Common use of Probation on Initial Appointment Clause in Contracts

Probation on Initial Appointment. Upon appointment, an Employee will serve a probationary period of six (6) calendar months in the position to which appointed. This probationary period may be extended by the Employer for an additional period of up to six (6) calendar months. Where an Employee’s probation has been extended and where an Employee disagrees with the decision s/he may seek recourse through the grievance procedure. During the probationary period, the Employer’s President may dismiss the Employee for just and reasonable cause. The test of just and reasonable cause for dismissal of a probationary Employee shall be a test of suitability of the probational Employee for continued employment in the position to which s/he has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. Upon successful completion of probation, a regular Employee shall be confirmed in the position by the Employer. Where an Employee feels s/he has been aggrieved by the decision of the Employer to reject the Employee during the probationary period, s/he may appeal the decision through the grievance procedure as per Article 8 of this Agreement starting at Step 3.

Probation on Initial Appointment. Upon appointment, an Employee will serve a probationary period of six (6) calendar months in the position to which appointed. This probationary period may be extended by the Employer for an additional period of up to six (6) calendar months. Where an Employee’s probation has been extended and where an Employee disagrees with the decision s/he they may seek recourse through the grievance procedure. During the probationary period, the Employer’s President may dismiss the Employee for just and reasonable cause. The test of just and reasonable cause for dismissal of a probationary Employee shall be a test of suitability of the probational Employee for continued employment in the position to which s/he has they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. Upon successful completion of probation, a regular Employee shall be confirmed in the position by the Employer. Where an Employee feels s/he has they have been aggrieved by the decision of the Employer to reject the Employee during the probationary period, s/he they may appeal the decision through the grievance procedure as per Article 8 (Grievances) of this Agreement starting at Step 3.

Probation on Initial Appointment. Upon appointment, an Employee will serve a probationary period of six (6) calendar months in the position to which appointed. This probationary period may be extended by the Employer for an additional period of up to six (6) calendar months. Where an Employee’s 's probation has been extended and where an Employee disagrees with the decision s/he may seek recourse through the grievance procedure. During the probationary period, the Employer’s 's President may dismiss the Employee for just and reasonable cause. The test of just and reasonable cause for dismissal of a probationary Employee shall be a test of suitability of the probational Employee for continued employment in the position to which s/he has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. Upon successful completion of probation, a regular Employee shall be confirmed in the position by the Employer. Where an Employee feels s/he has been aggrieved by the decision of the Employer to reject the Employee during the probationary period, s/he may appeal the decision through the grievance procedure as per Article 8 of this Agreement starting at Step 3.