Failure to Satisfactorily Complete the Probationary Period. A staff member who has not satisfactorily completed the probationary period outlined in Article 10.5 may be discharged for cause.
Failure to Satisfactorily Complete the Probationary Period Sample Clauses
Related to Failure to Satisfactorily Complete the Probationary Period
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.
Probationary Period A new employee will be considered on probation until he has completed forty-five (45) days of work (or 337.5 hours of work for employees whose regular hours of work are other than the standard work day), within any twelve (12) calendar months. Upon completion of the probationary period he shall be credited with seniority equal to forty-five (45) working days. With the written consent of the Hospital, the probationary employee and the President of the Local Union or designate, such probationary period may be extended. Any extensions agreed to will be in writing and will specify the length of the extension. The release or discharge of an employee during the probationary period shall not be the subject of a grievance or arbitration.
Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken.
De-commissioning due to Emergency 17.6.1 If, in the reasonable opinion of the Concessionaire, there exists an Emergency which warrants de-commissioning and closure of the whole or any part of the Bus Terminal, the Concessionaire shall be entitled to de- commission and close the whole or any part of the Bus Terminal to Users and passengers for so long as such Emergency and the consequences thereof warrant; provided that such de-commissioning and particulars thereof shall be notified by the Concessionaire to the Authority without any delay, and the Concessionaire shall diligently carry out and abide by any reasonable directions that the Authority may give for dealing with such Emergency.
Status Substantial Compliance Analysis In December 2016, DOJ observed the 40-hour training provided to ECIT officers. Part of the training was postponed due to inclement weather. Nonetheless, training was found to be of good quality. PPB showed a commitment to conducting effective, engaging training. The training provided to ECIT officers complies with the requirements of this Paragraph. As stated above in our assessment of Paragraphs 97 and 98, PPB’s electronic management system for tracking training records is in the process of being implemented. Accordingly, auditable electronic training records for officers should be forthcoming. Technical Assistance Although the training provided to ECIT officers meets the requirements of this Paragraph, comments are offered here as technical assistance, based on observations in December 2016 and best practices. The ECIT training differs from a traditional Memphis Model crisis intervention training insofar as the officers have already received PPB’s patrol crisis intervention training provided to all officers, and the ECIT training is considered an advanced course. The tactics and procedures of PPB’s Crisis Negotiation Team influences ECIT training. This is generally a strength of the program, but also creates some challenges, as it takes away time from verbal and non-verbal de-escalation training to focus on tactical planning that may not be required in most interactions of police with individuals with mental illness or in crisis. To further improve the empathy-building function of the training, it would be preferable to have the community panels (the family panel and NAMI overview) on the first day of the training, and the several hours of ECIT response and crisis communication skills later. Also for PPB to consider: - Using audience response “clickers” to gauge baseline knowledge about mental illness and key concepts; - Changing the “trauma informed care” session to “trauma informed policing” and help students understand why use of force or handcuffing might be re-traumatizing for some individuals; - Addressing trauma experienced by police officers during their work and officer risk of suicide; - Adding a panel of hospital emergency department and Unity Center staff to discuss communication with persons in psychiatric crisis and the civil commitment process; - During scenarios, having more officers take on the primary communicator role, possibly by “freeze framing” scenarios; - Running scenarios until there is a clear outcome, especially when the desired outcome is for the person to agree to voluntarily go for an assessment; and - Including outside PPB leaders in the graduation ceremony. 103. C-I Team members will retain their normal duties until dispatched for use as a C-I Team. BOEC or PPB may dispatch C-I Team members to the scene of a crisis event. Status Substantial Compliance Analysis ECIT members retain their normal duties until dispatched to a call that meets ECIT-specific provisionally approved criteria. XXXX has established protocols to dispatch ECIT officers to the scene of a crisis event that meets these criteria, and PPB officers may specifically call for an ECIT officer when they believe the situation would benefit from ECIT involvement. Technical Assistance The City should continue to inform the community about the ability specifically to request an ECIT officer at the scene of any crisis event.
OUTCOME IF GRANTEE CANNOT COMPLETE REQUIRED PERFORMANCE Unless specified in this Statement of Work, if Grantee cannot complete or otherwise comply with a requirement included in this Statement of Work, HHSC, at its sole discretion, may impose remedies or sanctions outlined under Contract Attachment C, Local Mental Health Authority Special Conditions, Section 7.09 (Remedies and Sanctions).
Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.
