Probation Sample Clauses

Probation. A. New Probation

Probation. The criteria for probation are as set out in Articles 23A and 25D.03.

Probation. It is understood that a new employee working extended shifts will be considered on probation until he/she has completed four hundred and fifty hours of work (60 x 7.5 hours = 450). In all other respects the terms of probation will be in accordance with the collective agreement.

Probation. SCSB may direct staff, before termination of this Charter Agreement for a material breach thereof, to place a School on “Probation” for such period of time, up to one year, or such other time period as may be appropriate or established by rule, necessary for the School to be able to establish its ability to comply with all of the terms and conditions of this Agreement and all controlling laws, regulations and rules. The SCSB will provide notice of such probation and the terms of that probation in a letter provided to the Governing Board. In addition, the SCSB may provide focused support to the Charter School, including assigning a coach, providing professional development, and analysis of monthly written updates provided by the Charter School governing board and key administrators.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. 6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards 6.2 The standard probationary period for all new BSO employees will be twelve (12) months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time employee. 6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter. 6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedures (SPM). 6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action. 6.6 During the initial probationary period, no employees may request a voluntary transfer. 6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary perio...

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. 1. A classroom teacher’s work not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is Unsatisfactory - 1. A continuing contract teacher under RCW 28A.405.210 with more than five years of teaching experience whose comprehensive summative evaluation score is below Proficient - 3 for two consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. 2. Teachers may only be placed on probation from the Comprehensive Evaluation Process described in Section 3.3 B 1.12 above. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments in accordance with WAC- 000-00-000. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: A. The evaluation report prepared pursuant to the provisions of Article IV Section 3, and, B. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is Unsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: A. Specific areas of performance deficiencies identified from the instructional framework; B. A suggested specific and reasonable plan for improvement; C. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the tea...

Probation. Probationary bargaining unit members shall have no seniority until the completion of the probationary period, at which time their seniority shall revert to their first day of work. The probationary period shall be sixty (60) work days.

Probation. Employees (other than casual employees) will be on probation for the first three months of engagement for the purpose of determining the employee’s suitability for ongoing employment. The employer may specify in writing in advance a longer period of probation depending on the nature and circumstances of the employee’s role with the employer. At any time during the probationary period, the employer or the employee can terminate the employment by giving one day’s notice.

Probation. The period of probation is based on calendar service. Notwithstanding any provision of the collective agreement, this period may be extended by the employing authority for any reason provided twelve (12) months probation is not exceeded.