Probation on Demotion Sample Clauses

Probation on Demotion. 8.5.1 No probationary period shall be required of a permanent employee who has been demoted to a position in which he/she held permanent status.
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Probation on Demotion. An employee who voluntarily demotes shall not be required to serve a probationary period, if the position they are demoting to is one in which they have previously passed probation.
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Probation on Demotion. 9.9.1 No probationary period shall be required to be served by a permanent employee who has been demoted voluntarily or involuntarily into a position in the same series, or to a position in a class in which he has previously attained permanent status. 9.9.2 In cases other than those: set out in 9.9.1 above, an employee who does not qualify in the probationary period shall revert to his former position al: his former step in the salary range, subject to any increments that he would have received, had he remained in that position.
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Probation on Demotion. ALLOWANCES....................................." ......... on Promotion, Transfer or Demotion ............. ...... ......... CLASSIFICATION APPEAL..................................... Office OR RESTRUCTURING.............. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . APPOINTMENTS, DISCIPLINE AND .................... Access to Personnel File.....................: ......... Discipline ................................................
Sample 1
Probation on Demotion. (a) A permanent Employee who voluntarily demotes or is demoted by the Employer into a job in which they had not previously attained permanent status, shall be required to serve a new probationary period. (b) If the Employee voluntarily demotes, they will not be eligible for promotion for a period of six (6) months. If an Employee is demoted by the Employer, they will not be eligible for promotion for a period of one (1) year. 8.10.2 If the Employee is required to serve a new probationary period on voluntary demotion and reverts during their probationary period, they shall return to their previous job provided that they had completed probation in that job. Otherwise, they shall be reverted by the Employer to a job in the next lower pay band. If the Employee has not served probation in the lower level job, they will be required to serve one. If the Employee is non-permanent their services shall be terminated. The provisions of Article 8.6.2 apply. 8.10.3 If the Employee is required to serve a new probationary period on involuntary demotion and is reverted by the Employer during their probationary period, they shall revert to a job in the next lower pay band. If the Employee has not served probation in the lower level job, they will be required to serve one. If the Employee is non-permanent, their services shall be terminated. The provisions of Article 8.6.2 apply.
Sample 1
Probation on Demotion. (a) A permanent employee who voluntarily demotes shall not be required to serve a probationary period, if the position they are demoting to is one in which they have previously attained permanent status. (b) In other cases of voluntary demotion a probationary period shall be required and upon failure, the employee shall have the right to reversion as in Article 10.6 or to exercise options available in Article 13, Lay-off. (a) No probationary period shall be required to be served by a permanent employee who has been demoted involuntarily into a position in which he has previously attained permanent status. (b) In other cases of involuntary demotion, a probationary period shall be required and upon failure the employee shall exercise options available in Article 13, Lay-off.
Sample 1

Related to Probation on Demotion

  • Probation (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.