Non-probationary Employee Sample Clauses

Non-probationary Employee. Leaves of absence are granted for military purposes, but not to exceed the enlistment or draft period. Employees are required to submit a copy of their orders along with a completed leave request form. Upon termination of military leaves employees shall be entitled to be reinstated in a position at the same salary which they would have received if they had not taken such a leave, upon the following conditions: that the position has not been abolished; that they are physically and mentally capable of performing the duties of the position; that they make written application for reinstatement to the Department of Human Resources within ninety (90) days after termination of military service; and that they submit an honorable discharge or honorable separation from the military service. Upon the return of the employees to their former employment, they will occupy the same position, or positions of equal status in respect to their employment, which they would have occupied or been entitled to under the provisions of this agreement had their employment not been interrupted.
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Non-probationary Employee. No employee who has completed the probationary period may be disciplined or discharged except for just cause.
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Non-probationary Employee. The term "non-probationary employee" shall mean a bargaining unit 55 employee who is serving in a permanent position and who has been awarded permanent status following 56 successful completion of a probationary period.
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Non-probationary Employee. Each non-probationary GESSA employee shall have an evaluation conference with their supervisor at least every other year and will be provided with a written evaluation of their job performance. A non-probationary GESSA employee may request a conference with their supervisor to discuss the employee’s performance during any year; such a conference will be held at the discretion of the supervisor. Absent extenuating circumstances, the formal evaluation conference for a non-probationary GESSA employee will be held by May 1st during the evaluation year. The GESSA employee and their supervisor may also agree that the evaluation conference shall be held after May 1st.
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Non-probationary Employee. Non-probationary employees may be disciplined or discharged for the following reasons: 9.5.1 Insubordination; 9.5.2 Unsatisfactory or inefficient job performance; 9.5.3 Use of alcohol, drugs or other activities which interfere with the employee carrying out his or her job responsibilities. Use of alcohol, drugs (unlawful or prescription) or other activities which occur on or off duty which interferes with the employee carrying out his or her job duties; use or possession of illegal drugs at any time; 9.5.4 Misconduct or a violation of published District Policies, rules or regulations.
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Non-probationary Employee. 2.1 An employee who has completed the six (6) month probationary period may be evaluated annually but at a minimum shall receive a written evaluation every third year after the initial annual evaluation providing the employee remains in the same position and with the same supervisor. An initial annual evaluation shall be required when there is a change of position or supervisor. One (1) copy of the evaluation shall be given to the employee and one (1) copy shall be placed in the employee's personnel file in the Personnel Office. The District pledges to enforce this policy with respect to all PESA members. 2.2 The employee's immediate Supervisor may request an evaluation at any time but not more frequently than once every eighty (80) work days. 2.3 In the event deficiencies in performance are observed, the administrator shall provide written notice of the specific deficiencies to the employee and shall discuss the deficiencies with the employee. The employee shall be involved in the development and implementation of plans of improvement. A written statement shall be provided to the employee identifying specific ways to improve and the assistance to be made available by the administrator. Reasonable time shall be allowed to accomplish the necessary improvements.
Sample 1
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Non-probationary Employee. No employee who has completed the probationary period may be disciplined or discharged except for just cause. The definition and application of just cause for law enforcement officers is also subject to ORS 236.350, ORS 243.808, and applicable State law.
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Related to Non-probationary Employee

  • 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.

  • Probationary Employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be given to the Union. A probationary employee who has been discharged for failing to meet the standards shall be advised in writing by the Department Supervisor or Manager, the reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period has been completed, at which time seniority shall be back dated to the commencement of the probationary period. (b) Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be terminated. In such event the provisions of Article 17 of this Agreement shall not be applicable to the termination of the probationary employee. 10.04 Except as provided in Clause 10.03(b) the provisions of Article 17 shall be applicable to an employee during her probationary period. 10.05 Employees will not be able to bid within the same classification during their six (6) month probationary period. Should an employee be awarded a vacancy in a different classification during this probationary period, she may carry a maximum of three (3) months service credit toward the probationary period in the new classification. 10.06 The Company and the Union agree that the preparation and discussion of written progress reports during an employee's probationary period is essential. 10.07 New employees will only become eligible for benefits upon the successful completion of their probationary period and after having completed six (6) complete months of service.

  • 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

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

  • 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

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • 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).

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave. B. The employer shall pay compensation for the period that the covered employee is entitled to disability leave for a maximum period of eighteen (18) months, except as set forth in 10.2(b) and 10.3(b). C. The employee shall be eligible for compensation for such disability leave if the employee is temporarily disabled from the duties of the public safety employment that gave rise to the injury, regardless or whether the employee engages in secondary employment, provided that: 1. The secondary employment commenced prior to the injury; 2. The duties of the secondary employment are not likely to cause delay or preclude full recovery and return to work as certified by the FROMS physician and such employment is approved by the Fire Chief. Such requests shall not be unreasonably denied.

  • Eligible Employee For purposes of the SIMPLE 401(k) Plan provisions, any Employee who is entitled to make Elective Deferrals under the terms of the SIMPLE 401(k) Plan.

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