New Employees Probationary Period Sample Clauses

New Employees Probationary Period. Newly hired employees shall be placed on a ninety (90) working day probationary period in the new position. If, at the conclusion of the ninety (90) working days, the employee’s performance is satisfactory, the employee will automatically move off of the probationary level. No action is required by the District for this to occur. If, during the ninety (90) working day probationary period, the supervisor has concerns with the employee’s performance, the supervisor will notify the employee of such concerns on the Support Staff Probationary Form (Appendix A) and, should the employee not improve upon their performance within fifteen (15) working days of said notification, the supervisor may recommend termination of the employee to the Director of Human Resources, who will review the recommendation and make final determination as to the continuing status of the employee. If the supervisor has concern with the performance of the employee during the ninety (90) working day probationary period the supervisor may recommend an extension of the probationary period for up to ninety (90) working days. At any point during the extended probationary period, the supervisor may recommend to the Director of Human Resources if the employee’s performance is satisfactory and the employee should continue in the position or if the employee should be terminated from employment.
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New Employees Probationary Period. An employee hired to their first regular position is on probation. The probation period is to continue for three (3) months, during which time the employee shall be considered a temporary worker only, and during the same period no seniority rights shall be recognized. On completion of three (3) months cumulative service, in any one working year, each employee shall be entitled to seniority dating from the day in which he commenced employment with the Board.
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New Employees Probationary Period. New hired employees shall be hired on probation, the probation period to continue for sixty (60) calendar days, during which time the employee shall be considered a temporary worker only, and during this same period no seniority rights shall be recognized. After completion of the probationary period, seniority shall be effective from the original date of employment.
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New Employees Probationary Period. New employees shall work under the provisions of this Agreement but shall be on a probationary basis for the first ninety (90) calendar days of employment, which shall be extended an additional thirty (30) days upon written notice to the Union. During the probationary period, the employee shall not have access to the grievance or arbitration provision of this Agreement for any reason including discipline and discharge. The Union agrees that this Section acts as a waiver of DCMH’s duty to bargain with the Union regarding discipline issued against any probationary employee.
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New Employees Probationary Period. All new employees shall be considered probationary employees for a period of sixty (60) calendar days for custodians and ninety (90) calendar days for maintenance. The probationary period shall commence on the first day that said employee works in a permanent job. However, if said employee has worked as a temporary employee for at least (20) days in the custodial department or at least thirty (30) days in the maintenance department, his probationary period shall be reduced to two-thirds (2/3) of that listed above.
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New Employees Probationary Period. New employees shall serve a probationary period of forty-five (45) working days. During this period, probationary employees shall be subject to all provisions of this Agreement except seniority rights, leave and the grievance procedure in the event of disciplinary action or dismissal. All employees who have completed their probationary period shall acquire length of service for accrual purposes based on the date of their employment. The Board shall provide to the Union President the names, addresses, job class and start date of all new employees within fifteen (15) calendar days of date of hire.
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New Employees Probationary Period. New employees shall work under the provisions of this Agreement but shall be on a probationary basis for the first ninety (90) calendar days of employment, which shall be extended an additional thirty (30) days upon written notice to the Union. During the probationary period, the employee shall not have access to the grievance or arbitration provision of this Agreement for discipline and discharge.
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New Employees Probationary Period 
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Related to New Employees Probationary Period

  • 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.

  • Cyclic Year Employment The Employer may fill a position with a cyclic year appointment for positions scheduled to work less than twelve (12) full months each year, due to known, recurring periods in the annual cycle when the position is not needed. At least fifteen (15) days before the start of each annual cycle, incumbents of cyclic year positions will be informed, in writing, of their scheduled periods of leave without pay in the ensuing cycle. Such periods of leave without pay will not constitute a break in service. When additional work is required of a cyclic position during a period for which the position was scheduled for leave without pay, the temporary work will be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Should the incumbent decline the work, it will be offered to other cyclic employees, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

  • Probationary Employment 4.2.1(a) An employer may initially engage a full-time or part-time employee for a period of probationary employment for the purpose of determining the employee's suitability for ongoing employment. The employee must be advised in advance that the employment is probationary and of the duration of the probation which can be up to but not exceed three months.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences.

  • 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.

  • TTOC Employment Melding Exercise 145 LETTER OF UNDERSTANDING NO. 16(B) 146

  • Initial Probationary Period An employee in an initial probationary period shall have no seniority until completion of his/her probationary period. Upon the completion of said probation, the employee will acquire seniority from his/her original date of hire. An employee who has a continuous period of temporary, interim, intermittent or seasonal employment prior to receiving permanent appointment shall acquire seniority for such time only if that permanent appointment occurred prior to July 1, 1989.

  • Seasonal Career Employment ‌ Leave without pay may be granted to seasonal career employees during their off- season.

  • Post-Retirement Employment Unit members who retire from the University during the term of this Agreement may propose a post-retirement appointment of up to three years duration. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. The annual compensation received from the University for the post-retirement appointment shall not exceed fifty (50) percent of the annual salary at the time of retirement. The duties for a post-retirement appointment shall be defined and agreed to in writing by the bargaining unit member and the Employer/University Administration prior to the bargaining unit member's retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

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