Probationary Employment. 4.2.1(a) An employer may initially engage a full-time or part-time employee for a period of probationary employment for the purpose of determining the employee's suitability for ongoing employment. The employee must be advised in advance that the employment is probationary and of the duration of the probation which can be up to but not exceed three months.
Probationary Employment. All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one
Probationary Employment. 9.2 The Employer may initially engage a full-time or part-time Employee for a period of probationary employment to a maximum of six months, for the purpose of determining the Employee’s suitability for ongoing employment. The Employee must be advised in advance that the employment is probationary and of the duration of the period.
Probationary Employment. For the first 365 calendar days of employment, bargaining unit employees shall be considered as on probation and without seniority. However, if a probationary employee is laid off and rehired within a period of time not in excess of the time he or she had previously spent as a probationary employee, he or she will be credited with the time previously worked toward the completion of the probationary period. Upon the completion of the probationary period, the employee’s seniority date will then be established as the original date of hire. During such probationary period, probationary employees may be laid off or terminated or reassigned at the discretion of the Company. Such layoffs, terminations, or reassignments during the probationary period shall not be subject to the grievance and arbitration procedure. The Company shall provide notice to the Union as soon as any employee is being considered for layoff, termination, or reassignment.
Probationary Employment. 7.1.1 Workers and classified hourly employees who are employed for the first time or are re-employed by the District after resignation serve for a period of one year from the date of employment or re-employment as probationary workers. At the end of the second and fifth months of employment workers will receive written evaluations of their work and their progress towards permanency. Classified hourly employees are evaluated at the end of the sixth month of employment.
Probationary Employment. Supervisors who are employed for the first time or are re-employed by the District after resignation serve for a period of one year from the date of employment or re-employment as probationary supervisors. At the end of the third and sixth months of employment they will receive written evaluations of their work and their progress towards permanency. (See Appendix F.) A probationary supervisor may be released at any time that the appropriate administrator and the Office of Human Resources determine that the supervisor's performance is unsatisfactory. The notice of release will be presented to the supervisor in writing with a copy to the Union. The probationary supervisor shall receive five (5) days pay. These five days does not extend the probationary period.
Probationary Employment. Section 1: Probationary Employees: New employees covered by this Agreement shall be subject to a six (6) continuous-calendar-month probationary period, commencing with their first day of work. During this period the employee may take vacation leave after thirty (30) days, but leave shall accrue from their date of hire. This probationary period may be extended for an additional six (6) months at the discretion of the Employer, if an evaluation of the employee's performance has been made prior to the completion of the initial six (6) month period and the evaluation notes a deficiency in job performance. The appointing authority may waive any portion of the extended probationary period. New employees on probation shall have no seniority and their retention shall be at the sole discretion of the Employer. Such employees shall not have recourse to the grievance procedure for any aspect of disciplinary action or termination.