PROBATION – NEW EMPLOYEES Sample Clauses

PROBATION – NEW EMPLOYEES. Every newly hired employee will be required to successfully complete a probationary period. The probationary period for new employees shall begin on the first day for which the employee receives compensation from the City and shall continue for a period of one (1) year. The probationary period may be extended six months, at the discretion of the Fire Chief. A newly hired probationary employee may be terminated any time during his probationary period and shall have no right of appeal to the grievance procedure over such removal.
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PROBATION – NEW EMPLOYEES. 2.4.1 A new Employee’s appointment to a position with the Employer will be subject to a probationary period of six months. The probationary period may be extended by express agreement between the parties. 2.4.2 During the probationary period the Employee’s work performance will be monitored and advice on performance will be provided to the Employee as appropriate. Subject to satisfactory performance an Employee’s appointment will be confirmed at the conclusion of the probationary period. 2.4.3 During the probationary period, if the Employee’s performance is considered by the Employer to be unsatisfactory, the Employer may terminate the contract of employment by giving the Employee one week’s notice or payment in lieu of notice. 2.4.4 A current Employee’s appointment or promotion to a position will be subject to a probationary period of three months. The probationary period may be extended by express agreement between the parties. 2.4.5 During the probationary period the Employee’s work performance will be monitored and advice on performance will be provided to the Employee as appropriate. Subject to satisfactory performance, the Employee will be appointed to the position at the conclusion of the probationary period. 2.4.6 During the probationary period: a) if the Employee’s performance is not satisfactory, the Employer may revert the Employee to their previous substantive level by giving the Employee one week’s notice or payment in lieu of notice; or b) the Employee may request a return to their previous substantive level. 2.4.7 Where an Employee returns to their previous level under this subclause, they will be given preference to transfer to their original position should a vacancy occur. 2.4.8 Where initial mandatory off the job training is necessary prior to commencing actual duties on the job at the designated classification level and pay rate, the relevant period of probation will include and will be automatically extended by the length of time required to be spent by the Employee in preliminary training courses provided by the Employer.
Sample 1
PROBATION – NEW EMPLOYEES. 1. All new support staff (receptionist, legal secretary, PAI coordinator, grant administrator) and paralegals shall be considered probationary employees and all new support staff (receptionist, legal secretary, PAI coordinator, grant administrator) and paralegals who are hired on or after the date of this Agreement must successfully complete a probationary period of nine
Sample 1
PROBATION – NEW EMPLOYEES. 2.4.1 Following accreditation to operate railcars on the urban rail system, a Trainee Railcar Driver will be offered appointment to the position of Railcar Driver subject to completion of a three (3) month probationary period in the position of Railcar Driver. 2.4.2 During the probationary period the employee's work performance will be monitored and advice on performance will be provided to the employee as appropriate. 2.4.3 The probationary period may be extended at the Employer’s discretion for a period of up to a further three (3) months, subject to the approval of the Divisional General Manager or their delegate. 2.4.4 Appointment to the position of Railcar Driver will be confirmed at the conclusion of the probationary period subject to satisfactory performance and conduct during this period. 2.4.5 At any time during training, or the probationary period, where the employee's performance or conduct is not satisfactory, the Employer may terminate the employee's services by one (1) weeks' notice or payment in lieu of notice.
Sample 1
PROBATION – NEW EMPLOYEES. The probationary period for all new employees shall be one (1) year following completion of certification by POSTC, or one year from completion of the FTO program for lateral hires already certified through POSTC. POSTC certified officers can be hired at any grade at the discretion of the Board of Police Commissioners.
Sample 1
PROBATION – NEW EMPLOYEES. 2.4.1 A new Employee’s appointment to a position with the Employer will be subject to a probationary period of six months. The probationary period may be extended by express agreement between the parties. 2.4.2 During the probationary period the Employee’s work performance will be monitored and advice on performance will be provided to the Employee as appropriate. Subject to satisfactory performance an Employee’s appointment will be confirmed at the conclusion of the probationary period. 2.4.3 During the probationary period, if the Employee’s performance is considered by the Employer to be unsatisfactory, the Employer may terminate the contract of employment by giving the Employee one week’s notice or payment in lieu of notice.
Sample 1

Related to PROBATION – NEW EMPLOYEES

  • 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

  • New Employees The Employer agrees to acquaint new Employees with the fact that a Union Agreement is in effect.

  • No New Employees New employees shall not be hired until those laid off have been given an opportunity of recall.

  • Probationary Employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be given to the Union. A probationary employee who has been discharged for failing to meet the standards shall be advised in writing by the Department Supervisor or Manager, the reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period has been completed, at which time seniority shall be back dated to the commencement of the probationary period. (b) Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be terminated. In such event the provisions of Article 17 of this Agreement shall not be applicable to the termination of the probationary employee. 10.04 Except as provided in Clause 10.03(b) the provisions of Article 17 shall be applicable to an employee during her probationary period. 10.05 Employees will not be able to bid within the same classification during their six (6) month probationary period. Should an employee be awarded a vacancy in a different classification during this probationary period, she may carry a maximum of three (3) months service credit toward the probationary period in the new classification. 10.06 The Company and the Union agree that the preparation and discussion of written progress reports during an employee's probationary period is essential. 10.07 New employees will only become eligible for benefits upon the successful completion of their probationary period and after having completed six (6) complete months of service.

  • New Employee (a) (i) Unless the Parties agree, in writing, to an extension of the probationary period, all Employees who work greater than twenty-four (24) hours per week shall be considered probationary for a period of up to three (3) calendar months following date of appointment to the University.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Active Employees Active Employees who have not terminated service during the Plan Year and who meet the following requirements (select all that apply; leave blank if no exclusions): a. [ ] The Employee must be at least age (e.g., 55) b. [ ] The value of the sick and/or vacation leave must be at least $ (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

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