Common use of Probationary Employee Clause in Contracts

Probationary Employee. 1. Each employee shall be on a probationary appointment for sixty (60) working days from the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty (60) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 16.01 The probationary period is an evaluation period and is used to determine an Employee's suitability for appointment to a permanent position. Each employee *6.02 Except as otherwise provided in Article 6.03(h), there shall be one and only one probationary period. 6.03 Notwithstanding any other provision in this Collective Agreement, a newly hired Employee shall be on probation for a probationary appointment for sixty period of six (606) working days calendar months from the effective date of appointment by the Board hire (Probationary Employee) and shall be subject to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall applyterms and conditions: i. If (a) A newly hired Employee shall be on probation for a period of six (6) months from the employee has not completed thirty (30) working days date of hiring and upon hiring shall be advised of the expected end date of their probationary period. Upon the completion of the probationary period the employee period, seniority shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as effective from the original position the employee shall serve sixty (60) working days date of probationcontinuous employment. iv. If the employee moves to a temporary position during the probation period(b) Notwithstanding Article 6.03 (a) above, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty for up to an additional three (603) working days for cause and in such event months by mutual agreement between the employee Employer, the Union, and the Union Probationary Employee. (c) A Probationary Employee shall be notified entitled to all the benefits and rights contained in writing this Collective Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Collective Agreement. (d) A Probationary Employee shall be obliged to pay membership dues to the Union during any probationary period from the first day of such extension. Should a transfer hire. (e) A Probationary Employee is entitled to be granted by credited with sick leave at the Board same rate as any other Employee during the probationary employee period; but must repay all sick leave taken if the Probationary Employee does not have successfully complete the right to return to their former positionprobationary period. 5. It is agreed and understood that during an employee's (f) A Probationary Employee shall receive one written appraisal prior to the end of their probationary period, normally mid-way through their transferprobationary period. (g) A Probationary Employee who at any time during their probationary period is to be laid off will be evaluated prior to their lay off. (h) If a Probationary Employee is recalled to any position except the position from which they are laid off, layoff they must serve the complete probationary period as described in Article 6.03 (a). 6.04 The Local President or dismissal designate shall be entirely present at a meeting with the discretion Probationary Employee where the employment of a Probationary Employee is to be terminated. The reasons for such termination shall be given to the Probationary Employee in writing. 6.05 During the probationary period or extension thereto, if in the opinion of the Board and Employer the Probationary Employee has not performed to the objective standards established by the Employer, the Probationary Employee may be dismissed. 6.06 A Probationary Employee shall be subject to appeal through given ten (10) days notice of discharge or pay in lieu of the grievance procedurenotice.

Probationary Employee. 1. Each employee In the interest of ensuring a new Employee’s suitability for a position, new employees shall be on considered probationary employees from the date of commencement and serve a probationary appointment for sixty (60) working days from period where the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall employment may be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position terminated at any time during the probation period, without recourse to the Dispute Resolution/Grievance Process under Article 11. The probationary period shall be in accordance with the following conditions: (a) A minimum probation period of six (6) months worked shall apply upon hire to new Regular Employees, new Continuing Term Employees and all rehired employees who have had a break in service. A minimum probation period of six (6) months worked shall apply to all Conditionally Funded Term Employees, Limited Term Employees, and Replacement Term Employees, unless reappointed to the same position within twelve (12) months of the expiry of their previous appointment in which case they shall not be required to serve a further probationary period. (b) To assist the new Employee, the Employee should be given the appropriate training and opportunities for feedback during the probationary period. (i) On commencement of employment or prior to that date, a new Employee shall be provided with a copy of the position description and/or relevant document regarding expectations of the duties by the Department of Human Resources. (ii) During the course of a new Employee’s probationary period, the Employee shall receive: (1) Orientation and training specific to the position; (2) Ongoing performance related feedback; and (3) Probationary reviews at approximately the three (3) month and six (6) month probationary period. Should probation be extended pursuant to clause (c), the new Employee shall receive a supplementary review at nine (9) months. (c) If during the probationary period the Employee’s performance does not satisfy the level of proficiency expected, providing the Manager/Chair is reasonably satisfied that the Employee may improve his/her proficiency with more guidance, then the probation period will may be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve extended for a probation further period of sixty three (603) shiftsmonths. Upon completion The Manager/Chair will provide the Employee written rationale for the extension. The Manager/Chair will provide Human Resources and the Association with a copy of the written rationale. (d) In exercising (c) above, the University shall make such decision no later than ten (10) working days prior to the expiration of the six (6) month probationary period. (e) The Probationary Employee shall be entitled to all terms and conditions contained in this Agreement, except that employment may be terminated by the University at any time during the probation period they shall or any extension thereof without recourse to the Dispute Resolution /Grievance Process under Article 11. (f) Should an Employee require a leave from the University, or be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4inactive, the probationary period will be suspended pending the return to full duties. The At the discretion of the Manager/Chair, the probationary period may be extended a further period not exceeding sixty (60) to the equivalent of the missed period. Extensions for periods under 20 working days for cause will be in consultation with Human Resources, and in such event this extension is not withstanding the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right provision pursuant to return to their former positionclause (c). 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1. Each As referred to in Section 11.01, a newly hired employee shall have no seniority rights during his first 520 actual hours worked of employment during which period he/she shall be on probation and subject to transfer, demotion, lay-off, dismissal or discharge at the sole discretion of the Company, notwithstanding anything in this Agreement to the contrary. With respect to any matters other than those referred to herein, a probationary appointment for sixty (60) working days from the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall be required have recourse to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shiftsgrievance procedure. Upon completion of the probation period they probationary period, he/she shall be considered regular employees placed on the seniority list effective from his/her date of employment. (a) Vacancies - Any and shall obtain bidding rights as per Article 7.3 C. 4all vacancies within the bargaining unit desired by the Company to be filled will be posted immediately for five (5) days (excluding Saturdays, Sundays, plant shutdowns and recognized general holidays) on the special Company bulletin board provided for this purpose. Any employee sincerely desirous of transferring to the posted classification, and who feels he/she has the necessary qualifications, may within the period of posting fill out an application form especially provided for this purpose, and deposit it in the box located by the bulletin board. The probationary period successful applicant shall be transferred to the posted job within thirty (30) days following his appointment. This may be extended by mutual agreement of the Company and the Union. (b) If there is a further period vacancy which has been created by the absence of a regular Plant Guard – Group Leader or Fire Systems Inspector, and which the Company requires to be filled, the Company will, if it chooses to fill the vacancy by other than a temporary transfer, post a temporary job posting for three (3) days. Such posting will be handled according to the criteria in 11.02 (a). There will be no subsequent posting to fill any vacancy created by the successful bidder, nor shall there be any posting to fill a temporary vacancy in the Plant Guard classification. The Company may hire a temporary employee to fill that resultant vacancy or any vacancy in the Plant Guard classification. The temporary employee will be paid Job Class 5, but no other monetary or seniority provisions of the collective agreement shall apply to such temporary employee. The temporary employee will be required to pay union dues. The temporary employee may not be retained beyond ninety (90) days, unless otherwise agreed. However, if the original temporary vacancy has been created as a result of Maternity or Paternity leave, the temporary employee may be retained beyond ninety (90) days but not exceeding sixty one (601) working days for cause and in such event the employee and the Union shall be notified in writing of such extensionyear. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.After ninety

Probationary Employee. 1An employee who has been hired by the Employer on a full-time or part- time basis and who has been continuously employed by the Employer for less than six (6) months. Each After six (6) months of continuous employment, the employee shall be on a probationary appointment for sixty (60) working days from the effective date of appointment attain regular status unless specifically advised by the Board Employer in writing of an extended probationary period of up to a regular position. 2an additional ninety (90) days. In During the event probationary period, an employee does may be terminated without notice and without recourse to the grievance procedure. Probationary employees shall not complete be required to give fourteen (14) days’ notice of intention to terminate. The Employer may extend the probationary period due for an individual employee as long as the extension does not cause the total period to layoff, transfer, promotion or due to reverting back exceed twelve (as per Article 7.512) months. Employees will be provided with a written explanation for the following shall apply: i. extension. If the extension is based on performance issues, the employee has will receive a performance improvement plan. Extension of probationary periods shall not completed thirty be a normal practice. 4.3.1 Permanent employees at the University of Washington shall not be required to complete another probationary period. 4.3.2 The Employer will extend an employee’s probationary period, on a day-for-a-day basis, for any day(s) that the employee takes paid time off, leave without pay, or shared leave, except for leave taken for military service or for purposes of faith, or conscience. For the purpose of calculating the completion date, DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 an employee’s probationary period shall not end on the employee’s regularly scheduled weekend off or a scheduled holiday off. In those instances the completion date will be the next scheduled work day. 4.3.3 By mutual agreement, the probationary period for additional selected classes may be established for a period in excess of six (306) working days months but not to exceed twelve (12) months. 4.3.4 Employees in probationary status will earn seniority from their initial date of hire but may not exercise seniority rights until completion of the probationary period. Probationary employees are not eligible for layoff or rehire rights. 4.3.5 An employee who is appointed to a different position in a different classification prior to completing their initial probationary period the employee shall be required to will serve the full sixty (60) working days probation in the second position; or iia new probationary period. If the employee has completed thirty (30) working days The length of the new probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in accordance with Subsection 4.3, unless adjusted by the temporary position as follows: 3Appointing Authority for time already served in probationary status. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of In no case, however, will the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The total probationary period may be extended a further period not exceeding sixty less than six (606) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former positionconsecutive months. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1. Each employee In the interest of ensuring a New Employee’s suitability for a position, new employees shall be on considered probationary employees from the date of commencement and serve a probationary appointment for sixty (60) working days from period where the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall employment may be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position terminated at any time during the probation period, without recourse to the Formal Dispute Resolution – Grievance filing under Article 11. The probationary period shall be in accordance with the following conditions: (a) A minimum probation period of six (6) months worked shall apply. (b) To assist the New Employee, the Employee should be given the appropriate training and opportunities for feedback during the probationary period. (i) On commencement of employment or prior to that date, a New Employee shall be provided with a copy of the position description and/or relevant document regarding expectations of the duties by the Department of Human Resources. (ii) During the course of a New Employee’s probationary period, the Employee shall receive: (1) Orientation and training specific to the position; (2) Ongoing performance related feedback; and (3) Probationary reviews at approximately the three (3) month and six (6) month probationary period. Should probation be extended pursuant to Clause (c), the New Employee shall receive a supplementary review at nine (9) months. (c) If during the probationary period the Employee’s performance does not satisfy the level of proficiency expected, providing the Manager/Chair is reasonably satisfied that the Employee could improve their proficiency with more guidance, then the probation period will may be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve extended for a probation further period of sixty up to three (603) shiftsmonths. Upon completion The Manager/Chair will provide the Employee written rationale for the extension. The Manager/Chair will provide Human Resources and the Association with a copy of the written rationale. (d) In exercising (c) above, the University shall make such decision no later than ten (10) working days prior to the expiration of the six (6) month probationary period. (e) The Probationary Employee shall be entitled to all terms and conditions contained in this Agreement, except that employment may be terminated by the University at any time during the probation period they shall or any extension thereof without recourse to the Formal Dispute Resolution – Grievance Filing under Article 11. (f) Should an Employee require a leave from the University, or be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4inactive, the probationary period will be suspended pending the return to full duties. The At the discretion of the Manager/Chair, the probationary period may be extended a further period not exceeding sixty (60) to the equivalent of the missed period. Extensions for periods under 20 working days for cause will be in consultation with Human Resources, and in such event this extension is not withstanding the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right provision pursuant to return to their former positionClause (c). 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1An employee who has been hired by the Employer on a full-time or part- time basis and who has been continuously employed by the Employer for less thansix (6) months. Each After six (6) months of continuous employment, the employee shall be on a probationary appointment for sixty (60) working days from the effective date of appointment attain regular status unless specifically advised by the Board Employer in writing of an extended probationary period of up to a regular position. 2an additional ninety (90) days. In During the event probationary period, an employee does may be terminated without notice and without recourse to the grievance procedure. Probationary employees shall not complete be required to give fourteen (14) days’ notice of intention to terminate. The Employer may extend the probationary period due for an individual employee as long as the extension does not cause the total period to layoff, transfer, promotion or due to reverting back exceed twelve (as per Article 7.512) months. Employees will be provided with a written explanation for the following shall apply: i. extension. If the extension is based on performance issues, the employee has will receive a performance improvement plan. Extension of probationary periods shall not completed thirty be a normal practice. 4.3.1 Permanent employees at the University of Washington shall not be required to complete another probationary period. DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 4.3.2 The Employer will extend an employee’s probationary period, on a day-for-a-day basis, for any day(s) that the employee takes paid time off, leave without pay, or shared leave, except for leave taken for military service or for purposes of faith, or conscience. For the purpose of calculating the completion date, an employee’s probationary period shall not end on the employee’s regularly scheduled weekend off or a scheduled holiday off. In those instances the completion date will be the next scheduled work day. 4.3.3 By mutual agreement, the probationary period for additional selected classes may be established for a period in excess of six (306) working days months but not to exceed twelve (12) months. 4.3.4 Employees in probationary status will earn seniority from their initial date of hire but may not exercise seniority rights until completion of the probationary period. Probationary employees are not eligible for layoff or rehire rights. 4.3.5 An employee who is appointed to a different position in a different classification prior to completing their initial probationary period the employee shall be required to will serve the full sixty (60) working days probation in the second position; or iia new probationary period. If the employee has completed thirty (30) working days The length of the new probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in accordance with Subsection 4.3, unless adjusted by the temporary position as follows: 3Appointing Authority for time already served in probationary status. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of In no case, however, will the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The total probationary period may be extended a further period not exceeding sixty less than six (606) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former positionconsecutive months. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1. Each employee 14.01 The parties agree that with reference to probationary Employees: (a) All Employees shall be on a considered probationary appointment Employees until they have been employed for sixty eighty (6080) working days or, in the case of shift workers, one hundred and twenty (120) working days. For the purposes of calculating probation, each seven (7) hours worked shall be considered one (1) day worked. For the purpose of this provision, hours worked shall be paid time, with the exception of any leave granted pursuant to Article 26. (b) For part-time Employees, Article 14.01(a) shall apply on a pro-rated basis. (c) During the probationary period, the Employer may terminate the employment of such Employee, if the Employee is found unsuitable. It is understood that the termination of a probationary Employee is not grievable unless the Union or the Employee claims a breach of Article 3. Where it is alleged that the Employer has engaged in a violation of Article 3, the party making the allegation at the time of filing the grievance, shall provide particulars. (d) It is understood that the probationary Employee has all the rights and benefits of the Agreement except those rights and benefits provided by Article 13 (Disciplinary Measures), Article 15 (Seniority), Article 16 (Layoff, Bumping, Recall) and Article 17 (Vacancies and Transfers), or as otherwise specifically excluded by this Agreement. An Employee who has completed her probationary period will retain her seniority from the effective date of appointment by the Board to a regular positionhire. 2. In the event an employee does not complete the (e) The Employer shall provide a mid-probation report, in writing, to each probationary period due to layoffEmployee, transfer, promotion or due to reverting back within seven (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (307) working days of passing the mid-point of the probationary period. (f) The Employer shall provide a written evaluation to each probationary Employee, prior to the completion of the Employee’s probationary period. (g) Probationary periods may only be extended with the written consent of the probationary Employee, the President of the Local or her designate, and the Association. It is understood and agreed that any extension to the probationary period will not exceed the employee original probationary period. (h) No Employee on probation shall be required expected to serve perform on-call or stand-by duties until she has worked twenty-five (25) days. The Manager will be available for back- up support until the full sixty mid-probation report is completed. 14.02 A probationary Employee shall receive written notice of five (605) working days prior to the termination date of probation in the second position; or ii. If the employee as to whether or not she has successfully completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of her probation. iv. If 14.03 Employees who have completed said probationary period and have been retained by the employee moves to a temporary position during Employer at the probation periodexpiration thereof, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered as regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty (60) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board Employees and shall be subject to appeal through the grievance procedurecredited with seniority from date of hiring.

Probationary Employee. 1. Each employee 6.01 The probationary period is an evaluation period and is used to determine an Employee's suitability for appointment to a permanent position. 6.02 There shall be one and only one probationary period. 6.03 Notwithstanding any other provision in this Collective Agreement, a newly hired Employee shall be on probation for a probationary appointment for sixty period of six (606) working days calendar months from the effective date of appointment by the Board hire (Probationary Employee) and shall be subject to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall applyterms and conditions: i. If (a) A newly hired Employee shall be on probation for a period of six (6) months from the employee has not completed thirty (30) working days date of hiring and upon hiring shall be advised of the expected end date of their probationary period. Upon the completion of the probationary period the employee period, seniority shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as effective from the original position the employee shall serve sixty (60) working days date of probationcontinuous employment. iv. If the employee moves to a temporary position during the probation period(b) Notwithstanding Article 6.03 (a) above, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty for up to an additional three (603) working days for cause and in such event months by mutual agreement between the employee Employer, the Union, and the Union Probationary Employee. (c) A Probationary Employee shall be notified entitled to all the benefits and rights contained in writing this Collective Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Collective Agreement. (d) A Probationary Employee shall be obliged to pay membership dues to the Union during any probationary period from the first day of such extension. Should a transfer hire. (e) A Probationary Employee is entitled to be granted by credited with sick leave at the Board same rate as any other Employee during the probationary employee period; but must repay all sick leave taken if the Probationary Employee does not have successfully complete the right to return to their former positionprobationary period. 5. It is agreed and understood that during an employee's (f) A Probationary Employee shall receive one written appraisal prior to the end of their probationary period, normally mid-way through their transferprobationary period. (g) A Probationary Employee who at any time during their probationary period is to be laid off will be evaluated prior to their lay off. (h) If a Probationary Employee is recalled to any position except the position from which they are laid off, layoff they must serve the complete probationary period as described in Article 6.03 (a). 6.04 The Local President or dismissal designate shall be entirely present at a meeting with the discretion Probationary Employee where the employment of a Probationary Employee is to be terminated. The reasons for such termination shall be given to the Probationary Employee in writing. 6.05 During the probationary period or extension thereto, if in the opinion of the Board and Employer the Probationary Employee has not performed to the objective standards established by the Employer, the Probationary Employee may be dismissed. 6.06 A Probationary Employee shall be subject to appeal through given ten (10) days notice of discharge or pay in lieu of the grievance procedurenotice.

Probationary Employee. 1. Each employee shall be on a probationary appointment for sixty (60) working days from the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall be required to serve the full sixty (60) working days probation in the second position; orprobationary ii. If the employee has completed thirty (30) working days of the probationary period period, the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty (60) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1All employees hired into positions covered by this Agreement, and hired after the effective date hereof, shall be on probation for the longer of the first one hundred and eighty (180) calendar days or the first fifty six (56) complete shifts actively worked for employees working 24-hour shifts. Each If the Employer wishes to extend that period in the case of an employee whose performance has been partially but not fully satisfactory to it during the initial probationary period, it may, with the written concurrence of the Union, extend the employee’s probation for an additional period not to exceed the longer of ninety (90) calendar days or twenty-eight days actively worked for employees working 24-hour shifts. In that event, the Employer shall notify the employee in writing of said decision, and the employee’s probationary period shall not be considered to have been completed until the expiration of the extended period. Seniority shall not accrue to employees during their probationary period. However, upon successful completion of the said probationary period, an employee shall be entered on a probationary appointment for sixty (60) working days from the effective seniority list retroactive to his or her last date of appointment hire in the bargaining unit. All probationary employees are employed “at-will” and may be disciplined or dismissed during their probationary period at the Employer’s sole discretion with or without just cause. The Employer’s actions with respect to such probationary employees (including, but not limited to, discipline, discharge, transfer or reassignment) shall be without recourse and shall not be subject to the grievance or arbitration provisions of this Agreement. The Employer shall have no responsibility for the re-employment of any person whose employment is terminated for any reason whatsoever before the expiration of his probationary period. If any person who was terminated during his probationary period is later rehired by the Board to Employer, he or she shall start as a regular position. 2. In the event an new employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty (60) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's new full probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board and shall be subject to appeal through the grievance procedure.

Probationary Employee. 1. Each 6.01 The probationary period is an evaluation period and is used to determine an employee’s suitability for appointment to a permanent position. 6.02 There shall be one and only one probationary period. 6.03 Notwithstanding any other provision in this Agreement, a newly hired employee shall be on probation for a probationary appointment for sixty period of six (606) working days calendar months from the effective date of appointment by the Board hire (probationary employee) and shall be subject to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall applyterms and conditions: i. If (a) A newly hired employee shall be on probation for a period of six (6) months from the employee has not completed thirty (30) working days date of hiring. Upon the completion of the probationary period the employee period, seniority shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as effective from the original position the employee shall serve sixty (60) working days date of probationcontinuous employment. iv. If the employee moves to a temporary position during the probation period(b) Notwithstanding Article 6.03 (a) above, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty for up to an additional forty (6040) working days for cause and in such event by mutual agreement between the employee Employer, the Union, and the Union employee. (c) A probationary employee shall be notified entitled to all the benefits and rights contained in writing this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A probationary employee shall be obliged to pay membership dues to the Union during any probationary period from the first day of such extension. Should a transfer hire. (e) A probationary employee is entitled to be granted by credited with sick leave at the Board same rate as any other employee during the probationary period; but must repay all sick leave taken if the employee does not have successfully complete the right probationary period. (f) A probationary employee shall normally receive a written performance evaluation midway through their probationary period and if necessary a final appraisal prior to return the end of their probationary period. (g) A probationary employee who at any time during their probationary period is to be laid off will be evaluated prior to their former positionlay off. 5. It (h) If an employee is agreed and understood that during an employee's recalled to any position except the position from which they are laid off, they must serve the complete probationary period, their transfer, layoff period as described in Article 6.03 (a). 6.04 The Local President or dismissal designate shall be entirely present at a meeting with the discretion employee where the employment of an employee is to be terminated. The reasons for such termination shall be given to the employee in writing. 6.05 During the probationary period or extension thereto, if in the opinion of the Board and shall Employer the employee has not performed to the standards established by the Employer, the employee may be subject dismissed without recourse to appeal through the grievance procedure. 6.06 A probationary employee shall be given ten (10) calendar days notice of discharge or pay in lieu of the notice. 6.07 After an employee has served satisfactorily in a position on a probationary basis, confirm in writing the appointment on a permanent basis within ten (10) days of the conclusion of the probationary period.

Probationary Employee. 1. Each employee 6.01 The probationary period is an evaluation period and is used to determine an Employee's suitability for appointment to a permanent position. 6.02 Except as otherwise provided in Article 6.03(h), there shall be one and only one probationary period. 6.03 Notwithstanding any other provision in this Collective Agreement, a newly hired permanent Employee shall be on probation for a probationary appointment for sixty period of six (606) working days calendar months from the effective date of appointment by the Board hire (Probationary Employee) and shall be subject to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall applyterms and conditions: i. If (a) A newly hired permanent Employee shall be on probation for a period of six (6) months from the employee has not completed thirty (30) working days date of hiring and upon hiring shall be advised of the expected end date of their probationary period. Upon the completion of the probationary period the employee period, seniority shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as effective from the original position the employee shall serve sixty (60) working days date of probationcontinuous employment. iv. If the employee moves to a temporary position during the probation period(b) Notwithstanding Article 6.03 (a) above, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty for up to an additional three (603) working days for cause and in such event months by mutual agreement between the employee Employer, the Union, and the Union Probationary Employee. (c) A Probationary Employee shall be notified entitled to all the benefits and rights contained in writing this Collective Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Collective Agreement. (d) A Probationary Employee shall be obliged to pay membership dues to the Union during any probationary period from the first day of such extension. Should a transfer hire. (e) A Probationary Employee is entitled to be granted by credited with sick leave at the Board same rate as any other Employee during the probationary employee period; but must repay all sick leave taken if the Probationary Employee does not have successfully complete the right to return to their former positionprobationary period. 5. It is agreed and understood that during an employee's (f) A Probationary Employee shall receive one written appraisal prior to the end of their probationary period, normally mid-way through their transferprobationary period. (g) A Probationary Employee who at any time during their probationary period is to be laid off will be evaluated prior to their lay off. (h) If a Probationary Employee is recalled to any position except the position from which they are laid off, layoff or dismissal they must serve the complete probationary period as described in Article 6.03 (a). (i) Where a Term Employee successfully completes six (6) months of continuous service, is appointed to a permanent position within the same classification and position title without a break in service, the term service shall be entirely at the discretion deemed completion of the Board and probationary period. 6.04 A Union representative or designate shall be subject present at a meeting with the Probationary Employee where the employment of a Probationary Employee is to appeal through be terminated. The reasons for such termination shall be given to the grievance procedureProbationary Employee in writing. 6.05 During the probationary period or extension thereto, if in the opinion of the Employer the Probationary Employee has not performed to the objective standards established by the Employer, the Probationary Employee may be dismissed. 6.06 A Probationary Employee shall be given ten (10) days’ notice of discharge or pay in lieu of the notice.

Probationary Employee. 1. Each employee 14.01 The parties agree that with reference to probationary Employees: (a) All Employees shall be on a considered probationary appointment Employees until they have been employed for sixty eighty (6080) working days or, in the case of shift workers, one hundred and twenty (120) working days. For the purposes of calculating probation, each seven (7) hours worked shall be considered one (1) day worked. For the purpose of this provision, hours worked shall be paid time, with the exception of any leave granted pursuant to Article 26. (b) For part-time Employees, Article 14.01(a) shall apply on a pro-rated basis. (c) During the probationary period, the Employer may terminate the employment of such Employee, if the Employee is found unsuitable. It is understood that the termination of a probationary Employee is not grievable unless the Union or the Employee claims a breach of Article 3. Where it is alleged that the Employer has engaged in a violation of Article 3, the party making the allegation at the time of filing the grievance, shall provide particulars. (d) It is understood that the probationary Employee has all the rights and benefits of the Agreement except those rights and benefits provided by Article 13 (Disciplinary Measures), Article 15 (Seniority), Article 16 (▇▇▇▇▇▇, Bumping, Recall) and Article 17 (Vacancies and Transfers), or as otherwise specifically excluded by this Agreement. An Employee who has completed her probationary period will retain her seniority from the effective date of appointment by the Board to a regular positionhire. 2. In the event an employee does not complete the (e) The Employer shall provide a mid-probation report, in writing, to each probationary period due to layoffEmployee, transfer, promotion or due to reverting back within seven (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (307) working days of passing the mid-point of the probationary period. (f) The Employer shall provide a written evaluation to each probationary Employee, prior to the completion of the Employee’s probationary period. (g) Probationary periods may only be extended with the written consent of the probationary Employee, the President of the Local or her designate, and the Association. It is understood and agreed that any extension to the probationary period will not exceed the employee original probationary period. (h) No Employee on probation shall be required expected to serve perform on-call or stand-by duties until she has worked twenty-five (25) days. The Manager will be available for back- up support until the full sixty mid-probation report is completed. 14.02 A probationary Employee shall receive written notice of five (605) working days prior to the termination date of probation in the second position; or ii. If the employee as to whether or not she has successfully completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as the original position the employee shall serve sixty (60) working days of her probation. iv. If 14.03 Employees who have completed said probationary period and have been retained by the employee moves to a temporary position during Employer at the probation periodexpiration thereof, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered as regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding sixty (60) working days for cause and in such event the employee and the Union shall be notified in writing of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's probationary period, their transfer, layoff or dismissal shall be entirely at the discretion of the Board Employees and shall be subject to appeal through the grievance procedurecredited with seniority from date of hiring.

Probationary Employee. 1. Each A professional employee shall will be on a regarded as probationary appointment for sixty (60) working days from the effective date of appointment by the Board to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall apply: i. If the employee has not completed thirty (30) working days of the probationary period the employee shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iiifour months of his/her employment or re-employment (if such reemployment occurs after a separation or leave without pay of more than twelve (12) months). If the employee moves to a second position during the probation period Non-professional and it is not the same classification as the original position the employee shall serve sixty (60) working days of probation. iv. If the employee moves to a temporary position during the probation period, the probation period technical employees will be completed in regarded as probationary for the temporary position as follows: first three (3. Noon Hour Assistants and Cashiers shall serve a probation period ) months of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4their employment or re-employment. The probationary period may be extended for an additional period or periods not to exceed a further period not exceeding sixty total of thirty (6030) working days for cause and in such event the employee and the Union shall be notified in writing all employees. Upon completion of such extension. Should a transfer be granted by the Board the probationary employee does not have the right to return to their former position. 5. It is agreed and understood that during an employee's his/her probationary period, their transfer, layoff or dismissal shall an employee will be entirely at credited with seniority retroactive to the discretion beginning of the Board probationary period. A probationary employee is subject to immediate dismissal and shall such dismissal will not be subject to appeal through grievance and/or arbitration. Each employee will receive at least one (1) written performance evaluation from his/her immediate supervisor by the grievance procedureend of the probationary period. A copy of said evaluation will be given to the probationary employee’s Department Head. The employee will be given a copy of said evaluation. Based on this evaluation and other information known to the employee’s supervisor, Department Head or the President, the employee will be informed by the Department Head or his/her designee that he/she has been awarded regular status, that his/her probationary period has been extended, or that he/she is dismissed. Such decision will be made on or before the conclusion of the probationary period and will be final and binding. In the event that a probationary employee is terminated prior to receipt of a written performance evaluation, the Agency will, where possible, discuss the reasons for discharge with the employee, prior to such discharge.

Probationary Employee. 1. Each employee 6.01 The probationary period is an evaluation period and is used to determine an Employee's suitability for appointment to a permanent position. 6.02 There shall be one and only one probationary period. 6.03 Notwithstanding any other provision in this Collective Agreement, a newly hired Employee shall be on probation for a probationary appointment for sixty period of six (606) working days calendar months from the effective date of appointment by the Board hire (Probationary Employee) and shall be subject to a regular position. 2. In the event an employee does not complete the probationary period due to layoff, transfer, promotion or due to reverting back (as per Article 7.5) the following shall applyterms and conditions: i. If (a) A newly hired Employee shall be on probation for a period of six (6) months from the employee has not completed thirty (30) working days date of hiring and upon hiring shall be advised of the expected end date of their probationary period. Upon the completion of the probationary period the employee period, seniority shall be required to serve the full sixty (60) working days probation in the second position; or ii. If the employee has completed thirty (30) working days of the probationary period the employee shall be required to serve the balance of the sixty (60) working days probation in the second position providing the second position is in the same classification as the first position; or iii. If the employee moves to a second position during the probation period and it is not the same classification as effective from the original position the employee shall serve sixty (60) working days date of probationcontinuous employment. iv. If the employee moves to a temporary position during the probation period(b) Notwithstanding Article 6.03 (a) above, the probation period will be completed in the temporary position as follows: 3. Noon Hour Assistants and Cashiers shall serve a probation period of sixty (60) shifts. Upon completion of the probation period they shall be considered regular employees and shall obtain bidding rights as per Article 7.3 C. 4. The probationary period may be extended a further period not exceeding for up to an additional sixty (60) working days for cause and in such event by mutual agreement between the employee Employer, the Union, and the Union Probationary Employee. (c) A Probationary Employee shall be notified entitled to all the benefits and rights contained in writing this Collective Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Collective Agreement. (d) A Probationary Employee shall be obliged to pay membership dues to the Union during any probationary period from the first day of such extension. Should a transfer hire. (e) A Probationary Employee is entitled to be granted by credited with sick leave at the Board same rate as any other Employee during the probationary employee period; but must repay all sick leave taken if the Probationary Employee does not have successfully complete the right to return to their former positionprobationary period. 5. It is agreed and understood that during an employee's (f) A Probationary Employee shall receive one written appraisal prior to the end of their probationary period, normally mid-way through their transferprobationary period. (g) A Probationary Employee who at any time during their probationary period is to be laid off will be evaluated prior to their lay off. (h) If a Probationary Employee is recalled to any position except the position from which they are laid off, layoff they must serve the complete probationary period as described in Article 6.03 (a). 6.04 The Local President or dismissal designate shall be entirely present at a meeting with the discretion Probationary Employee where the employment of a Probationary Employee is to be terminated. The reasons for such termination shall be given to the Probationary Employee in writing. 6.05 During the probationary period or extension thereto, if in the opinion of the Board and shall Employer the Probationary Employee has not performed to the standards established by the Employer, the Probationary Employee may be subject dismissed without recourse to appeal through the grievance procedure. 6.06 A Probationary Employee shall be given five (5) days notice of discharge or pay in lieu of the notice.