Common use of Employees Terminated During Probation in a Promotional Class Clause in Contracts

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the Court, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 "Reemployment of Employees Laid Off" paragraph 3 of this MOU for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division of his/her desire to do so within five (5) working days of notification that s/he will not be returned to his/her former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable discretion of the Court. No action taken by the Court concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies Manual, the Labor Relations Rules, or any other statute, ordinance, resolution or MOU. This article shall not impair the liberty interest rights of any employee.

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, employees who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may shall be available to the Courtretained, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his his/her former class, sshe/he may elect to follow the procedures outlined in Section 25.4 "section 26.4 “Reemployment of Employees Laid Off" ” paragraph 3 of this MOU Memorandum of Understanding for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division Resource Manager of his/her desire to do so within five (5) working days of notification that sshe/he will not be returned to his/her his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable unreviewable discretion of the CourtCounty. No action taken by the Court County concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies ManualResolution of the County of Monterey, the Labor Employee Relations RulesResolution of the County of Monterey, or any other statute, ordinance, resolution or MOUagreement. This article shall not impair the liberty interest rights of any employee.

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the Court, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 "Reemployment of Employees Laid Off" ' paragraph 3 of this MOU for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division Manager of his/her his desire to do so within five (5) working days of notification that s/he will not be returned to his/her his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable discretion of the Court. No action taken by the Court concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies Manual, the Labor Relations Rules, or any other statute, ordinance, resolution or MOU. This article shall not impair the liberty interest rights of any employee.

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the CourtCounty, the parties agree that such dismissed employees may be returned to their former class if i f a vacant position exists in that class. If I f an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 section 24.4 "Reemployment of Employees Laid Off" ' paragraph 3 of this MOU Memorandum of Understanding for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division Personnel Director of his/her his desire to do so within five (5) working days of notification that s/he will not be returned to his/her his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable unreviewable discretion of the CourtCounty. No action taken by the Court County concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies ManualResolution of the County of Monterey, the Labor Employee Relations RulesResolution of the County of Monterey, or any other oilier statute, ordinance, resolution or MOUagreement. This article Section shall not impair the liberty interest rights of any employee.

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no Court Supervisory Unit MOU 32 procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the Court, the parties agree that such dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 section 24.4 "Reemployment of Employees Laid Off" paragraph 3 of this MOU Memorandum of Understanding for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division Manager of his/her his desire to do so within five (5) working days of notification that s/he will not be returned to his/her his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable unreviewable discretion of the Court. No action taken by the Court concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies Manual, the Labor Relations Rules, or any other statute, ordinance, resolution or MOU. This article shall not impair the liberty interest rights of any employee.

Employees Terminated During Probation in a Promotional Class. The parties reaffirm their understanding that employees, who have been promoted and thereafter are dismissed during probation in such promotional class, enjoy no procedural or substantive rights. However, to lessen the impact of a dismissal on such employees, and so that the skills possessed by such employees may be available to the Court, the parties agree that such Court General Unit MOU dismissed employees may be returned to their former class if a vacant position exists in that class. If an employee is not returned to his former class, s/he may elect to follow the procedures outlined in Section 25.4 24.4 "Reemployment of Employees Laid Off" paragraph 3 of this MOU for placement on a preferred eligible list. An employee electing to pursue placement on a preferred eligible list must notify the Human Resources Division Manager of his/her his desire to do so within five (5) working days of notification that s/he will not be returned to his/her his former class. The decision to place such a dismissed employee on a preferred eligible list shall be in the sole, exclusive, and non-reviewable discretion of the Court. No action taken by the Court concerning an employee dismissed while serving a probationary period shall be subject to appeal, review, or to any grievance procedure or arbitration procedure whether such procedure be contained in this Memorandum of Understanding, the Court Personnel Policies Manual, the Labor Relations Rules, or any other statute, ordinance, resolution or MOU. This article shall not impair the liberty interest rights of any employee.