Non-probationary Employee Sample Clauses

Non-probationary Employee. Leaves of absence are granted for military purposes, but not to exceed the enlistment or draft period. Employees are required to submit a copy of their orders along with a completed leave request form. Upon termination of military leaves employees shall be entitled to be reinstated in a position at the same salary which they would have received if they had not taken such a leave, upon the following conditions: that the position has not been abolished; that they are physically and mentally capable of performing the duties of the position; that they make written application for reinstatement to the Department of Human Resources within ninety (90) days after termination of military service; and that they submit an honorable discharge or honorable separation from the military service. Upon the return of the employees to their former employment, they will occupy the same position, or positions of equal status in respect to their employment, which they would have occupied or been entitled to under the provisions of this agreement had their employment not been interrupted.
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Non-probationary Employee. No employee who has completed the probationary period may be disciplined or discharged except for just cause.
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Non-probationary Employee. Non-probationary employees may be disciplined or discharged for the following reasons:
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Non-probationary Employee. Each non-probationary GESSA employee shall have an evaluation conference with their supervisor at least every other year and will be provided with a written evaluation of their job performance. A non-probationary GESSA employee may request a conference with their supervisor to discuss the employee’s performance during any year; such a conference will be held at the discretion of the supervisor. Absent extenuating circumstances, the formal evaluation conference for a non-probationary GESSA employee will be held by May 1st during the evaluation year. The GESSA employee and their supervisor may also agree that the evaluation conference shall be held after May 1st.
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Non-probationary Employee. 2.1 An employee who has completed the six (6) month probationary period may be evaluated annually but at a minimum shall receive a written evaluation every third year after the initial annual evaluation providing the employee remains in the same position and with the same supervisor. An initial annual evaluation shall be required when there is a change of position or supervisor. One (1) copy of the evaluation shall be given to the employee and one (1) copy shall be placed in the employee's personnel file in the Personnel Office. The District pledges to enforce this policy with respect to all PESA members.
Sample 1

Related to Non-probationary Employee

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Probationary Employees Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees. Probationary employees will be separated from employment before permanent employees.

  • 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 Teachers Nothing contained in this Article 23 shall be interpreted as limiting the Board’s right to non-renew the teaching contract of a probationary teacher who is on family/sick leave.

  • 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

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • 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 An employee who is employed to fill a full or part-time position for a trial period of sixty (60) working days.

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