Common use of Review Periods Clause in Contracts

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is:

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is:Period

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is:Period