Common use of ORIGINAL PROBATIONARY PERIOD Clause in Contracts

ORIGINAL PROBATIONARY PERIOD. A. Original Probation. The required probationary period for all new employees shall be six (6) months. Any unpaid leaves of absence in excess of a total of ten (10) consecutive working days shall be added to the duration of the probationary period. The Employer or its designee may extend the probationary period of an employee, for up to three (3) months, and provide written notice of the extension to the employee and Union. All probationary periods for new employees working less than fifty percent (50%) time, shall be one (1) calendar year. During the original and extended original probationary period, the Employer or its designee shall conduct a minimum of one performance counseling review of the employee’s work performance at the approximate mid-point of the probationary period and furnish the employee with a written copy of the evaluation. Employees shall be informed of areas of needed improvement in writing. Upon the successful completion of the probationary period and upon the affirmative recommendation of the Employer, the employee shall be granted permanent status. The Employer’s failure to discharge or extend probation (through formal written documentation to the employee) prior to the expiration of the probationary period shall result in a probationary employee’s attainment of permanent status. B. Removal During the Original or Extended Original Probationary Period. When the Employer or its designee denies permanent status to a probationary employee, the Employer or its designee shall notify the employee in writing of the reasons for the denial. An employee serving an original or extended original probationary period for an original appointment and whom the Employer or its designee determines that his/her service has been unacceptable, may be terminated from the Minnesota Judicial Branch anytime during the original or extended original probationary period, and the employee and/or the Union shall not be entitled to grieve or arbitrate such decision. The employee who has been denied subsequent permanent status following recall from a layoff list shall be returned to the layoff list for the time remaining.

ORIGINAL PROBATIONARY PERIOD. ‌ A. Original Probation. The required probationary period for all new employees shall be six (6) months. Any unpaid leaves of absence in absencein excess of a total of ten (10) consecutive working days shall be added to the duration of the probationary period. The Employer or its designee may extend the probationary period of an employee, for up to three (3) months, and provide written notice of the extension to the employee and Union. All probationary periods for new employees working periodsfor newemployeesworking less than fifty percent (50%) time, shall be one (1) calendar year. During the Duringthe original and extended original probationary periodextendedoriginal probationaryperiod, the Employer or its designee shall conduct a minimum of one performance counseling review of the employee’s work performance at the approximate mid-point of the probationary period and furnish the employee with a written copy of the evaluation. Employees shall be informed of areas of needed improvement in writing. Upon the successful completion of the probationary period and upon the affirmative recommendation of the Employer, the employee shall be granted permanent status. The Employer’s failure to discharge or extend probation (through formal written documentation to the employee) prior to the expiration of the probationary period shall result in a probationary employee’s attainment of permanent status. B. Removal During the Original or Extended Original Probationary Period. When the Employer or its designee denies permanent status to a probationary employeeprobationaryemployee, the Employer or its designee shall notify the employee in writing of the reasons for the denial. An employee serving an servingan original or extended original probationary period for an original appointment and whom the Employer or its designee determines that his/her their service has been unacceptable, may be terminated from the Minnesota Judicial Branch anytime during the original or extended original probationary period, ,and the employee and/or the Union shall not be entitled to grieve or arbitrate such decision. The employee who has been denied subsequent permanent status following recall from a layoff list shall be returned to the layoff list for the time remaining.

ORIGINAL PROBATIONARY PERIOD. ‌ A. Original Probation. The required probationary period for all new employees shall be six (6) months. Any unpaid leaves of absence in excess of a total of ten (10) consecutive working days shall be added to the duration of the probationary period. The Employer or its designee may extend the probationary period of an employee, for up to three (3) months, and provide written notice of the extension to the employee and Union. All probationary periods for new employees working less than fifty percent (50%) time, shall be one (1) calendar year. During the original and extended original probationary period, the Employer or its designee shall conduct a minimum of one performance counseling review of the employee’s work performance at the approximate mid-point of the probationary period and furnish the employee with a written copy of the evaluation. Employees shall be informed of areas of needed improvement in writing. Upon the successful completion of the probationary period and upon the affirmative recommendation of the Employer, the employee shall be granted permanent status. The Employer’s failure to discharge or extend probation (through formal written documentation to the employee) prior to the expiration of the probationary period shall result in a probationary employee’s attainment of permanent status. B. Removal During the Original or Extended Original Probationary Period. When the Employer or its designee denies permanent status to a probationary employee, the Employer or its designee shall notify the employee in writing of the reasons for the denial. An employee serving an original or extended original probationary period for an original appointment and whom the Employer or its designee determines that his/her their service has been unacceptable, may be terminated from the Minnesota Judicial Branch anytime during the original or extended original probationary period, and the employee and/or the Union shall not be entitled to grieve or arbitrate such decision. The employee who has been denied subsequent permanent status following recall from a layoff list shall be returned to the layoff list for the time remaining.