoted without fault on his or her part, and has completed he/she chooses to return to his/her probationary period and previous position up to the last day his/her previous position is appointed to a position in the same classification or another classification in which he/she has previously served a probation periodposted, he/she shall not will be required returned to serve a second probationary periodtheir previous position held prior to the promotion (same total hours, same job classification and wage schedule placement) if such position still exists. If an The employee is laid off or demoted without fault on being displaced by such trial period employee will be returned to his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served previous position. Such displacement shall be carried over occur (domino effect) until all employees that are displaced due to the new appointment. Recall shall be in accordance with paragraph Creturn of the trial period employee are returned to their previous positions, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSwithout regard to seniority.

Probation. All new employees appointed A. A newly hired employee or an employee promoted from a class outside the bargaining unit to a position class within the bargaining unit shall serve a probationary period of nine months, 12 months of active service during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed shall have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her probationary 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 and is appointed equal to a position in two weeks scheduled work hours or more, then all such time shall be added to the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an . B. A newly hired employee is laid off or demoted without fault on his/her part who, during the probationary period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be notified in writing of the reason(s) and is appointed shall be terminated. An employee promoted from a class outside 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 Fire Chief, shall be returned to his/her position in held prior to the promotion or to another position at the same classification or lower level for which the employee is determined to be 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 was laid off 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 demotedon 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 already served 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 Fire Chief, shall be carried over to the new appointment. Recall notified in writing and shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSdemoted to his/her former classification. A promoted employee serving a probationary period within the bargaining unit shall not be entitled to appeal his/her non-successful probationary period and his/her return to his/her former position.

Probation. All new employees appointed A. A newly hired employee or an employee promoted from a class outside the bargaining unit to a position class within the bargaining unit shall serve a probationary period of nine months, 12 months of active service during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed shall have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her probationary 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 and is appointed equal to a position in two weeks scheduled work hours or more, then all such time shall be added to the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an . B. A newly hired employee is laid off or demoted without fault on his/her part who, during the probationary period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be notified in writing of the reason(s) and is appointed shall be terminated. An employee promoted from a class outside 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 Fire Chief, shall be returned to his/her position in held prior to the promotion or to another position at the same classification or lower level for which the employee is determined to be 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 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 was laid off or demotedshall have the ▇. ▇▇ employee promoted from a class within the bargaining unit to a class within the bargaining unit who, during the probationary period already served period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be carried over to the new appointment. Recall notified in writing and shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSdemoted to his/her former classification. A promoted employee serving a probationary period within the bargaining unit shall not be entitled to appeal his/her non-successful probationary period and his/her return to his/her former position.

Probation. All 8.1 A newly hired or rehired employee is subject to a six (6) month probationary period. The probationary period for new employees appointed may be extended with notification to the Union, to a position shall serve a maximum of six (6) additional months. The Employer may discipline or discharge any newly hired or rehired employee at any time during the probationary period of nine months, during which time they can be discharged with or without cause, and such discipline or discharge shall not be subject to appeal. 8.2 Voluntary promotions and demotions are subject to a six (6) month probationary period. Written The probationary period for a promotion/demotion may be extended, with notification to the Union, for a maximum of termination shall six (6) additional months. In the event an employee does not successfully complete a promotion/demotion probationary period, the employee will be provided assigned to the employee’s original position (if vacant) or to another vacant position for which they are qualified in the same class as, and at the same salary level as, the employee’s original position. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during If the original probationary period shall position is not be selected over a bargaining unit employee who meets available, and no other vacant position is available meeting the minimum qualifications and achieves a passing score in applicable criteria within this Article, the promotional examination process. 1. A promoted employee will be subject placed on a reinstatement list for their original position or classification for twenty-four (24) months. Nothing in this section shall restrict the rights of the employee under Article 23 within this Agreement. 8.3 An employee who is transferred into a job within the same classification, or who takes a lateral transfer to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his or her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in different classification within the same classification or another classification in which he/she has previously served a probation periodpay grade, he/she shall not may be required to serve a second six (6) month probationary periodperiod if the job is significantly different than their previous job. If In the event an employee is laid off or demoted without fault on his/her part during the probationary does not successfully complete a transfer probation period, and is appointed the employee will be assigned to a the employee’s original position (if vacant) or to another vacant position for which they are qualified in the same classification from which he/she was laid off or demotedclass, and at the same salary level as the employee’s original position. If the original position is not available and no other vacant position is available, meeting the applicable criteria in this Article, the probationary period already served employee will be placed on a reinstatement list for their original position or classification for twenty-four (24) months. Nothing in this section shall be carried over to restrict the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONSrights of the Employer under Article 23 within this Agreement.