Termination of Probationary Employee. Notwithstanding any other provisions of this Agreement, the employment of a probationary employee may be terminated at the sole discretion of Management, and no Arbitrator or arbitration board shall have jurisdiction to entertain any grievance filed as a result of such termination.
Termination of Probationary Employee. The Probationary Employee may be discharged during the probationary period and the standard for discharge shall be determined by the Employer and shall be at the Employer’s sole discretion.
Termination of Probationary Employee. The termination of probationary employees for reasons of unsuitability or incompetence, as assessed by the Employer, is not subject to the grievance or arbitration procedure.
Termination of Probationary Employee. At any time during the probationary period, an employee may be separated from service with or without cause, and without recourse to the grievance procedure.
Termination of Probationary Employee. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work), and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his or her employment with the Department. If, during the portion of the initial probationary period subsequent to recruit school, the Department has reason to believe, based upon the evaluations of supervisory personnel, that a probationary employee's employment should be terminated, the Employer shall advise the employee and the Association in writing at least 30 calendar days before the termination of the probationary period. The employee, if he or she desires to contest such determination, shall, within five calendar days of receipt of notice, request a conference with the immediate superior of the person making the determination to terminate his or her employment. After such conference, the reviewing officer shall make his or her determination within five calendar days and either rescind or affirm the order of termination, immediately providing written notice to the employee affected. If the employee desires to contest this determination, he or she shall, within five calendar days of receipt of notice, file a request for a hearing with the Director. A hearing will be conducted within five calendar days by the Director or his or her designee. Within five calendar days of the conclusion of the hearing, the Director may either rescind or affirm termination, notifying the employee affected. No employee who has requested a review or a hearing shall be terminated from employment until after completion of the conference and hearing procedures, and until receipt of the Director's final determination. The Director's determination shall not be appealable through the grievance procedure of this agreement.
Termination of Probationary Employee. Probationary Employees may be discharged during the probationary period at the Employer’s sole discretion. In such cases, the Probationary Employee may access the grievance and arbitration procedure, but arbitral review shall be restricted to whether the Employer acted in bad faith.
Termination of Probationary Employee. In the case of termination and where the probationary employee grieves, the Company will show that it acted reasonably in judging the employee unsuitable for permanent employment with the Company. This will include but not be limited to consideration of the employee's attitude, punctuality, ability to carry out responsibilities, communication and interaction with the public.
Termination of Probationary Employee a. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations shall extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work) and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his/her employment with the Department.
Termination of Probationary Employee. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations shall extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work) and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his/her employment with the Department. If, during the portion of the initial probationary period subsequent to recruit school, the Department has reason to believe based upon the evaluations of supervisory personnel that a probationary employee's employment should be terminated, the Employer shall advise the employee and the Association in writing at least 30 calendar days before the termination of the probationary period. The employee, if he/she desires to contest such determination, shall, within five calendar days, of receipt of notice request a conference with the immediate superior of the person making the determination to terminate his/her employment. After such conference, the officer reviewing same shall make his/her determination within five calendar days and either rescind the order of termination or affirm the same, immediately providing written notice to the employee affected.
Termination of Probationary Employee. Except in the case of dismissal for misconduct, an employee holding a probationary appointment in an occupation from which his/her services are to be terminated shall be given seven (7) calendar days notice of such termination provided that, if such notice is not given, a sum equal to seven (7) calendar days salary shall be paid to such employee in lieu of notice. This payment shall be in addition to the payment in lieu of earned vacation leave. Termination of a Permanent Full-Time or Part–Time Notice in writing shall be given to any permanent employee whose services are to be terminated. If such notice is not given, a sum equal to the notice period shall be paid to the employee in lieu of notice. This payment shall be in addition to the payment in lieu of earned vacation leave. Except in the case of dismissal for misconduct, employees shall be given notice of such termination as follows:
