Common use of Employee Introductory Period Clause in Contracts

Employee Introductory Period. 1. New employees serve an initial introductory period of six (6) months. The intent is to provide the time needed to do a concentrated evaluation of the new employee’s performance and to determine if the individual is able to meet the job requirements. 2. The supervisor will conduct a performance review after the first three (3) months and again after the first five and one-half (5½) months to determine suitability for continued employment. If more time is needed to assess the suitability of the employee to the job, the supervisor may request that the Office of Human Resources extend the initial introductory period. Such extensions may be granted for a period no longer than an additional three (3) months. By the end of the extension, another performance evaluation must be conducted. 3. When an employee finishes the initial introductory period, their length of service shall be counted from the date of hire. 4. At any time during the initial introductory period, an employee may be terminated, and the employee will not have use of the grievance process to appeal the termination. 5. Employees who are promoted, demoted, transferred or reclassified into a different position, will serve a subsequent six (6) month introductory period. They will enjoy all rights and privileges accorded the non- introductory employee, including access to the grievance process to appeal a termination. 6. Employees whose positions are reclassified but whose duties remain the same will not be subject to an introductory period. 7. Employees who leave College employment shall be subject to an introductory period upon being rehired at the discretion of the CHRO, except for employees with a break in service for less than ninety (90) days who are hired back into an equivalent job. These employees shall not be subject to an introductory period.

Employee Introductory Period. 1. New employees serve an initial introductory period of six (6) months. The intent is to provide the time needed to do a concentrated evaluation of the new employee’s performance and to determine if the individual is able to meet the job requirements. 2. The supervisor will conduct a performance review after the first three (3) months and again after the first five and one-half (5½) months to determine suitability for continued employment. If more time is needed to assess the suitability of the employee to the job, the supervisor may request that the Office of Human Resources extend the initial introductory period. Such extensions may be granted for a period no longer than an additional three (3) months. By the end of the extension, another performance evaluation must be conducted. 3. When an employee finishes the initial introductory period, their length of service shall be counted from the date of hire. 4. At any time during the initial introductory period, an employee may be terminated, and the employee will not have use of the grievance process to appeal the termination. 5. Employees who are promoted, demoted, transferred or reclassified reclassified, into a different position, position will serve a subsequent six (6) month introductory period. They will enjoy all rights and privileges accorded the non- introductory employee, including access to the grievance process to appeal a termination. 6. Employees whose positions are reclassified but whose duties remain the same will not be subject to an introductory period. 7. Employees who leave College employment shall be subject to an introductory period upon being rehired at the discretion of the CHRO, except for employees with a break in service for less than ninety (90) days who are hired back into an equivalent job. These employees shall not be subject to an introductory period.