Common use of Alternative to Dismissal Clause in Contracts

Alternative to Dismissal. Where a probationary Employee has problems that could lead to dismissal before the completion of the probationary period, the Employer and the Union will meet to discuss alternative solutions. If, in the opinion of the Employer, the Employee has the potential to be successful in the job, the Employer and the Union will agree on an extension to the probationary period. The purpose of the extension is to allow for further training and/or assistance, and to provide a further opportunity for the Employer to assess the Employee’s suitability for continued employment in that position. This section does not prejudice the Union’s right to grieve the termination of a probationary Employee.

Alternative to Dismissal. Where a probationary Employee has problems shortcomings that could lead to dismissal before the completion of the probationary period, the Employer and the Union will meet to discuss alternative solutions. If, in the opinion of the Employer, the Employee has the potential to be successful in the job, the Employer and the Union will agree on an extension to the probationary period. The purpose of the extension is to allow for further training and/or assistance, and to provide a further opportunity for the Employer to assess the Employee’s suitability for continued employment in that position. This section does not prejudice the Union’s right to grieve the termination of a probationary Employee.

Alternative to Dismissal. Where a probationary Employee has problems shortcomings that could lead to dismissal before the completion of the probationary period, the Employer and the Union will meet to discuss alternative solutions. If, in the opinion of the Employer, the Employee has the potential to be successful in the job, the Employer and the Union will agree on an extension to the probationary period. The purpose of the extension is to allow for further training and/or assistance, and to provide a further opportunity for the Employer to assess the Employee’s suitability for continued employment in that position. This section does not prejudice the Union’s right to grieve the termination of a probationary Employee.