Common use of Extension of Probation Periods Clause in Contracts

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. ‌ 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department agency shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Agency/Department or request of a new probationary the employee and his or her agencywith concurrence of the Agency/departmentDepartment, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending suspension with the first day of the pay period after said extended date. 2. A new or promotional probationary employee who is on paid Administrative Leave shall have his or her probationary period extended by the length of the leave. If the extended probationary period ends in the middle of a pay period, the probationary period shall be extended to conclude on the final day of that pay period. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 34. With the mutual agreement of a new probationary employee and his or her agencyAgency/departmentDepartment, the employee's ’s new or promotional probation period may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety (90) calendar days days, provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agencyAgency/department Department shall advise OCEA notify AOCDS in writing regarding writing, and will discuss the extension of probation as soon as practicable. Denial of a request circumstances with AOCDS prior to extend a the probation period shall not be subject to appeal or hearingbeing extended.

Extension of Probation Periods. ‌ 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal of hearing. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is on Administrative Leave with Pay or suspended shall have his or her probation extended by the length of the Administrative Leave with Pay or suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Department or request of a new probationary the employee and his or her agency/departmentwith concurrence of the Department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. A new or promotional probationary employee who is on paid Administrative Leave shall have his or her probationary period extended by the length of the leave. If the extended probationary period ends in the middle of a pay period, the probationary period shall be extended to conclude on the final day of that pay period. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 34. With Upon recommendation of the mutual agreement Department or request of a new probationary the employee and his or her agency/departmentwith concurrence of the Department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 5. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave, as provided in Article IV, Section 2.A, below, and rounded to the first day of the first full pay period. When an Official employee is absent from work for more than thirty (30) calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds thirty (30) calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or Military Leave of Absence suspended shall cause the employee's have their probation period to be extended by the length of the Official Administrative Leave with Pay or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probationsuspension, the extended probation period resulting from the Official or Military Leave of Absence shall end with and rounded to the first day of the first full pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending suspension with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Per prior agreement of March 4, 2005, with the mutual agreement of a new probationary employee and his or her agencyAgency/departmentDepartment, the employee's ’s new or promotional probation period may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety (90) calendar days days, provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agencyAgency/department Department shall advise OCEA notify AOCDS in writing regarding writing, and will discuss the extension of probation as soon as practicable. Denial of a request circumstances with AOCDS prior to extend a the probation period shall not be subject to appeal or hearingbeing extended.

Extension of Probation Periods. 1. The granting of an Official or a Military Leave of Absence Absence, the imposition of a suspension, or the granting of a light duty assignment to an employee shall cause the employee's probation period to be extended by the length of the Official Leave Leave, suspension, or light duty assignment, or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the The extended probation period resulting from the Official or Military Leave of Absence Absence, suspension, or light duty assignment shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which that is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County Authority receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, Section and such an employee he/she has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of SupervisorsDirectors. 3. With Upon the mutual agreement recommendation of a new probationary the Assistant Chief/Department Head or his/her designee or at the request of the employee and his with the concurrence of the Assistant Chief/Department Head or his/her agency/departmentdesignee, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Director for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Director before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Human Resources Director shall extend the probationary period of employees with an employment authorization document having an expiration date that would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section and he/she serves a probationary period longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/departmentDepartment, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department Department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended on a one-time basis. Such an extension is at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completedcompleted and provided that management has given the employee timely interim and final evaluations. In such cases, the agency/department shall advise OCEA The final evaluation must indicate specific areas where improvement is needed in writing regarding the extension of probation as soon as practicableorder to pass probation. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending suspension with the first day of the pay period after said extended date. 2. The Chief Human Resources DirectorChief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Per prior agreement of March 4, 2005, with the mutual agreement of a new probationary employee and his or her agencyAgency/departmentDepartment, the employee's ’s new or promotional probation period may be extended at the sole discretion of the Chief of Employee Relations Human Resources DirectorChief Human Resources Officer for a period not to exceed ninety (90) calendar days days, provided such action is approved by the Chief of Employee Relations Human Resources DirectorChief Human Resources Officer before the normal probation period is completed. In such cases, the agencyAgency/department Department shall advise OCEA notify AOCDS in writing regarding writing, and will discuss the extension of probation as soon as practicable. Denial of a request circumstances with AOCDS prior to extend a probation the pProbation period shall not be subject to appeal or hearingbeing extended.

Extension of Probation Periods. 1. The granting When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave as provided in Article IV, Section 2.A, below, and rounded to the first day of the first full pay period. When an Official employee is absent from work for more than thirty (30) calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds thirty (30) calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or Military Leave of Absence suspended shall cause the employee's have their probation period to be extended by the length of the Official Administrative Leave with Pay or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with suspension and rounded to the first day of the first full pay period after said extended dateperiod. 2. An With the mutual agreement of a new probationary employee who is suspended shall have and his or her department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the length Chief of suspension, with Employee Relations before the extended normal probation period ending with is completed. In such cases, the first day department shall advise OCEA in writing regarding the extension of the pay probation as soon as practicable. Denial of a request to extend a probation period after said extended dateshall not be subject to appeal or hearing. 23. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. ‌ 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first (1 st ) day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not between fourteen (14) calendar days to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal of hearing. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave and rounded to the first day of the first full pay period. When an Official employee is absent from work for more than 30 calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds 30 calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or Military Leave of Absence suspended shall cause the employee's have their probation period to be extended by the length of the Official Administrative Leave with Pay or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probationsuspension, the extended probation period resulting from the Official or Military Leave of Absence shall end with and rounded to the first day of the first full pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or a Military Leave of Absence Absence, the imposition of a suspension, or the granting of a light duty assignment to an employee shall cause the employee's probation period to be extended by the length of the Official Leave Leave, suspension, or light duty assignment, or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the The extended probation period resulting from the Official or Military Leave of Absence Absence, suspension, or light duty assignment shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which that is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County Authority receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, Section and such an employee has they have served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of SupervisorsDirectors. 3. With Upon the mutual agreement recommendation of a new probationary the Assistant Chief/Department Head or their designee or at the request of the employee and his with the concurrence of the Assistant Chief/Department Head or her agency/departmenttheir designee, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Director for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Director before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Human Resources Director shall extend the probationary period of employees with an employment authorization document having an expiration date that would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section and they serve a probationary period longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. ‌ 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/departmentDepartment, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department Department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave as provided in Article IV, Section 2.A, below and rounded to the first day of the first full pay period. When an Official employee is absent from work for more than thirty (30) calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds (30) calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or Military Leave of Absence suspended shall cause the employee's have their probation period to be extended by the length of the Official Administrative Leave with Pay or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probationsuspension, the extended probation period resulting from the Official or Military Leave of Absence shall end with and rounded to the first day of the first full pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Department or request of a new probationary the employee and his or her agency/departmentwith concurrence of the Department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave and rounded to the first day of the first full pay period. When an employee is absent from work for more than 30 calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds 30 calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or suspended shall have their probation extended by the length of the Administrative Leave with Pay or suspension, and rounded to the first day of the first full pay period. 2. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal of hearing. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The Any time away from work (except for use of paid leave for employees on promotional probation), including the granting of an Official or a Military Leave of Absence Absence, in excess of fifteen (15) cumulative calendar days, the imposition of a suspension, or the granting of a light duty assignment to an employee shall cause the employee's probation period to be extended by the length of the Official Leave Leave, suspension, or light duty assignment, or by the length of the Military Leave in excess of fifteen (15) cumulative calendar daysdays (including time on light duty) will result in an extension of probation for the length of the employee’s leave of absence. If the employee is on probation, the The extended probation period resulting from the Official or Military Leave of Absence Absence, suspension, or light duty assignment shall end with at 11:59 p.m. on the last first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after ofafter said extended date. 2. The Chief Assistant Chief/Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which that is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County Authority receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of SupervisorsDirectors. The process set forth in this paragraph is described in the Authority Merit System Selection Rules and Appeals Procedure. 3. With Upon the mutual agreement recommendation of a new probationary the Deputy Chief, Assistant Chief/Department Head or ECC Division Chief or their his/her designee or at the request of the employee and his with the concurrence of the Assistant Chief/Department Head or their his/her agency/departmentdesignee, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Assistant Chief/Human Resources Director for a period not to exceed ninety (90) calendar days days, provided such action is approved by the Chief of Employee Relations Assistant Chief/Human Resources Director before the normal probation period is completed. In such cases, the agency/department Authority shall advise the employee and OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Agency/Department or request of a new probationary the employee and his or her agencywith concurrence of the Agency/departmentDepartment, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Director for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Director before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Human Resources Director shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting When an employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall be extended by the number of calendar days the absence exceeds the Department Leave, as provided in Article IV, Section 2.A, below, and rounded to the first day of the first full pay period. When an Official employee is absent from work for more than 30 calendar days, the new hire and promotional probation periods shall be extended by the number of days the absence exceeds thirty (30) calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or Military Leave of Absence suspended shall cause the employee's have their probation period to be extended by the length of the Official Administrative Leave with Pay or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probationsuspension, the extended probation period resulting from the Official or Military Leave of Absence shall end with and rounded to the first day of the first full pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief Human Resources Officer for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal of hearing. 3. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of When an Official or Military Leave of Absence employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall cause the employee's probation period to be extended by the length number of calendar days the Official absence exceeds the Department Leave or by the length of the Military Leave as provided in excess of fifteen (15) calendar days. If the employee is on probationArticle IV, the extended probation period resulting from the Official or Military Leave of Absence shall end with Section 2.A, below, and rounded to the first day of the first full pay period after said period. When an employee is absent from work for more than thirty (30) calendar days, the new hire and promotional probation periods shall be extended dateby the number of days the absence exceeds thirty (30) calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or suspended shall have his or her their probation extended by the length of Administrative Leave with Pay or suspension, with the extended probation period ending with and rounded to the first day of the first full pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) GE – 27 calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not between fourteen (14) calendar days to one hundred eighty (180)not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first (1 st ) day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new or promotional probationary employee and his or her agency/department, the employee's new or promotional probation period may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA IUOE in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document. 5. A new or promotional probationary employee who is on paid Administrative Leave shall have his or her probation period extended by the length of the leave with the first day of the pay period after said extended date. The extended probationary period shall end on the final day of whichever pay period the extended probationary period falls.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first ( 1 st ) day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not between fourteen (14) calendar days to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or a Military Leave of Absence Absence, the imposition of a suspension, or the granting of a light duty assignment to an employee shall cause the employee's probation period to be extended by the length of the Official Leave Leave, suspension, or light duty assignment, or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the The extended probation period resulting from the Official or Military Leave of Absence Absence, suspension, or light duty assignment shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which that is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County Authority receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, Section and such an employee he/shethey have has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of SupervisorsDirectors. 3. With Upon the mutual agreement recommendation of a new probationary the Assistant Chief/Department Head or his/hertheir designee or at the request of the employee and his with the concurrence of the Assistant Chief/Department Head or her agencyhis/departmenthertheir designee, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Director for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Director before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Human Resources Director shall extend the probationary period of employees with an employment authorization document having an expiration date that would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section and he/shethey serves a probationary period longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Agency/Department or request of a new probationary the employee and his or her agencywith concurrence of the Agency/departmentDepartment, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is o n Administrative Leave with Pa y o r suspended shall have his or her probation extended by the length of the Administrative Leave with Pay or suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Agency/Department or request of a new probationary the employee and his or her agencywith concurrence of the Agency/departmentDepartment, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of When an Official or Military Leave of Absence employee is absent from work and is not posting leave balances, the new hire and promotional probation periods shall cause the employee's probation period to be extended by the length number of calendar days the Official absence exceeds the Department Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with and rounded to the first day of the first full pay period after said period. When an employee is absent from work for more than 30 calendar days, the new hire and promotional probation periods shall be extended dateby the number of days the absence exceeds 30 calendar days and rounded to the first day of the first full pay period. An employee who is on Administrative Leave with Pay or suspended shall have his or her their probation extended by the length of Administrative Leave with Pay or suspension, with the extended probation period ending with and rounded to the first day of the first full pay period after said extended dateperiod. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first (1 st ) day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not between fourteen (14) calendar days to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer Director shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With the mutual agreement of a new probationary employee and his or her agency/department, the employee's new probation period may be extended at the sole discretion of the Chief of Employee Relations for a period not to exceed ninety (90) calendar days provided such action is approved by the Chief of Employee Relations before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave if the leave is in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer more than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which that is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon the mutual agreement recommendation of a new probationary the agency/department or the request of the employee and his or her with the concurrence of the agency/department, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources Officer for a period not between fourteen (14) calendar days to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources Officer before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. 4. The Chief Human Resources Officer shall extend the probation period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probation period is extended by the provisions of this Section, and such an employee serves a probation period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.

Extension of Probation Periods. 1. The granting of an Official or Military Leave of Absence shall cause the employee's probation period to be extended by the length of the Official Leave or by the length of the Military Leave in excess of fifteen (15) calendar days. If the employee is on probation, the extended probation period resulting from the Official or Military Leave of Absence shall end with the first day of the pay period after said extended date. An employee who is suspended shall have his or her probation extended by the length of the suspension, with the extended probation period ending with the first day of the pay period after said extended date. 2. The Chief Human Resources Officer OfficerDirector shall extend the new or promotional probationary periods of incumbents appointed as a result of a selection procedure which is appealed. Such probationary periods shall be extended no longer than sixty (60) calendar days from the date on which the County receives the Appeals Officer's findings and decision. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee has served a probationary period which is longer than the probationary period normally prescribed for new or promotional probation, such an employee may fail probation during the extended period only upon recommendation of the Appeals Officer and final determination of the Board of Supervisors. 3. With Upon recommendation of the mutual agreement Agency/Department or request of a new probationary the employee and his or her agencywith concurrence of the Agency/departmentDepartment, the employee's new probation period of an employee may be extended at the sole discretion of the Chief of Employee Relations Human Resources OfficerDirector for a period not to exceed ninety one hundred eighty (90180) calendar days provided such action is approved by the Chief of Employee Relations Human Resources OfficerDirector before the normal probation period is completed. In such cases, the agency/department shall advise OCEA in writing regarding the extension of probation as soon as practicable. Denial of a request to extend a probation period shall not be subject to appeal or hearing. The Chief Human Resources OfficerDirector shall extend the probationary period of employees with an employment authorization document which has an expiration date which would occur after the end of the probation period. Such probation periods shall be extended to coincide with the expiration date of the employment authorization document. In the event an employee's probationary period is extended by the provisions of this Section, and such an employee serves a probationary period which is longer than the normal probation period, such an employee may fail probation during the extended period only for failure to obtain a new, valid employment authorization document by the expiration date of the expiring employment authorization document.