Common use of Initial Trial Service Clause in Contracts

Initial Trial Service. New employees are hired contingent on successful completion of a ninety (90) day trial service period. Evaluation of the employee’s adjustment to work tasks, conduct, and other work rules, attendance and job responsibilities will be conducted during the trial service period. Performance will be reviewed by the employee’s direct supervisor or designee after forty-five (45) days of employment to allow the employee to receive constructive feedback on work performance before the trial service period ends. For part-time employees, at the discretion of the supervisor, after consultation with Human Resources, the trial service period will be adjusted to allow the supervisor to assess the same number of worked hours as a full-time, 37.5 hour per week employee. This is equal to 482 hours. For example, an employee who normally works 30 hours per week (80% FTE) will have an evaluation during the initial trial service period at 56 calendar days (45 days ÷ 80%) and the initial trial service period may be extended to 112 calendar days (90 days ÷ 80%). Per diem employees who do not have regularly scheduled hours will be considered to be on Trial Services until they have completed 64 days of work (482 hours ÷ 7.5 hour day). A part-time or per diem employee must be notified within forty-five (45) days of hire if the trial service period will be adjusted in this manner; for part-time employees, the notice must state the date upon which the adjusted trial service period will be completed. If the employee is continuously employed for more than ninety (90) days, or the equivalent for part-time or per diem employees, the employee will be deemed to have successfully completed trial service. However, the Employer may extend the trial service period up to 90 days, or the equivalent for part-time or per diem employees, upon written notice to the employee with a copy to the Union stating how long the trial service period will be extended and what the employee must do to successfully complete trial service. Any extension period shall include formal check- ins every thirty (30) days to discuss progress on what the employee must do to successfully complete trial service. An employee terminated during the initial trial service period will not have recourse to the grievance procedure to contest the termination.

Initial Trial Service. New employees are hired contingent on successful completion of a ninety (90) day trial service period. Evaluation of the employee’s adjustment to work tasks, conduct, and other work rules, attendance and job responsibilities will be conducted during the trial service period. Performance will be reviewed by the employee’s direct supervisor or designee after forty-five (45) 45 days of employment to allow the employee to receive constructive feedback on work performance before the trial service period ends. For part-time employees, at the discretion of the supervisor, after consultation with Human Resources, the trial service period will be adjusted to allow the supervisor to assess the same number of worked hours as a full-time, 37.5 hour per week employee. This is equal to 482 hours. For example, an employee who normally works 30 hours per week (80% FTE) will have an evaluation during the initial trial service period at 56 calendar days (45 days ÷ 80%) and the initial trial service period may be extended to 112 calendar days (90 days ÷ 80%). Per diem employees who do not have regularly scheduled hours will be considered to be on Trial Services until they have completed 64 days of work (482 hours ÷ 7.5 hour day). A part-time or per per-diem employee must be notified within forty-five (45) 45 days of hire if the trial service period will be adjusted in this manner; for part-time employees, the notice must state the date upon which the adjusted trial service period will be completed. If the employee is continuously employed for more than ninety (90) days, or the equivalent for part-time or per diem employees, the employee will be deemed to have successfully completed trial service. However, the Employer may extend the trial service period up to 90 days, or the equivalent for part-time or per diem employees, upon written notice to the employee with a copy to the Union stating how long the trial service period will be extended and what the employee must do to successfully complete trial service. Any extension period shall include formal check- ins every thirty (30) 30 days to discuss progress on what the employee must do to successfully complete trial service. An employee terminated during the initial trial service period will not have recourse to the grievance procedure to contest the termination.

Initial Trial Service. New employees are hired contingent on successful completion of a ninety (90) day trial service period. Evaluation of the employee’s adjustment to work tasks, conduct, and other work rules, attendance and job responsibilities will be conducted during the trial service period. Performance will be reviewed by the employee’s direct supervisor or designee after forty-five (45) 45 days of employment to allow the employee to receive constructive feedback on work performance before the trial service period ends. For part-time employees, at the discretion of the supervisor, after consultation with Human Resources, the trial service period will be adjusted to allow the supervisor to assess the same number of worked hours as a full-time, 37.5 hour per week employee. This is equal to 482 hours. For example, an employee who normally works 30 hours per week (80% FTE) will have an evaluation during the initial trial service period at 56 calendar days (45 days ÷ 80%) and the initial trial service period may be extended to 112 calendar days (90 days ÷ 80%). Per diem employees who do not have regularly scheduled hours will be considered to be on Trial Services until they have completed 64 days of work (482 hours ÷ 7.5 hour day). A part-time or per per-diem employee must be notified within forty-five (45) 45 days of hire if the trial service period will be adjusted in this manner; for part-time employees, the notice must state the date upon which the adjusted trial service period will be completed. If the employee is continuously employed for more than ninety (90) days, or the equivalent for part-time or per diem employees, the employee will be deemed to have successfully completed trial service. However, the Employer may extend the trial service period up to 90 30 days, or the equivalent for part-time or per diem employees, upon written notice to the employee with a copy to the Union stating how long the trial service period will be extended and what the employee must do to successfully complete trial service. Any extension period shall include formal check- ins every thirty (30) days to discuss progress on what the employee must do to successfully complete trial service. An employee terminated during the initial trial service period will not have recourse to the grievance procedure to contest the termination.