Common use of PROBATION AND TRIAL PERIOD Clause in Contracts

PROBATION AND TRIAL PERIOD. ‌ 16.01 All newly hired employees shall be considered probationary. 16.02 Newly hired employees shall complete a six (6) month probationary period which may be extended up to an additional three (3) months. The purpose of the probationary period is to allow the Employer to assess the employee’s suitability for continued employment. If a probationary employee is not suitable, the employee may be terminated. (a) Unless otherwise noted, probationary employees shall be entitled to all rights and privileges of the Collective Agreement. (b) Notwithstanding Clause 16.03 a), the termination of a probationary Employee shall only be subject to grievance if such termination is exercised in a manner that is arbitrary, discriminatory, or in bad faith. (a) During the probationary period, an informal review of the employee’s performance will be conducted by the employee’s supervisor during the first two months. The supervisor and the employee will formally meet no later than the end of the 4th month. If at the end of the employee’s probationary period the probation is to be extended there will be a second formal review conducted to discuss the employee’s progress towards meeting the requirements for successful completion of the probationary period. (b) If the Employer intends to extend a probationary period beyond the normal six (6) months they shall meet with the employee and Union representative to discuss the reasons for such extension. Such meeting shall be documented and a copy placed in the employee’s personnel file. 16.05 If during, or at the end of, a probationary period an employee is deemed unsuitable for on-going employment in the position, the Employer will meet with and inform the employee and Union representative of the Employer’s decision and provide a copy of the written decision which shall include the reasons. Upon request, a representative of Human Resources and Organizational Development will meet with the Local President or designate, to discuss the Employer’s decision on a without prejudice basis in an effort to determine the potential for any other course of action. 16.06 Subject to Clause 16.09 and except as outlined in Clause 16.07: (a) an employee appointed to another position in the Bargaining Unit is subject to a trial period of four months; and such trial period may be extended by mutual agreement between the Parties; or (b) an employee appointed to a non-unionized position with UNB shall be subject to the Employer’s policy on trial period for non-unionized personnel; or, (c) an employee appointed to a position in another bargaining unit with UNB shall be subject to the trial period in the Collective Agreement governing that bargaining unit. 16.07 An employee shall not be required to serve a trial period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s current position. (b) The employee is transferred by the Employer in accordance with the Collective Agreement to a position in the same classification involving similar duties and responsibilities. 16.08 An employee who is temporarily appointed to another position in the Bargaining Unit on an acting basis is considered to have started the trial period. If the employee is subsequently appointed without a substantive break, the period during which the employee was in acting status will reduce the trial period referred to in Clause 16.06 by a maximum of two (2) months. 16.09 In the event an employee on a trial period in any of the situations referred to in Clause 16.06, either proves unsatisfactory, or so requests, following a meaningful discussion with a representative of HR&OD regarding the rationale for such a request, the employee shall be returned to their former position without loss of seniority. The employee’s salary will revert to its previous level, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to the employee’s former position without loss of seniority, and at the employee’s previous salary, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. 16.10 A probationary employee discharged or terminated for reasons other than willful misconduct, disobedience or neglect of duty shall be given a minimum of two (2) weeks prior notice in writing, with a copy to the PSAC local president or payment in lieu thereof.

PROBATION AND TRIAL PERIOD. ‌(a) Probationary Employees are initially hired to determine their suitability and compatibility for continued employment 16.01 All (b) Any new Employee appointed to a position included in this agreement, or to any newly created position, shall serve a probationary period of nine (9) continuous months before being placed on permanent staff. (c) The Employer shall provide a paid probationary orientation for all newly hired employees shall be considered probationaryEmployees including orientation for each shift pattern wherever necessary, site orientation and the Employer’s organization. 16.02 Newly hired employees shall complete Prior to the end of the first nine months worked the Employer, may extend the probationary period of a six probationary Employee to the first twelve (612) months worked; or for any periods of sick leave, vacation days or leaves of absence taken during the nine (9) month probationary period which may be extended up to an additional three (3) monthsperiod. The purpose Chairperson of the probationary period is to allow Chapter shall be informed of any such extension by letter from the Employer to assess the employee’s suitability for continued employment. If a probationary employee is not suitable, the employee may be terminatedEmployer. (a) Unless otherwise noted, probationary employees The Employer shall be entitled to all rights and privileges provide a written performance appraisal of the Collective Agreement. (b) Notwithstanding Clause 16.03 a), the termination of a each probationary Employee shall only be subject to grievance if such termination is exercised in a manner that is arbitrary, discriminatory, or in bad faith. (a) During the probationary period, an informal review of the employee’s performance will be conducted by the employee’s supervisor at least once during the first two months. The supervisor and the employee will formally meet no later than the end of the 4th month. If at the end of the employee’s probationary period the probation is to be extended there will be a second formal review conducted to discuss the employee’s progress towards meeting the requirements for successful completion of the probationary period. (b) If the Employer intends to extend immediate Supervisor feels that a probationary Employee is not meeting their job standards, the Employee shall receive a performance improvement discussion, followed by a written performance appraisal outlining areas for improvement. The written appraisal will allow a reasonable time period beyond for the normal six (6) months they shall meet with Employee to be able to demonstrate a level of improvement satisfactory to their immediate supervisor. 16.04 If a probationary Employee is unsuitable in the employee and Union representative to discuss opinion of the reasons for immediate supervisor, such extensionEmployee may be terminated during the probationary period without notice. Such meeting shall be documented and a copy placed in the employee’s personnel file. 16.05 If during, or at the end of, a probationary period an employee is deemed unsuitable for on-going employment in the position, the Employer will meet with and inform the employee and Union representative of the Employer’s decision and provide a copy of the written decision which shall include the reasons. Upon request, a representative of Human Resources and Organizational Development will meet with the Local President or designate, to discuss the Employer’s decision on a without prejudice basis in an effort to determine the potential for any other course of action. 16.06 Subject to Clause 16.09 and except as outlined in Clause 16.07: (a) an employee appointed to another position in the Bargaining Unit is subject to a trial period of four months; and such trial period may be extended by mutual agreement between the Parties; or (b) an employee appointed to a non-unionized position with UNB shall be subject to the Employer’s policy on trial period for non-unionized personnel; or, (c) an employee appointed to a position in another bargaining unit with UNB shall be subject to the trial period in the Collective Agreement governing that bargaining unit. 16.07 An employee shall termination cannot be required to serve a trial period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s current positiongrieved under Article 21. (b) The employee is transferred by the Employer in accordance with the Collective Agreement to a position in the same classification involving similar duties and responsibilities. 16.08 An employee who is temporarily appointed to another position in the Bargaining Unit on an acting basis is considered to have started the trial period. If the employee is subsequently appointed without a substantive break, the period during which the employee was in acting status will reduce the trial period referred to in Clause 16.06 by a maximum of two (2) months. 16.09 In the event an employee on a trial period in any of the situations referred to in Clause 16.06, either proves unsatisfactory, or so requests, following a meaningful discussion with a representative of HR&OD regarding the rationale for such a request, the employee shall be returned to their former position without loss of seniority. The employee’s salary will revert to its previous level, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to the employee’s former position without loss of seniority, and at the employee’s previous salary, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. 16.10 A probationary employee discharged or terminated for reasons other than willful misconduct, disobedience or neglect of duty shall be given a minimum of two (2) weeks prior notice in writing, with a copy to the PSAC local president or payment in lieu thereof.

PROBATION AND TRIAL PERIOD. ‌(a) Probationary Employees are initially hired to determine their suitability and compatibility for continued employment 16.01 All (b) Any new Employee appointed to a position included in this agreement, or to any newly created position, shall serve a probationary period of nine (9) continuous months before being placed on permanent staff. (c) The Employer shall provide a paid probationary orientation for all newly hired employees shall be considered probationaryEmployees including orientation for each shift pattern wherever necessary, site orientation and the Employer’s organization. 16.02 Newly hired employees shall complete Prior to the end of the first nine months worked the Employer, may extend the probationary period of a six probationary Employee to the first twelve (612) months worked; or for any periods of sick leave, vacation days or leaves of absence taken during the nine (9) month probationary period which may be extended up to an additional three (3) monthsperiod. The purpose Chairperson of the probationary period is to allow Chapter shall be informed of any such extension by letter from the Employer to assess the employee’s suitability for continued employment. If a probationary employee is not suitable, the employee may be terminatedEmployer. (a) Unless otherwise noted, probationary employees The Employer shall be entitled to all rights and privileges provide a written performance appraisal of the Collective Agreement. (b) Notwithstanding Clause 16.03 a), the termination of a each probationary Employee shall only be subject to grievance if such termination is exercised in a manner that is arbitrary, discriminatory, or in bad faith. (a) During the probationary period, an informal review of the employee’s performance will be conducted by the employee’s supervisor at least once during the first two months. The supervisor and the employee will formally meet no later than the end of the 4th month. If at the end of the employee’s probationary period the probation is to be extended there will be a second formal review conducted to discuss the employee’s progress towards meeting the requirements for successful completion of the probationary period. (b) If the Employer intends to extend immediate Supervisor feels that a probationary Employee is not meeting their job standards, the Employee shall receive a performance improvement discussion, followed by a written performance appraisal outlining areas for improvement. The written appraisal will allow a reasonable time period beyond for the normal Employee to be able to demonstrate a level of improvement satisfactory to their immediate supervisor. DRAFT 16.04 If a probationary Employee is unsuitable in the opinion of the immediate supervisor, such Employee may be terminated during the probationary period without notice. Such termination cannot be grieved under Article 21. 16.05 Upon successful completion of the probationary period, a probationary Employee’s initial date of hiring will be established as the date of commencement of employment and seniority shall be credited back to that date. 16.06 Letters of appointment for all new probationary, continuous and temporary employees shall be forwarded to the Union and Chapter Chair within thirty (30) days of appointment. TRIAL PERIOD 16.07 Where an Employee is transferred through competition, reclassified, or promoted, the Employer may require that a trial period of up to six (6) months they shall meet with the employee and Union representative to discuss the reasons for such extension. Such meeting shall be documented and a copy placed in the employee’s personnel file. 16.05 If during, or at new position be served. During the end of, a probationary trial period an employee is deemed unsuitable for on-going employment in the position, the Employer will meet with and inform the employee and Union representative of the Employer’s decision and provide a copy of the written decision which shall include the reasons. Upon request, a representative of Human Resources and Organizational Development will meet with the Local President or designate, to discuss the Employer’s decision on a without prejudice basis in an effort to determine the potential for any other course of action. 16.06 Subject to Clause 16.09 and except as outlined in Clause 16.07Employee may either: (a) an employee appointed return to another their former position in the Bargaining Unit is subject to a trial period of four months; and such trial period may be extended by mutual agreement between the Partiesat their request; or (b) an employee appointed to a non-unionized position with UNB shall be subject to the Employer’s policy on trial period for non-unionized personnel; or, (c) an employee appointed to a position in another bargaining unit with UNB shall be subject to the trial period in the Collective Agreement governing that bargaining unit. 16.07 An employee shall not be required to serve a trial period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s current position. (b) The employee is transferred by the Employer in accordance with the Collective Agreement to a position in the same classification involving similar duties and responsibilities. 16.08 An employee who is temporarily appointed to another position in the Bargaining Unit on an acting basis is considered to have started the trial period. If the employee is subsequently appointed without a substantive break, the period during which the employee was in acting status will reduce the trial period referred to in Clause 16.06 by a maximum of two (2) months. 16.09 In the event an employee on a trial period in any of the situations referred to in Clause 16.06, either proves unsatisfactory, or so requests, following a meaningful discussion with a representative of HR&OD regarding the rationale for such a request, the employee shall be returned to their former position without loss by the Employer; but in either circumstance, at the discretion of senioritythe Employer, the Employee shall be assigned to a similar position consistent with their abilities and/or qualifications, which position may not be the specific position or in the specific area occupied prior to the promotion or transfer. The employee’s salary will revert to its previous level, including applicable economic increases and progress through Such reinstatement or placement shall be at no less than the range (PTR) adjustments Basic Rate of Pay to which they would have been entitled. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to the employee’s entitled had they remained in their former position without loss of seniority, and at the employee’s previous salary, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitledposition. 16.10 A probationary employee discharged 16.08 Where an Employee is transferred through competition, reclassified, or terminated for reasons other than willful misconductpromoted before completing the trial period, disobedience or neglect of duty shall be given the Employer may require that the Employee serve a minimum of two (2) weeks prior notice full trial period in writing, with a copy to the PSAC local president or payment in lieu thereofnew position.

PROBATION AND TRIAL PERIOD. ‌(a) Probationary Employees are initially hired to determine their suitability and compatibility for continued employment 16.01 All (b) Any new Employee appointed to a position included in this agreement, or to any newly created position, shall serve a probationary period of nine (9) continuous months before being placed on permanent staff. (c) The Employer shall provide a paid probationary orientation for all newly hired employees shall be considered probationaryEmployees including orientation for each shift pattern wherever necessary, site orientation and the Employer’s organization. 16.02 Newly hired employees shall complete Prior to the end of the first nine months worked the Employer, may extend the probationary period of a six probationary Employee to the first twelve (612) months worked; or for any periods of sick leave, vacation days or leaves of absence taken during the nine (9) month probationary period which may be extended up to an additional three (3) monthsperiod. The purpose Chairperson of the probationary period is to allow Chapter shall be informed of any such extension by letter from the Employer to assess the employee’s suitability for continued employment. If a probationary employee is not suitable, the employee may be terminatedEmployer. (a) Unless otherwise noted, probationary employees The Employer shall be entitled to all rights and privileges provide a written performance appraisal of the Collective Agreement. (b) Notwithstanding Clause 16.03 a), the termination of a each probationary Employee shall only be subject to grievance if such termination is exercised in a manner that is arbitrary, discriminatory, or in bad faith. (a) During the probationary period, an informal review of the employee’s performance will be conducted by the employee’s supervisor at least once during the first two months. The supervisor and the employee will formally meet no later than the end of the 4th month. If at the end of the employee’s probationary period the probation is to be extended there will be a second formal review conducted to discuss the employee’s progress towards meeting the requirements for successful completion of the probationary period. (b) If the Employer intends to extend immediate Supervisor feels that a probationary Employee is not meeting their job standards, the Employee shall receive a performance improvement discussion, followed by a written performance appraisal outlining areas for improvement. The written appraisal will allow a reasonable time period beyond for the normal Employee to be able to demonstrate a level of improvement satisfactory to their immediate supervisor. 16.04 If a probationary Employee is unsuitable in the opinion of the immediate supervisor, such Employee may be terminated during the probationary period without notice. Such termination cannot be grieved under Article 21. 16.05 Upon successful completion of the probationary period, a probationary Employee’s initial date of hiring will be established as the date of commencement of employment and seniority shall be credited back to that date. 16.06 Letters of appointment for all new probationary, continuous and temporary employees shall be forwarded to the Union and Chapter Chair within thirty (30) days of appointment. TRIAL PERIOD 16.07 Where an Employee is transferred through competition, reclassified, or promoted, the Employer may require that a trial period of up to six (6) months they shall meet with the employee and Union representative to discuss the reasons for such extension. Such meeting shall be documented and a copy placed in the employee’s personnel file. 16.05 If during, or at new position be served. During the end of, a probationary trial period an employee is deemed unsuitable for on-going employment in the position, the Employer will meet with and inform the employee and Union representative of the Employer’s decision and provide a copy of the written decision which shall include the reasons. Upon request, a representative of Human Resources and Organizational Development will meet with the Local President or designate, to discuss the Employer’s decision on a without prejudice basis in an effort to determine the potential for any other course of action. 16.06 Subject to Clause 16.09 and except as outlined in Clause 16.07Employee may either: (a) an employee appointed return to another their former position in the Bargaining Unit is subject to a trial period of four months; and such trial period may be extended by mutual agreement between the Partiesat their request; or (b) an employee appointed to a non-unionized position with UNB shall be subject to the Employer’s policy on trial period for non-unionized personnel; or, (c) an employee appointed to a position in another bargaining unit with UNB shall be subject to the trial period in the Collective Agreement governing that bargaining unit. 16.07 An employee shall not be required to serve a trial period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s current position. (b) The employee is transferred by the Employer in accordance with the Collective Agreement to a position in the same classification involving similar duties and responsibilities. 16.08 An employee who is temporarily appointed to another position in the Bargaining Unit on an acting basis is considered to have started the trial period. If the employee is subsequently appointed without a substantive break, the period during which the employee was in acting status will reduce the trial period referred to in Clause 16.06 by a maximum of two (2) months. 16.09 In the event an employee on a trial period in any of the situations referred to in Clause 16.06, either proves unsatisfactory, or so requests, following a meaningful discussion with a representative of HR&OD regarding the rationale for such a request, the employee shall be returned to their former position without loss by the Employer; but in either circumstance, at the discretion of senioritythe Employer, the Employee shall be assigned to a similar position consistent with their abilities and/or qualifications, which position may not be the specific position or in the specific area occupied prior to the promotion or transfer. The employee’s salary will revert to its previous level, including applicable economic increases and progress through Such reinstatement or placement shall be at no less than the range (PTR) adjustments Basic Rate of Pay to which they would have been entitled. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to the employee’s entitled had they remained in their former position without loss of seniority, and at the employee’s previous salary, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitledposition. 16.10 A probationary employee discharged 16.08 Where an Employee is transferred through competition, reclassified, or terminated for reasons other than willful misconductpromoted before completing the trial period, disobedience or neglect of duty shall be given the Employer may require that the Employee serve a minimum of two (2) weeks prior notice full trial period in writing, with a copy to the PSAC local president or payment in lieu thereofnew position.

PROBATION AND TRIAL PERIOD. ‌ 16.01 16.1 All newly hired employees shall be considered probationary. 16.02 16.2 Newly hired employees shall complete a six (6) month probationary period which may be extended up to an additional three (3) months. The purpose of the probationary period is to allow the Employer to assess the employee’s suitability for continued employment. If a probationary employee is not suitable, the employee may be terminated. (a) Unless otherwise noted, probationary employees shall be entitled to all rights and privileges of the Collective Agreement. (b) Notwithstanding Clause 16.03 a), the termination of a probationary Employee shall only be subject to grievance if such termination is exercised in a manner that is arbitrary, discriminatory, or in bad faith. (a) During the probationary period, an informal review of the employee’s performance will be conducted by the employee’s supervisor during the first two months. The supervisor and the employee will formally meet no later than the end of the 4th month. If at the end of the employee’s probationary period the probation is to be extended there will be a second formal review conducted to discuss the employee’s progress towards meeting the requirements for successful completion of the probationary period. (b) If the Employer intends to extend a probationary period beyond the normal six (6) months they shall meet with the employee and Union representative to discuss the reasons for such extension. Such meeting shall be documented and a copy placed in the employee’s personnel file. 16.05 16.5 If during, or at the end of, a probationary period an employee is deemed unsuitable for on-going employment in the position, the Employer will meet with and inform the employee and Union representative of the Employer’s decision and provide a copy of the written decision which shall include the reasons. Upon request, a representative of Human Resources and Organizational Development will meet with the Local President or designate, to discuss the Employer’s decision on a without prejudice basis in an effort to determine the potential for any other course of action. 16.06 16.6 Subject to Clause 16.09 and except as outlined in Clause 16.07: (a) an employee appointed to another position in the Bargaining Unit is subject to a trial period of four months; and such trial period may be extended by mutual agreement between the Parties; or (b) an employee appointed to a non-unionized position with UNB shall be subject to the Employer’s policy on trial period for non-unionized personnel; or, (c) an employee appointed to a position in another bargaining unit with UNB shall be subject to the trial period in the Collective Agreement governing that bargaining unit. 16.07 16.7 An employee shall not be required to serve a trial period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s current position. (b) The employee is transferred by the Employer in accordance with the Collective Agreement to a position in the same classification involving similar duties and responsibilities. 16.08 16.8 An employee who is temporarily appointed to another position in the Bargaining Unit on an acting basis is considered to have started the trial period. If the employee is subsequently appointed without a substantive break, the period during which the employee was in acting status will reduce the trial period referred to in Clause 16.06 by a maximum of two (2) months. 16.09 16.9 In the event an employee on a trial period in any of the situations referred to in Clause 16.06, either proves unsatisfactory, or so requests, following a meaningful discussion with a representative of HR&OD regarding the rationale for such a request, the employee shall be returned to their former position without loss of seniority. The employee’s salary will revert to its previous level, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to the employee’s former position without loss of seniority, and at the employee’s previous salary, including applicable economic increases and progress through the range (PTR) adjustments to which they would have been entitled. 16.10 A probationary employee discharged or terminated for reasons other than willful misconduct, disobedience or neglect of duty shall be given a minimum of two (2) weeks prior notice in writing, with a copy to the PSAC local president or payment in lieu thereof.