MANAGEMENT OPTIONS FOR PROBATIONARY EMPLOYEES Sample Clauses

MANAGEMENT OPTIONS FOR PROBATIONARY EMPLOYEES. A. The District may, at its exclusive discretion, move (i.e., demote) an employee during his or her new-hire probationary period from a position in a higher classification in the bargaining unit into a vacant budgeted position (i.e., one with no regular incumbent) in a lower classification in the bargaining unit within the Police Department. However, such action is valid only if the classifications from and to which the employee is moved, or their substantial equivalents, are in existence in the Police Department, as determined by the District’s Human Resources Department and remain in existence in the Police Department at the time of the move. Such action shall be deemed a voluntary termination during new-hire probation from the higher classification and a simultaneous conditional rehire as a new probationary employee in the lower classification. The moved employee shall have no residual rights in the classification from which he or she is moved. Such termination and move shall not be subject to appeal except Section 13.2D. of this Agreement.
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Related to MANAGEMENT OPTIONS FOR PROBATIONARY EMPLOYEES

  • Probationary Employees Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees. Probationary employees will be separated from employment before permanent employees.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Compensation for Employees Employees shall receive compensation at the biweekly or hourly rate for the range and step or flat rate assigned to the class in which they are employed.

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  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Probationary Teachers Nothing contained in this Article 23 shall be interpreted as limiting the Board’s right to non-renew the teaching contract of a probationary teacher who is on family/sick leave.

  • Overtime-Eligible Employees Employees who are covered by the overtime provisions of state and federal law.

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