Article Title: Probationary Period. The Employer shall have one (1) year after employing a uniformed law enforcement employee to determine his/her competency and may dismiss such employee without cause during such probationary period. If an employee uses one week (5 consecutive days) or more of sick leave, worker’s compensation, light duty, or leave without pay, the probationary period will be extended by that length of time. Such time will be documented in the employee’s official personnel file in the Human Resources Office. A copy of the final extension letter will be sent to the Association President. After the probationary period, employees shall only be terminated for just cause or for reduction in force.
Article Title: Probationary Period. 1. All new Regular Employees shall be considered probationary until they work a minimum of 12 months. An employee ends his/her probationary status upon successful completion of the 12-month probationary period.
Article Title: Probationary Period. The Employer shall have one (1) year after employment of employee in which to determine his/her competency and dismiss such employee without cause during such probationary period. After the probationary period, employees shall only be terminated for just cause or for reduction in force. If an employee successfully bids on a new or different position, the one (1) year probationary period shall begin again to provide for determination of competency in the new position. When an employee is involuntarily assigned to a new or different position, the employee shall be subject to a one hundred and twenty (120) calendar day probationary period with a performance evaluation due at the end of that time. If competency in the new position is determined to be unsatisfactory, the affected employee will be permitted to transfer to their previous position if the position is vacant or to a similar position as determined by the Employer. If an employee is assigned by management to a new or different position, the requirement for a probationary period shall be waived. The job performance of probationary employees shall be formally evaluated at least two (2) times during the probationary period, at least one (1) of which shall be during the first six (6) months of employment. Nothing in the requirement to evaluate shall restrict management in its right to dismiss probationary employees, or in the case of transferred employees, to return to their former position at any time without cause. The provision to provide two (2) formal evaluations shall not preclude the right of management to conduct as many formal evaluations as it deems necessary. The evaluation process shall minimally include a meeting between the employee and their supervisor or the supervisor's designee. The supervisor shall develop a written summary of the employee's evaluation and the employee shall receive a copy of the summary.
Article Title: Probationary Period. The Employer shall have one (1) year after employment of employee in which to determine his/her competency and dismiss such employee without cause during such probationary period. An employee promoted within this one (1) year probation will re-start the one (1) year probation period. After the probationary period, employees shall only be terminated for just cause or for reduction in force. If an employee is successfully promoted to a new or different position, the one (1) year probationary period shall begin again to provide for determination of competency in the new position. If competency in the new position is determined to be unsatisfactory, the affected employee will be permitted to transfer to their previous position if the position is vacant or to a similar position as determined by the Employer. The job performance of probationary employees will normally be evaluated at least two (2) times during the probationary period, at least one (1) of which shall be during the first six (6) months of employment. Nothing in the requirement to evaluate shall restrict management in its right to dismiss probationary employees, or in the case of transferred employees, to return to their former position at any time without cause. The provision to provide two (2) formal evaluations shall not preclude the right of management to conduct as many formal evaluations as it deems necessary. The evaluation process shall minimally include a meeting between the employee and their supervisor or the supervisor's designee. The supervisor shall develop a written summary of the employee's evaluation and the employee shall receive a copy of the summary.
