PROBATIONARY PERIOD FOR NEW PERMANENT HIRES Sample Clauses

PROBATIONARY PERIOD FOR NEW PERMANENT HIRES. 3.01 Probation A newly hired employee will be on probation for a period of one hundred eighty (180) days worked from their date of hire. Contract employees who have performed the same job and become permanent with continuous service in that same job will be credited for one-half of the days worked in the contract position toward their probationary period, however, such probationary periods will be a minimum duration of ninety (90) days.
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PROBATIONARY PERIOD FOR NEW PERMANENT HIRES. 3.01 Probation A newly hired permanent employee will be on probation from their date of hire for a period of: • One hundred eighty (180) days worked for part time employees who work less than 7.25 hours per day. • One hundred forty (140) days worked for full time employees or part time employees who work 7.25 hours per day. Contract employees who have performed the same job and become permanent in that same job will be credited for one-half of the days worked in the contract position toward their probationary period, however, such probationary periods will be a minimum duration of seventy (70) days worked. Approved bereavement leave under Article 16 will not have the effect extending a probation period.
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PROBATIONARY PERIOD FOR NEW PERMANENT HIRES 
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Related to PROBATIONARY PERIOD FOR NEW PERMANENT HIRES

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Probationary Period A new employee will be considered on probation until he has completed forty-five (45) days of work (or 337.5 hours of work for employees whose regular hours of work are other than the standard work day), within any twelve (12) calendar months. Upon completion of the probationary period he shall be credited with seniority equal to forty-five (45) working days. With the written consent of the Hospital, the probationary employee and the President of the Local Union or designate, such probationary period may be extended. Any extensions agreed to will be in writing and will specify the length of the extension. The release or discharge of an employee during the probationary period shall not be the subject of a grievance or arbitration.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Extension of Probationary Period The probationary period shall not be extended except in the case of extended illness or injury or compelling personal situation during which time the employee was unable to work. In such cases, the probationary period may be extended for the length of time the ill or injured employee was unable to work.

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