Extension of Probationary Period for Tenure-Track Faculty Sample Clauses

Extension of Probationary Period for Tenure-Track Faculty i. Any University approved leave of absence of one semester or more will automatically extend the probationary period for one year. A faculty member may also apply to the Department Chair and Xxxx for an extension of the probationary period for one year whenever the University approved leave is less than one semester but at least two weeks. The Xxxxxxx shall decide whether or not to extend the probationary period in his or her discretion following consultation with the Xxxx, who in turn shall consult with the Chair. ii. Even if no leave of absence has been taken, a tenure-track faculty member may request an extension of the probationary period for the following reasons: (a) When he or she newly becomes a parent or legal guardian of a minor child during the probationary period. (b) When there are extenuating personal circumstances that may significantly impede the faculty member’s progress toward tenure such as serious personal illness or significant care giving responsibilities for an immediate family member due to major illness. “Immediate family member” shall include a child, spouse, civil union partner, or parent. (c) When there are extraordinary professional circumstances beyond the reasonable control of the faculty member. iii. If a faculty member originally appointed 1.0 FTE to a tenure-track position subsequently serves less than 1.0 FTE, the probationary period may also be extended. Such extension must be requested by the faculty member at least one year in advance of the expiration of the original probationary period and must be approved by the Chairperson, Xxxx and the Xxxxxxx. iv. No request for extension will be granted if a non-reappointment notice has been issued. v. A faculty member who receives an extended probationary period due to a University-approved leave of absence or other reasons delineated above shall not be under additional expectations regarding consideration for tenure, nor shall the faculty member be penalized for requesting and receiving an extension of the probationary period. vi. All such probationary period extensions shall be memorialized in writing by the Xxxx.
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Extension of Probationary Period for Tenure-Track Faculty i. Any University approved leave of absence of one semester or more will automatically extend the probationary period for one year. A faculty member may also apply to the Department Chair and Xxxx for an extension of the probationary period for one year whenever the University approved leave is less than one semester but at least two weeks. The Xxxxxxx shall decide whether or not to extend the probationary period in his or her discretion following consultation with the Xxxx, who in turn shall consult with the Chair. ii. Even if no leave of absence has been taken, a tenure-track faculty member may request an extension of the probationary period for the following reasons: (a) When he or she newly becomes a parent or legal guardian of a minor child during the probationary period. (b) When there are extenuating personal circumstances that may significantly impede the facul- ty member’s progress toward tenure such as serious personal illness or significant care giving responsibilities for an immediate family member due to major illness. “Immediate family member” shall include a child, spouse, civil union partner, or parent.
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Related to Extension of Probationary Period for Tenure-Track Faculty

  • Extension of Probationary Period III.6.3.3.1 Notwithstanding the various provisions above which define a maximum period of probationary service, a member who has had a pregnancy leave during her probationary period under IV.13.6.2

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • Length of Probationary Period For all classifications, with the exception of those specified in 1801-B, the probationary period is 1,040 compensable hours exclusive of overtime. If federal, state or local law requires a longer probationary period, such law shall prevail. The probationary period for a less than full time employee shall equal the same number of hours (1,040) that have to be served by a full-time employee.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of: i. Prohibiting the use of all forms of tobacco products, including but not limited to cigarettes, cigars, pipes, water pipes (hookah), bidis, kreteks, electronic cigarettes, smokeless tobacco, snuff and chewing tobacco; ii. Designating the property to which this Policy applies as a "designated area,” which must at least comprise all buildings and structures where activities funded under this Grant Agreement are taking place, as well as Grantee owned, leased, or controlled sidewalks, parking lots, walkways, and attached parking structures immediately adjacent to this designated area; iii. Applying to all employees and visitors in this designated area; and iv. Providing for or referring its employees to tobacco use cessation services. B. If Grantee cannot meet these minimum standards, it must obtain a waiver from the System Agency.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Form B - Contractor’s Annual Employment Report Throughout the term of the Contract by May 15th of each year the Contractor agrees to report the following information to the State Agency awarding the Contract, or if the Contractor has provided Contract Employees pursuant to an OGS centralized Contract, such report must be made to the State Agency purchasing from such Contract. For each covered consultant Contract in effect at any time between the preceding April 1st through March 31st fiscal year or for the period of time such Contract was in effect during such prior State fiscal year Contractor reports the: 1. Total number of Employees employed to provide the consultant services, by employment category. 2. Total number of hours worked by such Employees.

  • Withdrawal of Property from Market or Termination of Discussions Potential Investor acknowledges that the Property has been offered for sale subject to withdrawal of the Property from the market at any time or rejection of any offer because of the terms thereof, or for any other reason whatsoever, without notice, as well as the termination of discussions with any party at any time without notice for any reason whatsoever.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

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