PROBATION/DISCIPLINE Sample Clauses

PROBATION/DISCIPLINE. A. PROBATIONARY PERIOD 1. All newly hired regular employees shall be given an initial probationary contract for one (1) calendar year from date of hiring. This contract will be considered a probationary contract. At the option of the board, the probationary period may be extended for an additional six (6) months. If the employees are rehired at the end of the one (1) year probationary period, the contract will be for two (2) years. Upon successful completion of the two year contract, a continuing contract will be issued. If the employee is not renewed by the contract expiration date the contract will automatically extend to the next contract period in the sequence. 2. After completion of the initial probationary period, employees may be disciplined for just cause, including, but not limited to, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, violation of rules and regulations adopted by the Board of Education, or any other acts of misfeasance, malfeasance or nonfeasance. If certification of fitness for employment is required by any agency, department or body of government, the failure to maintain such certification may be a cause for termination. 3. If the service of a probationary employee is unsatisfactory, he/she may be reduced or removed from service with the employer at any time during the initial probationary period and this reduction or removal shall not be subject to the grievance procedure.
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PROBATION/DISCIPLINE. A probationary employee may be recommended by the Supervisor of Facilities or Business Administrator to the Superintendent for discipline or dismissal for any justifiable reason. Notification of discipline or dismissal shall include a written statement of reasons for non-reemployment. Within five (5) calendar days of receipt of notification of dismissal, the employee may request in writing to discuss the termination with the Superintendent of Schools. The Superintendent shall schedule a meeting within five (5) calendar days of receipt of the written request from the employee. The Superintendent must notify the employee in writing of his final determination within three (3) days of the meeting. Such disciplinary action of a probationary employee shall not be subject to the grievance procedure of this Agreement.
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Related to PROBATION/DISCIPLINE

  • Probation a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Probation Period It is understood and agreed that the first ninety days of employment shall constitute a probationary period during which period the Employer may, in its absolute discretion, terminate the Employee's employment, for any reason without notice or cause.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

  • Supported Employment Natural Supports

  • Non-Discrimination in Employment All solicitations or advertisements for employees placed 25 by or on behalf of CONTRACTOR shall state that all qualified applicants will 26 receive consideration for employment without regard to race, religious creed, 27 color, national origin, ancestry, physical disability, mental disability, 28 medical condition, genetic information, marital status, sex, gender, gender 1 identity, gender expression, age, sexual orientation, military and veteran 2 status or any other protected group in accordance with the requirements of all 3 applicable Federal or State laws. Notices describing the provisions of the 4 equal opportunity clause shall be posted in a conspicuous place for employees 5 and job applicants.

  • Employment at Will Nothing in this Agreement or in the Plan shall confer upon Participant any right to continue in Service for any period of specific duration or interfere with or otherwise restrict in any way the rights of the Corporation (or any Parent or Subsidiary employing or retaining Participant) or of Participant, which rights are hereby expressly reserved by each, to terminate Participant’s Service at any time for any reason, with or without cause.

  • DISCIPLINE/DISCHARGE 25.01 A Shop Xxxxxxx, or in the absence of a Shop Xxxxxxx, another employee in the bargaining unit selected by the employee affected, and in the event the member is a Shop Xxxxxxx, another Shop Xxxxxxx or an official full-time Union Representative, shall be present from the beginning of the meeting when a member of the bargaining unit: a) is given a reprimand which is to be entered on the employee’s personnel file; b) is suspended or discharged. In unusual circumstances, where it is necessary for the Employer to advise an employee by mail of discharge, the Union office will be mailed a copy of such notice. Absence of a Shop Xxxxxxx or Assistant Shop Xxxxxxx or another employee shall not invalidate the discipline, except in exceptional circumstances. 25.02 The affected employee, a Shop Xxxxxxx and the Union, shall be given a copy of any disciplinary notice which is to be entered on an employee's personnel file. The affected employee, the Shop Xxxxxxx, and the Union shall also be given a copy of any discharge notice that is given to an employee. In all cases of discipline or discharge the Employer shall notify the affected employee, and a Shop Xxxxxxx and the Union in writing of the reasons for taking such action. The notice of discipline or discharge shall be given to the affected employee and a Shop Xxxxxxx promptly and a copy of the discipline or discharge notice shall be forwarded to the Union office via fax within two (2) business days (excluding Saturday and Sunday and General Holidays) of the event. 25.03 Employees covered by this Agreement shall have access to their own personnel file, upon written request by the employee involved. Employees shall be able to obtain copies of their personnel file when requested, at the employee's expense. The Employer shall keep only one (1) personnel file per employee. (a) Employee’s written corrective action documentation(s) other than suspension will be taken from an employee’s file after fifteen (15) months should no similar offence have occurred during said period. (b) Employee’s suspension documentation(s) will be taken from an employee’s file after thirty (30) months should no similar offence have occurred during said period. (c) All documentation(s) including corrective action and suspension relating to incident(s) and/or complaint(s) of discrimination or harassment nature shall remain in an employee’s file.

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