Common use of On Initial Employment Clause in Contracts

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 into that position. 11.1.6 An employee who has changed position or classification may, by mutual agreement, revert to their former position or move to a similar position. 11.1.7 The Institute may request in writing, an extension of the probationary period. The request must be provided to the union chair no later than two (2) weeks prior to the expiration of the mandated probationary period and must be accompanied by the written reasoning for the extension, the length of any extension shall be a matter for negotiation and be for a maximum of an additional six (6) months or one hundred (100) assigned days 11.1.8 At any point during the initial mandated six (6) month probationary period, with valid reasoning, the Institute reserves the right to terminate employment.

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 his/her 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 into that position. 11.1.6 An employee who has changed position or classification may, by mutual agreement, revert to their his/her former position or move to a similar position. 11.1.7 The Institute may request in writing, an extension of the probationary period. The request must be provided to the union chair no later than two (2) weeks prior to the expiration of the mandated probationary period and must be accompanied by the written reasoning for the extension, the length of any extension shall be a matter for negotiation and be for a maximum of an additional six (6) months or one hundred (100) assigned days 11.1.8 At any point during the initial mandated six (6) month probationary period, with valid reasoning, the Institute reserves the right to terminate employment.