Job Probation Sample Clauses

Job Probation. An employee who is transferred or promoted to another classification within the same department, or, for the Circuit Court Group, within that group, shall be on job probation for the first six (6) months during which time an employee may disqualify himself or be disqualified by the Employer, in which case he shall return to his former classification. Other affected employees shall also return to their previous classification. An employee who is transferred or promoted to another classification in one of the other departments or, for the Circuit Court Group, outside that group shall have benefits and seniority transferred but if disqualified shall not have return rights to his former classification. In the event an employee is transferred or promoted to a classification outside the bargaining unit, the employee's seniority is subject to the provisions of Section 10.6 and if the employee is disqualified he shall not have any return rights to his former classification. For the purpose of benefits predicated on length of service, the employee's continuous service date shall not change in the event of transfer or promotion to any position.
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Job Probation. An employee who is transferred or promoted to another classification within the bargaining unit shall be on job probation for the first six (6) months during which time an employee may disqualify themself or be disqualified by the Employer, in which case they shall return to their former classification. Other affected employees shall also return to their previous classification. In the event an employee is transferred or promoted to a classification outside the bargaining unit represented by UAW Local 2600, the employee's seniority is subject to the provisions of Section 10.6 and if the employee is disqualified they shall not have any return rights to their former classification. For the purpose of benefits predicated on length of service, the employee's continuous service date shall not change in the event of transfer or promotion to any position.
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Job Probation. All promoted employees shall be on probation for a period of six (6) months immediately following promotion. During such probationary period, the Sheriff may, demote the employee to his former rank for just cause or the employee may, on his own volition, request in writing to be relieved of his new rank and be returned to his former rank or position. After completion of the probationary period, an employee may be demoted for just cause.
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Job Probation. In the event a job vacancy is filled pursuant to Section 10 above, the secretary thus awarded the job shall be transferred thereto as soon as practicable after the award is made and shall be on job probation for a period of ten
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Job Probation. When an employee is awarded a job under the provisions of Section 10 of this Article, the successful bidder shall be on job probation for a period of not to exceed sixty (60) days of work in the new classification and may be removed from there at any time he/she demonstrates that he/she is or will be unable to satisfactorily perform the requirements of such job. When calculating this probationary period, absences totaling more than five (5) days may serve to allow the City to extend the probationary period for an additional period equal to the number of absent days. If so removed, the employee shall be returned to the last previous job classification he/she had permanently occupied. (a) Any employee who is awarded a job under the bidding procedure shall not be awarded another job, the rate range of which is equal to or less, under the bidding procedure during the next succeeding three (3) months. Any employee who is removed from a job classification for which he/she had bid because of the inability to perform the requirements thereof, as above provided, shall be ineligible to bid for another job during the six (6) month period following the date of setback.
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Job Probation. An employee who is transferred or promoted to another classification within the same bargaining unit shall be on job probation for the first six (6) months during which time an employee may disqualify himself or be disqualified by the Employer, in which case he shall return to his former classification. Other affected employees shall also return to their previous classification. An employee who is transferred or promoted to another classification in one of the other units represented by UAW Local 2600 shall have benefits and seniority transferred but if disqualified shall not have return rights to his former classification. In the event an employee is transferred or promoted to a classification outside the bargaining units represented by UAW Local 2600, the employee's seniority is subject to the provisions of Section
Sample 1
Job Probation. Following the granting of a promotion the successful employee shall have a twelve (12) month probationary period, during which he may be returned to his previous rank at the Employer's discretion subject to just cause for the return or the employee may voluntarily return to his previous rank. During the probationary period, the employee shall receive the rate of pay of the rank to which he has been promoted.
Sample 1
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Job Probation. In the event a job vacancy is filled pursuant to Section 10 above, the secretary thus awarded the job shall be transferred thereto as soon as practicable after the award is made and shall be on job probation for a period of twenty (20) working days, commencing with his/her first actual day on the job. During the first ten (10) working days of the probationary period, a secretary may elect to return to where she came from without any restriction on future job bids. In the event a secretary is awarded a job through the bidding procedure and subsequently demonstrates that he/she is unable to satisfactorily perform such job during the probationary period, such employee shall be returned to the job from which he/she bid, and will not be entitled to bid on another job within three (3) months thereafter, or to lay-off status if such employee was on lay-off status at the time of bidding on the vacant position. If the
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Related to Job Probation

  • Probation (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

  • 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).

  • Probation Period It is understood and agreed that the first ninety days of employment shall constitute a probationary period during which period the Employer may, in its absolute discretion, terminate the Employee's employment, for any reason without notice or cause.

  • 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

  • Holidays Worked When an employee works on a calendar holiday, he/she shall receive payment of the holiday at the regular rate and in addition, at the discretion of the Employer, (1) be paid at the rate of time and one half for hours actually worked on the holiday or (2) be given compensatory time off equal to one and one half the number of hours actually worked.

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

  • Your obligations 4.1 It is your responsibility to ensure that there are sufficient clear funds available in your account to allow a debit payment to be made in accordance with the Direct Debit Request.

  • Cultural Competence 1. Grantee will make reasonable efforts to provide services that meet each client’s individual needs and takes into consideration the intellectual functioning, literacy, level of education and comprehension ability of each client in order to ensure that all information is presented in a way that meets each client’s individual needs. 2. Grantee will provide services in the client's primary language either directly by Grantee or by a DFPS approved translator. 3. Grantee will have a cultural competence mission statement, core values or other similar guidance that provides how the Grantee will effectively provide these services to clients of various cultures, races, ethnic backgrounds and religions in a manner that recognizes and affirms the client’s worth, protects and preserves the client’s dignity and ensures equity of service delivery.

  • Employment Relations Education Leave Employment Relations Education Leave will be allowed in accordance with the Employment Relations Act.

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