HIRING AND PROBATION HIRING Sample Clauses

HIRING AND PROBATION HIRING. 11.01 For a teaching assignment, the Instructor must sign an employment contract, a copy of 11.02 The University shall provide to all new Instructors: PROBATION PERIOD 11.03 All Instructors newly-hired to teach in class or to teach a distance or on-line course in a department are subject to a probation period in that department according to the provisions described below: a) The probation period for in-class teaching in a department is three (3) sessions of teaching to be completed within nine (9) consecutive sessions, and is only valid for that department; b) The probation period for teaching a distance or on-line course, which is different but may be concurrent with a probationary period for teaching in class in the same department, is also three (3) sessions of teaching to be completed within nine (9) consecutive sessions; c) When an Instructor is assigned a distance or on-line course in a department and has already successfully completed the probation period for teaching distance or on-line courses in another department, the Center may consider that the Instructor has met, in whole or in part, the requirements of probation for distance or on-line teaching in the new department. If such be the case, the Instructor shall be informed of the requirements and criteria from which she or he is exempt. d) Sessions in which distance or on-line courses are taught are only counted towards the completion of probation for distance or on-line teaching, and sessions in which courses are taught in class are only counted towards the completion of probation for in-class teaching. If, in the same session, an Instructor teaches one (1) or more courses in class and one (1) or more distance or on-line courses, that session can be counted towards the completion of both probation periods. 11.04 The Instructor is deemed to be on probation for as long as: a) she or he has not met the requirements of the probation within the required period; b) she or he applies for a course in every session in which a course for which she or he is eligible is posted; c) she or he accepts a teaching assignment; d) she or he applies for but is not assigned any courses during the first round of the initial course assignment period; e) the course for which she or he is eligible is not listed among the courses posted for the session. However, the probation period is not interrupted if the Instructor declines a teaching assignment for which she or he did not apply. 11.05 The Instructor must complete ...
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HIRING AND PROBATION HIRING. For a teaching assignment, the Part-time Instructor must sign an employment contract, a copy of which appears in Appendix B of the present agreement, within the period stipulated in Article O. For a non-teaching contract assignment, the Part-time Instructor must sign an employment contract as described in Article A copy of the shall be forwarded to the Part-time Instructor upon the signature of her or his The University shall provide to all new Part-time Instructors: A copy of the Collective Agreement; A copy of the course curriculum and/or Instructor’s guide, if applicable; Upon request, an identity card providing access to University services; A copy of the Centre’s calendar; A copy of the course evaluation questionnaire which is completed by students Information on the Health and Drug Insurance Plans. All newly-hired Part-time Instructors are subject to a probation period of three sessions in a given department within a period not exceeding consecutive sessions. The Part-time Instructor said to be on probation for as long as: a) She or he has not met the requirements of the probation within the required period; She or he applies for a course every session in which a course for which she or he is eligible is posted; She or he accepts a teaching assignment; She or he applies for but is not assigned any courses during the first round of the initial course assignment period; The course for which she or he is eligible is not listed among the courses posted for the session. However, the probation period is not interrupted if the Part-time Instructor declines a teaching assignment for which she or he did not apply. The Part-time Instructor must complete a probation period of consecutive sessions during which she or he has been assigned a course:
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Related to HIRING AND PROBATION HIRING

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • Probation a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

  • Probationary This category describes persons taken on strength on a probationary basis with the prospect, if their services are found satisfactory, of a change of category to Regular full-time or Regular part-time (Section 1.2, following).

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Probationary Teachers Probationary teachers' order of reduction shall be according to program needs.

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T. 10.14.2 The requirements of Chapter 12T shall only apply to a Contractor’s or Subcontractor’s operations to the extent those operations are in furtherance of the performance of this Agreement, shall apply only to applicants and employees who would be or are performing work in furtherance of this Agreement, and shall apply when the physical location of the employment or prospective employment of an individual is wholly or substantially within the City of San Francisco. Chapter 12T shall not apply when the application in a particular context would conflict with federal or state law or with a requirement of a government agency implementing federal or state law.

  • Employment Condition The Participant must be employed by the Employer on the last day of the Plan Year, irrespective of whether he satisfies any Hours of Service condition under Option (d), with the following exceptions: (Choose (1) or at least one of (2) through (5))

  • Supported Employment Reporting After the DORS consumer has completed the first month of Supported Employment job coaching and monthly thereafter, ALLOVER HEALTHCARE GROUP shall complete the Employment Service Progress Form (Attachment D). The Form is required each month whether ALLOVER HEALTHCARE GROUP is sending an invoice to DORS or not.

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

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