Common use of PROBATION AND TRIAL PERIOD Clause in Contracts

PROBATION AND TRIAL PERIOD. 15.1 All newly hired employees shall be considered probationary employees. 15.2 Newly hired employees shall complete a one (1) month probationary period which may be extended up to an additional one (1) month by mutual agreement of the parties. 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. 15.3 A probationary employee shall be entitled to all rights and privileges of the Collective Agreement. 15.4 During the probation period, the employee's supervisor shall review the employee's performance with the employee on a regular basis. At least two formal reviews shall be conducted, the first no later than the mid-point of the probation period. If performance issues are identified in this first review, the Employer will undertake a second evaluation prior to the final evaluation. 15.5 If during, or at the end of, a probationary period an employee is not deemed suitable 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 including the reasons. 15.6 Except as outlined in Articles 15.07 and 15.08, a current employee transferring or promoted to another position is subject to a trial period of thirty (30) days. 15.7 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 position; or b) the Employee is transferred to a position in the same classification involving similar duties and responsibilities. 15.8 An employee who is temporarily appointed to another position on an acting basis is not considered to be on a trial period. If the employee is subsequently promoted to that position, the period during which the employee was in acting status will count towards the employee's trial period. 15.9 In the event an employee on a trial period either proves unsatisfactory, or so requests, the employee shall be returned to their former position without loss of seniority or wages or salary. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to their former position(s) without loss of seniority or wages or salary. 15.10 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. 15.1 15.01 All newly hired employees shall be considered probationary employees. 15.2 15.02 Newly hired employees shall complete a one six (16) month probationary period which may be extended up to an additional one two (12) month months by mutual agreement of the partiesParties. The purpose of the probationary period is to allow the Employer to assess the employee's ’s suitability for continued employment. If, If a probationary employee is deemed not suitable, the employee may be terminated. 15.3 15.03 A probationary employee shall be entitled to all rights and privileges of the Collective Agreement. 15.4 15.04 During the probation period, the employee's ’s supervisor shall review the employee's ’s performance with the employee on a regular basis. At least two formal reviews shall be conducted, the first no later than the mid-point of the probation period. If performance issues are identified in this first review, the Employer will undertake a second evaluation prior to the final evaluation. 15.5 15.05 If during, or at the end of, a probationary period an employee is not deemed suitable for on-going employment in the position, the Employer Human Resources Office will meet with and inform the employee and Union representative of the Employer's ’s decision and provide a copy of the written decision including the reasons. 15.6 15.06 Except as outlined in Articles Clauses 15.07 and 15.08, a current employee transferring or promoted to another position is subject to a trial period of thirty forty-five (3045) days. 15.7 15.07 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 ’s position; or b) the Employee employee is transferred to a position in the same classification involving similar duties and responsibilities. 15.8 15.08 An employee who is temporarily appointed to another position on an acting basis is not considered to be on a trial period. If the employee is subsequently promoted to that position, the period during which the employee was in acting status will count towards the employee's ’s trial period. 15.9 15.09 In the event an employee on a trial period either proves unsatisfactory, or so requests, the employee shall be returned to their former position without loss of seniority or wages or salary. Any other employees promoted or transferred because of the re-arrangement of position(s) shall also be returned to their former position(s) without loss of seniority or wages or salary. 15.10 A probationary employee discharged or terminated for reasons other than willful misconduct, disobedience or neglect of duty shall be given a minimum of two one (21) weeks week prior notice in writing, with a copy to the PSAC Local President, or payment in lieu thereof.

PROBATION AND TRIAL PERIOD. 15.1 All (a) Probationary Employees are all person initially hired to determine their suitability and compatibility for continued employment (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 probationary employeesEmployees including orientation for each shift pattern wherever necessary, site orientation and the Employer’s organization. 15.2 Newly hired employees shall complete 16.02 Prior to the end of the first nine months worked the Employer, may extend the probationary period of a one probationary Employe to the first twelve (112) 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 one (1) month by mutual agreement period. The Chairperson of the parties. Chapter shall be informed of any such extension by letter from the Employer. (a) The purpose Employer shall provide a written performance appraisal of each probationary Employee at least once during her the probationary period is to allow period. (b) If the Employer to assess the employee's suitability for continued employment. If, immediate supervisor feels that a probationary employee is not suitablemeeting their job standards, that 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 for the 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 terminatedterminated during the probationary period without notice. Such termination cannot be grieved under Article 21. 15.3 A 16.05 Upon successful completion of the probationary employee period, a probationary Employee’s initial date of hiring will be established as the date of commencement of employment and seniority shall be entitled credited back to all rights and privileges of the Collective Agreementthat date. 15.4 During the probation period16.06 Letters of appointment for all new probationary, the employee's supervisor shall review the employee's performance with the employee on a regular basis. At least two formal reviews continuous and temporary employees shall be conductedforwarded to the Union and Chapter Chair within thirty (30) days of appointment. TRIAL PERIOD 16.07 Where an Employee is transferred through competition, the first no later than the mid-point of the probation period. If performance issues are identified in this first reviewreclassified, or promoted, the Employer will undertake a second evaluation prior to the final evaluation. 15.5 If during, or at the end of, a probationary period an employee is not deemed suitable 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 including the reasons. 15.6 Except as outlined in Articles 15.07 and 15.08, a current employee transferring or promoted to another position is subject to may require that he serve a trial period of thirty up to six (306) days. 15.7 An employee shall not months in the new position be required to serve a served. During the trial period whenthe Employee may either: (a) the employee is promoted without competition as a result of reclassification of the employee's positionreturn to her their former position at her their request; or (b) the Employee is transferred to a position in the same classification involving similar duties and responsibilities. 15.8 An employee who is temporarily appointed to another position on an acting basis is not considered to be on a trial period. If the employee is subsequently promoted to that position, the period during which the employee was in acting status will count towards the employee's trial period. 15.9 In the event an employee on a trial period either proves unsatisfactory, or so requests, the employee shall be returned to her their former position without loss of seniority or wages or salary. Any other employees promoted or transferred because by the Employer; but in either circumstance, at the discretion of the re-arrangement Employer, he the Employee shall be assigned to a similar position consistent with his 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. Such reinstatement or placement shall be at no less than the Basic Rate of position(s) shall also Pay to which they would be returned to entitled had they remained in their former position(s) without loss of seniority or wages or salaryposition. 15.10 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.