Probation Following Promotion Sample Clauses

Probation Following Promotion. Permanent employees who obtain a promotion or voluntary transfer of title to a different job class within the District must serve a new probationary period. Unless otherwise specified in a current collective bargaining agreement the following probation guidelines will be observed.
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Probation Following Promotion. An employee being promoted to a higher classification within the bargaining unit shall serve a probationary period of six (6) months in the new classification. Any employee who does not complete the probationary period successfully shall be returned to his/her former classification at his/her former rate of pay. The employee promoted may disqualify himself/herself during the probationary period and return to his/her former classification at his/her former rate of pay with accumulated seniority. In the event that the Employer promotes a member of the bargaining unit to a supervisory or managerial position with the Employer, such employee shall retain his/her bargaining unit seniority for a period not to exceed six (6) months from the date of said promotion. However, in the event that the Employer promotes a member of the bargaining unit to a supervisory or managerial position with the Employer, and that employee's position is subsequently eliminated, that individual may return to a bargaining unit position and shall retain seniority rights in the bargaining unit to the extent accumulated as of the date of the promotion to the supervisory or management position.
Sample 1
Probation Following Promotion. An employee who is promoted from one bargaining unit position to a higher paying position within the bargaining unit shall continue his bargaining unit seniority but shall be on probation in the promoted position until employee shall have worked in the promoted position for a continuous period of six (6) months following the promotion. If the promoted employee fails to successfully complete the period of probation, as determined in the sole discretion of the Sheriff, the employee may return to his former position unless the employee’s failure to successfully complete the period of probation in the promoted position is due to misconduct warranting dismissal.
Sample 1
Probation Following Promotion. To ensure a promoted employee is able to satisfy the requirements of the new position for which they were promoted, the first six (6) months in the new position shall be considered the minimum probationary period. This probationary period is required as part of the testing process and shall be utilized for closely observing the employee’s work. The City shall provide the employee with at least one (1) performance evaluation during their probationary period. If an employee’s performance during the probationary period is marginal and the City needs more time to adequately assess the employee’s suitability for the job, the City Manager may extend the probationary period for a maximum of six (6) additional months. An employee rejected during or at conclusion of this probationary period shall be reinstated to their former classification and position.
Sample 1

Related to Probation Following Promotion

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Probation & Termination 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer.

  • 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.

  • 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.

  • Promotion of Agreement It is agreed that Vendor will encourage all eligible entities to purchase from the TIPS Program. Encouraging entities to purchase directly from the Vendor and not through TIPS Agreement is a violation of the terms and conditions of this Agreement and will result in removal of the Vendor from the TIPS Program.

  • Notification of Reemployment Opening 1. Any employee who is laid off and is subsequently eligible for reemployment shall be notified in writing by the District. Such notice shall be sent, with a “Proof of Service by Mail” form, to the last address given the District by the employee.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for just cause.

  • Establishment of Probationary Period If the Superintendent concurs with the evaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in a probationary status after October 15 but before February 1 of the current school year and ending no later than May 1. The employee shall be given written notice of the action of the Superintendent which shall contain the following information:

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

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