On Initial Employment. 8.1.1 All probation periods shall be of six (6) months duration.
8.1.2 Upon satisfactory completion of the probationary period for permanent employment the employee will be granted permanent status and will be so advised in writing.
On Initial Employment. 11.1.1 Every person covered in the scope of this Agreement shall be on a probationary basis for a period of six (6) months. For part-time employees, six (6) months will be considered the equivalent of one hundred (100) days of full-time consecutive service. Whenever possible, every employee shall receive one (1) evaluation during their probationary period.
11.1.2 At the outset and during their probationary period, employees will be advised of expectations regarding standards of performance. Employees will also be advised of shortcomings in order to correct deficiencies. Should the Employer decide to terminate the employee, the employee will be given the reasons, in writing, prior to their termination; an opportunity to respond and if necessary engage the grievance procedure contained in the Collective Agreement for their protection.
11.1.3 Since probation is the final step in the hiring process, employees will be informed by their supervisors in writing, not later than one (1) month after commencement of employment, what performance requirements will be used for the rating. The performance requirements will be related both to the duties and responsibilities, and to the qualifications, skill, ability and experience.
11.1.4 Written performance assessment will be conducted for each probationary employee during the probation period. Performance assessments will be conducted at the four (4) month point. Performance assessments will be discussed with the employee and be signed by all parties involved to indicate awareness of the assessment and its recommendations. Employees will be advised, in writing, whether or not they have successfully completed the probation period. Upon completion of the probationary period, a current job description will be provided to the employee.
11.1.5 An employee who moves into a new or different position or classification shall serve the normal mandated probationary period for the new position, unless:
a) The duties of the new position are substantially the same as the position the employee is vacating.
b) The employee once successfully operated in the position within the preceding five (5) year period.
c) The employee has moved into the new position by bumping.
d) The move was involuntary.
11.1.5.1 An employee who fails to pass the mandated probation after changing positions shall revert to their former position or by mutual agreement of the employee and the employer, if there is a similar position vacant at the same wage, may move...
On Initial Employment. (a) All probation periods shall be of three (3) months duration. A probation period may be extended an additional three (3) months with approval of the parties.
(b) Upon satisfactory completion of the probationary period for permanent employment the employee will be granted permanent status and will be so advised in writing.
On Initial Employment. 6.2.1 All employees, upon initial employment, shall serve a probationary period for the period of 6 months (pay band 1-3), or 12 months (pay bands 4-10) as appropriate for the position they were initially hired for. The period may be extended in accordance with article 6.2.3.
6.2.1.1 The employee’s initial probationary period must include at least 3 months in an ongoing or end-dated position.
6.2.2 Employees shall serve the probationary period by accumulating time to the extent required over one (1) or more working periods, providing there are no more than two hundred (200) calendar days between working periods.
6.2.3 The employer may request, from the campus committee chair, an extension no later than two (2) weeks prior to the expiration of the probationary period and shall include written reasons for the request. The length of extension shall be a matter for negotiation, up to a maximum length of three (3) months.
6.2.4 Should the employer decide to terminate the employee, the employee will be given the reasons, in writing, prior to termination. The employee will be given an opportunity to respond, and if necessary, to engage the grievance procedure contained in the collective agreement.
6.2.5 A probationary employee who does not successfully complete the initial probationary period shall be terminated.
On Initial Employment. Upon initial employment, all employees shall serve a probationary period of seven hundred and fifty (750) hours worked. This period may be extended in accordance with Article 11.7.3.
On Initial Employment. 11.1.1 Every person covered in the scope of this Agreement shall be on a probationary basis for a period of six (6) months. For part-time employees, six (6) months will be considered the equivalent of one hundred (100) days of full-time consecutive service. Whenever possible, every employee shall receive one (1) evaluation during their probationary period.
11.1.2 At the outset and during their probationary period, employees will be advised of expectations regarding standards of performance. Employees will also be advised of shortcomings in order to correct deficiencies. Should the Employer decide to terminate the employee, the employee will be given the reasons, in writing, prior to their termination; an opportunity to respond and if necessary engage the grievance procedure contained in the Collective Agreement for their protection.
11.1.3 Since probation is the final step in the hiring process, employees will be informed by their supervisors in writing, not later than one (1) month after commencement of employment, what performance requirements will be used for the rating. The performance requirements will be related both to the duties and responsibilities, and to the qualifications, skill, ability and experience.
On Initial Employment.
11.1.1 The initial employment of every person shall be on a probationary basis for a period of six (6) months, provided, however, that the period may be extended to twelve (12) months for any class after negotiation with the Union. At the expiry of the probationary period, the CEO or designate shall appoint the employee to the permanent staff or shall cause his services to be terminated. At any time during the probationary period the CEO or designate may terminate the employment.
11.1.2 Notwithstanding Article 11.1.1, time spent in a non-permanent position shall be counted as accrued time for the completion of the initial probationary period when an employee moves into a position in the same class involving substantially the same duties and responsibilities on a permanent basis.
On Initial Employment. Upon initial appointment, all employees shall serve a probationary period as defined herein. The probationary period may be extended in accordance with Article 6.
On Initial Employment. 6.1.1 All employees, upon initial employment, shall serve a probationary period for the period of time stipulated for the classification. The period may be extended in accordance with Article 6.1.3.
6.1.2 Employees shall serve the probationary period for their classification by accumulating time to the extent required over one (1) or more working periods, providing there are no more than two hundred (200) calendar days between working periods.
On Initial Employment. 6.1.1 Upon initial appointment, all Employees shall serve a probationary period as defined herein. The probationary period may be extended in accordance with Article 6.1.3. The following pay bands will have a six (6) month probationary period: All other pay bands will have a probationary period of one (1) year.
6.1.2 Employees shall serve the probationary period for their pay band by accumulating time to the extent required providing there are no more than two hundred (200) calendar days between working periods with the exception of staff working at the Visitor Reception Centres.
6.1.3 The Employer may request from the Union, an extension no later than two (2) weeks prior to the expiration of the probationary period, and shall include written reasons for the request. Up to two (2) three- months extensions may be requested with a work plan.
6.1.4 Dismissal shall be effected by the President, and the Employee shall receive written notice of the reasons for dismissal. Any Employee who is dismissed, except in cases of misconduct, will be entitled to notice or pay in lieu of one (1) regularly scheduled work week. The Employee will be given an opportunity to respond, and if necessary, to engage the grievance procedure contained in this Agreement. Such pay shall be in addition to the payment in lieu of earned vacation leave. Earned vacation leave due an Employee shall not be used as any part of the period of notice above. A copy of the dismissal notice shall be sent concurrently to the Union office.
