PROBATION AND PROMOTIONS Sample Clauses
The 'Probation and Promotions' clause establishes the terms under which an employee's initial period of employment is assessed and the criteria for advancement within the organization. Typically, it outlines the duration of the probationary period, the performance standards required, and the process for evaluating whether an employee successfully completes probation. Additionally, it may specify how and when employees become eligible for promotion, including any necessary qualifications or performance benchmarks. This clause ensures that both employer and employee have clear expectations regarding job performance and career progression, thereby reducing misunderstandings and supporting fair personnel decisions.
PROBATION AND PROMOTIONS. 15.1 New employees shall complete a twelve-month probationary period. During the initial probationary period, a newly hired employee may be terminated at any time without cause. Newly hired probationary employees may be disciplined and the employee shall be provided an opportunity for response; however, they shall have no recourse for the disciplinary action through the appeal or grievance process.
15.2 Newly promoted employees shall complete a ninety-day probationary period. During the promotional probationary period, if the employee is not able to successfully learn and perform the job for which he/she was appointed to, the employee shall be permitted to bump back to their formerly held position. Such promotional disqualification shall not be subject to appeal or grievance process.
15.3 Employees may apply for open recruitments and will receive consideration if they meet all required civil service qualifications. When the Police Chief’s, or designee’s, selection decision is narrowed to two individuals and the knowledge, skills, and abilities of the candidates are substantially equal, preference shall be granted first to internal candidates, bargaining unit seniority considered.
PROBATION AND PROMOTIONS. 26.11.1 New-hire employees on probation (promoted employees excluded) may submit pre-bids but will not be assigned or considered for permanent assignment until their probation is completed. Similarly, employees on promotional lists may submit bids for future positions, but will not be considered until actually promoted.
26.11.2 Paramedics that have completed their probation but remain in internship may be awarded permanent assignments, but their reassignment date may be postponed until completion of their internship.
PROBATION AND PROMOTIONS.
1. An employee hired into the bargaining unit who has had no prior employment with the County shall be considered a probationary employee for his/her first 365 days of employment. A probationary employee may be released without notice, reason or right of appeal, regardless of rights afforded non-probationary employees. Nothing in this Agreement shall restrict the Department Head’s decision that the probationary employee has not successfully completed probation.
2. All non-probationary employees promoted into the bargaining unit shall serve a qualifying period of 180 days within the new position. A promotional employee shall only be removed from the position during the qualifying period for just cause. In the event that an employee is removed for just cause (for reasons other than misconduct), from the position, a reasonable effort to place the employee in his/her previous position will be made. If the position is not available, the action affecting the employee shall be subject to the lay-off procedures set forth in Article 22.
3. When an employee is promoted from the NCLEA bargaining unit, he/she shall retain the right during the first 21 days worked of the qualifying period to voluntarily demote to his/her previously held position. In the event the employee self-demotes he/she shall have his/her salary reduced to the hourly rate held prior to being placed on the qualifying period. After 21 days, the promoted employee may still choose to voluntarily demote, and will be given the highest open position previously held by the employee.
PROBATION AND PROMOTIONS. 1. All employees shall serve a probationary period of twelve (12) complete months from date of hire within this bargaining unit.
2. A probationary employee may be released without notice, reason or right of appeal, regardless of rights afforded non-probationary employees. Nothing in this Agreement shall restrict the Department Head’s decision that the probationary employee has not successfully completed his or her qualifying period.
3. A probationary employee’s performance shall be reviewed after the sixth (6th) and twelfth (12th) months of service. During the twelfth (12th) month of service, the employee’s supervisor shall make a written recommendation about retention of the employee beyond the probationary period. If no such recommendation is received from the supervisor prior to the end of the employee’s probationary period, the employee shall be considered retained.
4. All non-probationary employees promoted shall serve a qualifying period of six (6) complete months within the new position unless the employee has accrued acting time in the position to which he or she is being promoted, in which case the qualifying period will be reduced by: Any periods of time during which the employee was acting in the position, provided that the employee was performing all duties of the position for at least one continuous month, plus any continuous periods of at least forty (40) hours thereafter. A promotional employee shall only be removed from the position during the qualifying period for just cause. In the event that an employee is removed for just cause from the position, a reasonable effort to place the employee in his/her previous position will be made. If the position is not available, the action affecting the employee shall be subject to the lay-off procedures set forth in Article 22.
5. When an employee is promoted, he/she shall retain the right during the first three (3) weeks worked of the qualifying period to voluntarily demote to his/her previously held position. In the event the employee self-demotes he/she shall have his/her salary reduced to the hourly rate held prior to being placed on the qualifying period. After three (3) weeks, the promoted employee may still choose to voluntarily demote, and will be given the highest open position previously held by the employee.
PROBATION AND PROMOTIONS. 23.1 A newly hired employee will serve a probation period from date of hire. During that time period the City may terminate the employee without giving reasons therefore and the City's decision to terminate will not be subject to the grievance procedure. The probationary periods for RPOA positions are listed below: Police Officer: Officer hired without DPSST certification. 18 months Police Officer: Officer hired with DPSST certification 12 months Community Service Officer 12 months Computer Forensic Examiner 12 months Office Staff (Records Specialist, Receptionist) 12 months Records Supervisor 12 months Note: 18 months is 540 days from date of hire. 12 months is 365 days from date of hire. The purpose of probation is to train employees and provide sufficient time to evaluate the employee's performance and aptitude for the position. If an employee misses more than 14 regularly scheduled days during the probationary period, the employer, with the approval of Human Resources, may extend and toll the probationary period, consistent with applicable law. Use of approved vacation, holiday and compensatory time does not count towards the 14 days. The Department will give prompt notice to the Employee and Association when extending probation.
23.2 A newly promoted Sergeant will serve a probationary period of 12 months (365 days), upon promotion and selection to the rank of sergeant. Upon successful completion of probation, sergeants will be allowed to participate in the bidding process set forth in Article 8.3