Employee Probation Sample Clauses

Employee Probation. 1. 179-Day Contract (COCC campus) a. Instructors shall be in probationary status until completion of three consecutive academic terms of employment (not including summer assignments). Evaluations of instructors in probationary status will be completed by the end of the second term to allow for implementation of a plan for improvement when deemed appropriate by the appropriate Director. b. Terminations during the probationary period, with or without a plan for improvement, shall not be subject to the cause provisions of this contract or the grievance procedure.
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Employee Probation. Employees hired into a career service eligible position must first serve a (6) month probationary period prior to becoming career service, which may be extended for an additional (6) months by the County (12 months total). During a probationary term, employees are considered in an “at-will” employment status and may be separated without just cause. Probationary terminations are not subject to the grievance procedure or appeal.
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Employee Probation. A new employee shall be subject to a sixty (60) work day probation period commencing with his first compensated day of regular employment. During this period, such employee shall be considered as being on trial subject to discipline and discharge at any time at the sole discretion of the Employer and without the rights granted regular employee under Article 11,
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Employee Probation. 10.1 PROBATION (FULL TIME) — Regular full time employees shall serve a probation period of (6) six months and shall have no seniority rights during that period. After six (6) months an employee's seniority date shall become the date on which the employee started the probation period. The Union may not question the dismissal of any employee during the probation period nor shall the dismissal be the subject of a grievance. 10.2 PROBATION (PART TIME)- Regular part time employees shall serve a probation period of twelve (12) months and shall have no seniority rights during that period. After twelve (12) months, an employee's seniority date shall become the date on which the employee started the probation period. The Union may not question the dismissal of any employee during the probation period nor shall the dismissal be or become the subject of a grievance. 10.3 PROMOTION PROBATION — The probation period for an employee who has been promoted to a new classification shall be three (3) months. If an employee's performance in the new classification is found to be unacceptable, as determined by the Employer, and if the employee is qualified to return to the position from which the employee was promoted, the employee shall have the right to return to the position from which the employee was promoted. The Union may not grieve the Employer’s decision to return the employee to his/her previous position.
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Employee Probation. 10.1 PROBATION — Regular full time employees shall serve a probation period of (6) six months and shall have no seniority rights during that period. After six (6) months an employee's seniority date shall become the date on which the employee started the probation period. The Union may not question the dismissal of any employee during the probation period nor shall the dismissal be the subject of a grievance. 10.2 PROBATION - Regular part time employees shall serve a probation period of twelve
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Employee Probation. Each new hire shall remain in a probationary status for a period of one hundred twenty (120) workdays following the contracted hire date; however, credit will be granted for days worked as a substitute driver. During this probationary period the District may discharge such employee without recourse.
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Employee Probation. Employees hired into a Career Service eligible position 20 must first serve a (6) month probationary period prior to becoming Career Service, which may be 21 extended for an additional (6) months by the County (12 months total). During a probationary term, 22 employees are considered in “at-will” employment status and may be separated without just cause.
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Employee Probation. Each employee hired into a new position shall receive a probationary period of
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Employee Probation 
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Related to Employee Probation

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

  • Supported Employment Natural Supports

  • 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.

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • 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.

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