Common use of Assessment Period Clause in Contracts

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five consecutive days. The assessment period may be extended for a period up to three months by mutual agreement of the employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreement. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief recurring relief or Term term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employerEmployer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s 's former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s 's former position has been eliminated, a reverting employee shall be dealt with under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placedappointed into a vacant position (under Article 12.1.5), bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief recurring relief or Term term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employerEmployer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employeeemployee who accepts a transfer or promotion, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff or position and salary)position, subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s 's former status (either layoff or position) position without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who accepts a transfer or promotion and who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s the former position has since been eliminated, a reverting the employee shall be dealt with entitled to the applicable rights under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent An employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three months, during which time performance will be appraised. Such appraisals will be discussed appraised with the employeeemployee every six (6) weeks. At the discretion of the employerEmployer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff layoff, or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, above an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 127. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent ‌ An employee who is placed, bumps, is recalled recalled, or accepts a transfer or promotion promotion, and who has previously completed a probationary period, shall be appointed appointed, subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed appraised with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of every six months, during which time performance will be appraised. Such appraisals will be discussed with the employee(6) weeks. At the discretion of the employer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreement. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff layoff, or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 127. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six three months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five consecutive days. The assessment period may be extended for a period up to three months by mutual agreement of the employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreement. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff layoff, or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ weeks notice of his or her intention to return to the former position. Notwithstanding the above, above an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five consecutive days. The assessment period may be extended for a period up to three months by mutual agreement of the employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreement. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff layoff, or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, above an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six provisionally for three months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief or Term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six provisionally for three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employerEmployer, the assessment provisional period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment provisional period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment provisional period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff layoff, or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment periodprovisional appointment, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who reverts during an assessment a provisional period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment provisional period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 1210. In the case of a non-permanent employee, at the end of the assessment provisional period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placedappointed into a vacant position (under Article 12.1.5), bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief recurring relief or Term term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employerEmployer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employeeemployee who accepts a transfer or promotion, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff or position and salary)position, subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s 's former status (either layoff or position) position without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who accepts a transfer or promotion and who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s the former position has since been eliminated, a reverting the employee shall be dealt with entitled to the applicable rights under Article 12. A permanent employee appointed into a vacant position or bumped into an encumbered position as a result of a layoff (under Article 12.1), and who does not successfully complete the assessment period, will be provided termination and severance as outlined in Article 12.1.4. However, if the permanent employee’s prior position was a term position, the permanent employee shall receive pay in lieu of notice as per The Saskatchewan Employment Act. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.

Assessment Period. A permanent employee who is placed, bumps, is recalled or accepts a transfer or promotion shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. A Recurring Relief recurring relief or Term term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be appointed subject to an assessment period of six three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee. At the discretion of the employerEmployer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the employer Employer and the union. In special circumstances relating to the cyclical nature of a position, the assessment period may be extended for an additional period of three months. A longer period of extension may apply if mutually agreed to by the parties to this agreementUnion. The employee will be notified of any extension(s). In the case of a permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former status (either layoff or position and salary), subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee’s former status (either layoff or position) without any penalty. The employee will give at least two weeks’ notice of his or her intention to return to the former position. Notwithstanding the above, an employee who reverts during an assessment period shall always have the right to revert to their former status (either layoff or position occupied) which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event an employee’s former position has been eliminated, a reverting employee shall be dealt with under Article 12. In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.