Common use of Probation Clause in Contracts

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classification.

Probation. Once AJW Technique Inc. 12.1 A newly hired employee shall be known as a probationary employee until she/he has exhausted actually worked and successfully completed five hundred and sixty-two and one-half (562.5) hours of work. 12.2 On or before the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018expiry date of the initial probationary period, the Company will consider all new employees as new hires. Note: For further clarityconfirm, an example would be as follows: Once all employees from to the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc.employee, the Company is not obliged decision to: (a) confirm the employee’s appointment as having successfully completed her/his probation; or (b) terminate the employee. (c) an employee who completes probation will be deemed to call any other category be a seniority employee and will then be placed at the bottom of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and the position on the list will next be determined when the list is next posted in January or June as the case may proceed be. (d) a seniority tie in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service such circumstances shall be resolved by alphabetical order of the employee’s surname. 12.3 It is recognized that probation is a period during which the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves has the right to extend assess an employee to determine whether such employee is, in the sole discretion of the Company, acceptable for continued employment after the probation period has been completed. It is therefore agreed that probationary employees may be terminated at any time during the probationary periods where it feels further evaluation period in the sole and absolute discretion of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary periodCompany. Probationary employees will also have no right of recall from lay-off if they have been laid off during the Probationary Period. 12.4 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of Article 7.1. 12.5 While it is acknowledged that Probationary employees are bargaining unit employees and covered by this collective agreement, it is also understood that certain provisions of this Agreement do not apply to probationary employees as expressly set out in this agreement. Without limiting the generality of the foregoing, it is understood that probationary employees have no entitlement to participation in group benefits, group RRSP, or sick leave entitlement. It is also understood that probationary employees will only be entitled to all rights the statutory holidays and privileges provided statutory vacations as prescribed by this Agreement, unless detailed otherwise, and in accordance with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave Employment Standards Act of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationOntario.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories 24.1 Employees appointed from eligibility lists, reinstated employees, employees promoted on or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category first day of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed first full pay period in the hiring first month following City Council adoption of a new employee. The probationary period for new this 2018-2022 MOU, and employees within reassigned according to the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be twelve (12) months. 24.1.1 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, attitude said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such an illness or injury. 24.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 24.2 The work and aptitude. There will conduct of probationary employees shall be a minimum of two (2) performance reviews subject to close scrutiny and evaluation, and if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary periods where it feels further evaluation of period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete his/her probationary period would be cause for dismissal. 24.2.2 The appropriate Department Head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee is required. In this case, the Company to be rejected during a probationary period. 24.3 An employee shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate Department Head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted A new employee who is appointed to a regular position must satisfactorily complete a probationary period of 2,080 regular hours of service. Regular hours include paid leaves but do not include overtime hours. When an employee is on probation as a new hire, the former AVEOS Fleet Performance Inc. seniority lists for applicable categories unit manager will use the EDPP to develop a plan and evaluate the employee’s performance. An initial probationary employee may be terminated at any time during probation. Such rejection is not a disciplinary action pursuant to Article 14 and may not be grieved. 1. Initial probationary employees shall have all rights under this MOU except in cases of suspension, demotion, or after January termination or as specifically excluded (See Article 14, 2018Section 14). 2. If a regular employee, who has completed their initial probation is promoted, reclassified or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the Company will consider all new employees as new hires. Note: For further clarityfirst 1,040 hours of a probationary period, an example would be as follows: Once all employees from employee may request a voluntary return to the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., class held prior to the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working dayspromotion/reclassification. If the return to former class is approved by the Appointing Authority, the employee is retained will return to the same range and step held in service the former class at the time of the Company beyond that promotion. If an employee fails to pass their promotional probationary period, he will be considered permanent and his seniority date shall be retroactive to his date the manager has the option of hire. All new employees will be subject to extending their probationary period by an additional 1,040 regular hours of service (for a performance review based on performance, attitude and aptitude. There will be a minimum total probationary period of two (22,080 regular hours of service) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of or returning the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to worktheir former class. An employee who voluntarily transfers fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available, or assigned to a position in the classification held immediately prior to the promotion, if available; or assignment to a position in a lower classification for which the employee qualifies. 3. Employees reclassified to a new class who are found by the District to have been performing the duties of the new class for at least 1,040 regular hours of service will not be placed in a probationary status. In addition, an employee who is administratively transferred from a position in one classification class to another within position in the scope of this Agreement shall serve same class does not need to complete a probationary period of sixty (60) working days in unless the new position. If probation fails, initial probationary period has not been concluded or it is requested by the employee will be returned to his previous classificationAppointing Authority.

Probation. Once AJW Technique Inc. has exhausted ‌ 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be one (1) year unless otherwise specified for certain designated job classes. 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, attitude and aptitudesaid employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 25.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. There Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be a minimum promoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.1.4 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The work and conduct of two (2) performance reviews probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the right to extend provisions of this MOU. 25.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate Department Head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted ‌ 23.1 Employees appointed or promoted from eligibility lists, reinstated and reemployed employees, and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be twelve (12) months. 23.1.1 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury or other reason resulting in protected leave time during the probationary period, attitude said employee’s probationary status may be extended, subject to the discretion of the appropriate Department Head, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such an illness, injury, or protected leave time. 23.1.2 Subject to the discretion of the appropriate Department Head, an employee’s probationary status may be extended beyond the regular probationary period for reasons other than those addressed in 23.1.1 by providing the employee advanced written notice. In no event shall a probationary extension under this provision exceed six (6) months. The department shall advise AMEA in writing regarding the extension of probation as soon as practicable. 23.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 23.2 The work and aptitude. There will conduct of probationary employees shall be a minimum of two (2) performance reviews subject to close scrutiny and evaluation, and if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 23.2.1 An employee rejected or laid off during the probationary periods where it feels further evaluation of period from a position to which they have been promoted or transferred shall be returned to the classification in which they held regular status unless the reasons for the failure to complete the probationary period would be cause for dismissal. 23.2.2 The appropriate Department Head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee is required. In this case, the Company to be rejected during a probationary period. 23.3 An employee shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate Department Head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists 16.01 A newly hired employee shall be on probation for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees one hundred and fifty (150) calendar days from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered date of hiring. Employees who normally work less than 7½ hours per day shall count as full-time for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category purpose of this Article. Employees who either transfer within the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed Bargaining Unit or who start in the hiring of a new employee. The probationary period for new employees position within four (4) months of leaving employment within the bargaining unit is ninety Bargaining Unit shall have a probation period of seventy- five (9075) working calendar days. If Days worked need not be consecutive for the employee is retained in service purposes of calculating the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date period of hireprobation. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of During the probationary period. Probationary employees will , the employee shall be entitled to all rights and privileges provided by benefits of this Agreement, unless detailed otherwiseexcept the arbitration provisions of this Agreement. On or about the mid-point of the period of probation, the Employer will hold a meeting with the only exception that he employee to discuss progress and the provision of any required training. The employee has the right to have a Union representative present at this meeting. The probationary period may be discharged extended for a period not exceeding an additional thirty (30) calendar days by mutual agreement between Management and the Company without recourse Union after the Employer holds a probationary period review meeting with the employee and a Union representative to grievance procedurereview the employee’s work performance. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow The probationary period review meeting shall take place no later than seven (7) business days. A laid off the 90th calendar day of the probationary period for a new employee who retains seniority as provided under Article 5 or and no later than the 45th calendar day for an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should with the employee return to workshorter probationary period. An employee who voluntarily transfers hired towards the end of a parliamentary session (for Ottawa employees) or at the beginning of the parliamentary session (for constituency employees), or between November 1st and December 31st, the probation period may be extended by mutual agreement between the parties up to a maximum of 60 days. The probationary extension set out in this paragraph shall replace the extension set out in the 2nd paragraph above. 16.02 After completion of the probationary period, seniority shall become effective from one classification the original date of employment. 16.03 Employees shall be informed during the course of their probation if they are not meeting the required standards and be given a reasonable opportunity to another within improve their performance. 16.04 In assessing any grievance arising from the scope discharge of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation failsemployee, the Joint Grievance Committee shall take into account whether the standards expected were reasonable, whether the employee will be returned was notified of them, and given a fair opportunity to his previous classificationdemonstrate their ability, whether the employee was notified of deficiencies in their performance, and given an opportunity to correct them, and whether the Employer’s assessment of the employee was fair and reasonable.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 8.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months. Upon successful completion of a probationary period, an employee shall be considered to have part-time status in the new positionclassification in which the probationary period is served. 8.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury during the probationary period, said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury. 8.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the Chief of Police or designee affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of a probationary employee is found to be below standards to the Department, the Chief of Police or designee may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, or the Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance or resolution. 8.3 Anaheim will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/she had regular status, unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee will shall be returned to his previous classificationseparated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted (a) The probation period for regular employees shall be the former AVEOS Fleet Performance Inc. seniority lists first 913.5 hours of employment. (b) Where an extended period of time for applicable categories or after January 14, 2018assessment of job performance appears to be of mutual benefit, the Company will consider all new employees probation period may be extended up to an additional 913.5 hours. It is the intent of the Employer to limit such extensions as new hiresmuch as possible. (c) Where a regular employee is a successful in-service applicant to a posted position he/she shall be placed on trial for a period of 280 hours. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc.Conditional on satisfactory service, the Company is not obliged to call any other category employee shall be declared permanent after the period of 280 hours. In the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted event the applicable seniority list and may proceed successful applicant proves unsatisfactory in the hiring of a new employee. The probationary period for new employees within position during the bargaining unit is ninety (90) working days. If trial period, or if the employee is retained in service unable to perform the duties of the Company beyond that new job classification, he/she shall be returned to his/her former position, wage or salary rate, without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to his/her former position, wage or salary rate, without loss of seniority. (d) Notwithstanding articles pertaining to the probation period, he will regular employees shall not be eligible to apply for another regular posted position within their initial probation period, except by mutual agreement of the parties. (e) The College President may reject any probationary employee for just cause. A rejection during probation shall not be considered permanent and his seniority date a dismissal for the purpose of Article 29.4 of this agreement. The test of just cause for rejection shall be retroactive to his date a test of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum suitability of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it employee for continued employment in the position to which he/she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels further evaluation he/she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, he/she may grieve the decision at Step 3 of the grievance procedure as outlined in Article 31.7 of this agreement within 10 working days of the date on which the rejection occurred or within 10 working days of the employee is required. In this case, the Company shall inform the union receiving notice of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationrejection.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 19.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months or until one thousand forty (1,040) hours are worked, whichever is sooner. Upon successful completion of a probationary period, an employee shall be considered to have part-time regular status in the new positionclassification in which the probationary period is served. 19.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury during the probationary period, said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury. 19.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the appropriate Executive Manager affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of a probationary employee is found to be below standards to the Ddepartment, the appropriate Executive Manager may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any Sstate or Ffederal law, or the Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance, or resolution. 19.3 ANAHEIM will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/she had regular status, unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee will shall be returned to his previous classificationseparated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted 19.1 Employees appointed from eligibility lists, reinstated employees, and employees reassigned, according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14Vocational Rehabilitation Administrative Regulation, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based period of probation. The regular period of probation shall be twelve (12) months with the exception of the Firefighter I classification, which shall have a regular period of probation which begins on performancethe date of appointment and ends twelve (12) months after completion of recruit training. 19.1.1 In the event an employee is assigned to light duty status or is absent from work, attitude due to a lengthy illness or injury, during his/her probationary period, said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete bi-weekly pay period for each complete bi-weekly pay period assigned to light duty status or is absent due to such illness or injury. 19.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 19.2 The work and aptitude. There will conduct of probationary employees shall be a minimum of two (2) performance reviews subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the Fire Chief may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 19.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position, to which he/she has been promoted or transferred, shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete his/her probationary period would be cause for dismissal, in which case the formal disciplinary process required by ARTICLE 23 - SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL shall be followed. 19.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception Fire Chief affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject appointed to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement position shall serve a probationary period of sixty (60) working days nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the new positionpromotional examination process. 1. If probation fails, the A promoted employee will be returned subject to a probation period of six months. However, the promoted employee has thirty (30) days to determine whether he or she wishes to continue in a promoted status. Within that thirty (30) day period he or she may elect to return to his previous classificationor her former position without loss of seniority or benefits. The Executive Director may at any time before the expiration date of the probationary period as fixed above, reject for cause, any person promoted provided that the District shall forthwith report to the employee and the Union in writing each rejection on probation, stating the date the rejection becomes effective and the reason for this rejection. A person promoted and then rejected during the probation period shall have the right to assume the position from which he/she was promoted. 2. If an employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period, he/she shall not be required to serve a second probationary period. If an employee is laid off or demoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probationary period already served shall be carried over to the new appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 19.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months. Upon successful completion of a probationary period, an employee shall be considered to have part-time regular status in the new positionclassification in which the probationary period is served. 19.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury during the probationary period, said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury. 19.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the appropriate Executive Manager affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of a probationary employee is found to be below standards to the department, the appropriate Executive Manager may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any state or federal law, or the Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance, or resolution. 19.3 ANAHEIM will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/she had regular status, unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee will shall be returned to his previous classificationseparated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted The probationary period shall be regarded as an integral part of the former AVEOS Fleet Performance Inc. seniority lists examination process and shall be utilized for applicable categories closely observing the employee’s work, for securing the most effective adjustment and training for a new employee and for rejecting any employee whose performance or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company conduct is not obliged satisfactory. It shall be incumbent upon Department Head/Directors to call any other category screen employees during the probationary period to insure only those employees performing to the best of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employeetheir abilities become permanent, regular employees. The probationary period is six (6) continuous months. During this period, employees shall be subject to demotion, suspension without pay, termination from employment or other disciplinary action without prior notice or the filing of specific charges and shall not have access to the Grievance Procedure contained in Article 14 of this Agreement. A trial period shall be used in connection with promotions in the same manner as a probationary period is used for new original entrance appointments. However, employees within promoted to a higher classification shall have rights to their former position and all other job rights including access to the bargaining unit is ninety (90) working daysGrievance Procedure contained in Article 14 of this Agreement. If All positions filled as a result of a promotion shall be filled subject to the promoted employee’s ability to pass the promotional probationary period. Personnel hired or promoted into the lower classification from which the employee is retained in service of the Company beyond that period, he will promoted shall not be considered permanent and his seniority date until the promoted employee they are replacing is made permanent in the higher classification. Prior to the expiration of an employee’s probationary period, the Department Head/Director shall be retroactive to his date of hire. All new employees will be subject to a performance review based notify the City’s Human Resources Department in writing on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews the appropriate form whether or not the employee has performed satisfactorily during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of period and recommend the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will appropriate action to be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationtaken.

Probation. Once AJW Technique Inc. has exhausted 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be one (1) year unless otherwise specified for certain designated job classes. 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury or other reason resulting in protected leave time during his/her probationary period, attitude and aptitudesaid employee’s probationary status may be extended, subject to the discretion of the appropriate Department Head, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury or protected leave time. 25.1.3 Subject to the discretion of the appropriate Department Head, an employee’s probationary status may be extended beyond the regular probationary period for reasons other than those addressed in 25.1.2 by providing the employee advanced written notice. There will In no event shall a probationary extension under this provision exceed six (6) months. 25.1.4 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. Except that employees in the Utilities Customer Service Representative I/II classification series shall serve a minimum of two probationary period as set forth below in 25.1.4.1. 25.1.4.1 Employees serving in the Utilities Customer Service Representative I classification shall serve an eighteen (218) performance reviews during this evaluation month probationary period. Following successful completion of the probation period, employees will advance to the Utilities Customer Service Representative II, at which time the employee will obtain regular status and shall not be subject to a period of probation at the Utilities Customer Service Representative II level. In no event will the employee gain regular status as a Utilities Customer Service Representative I. 25.1.5 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The Company reserves work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the right to extend appointing authority, the appropriate Department Head may reject the probationer at any time during the probationary periods where it feels further evaluation period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of this MOU. 25.2.1 An employee rejected during the probationary period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate Department Head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted 12.1.1 Employees appointed to the former AVEOS Fleet Performance Inc. seniority lists entry level class of Police Officer shall be placed on probationary status for applicable categories or after January 14, 2018, eighteen months. Employees appointed to the Company will consider all new employees as new hires. Note: For further clarity, an example would class of Police Officer who possess a valid basic P.O.S.T. certificate shall be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered placed on probation for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employeeone year. The probationary period may be extended for new employees within up to one additional year with the bargaining unit is ninety (90) working days. If the employee is retained in service approval of the Company beyond that period, he will Human Resources Department and written notice to the employee. 12.1.2 Employees appointed or promoted to the Sergeant classification shall be placed on probationary status for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee. 12.1.3 The probationary period shall be considered permanent a part of the examination and his seniority date selection process and shall be retroactive to his not include time served under any limited service or provisional appointment, but shall begin on the date of hire. All new employees will be subject appointment to a performance review based on performance, attitude and aptitude. There will be a minimum the Police Officer or Sergeant classification after certification. 12.1.4 Leaves of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation absence or assignments out of the employee is required. In this caseclassification totaling more than 30 calendar days, the Company for any reason, shall inform the union of its decision no less than seven (7) working days before the end not be counted toward completion of the probationary period. Probationary employees The probationary period will be extended the equivalent amount of any leave of absence exceeding 30 calendar days. 12.1.5 During the probationary period, the employee may be rejected by the Chief of Police at any time without right of appeal or hearing, unless required by law. 12.1.6 An employee rejected during the probationary period from a position to which the employee has been promoted shall return to the position and status from which the employee was promoted, unless the reason for rejection would have been sufficient to cause dismissal from the former position as well. In such case, the employee shall be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority appeal dismissal as provided under Article 5 or an employee in this MOU. 12.1.7 Employees who successfully complete their probationary period and who resign and are subsequently reinstated from a reinstatement list shall have a six (6) month probationary period. Newly appointed probationary employees who are on a leave status in excess of absence 5. Seniority‌‌ three (Article 73) months shall not be deemed to have separated from employment and shall not require being on probation, should the employee commence a new probationary period upon return to work. 12.1.8 Where the probationary employee has performed satisfactorily during the probationary period, the Chief of Police shall recommend to the Human Resources Department in the final probationary performance evaluation report, that the employee be considered for permanent appointment to the applicable classification. An employee Employees who voluntarily transfers from one classification have not performed satisfactorily shall either be rejected pursuant to another within paragraph 12.1.5, or the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned extended pursuant to his previous classificationparagraph 12.1.2.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 9.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months. Upon successful completion of a probationary period, an employee shall be considered to have part-time status in the new positionclassification in which the probationary period is served. 9.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness, or injury, or another reason resulting in protected leave time during the probationary period, said employee’s probationary status may be extended, subject to the discretion of the Chief of Police, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost absence due to illness, or injury, or protected leave time. 9.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the Chief of Police or designee affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of a probationary employee is found to be below the Department’s standards to the Department, the Chief of Police or designee may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, and then such review/appeal will be limited to that which is required by law. 9.3 Anaheim will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/shethey had regular status, unless the reasons for his/hertheir failure to complete the probationary period would be cause for dismissal. If not returned to his/hertheir former classification, the employee will shall be returned to his previous classificationseparated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted 17.01 All newly hired employees shall be considered on probation for a period of six (6) months. Employment during probation will be credited to the former AVEOS Fleet Performance Inc. seniority lists employee for applicable categories or after January 14, 2018, the calculation of continuous employment. Subject to mutual agreement between the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from and the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., Union the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within any given employee may be extended for just cause up to 3 months. In the bargaining unit event that an employee’s probationary period is ninety (90extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) working days. If for extending the employee’s probationary period as well as reasonable objectives to be met by the employee is retained in service of during such extension. 17.02 A probationary period will only apply upon initial appointment to the Company beyond that period, he Serco Canada Inc. Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be considered permanent provided with orientation, training and his seniority date shall be retroactive guidance. This is to his date ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the his/her probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notification of the successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary employee, only factors that can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (3) month trial period will be in effect during which time the employee who has moved to the new position who does not wish to remain in that position, or does not satisfy the job requirements of that position will be returned to his previous classificationthe former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of rejection on probation who has worked for the Employer for less than three (3) months, shall be given a one (1) week paid notice period.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed ‌‌ 9.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months. Upon successful completion of a probationary period, an employee shall be considered to have part-time status in the new positionclassification in which the probationary period is served. 9.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury, or other reason resulting in protected leave time during the probationary period, said employee’s probationary status may be extended, subject to the discretion of the Chief of Police, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury or protected leave time. 9.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the Chief of Police or designee affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of a probationary employee is found to be below standards to the Department, the Chief of Police or designee may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, and then such review/appeal will be limited to that which is required by law. 9.3 Anaheim will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/she had regular status, unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee will shall be returned to his previous classificationseparated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists (i) You will be on probation* for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees a period of 180 Days from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered date of joining which can be extended by the company at its sole discretion in case your performance does not meet requisite standards or for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of reason as deemed fit or proper by the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinistcompany. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before At the end of the probationary probation period your services with the company would be deemed confirmed unless specifically extended by the company in writing, within the said period of 180 Days *No probation period for Band D and above (ii) During the period of probation including during the extended period of probation, if any, your services are liable to be terminated by either party at any time without cause with 60 days written notice or paying to the other party, in advance or simultaneously with letter, salary in lieu of such notice or salary for such period by which the notice period falls short of. However, if the exigencies of work, business or client commitments so requires; or if you are handling any sensitive, critical, confidential or time bound assignment / project / work; or if you want to leave in the middle of work, without serving your full notice period, wherein your presence, involvement or participation is required or is deemed necessary by the Management; or if any work is pending at your end; or if Management does not find suitable replacement or substitute in your place; or if satisfactory, full and proper hand-over and/or knowledge transfer is not given by you to the satisfaction of the Management; or if your not serving full notice period may have adverse impact on the business, client or work commitments or on your team, the Company may decline to relieve you earlier than the expiry of the entire period of notice. Probationary employees Your exit formalities will be initiated, and your relieving and experience letters will be issued subject, inter alia, to your fulfilling the aforesaid requirements. For removal of all doubts, it is hereby clarified that the term salary for the purposes of notice or notice period shall mean gross salary, which shall include basic salary, all the allowances, benefits and perquisites as per Appendix 1. (iii) In case, during your notice period, you abruptly stop reporting to duties or if you abscond from duties or absent unauthorizedly or absent without authorization without prior information to, and prior permission from, the Management, the Management shall mark you as ‘absenting unauthorizedly’ / ‘unscheduled off’ and you shall not be entitled to any salary / wages for aforesaid period. In aforesaid situation, Company shall not be under any obligation to issue your relieving and experience letters. The term ‘unscheduled off’ shall mean ‘absenting unauthorizedly’ or ‘unauthorized absence’. (iv) Further, on your giving the notice of resignation, the Company may at its sole discretion relieve you from such date, as it may deem fit, even before the expiry of notice period, by paying salary in lieu of notice period, based on the business needs of the Company which may include without limitation client requirements or any security reasons or any productivity issues or your presence on Company premises including without limitation on the production / operation floor bringing in any negative impact on the working environment. The Company may take appropriate decision on such or similar situation. Alternatively, Company may instruct you to proceed on garden leaves with salary during the period of your notice. (v) Company shall recognize and accept the resignation tendered via official Company email (for removal of all rights doubts, it is hereby clarified that you are not, and privileges provided by this Agreementshall not be, unless detailed otherwiseentitled / authorized / permitted to use client email for sending your resignation) or hard-copy resignation only. Therefore, with the only exception that he may any resignation submitted or informed via personal email, verbally, via sms, via telephone, via social media, or any other mode whatsoever shall not be discharged recognized or taken notice of by the Company without recourse to grievance procedureand same shall thus be not binding upon the Company. (vi) Waiver of notice period is at the sole discretion of the Company. A written If Company exercises such discretion then notice to period shall be waived of by the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business daysCompany in writing only therefore any verbal assurance given by, or discussion with, supervisor, manager, Human Resources team, etc. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall would not be deemed to have separated binding upon the Company or its management. (vii) You having received at least one (1) dose of a COVID-19 vaccine, which has received at least emergency use authorization from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope Government of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationIndia.

Probation. Once AJW Technique Inc. has exhausted 19.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14Vocational Rehabilitation Administrative Regulation, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based period of probation. The regular period of probation shall be six (6) months with the exception of the Firefighter I classification, which shall have a regular period of probation which begins on performancethe date of appointment and ends twelve (12) months after completion of recruit training. 19.1.1 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his or her probationary period, attitude said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or is absent due to such illness or injury. 19.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 19.2 The work and aptitude. There will conduct of probationary employees shall be a minimum of two (2) performance reviews subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the Fire Chief may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 19.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position to which he or she has been promoted or transferred shall be returned to the classification in which he or she has regular status unless the reasons for his or her failure to complete his or her probationary period would be cause for dismissal, in which case the formal disciplinary process required by ARTICLE 23 – SALARY STEP REDUCTION, SUSPENSION, DEMOTION AND DISMISSAL shall be followed. 19.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception Fire Chief affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted A. New employees hired in a permanent position other than substitutes and temporary help shall be considered a probationary employee for sixty (60) actual working days in their job assignment. When a permanent employee completes the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14probationary period, 2018, said employee shall be entered on the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in seniority shall date from the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of day sixty (60) working days prior to the date he/she completed the probationary period. B. The probationary period may be extended for any absences or recess time of the employee during that period by the number of said absences (i.e. summer-winter recess). Further a maximum of thirty (30) additional workdays may be extended if the Board determines additional training is necessary. C. There shall be no seniority among probationary or temporary employees. A probationary employee shall have no security status in the new positionclassification and may be discharged any time during the probationary period if, in the opinion of the District, performance is not satisfactory. If probation failsSuch action shall not be subject to the grievance procedure, except as provided in section F. of this Article. D. When more than one (1) employee is hired on the same day, seniority will be determined by casting lots. E. New employees are not eligible for any of the fringe benefits during their probationary period. Upon completion of a satisfactory probationary period, the employee will shall be returned entitled to his previous classificationall benefits of a regular employee. Seniority, vacation and leaves with pay shall be credited from the date of hire, and shall accrue based upon the individual’s employment classification and hours, if applicable. F. The Association shall represent probationary employees for the purposes of collective bargaining in respect to rates of pay, wages and hours of employment, except discharged and disciplined employees for other than Association activity shall not be subject to the grievance procedure. G. Newly hired employees may receive up to three (3) years’ credit on the wage schedule for their job classification for prior experience in a job that is related to the job for which they are hired. At the time a new employee is hired, the Executive Director for Personnel or his/her designee shall review with the employee his/her prior related experience and shall make a determination about wage schedule credit. A written statement of such review and determination shall be sent to the Association when a final decision is made.

Probation. Once AJW Technique Inc. has exhausted 24.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of Probation shall be six (6) months unless otherwise specified for applicable categories certain designated job classes. 24.1.1 Certain designated job classes in the classified service shall have a regular period of probation, which begins on the date of appointment and ends twelve (12) months thereafter. These job classes shall be: Police Dispatcher II Fire Communications Shift Supervisor Fire Dispatcher I Fire Dispatcher II 24.1.2 In the event an employee is assigned to light duty status or after January 14is absent from work due to a lengthy illness or injury during his/her probationary period, 2018, said employee's probationary status may be extended beyond the Company will consider all new employees as new hires. Note: For further clarityregular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 24.1.3 Upon successful completion of a probationary period, an example would employee shall be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed granted regular status in the hiring of a new employee. classification in which the probationary period is served; except that employees in the Police Dispatcher I classification shall not be granted regular status but will be promoted in accordance with Article 22 or rejected in accordance with this Article. 24.1.4 The probationary period for new employees within the bargaining unit is ninety classifications of Police Dispatcher II, Police Records Specialist I and Police Records Specialist II may be extended by an additional six (906) working days. If months at the employee is retained in service discretion of the Company beyond that period, he will be considered permanent Police Chief. ANAHEIM shall notify the AMEA when taking such action. 24.2 The work and his seniority date conduct of probationary employees shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceclose scrutiny and evaluation, attitude and aptitude. There will if found to be a minimum of two (2) performance reviews below standards satisfactory to the appointing authority, the appropriate department head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary periods where it feels further evaluation of period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete his probationary period would be cause for dismissal. 24.2.2 The appropriate department head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee is required. In this case, the Company to be rejected during a probationary period. 24.3 An employee shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate department head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted A. A newly hired employee or an employee promoted from a class outside the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged bargaining unit to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees class within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in 12 months of active service during which he/she shall have the new positionopportunity to demonstrate to the satisfaction of the Fire Chief his/her suitability for the job. If probation fails, In the event the employee will is, for any reason, absent from duty for any reason other than floating holidays or on light duty for an accumulated period equal to two weeks scheduled work hours or more, then all such time shall be added to the probationary period. B. A newly hired employee who, during the probationary period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be notified in writing of the reason(s) and shall be terminated. An employee promoted from a class outside the bargaining unit to a class within the bargaining unit who, during the probationary period, does not demonstrate suitability for the class as determined by the Fire Chief, shall be returned to his previous his/her position held prior to the promotion or to another position at the same or lower level for which the employee is determined to be qualified, provided there is no cause for dismissal. An employee shall not have access to the grievance procedure regarding the termination during probation. C. An employee promoted from a class within the bargaining unit to a class within the bargaining unit shall serve a probationary period of six months of active service during which he/she shall have the X. Xx employee promoted from a class within the bargaining unit to a class within the bargaining unit who, during the probationary period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be notified in writing and shall be demoted to his/her former classification. A promoted employee serving a probationary period within the bargaining unit shall not be entitled to appeal his/her non-successful probationary period and his/her return to his/her former position.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories 9.1 A newly hired or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company rehired employee is not obliged subject to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employeesix-month probationary period. The probationary period for new employees within may be extended, with notification to the bargaining unit is ninety Union, to three (903) working daysadditional months. If Upon Union approval an additional three (3) month extension may be granted. The Employer may discipline or discharge any newly hired or rehired employee at any time during the employee is retained in service of the Company beyond that DocuSign Envelope ID: 5168325D-71AC-4AAA-9C89-928828C51B81 probationary period, he will be considered permanent with or without cause, and his seniority date such discipline or discharge shall be retroactive to his date of hire. All new employees will not be subject to appeal. 9.2 Promotions and voluntary demotions are subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation six-month probationary period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will period for a promotion or voluntary demotion may be entitled to all rights and privileges provided by this Agreement, unless detailed otherwiseextended, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice notification to the Union’s Chief Xxxxxxx summarizing , to a maximum of six (6) additional months. In the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or event an employee on leave of absence 5. Seniority‌‌ (Article 7) shall does not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve successfully complete a promotion/demotion probationary period of sixty (60) working days in the new position. If probation failsperiod, the employee will be returned assigned to his the employee’s original position (if available or vacant) or to another vacant position for which they are qualified in the same class as, and at the same salary level as, the employee’s original position. An employee returning to the position they held prior to the promotion or voluntary demotion will not serve another probationary period. If the original position is not available, and no other vacant position is available meeting the applicable criteria in this Article, the employee will be placed on a reinstatement list for their original position or classification for twenty four (24) months. Nothing in this section shall restrict the rights of the Employer under Article 22, below. 9.3 An employee who is transferred into a job within the same classification or takes a lateral transfer to a different classification within the same pay grade, may serve a six (6)-month probationary period, if the job is significantly different than their previous classificationjob. In the event an employee does not successfully complete a transfer probationary period, the employee will be assigned to the employee’s original position (if vacant) or to another vacant position for which they are qualified in the same class, and at the same salary level as, the employee’s original position. An employee returning to the position they held prior to the transfer will not serve another probationary period. If the original position is not available and no other vacant position is available, meeting the criteria in this Article, the employee will be placed on a reinstatement list for their original position or classification for twenty-four (24) months. Nothing in this section shall restrict the rights of the Employer under Article 22, below. 9.4 Nothing in this Article shall restrict an employee’s entitlement to applicable provisions impacting wages and benefits.

Probation. Once AJW Technique Inc. has exhausted Probationary Periods: Employees hired, transferred, or promoted in the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14Unit shall serve the following probationary periods: A. Entry level police officer recruits shall serve a 24-month probationary period including the time period in the classification of Police Officer Recruit and then Police Officer (i.e., 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category 18 months following completion of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinistpolice academy). AJW Technique Inc. is considered The 24-month probationary period shall also apply to have exhausted the applicable seniority list and may proceed in the hiring of a new employeenewly hired police officer academy graduates. The probationary period for new employees within the bargaining unit is ninety (90) working dayslateral Police Officers shall be 18 months. B. The probationary period for Communications Dispatcher shall be 18 months. If the employee is retained in service of the Company beyond that Entry level Police Officer/Helicopter Pilot recruits shall serve a 24 month probationary period, including the time period in the classification of Police Officer Recruit and then as a Police Officer/Helicopter Pilot. Lateral Police Officer Helicopter Pilots shall serve a probationary period of 18 months. All other classifications covered under this MOU shall serve a 12 month probationary period. C. Employees promoted in the Unit shall serve a probationary period of six months in the new classification. An employee who is serving in an acting or temporary capacity in the classification to which he will be considered permanent and his seniority date or she is promoted shall be retroactive required to his date serve a probationary period which, when combined with the acting or temporary time, shall total six continuous months. The act of hire. All new employees will graduating from the P.O.S.T. Basic Academy to the position of either sworn Police Officer or sworn Police Officer/Helicopter Pilot is not considered a promotion for the purposes of this section. D. The above probationary periods may be subject to a performance review based on performanceextended by no more than three (3) months, attitude and aptitude. There will be where the Assistant General Manager – Public Safety has been provided with a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend quarterly evaluations where the probationary periods where it feels further evaluation employee’s supervisor has presented a rating of less than “acceptable” in at least one (1) category or the probationary employee has been provided with documentation by a supervisor memorializing concerns due to the employee’s performance or misconduct. E. Should an employee be on leave or be subject to temporary restrictions that place the employee in less than full duty status (e.g. light or modified duty) for more than two continuous weeks, their probationary period will be extended by the amount of the employee is required. In this case, the Company shall inform the union of its decision no less leave or time in other than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationfull duty status.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new A. All newly-hired employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two three (23) performance reviews during this evaluation month probationary period. The Company reserves Purposes of said probationary period is to enable the right Township to extend evaluate the probationary periods where it feels further evaluation of employee's work performance and conduct in order to determine whether or not the employee is requiredmerits regular employment status. In this caseIf, the Company shall inform the union of its decision no less than seven (7) working days before at any time during or at the end of the probationary period, the conduct and/or performance of the employee is found to be unsatisfactory, the Township has the right to terminate the employee. Probationary The decision of the Township regarding the termination of employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) are probationary in status shall not be deemed subject to have separated the grievance procedure or any other recourse in law or inequity. B. Notwithstanding the aforesaid, the Township Committee may, in its sole discretion, determine that there is a need for an additional three (3) month probationary period for a particular employee and assign said employee such additional period. In the event that such extension should be given to an employee, and the Township later determines the employee has met the appropriate standards, the Township may, in its sole discretion, end the probationary period at any time, giving said employee the status of a regular employee from employment the end of the first three (3) month period. Temporary employees hired as regular full-time employees may be granted exception from any probation period. C. Personal days, vacation benefits, holiday pay and shall any other employee benefits given to regular employees under this contract will begin to accrue for probationary employees after three (3) months of service with the Township, but cannot require being on be taken until after regular status is obtained, unless approved by the Township Administrator or designee. However, if there are benefits given regular employees which may also be granted to probationary employees during their term of probation, should the employee return they will be given to work. An employee who voluntarily transfers from one classification to another within the scope of those employees during probation as set forth in this Agreement shall serve a probationary Agreement. D. During said first three (3) month period of sixty (60) working days in the new position. If probation failsprobation, the employee will be returned to his previous classificationshall not have any of the employee benefits given regular employees unless set forth in this Agreement. E. Probationary employees with three (3) or more months of service are eligible for holiday pay.

Probation. Once AJW Technique Inc. has exhausted A. It is the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, policy of the Company will consider District that all new employees hires, promotions, reclassifications and administrative transfers shall have a probationary period, except as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. noted below. B. The standard probationary period for new employees within all classified positions is twelve (12) months or 2,080 hours. Prior to the bargaining unit expiration of the 2,080 hour probationary period, an initial probationary employee may be released from District service at any time. Such rejection is ninety not a disciplinary action and may not be grieved. C. An employee who has already passed their initial probationary period and is appointed, promoted, or demoted to another classification (90excluding flexibly staffed classes), must satisfactorily complete a probationary period of twelve (12) working daysmonths or 2,080 hours. If An employee serving a promotional probationary period may be returned to their former classification if it is determined by the Appointing Authority that the employee is retained in service not passing their probationary period. Such rejection is not a disciplinary action and may not be grieved. D. Employees who have already passed their initial probationary period and are reclassified to a new class who are found by the District to have been performing the duties of the Company beyond that new class for at least twelve (12) months or 2,080 hours will not be placed in a probationary status. E. In addition, an employee who is administratively transferred or competitively promotes from a position in one class to another position in the same class does not need to complete a probationary period unless the initial probationary period has not been concluded or it is requested by the Appointing Authority. In cases where the administrative transfer is management initiated, the employee will not need to complete a probationary period. F. New Hires or Initial Probationary Employees shall have all rights under this MOU except in cases of suspension, he will be considered permanent demotion, or termination or as specifically excluded. G. An employee who applies for and his seniority date shall be retroactive accepts a competitive promotion, lateral transfer or voluntary demotion prior to his date completion of hire. All new employees their twelve-month (2,080 hour) initial probationary period will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two new twelve-month (22,080 hour) performance reviews during this evaluation initial probationary period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven new twelve-month (72,080 hour) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a initial probationary period will begin on the first day of sixty (60) working days appointment in the new position. If Hours worked during the prior initial probationary period will not count towards the new initial probationary period, and employee will not become a regular, non-probationary employee until successful completion of the new initial probationary period. Prior to the expiration of new initial probationary period an employee may be released from Valley Water service at any time. Such rejection is not a disciplinary action and may not be grieved. H. An employee who has successfully completed their initial probationary period and who is serving a twelve-month (2,080 hours) promotional probationary period, will be subject to an entirely new twelve-month (2,080 hours) promotional probationary period if the employee, through a competitive process, applies for and accepts a new promotion, lateral transfer or voluntary demotion. The new twelve-month (2,080 hour) promotional probationary period will begin on the first day of appointment in the new position. Hours worked during the prior promotional probationary period will not count towards the new promotional probationary period. Until successful completion of the new promotional probationary period, employee may be rejected from probation failsat any time and will have no right to return to the prior promotional position. In such cases, the employee will be returned to his previous classificationthe last classification held where probation was successfully completed. Any such rejection from probation is not a disciplinary action and may not be grieved.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. 34.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for new employees within closely observing the bargaining unit is ninety (90) working days. If member's work and for securing the employee is retained in service most effective adjustment of the Company beyond that new bargaining unit member to his/her position. 34.2 During a bargaining unit member's probationary period, he he/she serves in the position of Lieutenant at the will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation pleasure of the employee is requiredSheriff. In this caseAccordingly, a probationary bargaining unit member who has been promoted may not grieve, or otherwise challenge by any other available procedure, any decision involving, demotion to his/her former position. 34.3 During the Company shall inform initial probationary period, no bargaining unit member may request a voluntary transfer. 34.4 The Sheriff may evaluate the union performance of its decision no less than seven bargaining unit members up to four (74) working days before the end of the times per six (6) months during their probationary period. Probationary employees Any such evaluation may be discussed with the bargaining unit member and the bargaining unit member will be entitled counseled as to all rights and privileges provided by this Agreementany problems that may reasonably cause him/ber not to be granted permanent status. 34.5 In the event a bargaining unit member was promoted from a lower law enforcement rank to Lieutenant, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement bargaining unit member shall serve a probationary period of sixty six (606) working months of continuous employment from the date of promotion. Effective immediately upon promotion, the bargaining unit member will receive no less than the basic rate of pay for Lieutenant. Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his/her former classification with no loss of the previous seniority. If the bargaining unit member chooses to remain in the new position. If probation failsposition of Lieutenant, and does not voluntarily "retreat" to his/her former rank, upon the expiration of the six (6) month probationary period, the employee will Sheriff may recommend retention of the bargaining unit member as Lieutenant. In the event the Sheriff fails to approve retention, the bargaining unit member shall automatically revert to his/her former position, without loss of (previous) rights or benefits. Such reversion may not be returned to his previous classificationappealed through the grievance/ arbitration procedure.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. 40.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for new employees within closely observing the bargaining unit is ninety (90) working days. If member’s work and for securing the employee is retained in service most effective adjustment of the Company beyond new bargaining unit member to his/her position, and for “separating” bargaining unit members whose performance does not meet the required standards. 40.2 The standard probationary period for all new bargaining unit members will be twelve (12) months of continuous (not counting worker’s compensation time, family and medical leave act time, or time in suspension as a result of discipline) employment from the date that period, he the bargaining unit member obtains certification and is working as a full-time bargaining unit member of BSO. Bargaining unit members will be considered permanent and his seniority date probationary until they have performed the duties of a full-time certified law enforcement deputy for twelve (12) consecutive months. Prior to expiration of this time period, the Sheriff shall either: (1) approve retention of the bargaining unit member, at which time the bargaining unit member shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two granted permanent status; or (2) performance reviews during this evaluation period. The Company reserves the right to extend the bargaining unit member’s probation for up to an additional six (6) months; or (3) in the event the Sheriff shall fail to approve retention, the bargaining unit member shall automatically be separated from employment, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedure. 40.3 During a newly hired bargaining unit member’s probationary periods where it feels further evaluation period, he/she, serves at the will and pleasure of the employee is requiredSheriff. In this caseAccordingly, a newly hired probationary bargaining unit member may not grieve, or otherwise challenge by any other available procedure, any decision involving discipline and/or discharge. 40.4 During the Company shall inform initial probationary period, no bargaining unit member may request a voluntary transfer. 40.5 The Sheriff may evaluate the union performance of its decision no less than seven (7) working days before the end of the bargaining unit members during their initial probationary period. Probationary employees Any such evaluation may be discussed with the bargaining unit member, and he/she will be entitled counseled as to all rights and privileges provided by this Agreementany problems that may reasonably cause him or her not to be granted permanent status. 40.6 In the event a bargaining unit member received a promotion from a lower to a higher position, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement bargaining unit member shall serve a probationary period of sixty nine (609) working days months of continuous employment from the date of promotion. Effective immediately upon promotion, the bargaining unit member will receive no less than the basic rate of pay for the promoted classification that is higher than the previous base rate of pay by at least five percent (5%) provided the increase is within the promoted job classification salary range maximum. Upon the expiration of said nine (9) month time period, the appropriate official of BSO may recommend retention of the bargaining unit member in the new positionposition to which he or she was promoted. If probation failsIn the event the Sheriff fails to approve retention, the employee will bargaining unit member shall automatically revert to his/her former position, without loss of (previous) rights or benefits unless the bargaining unit member is terminated for disciplinary reasons. Such reversion may not be returned to his previous classificationappealed through the grievance/arbitration procedure.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14Prior to being appointed a Regular Employee, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date newly hired Employee shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall first serve a probationary period of sixty six hundred and ten (60610) working days regular hours worked. If a new Employee is unsatisfactory in the new positionopinion of the Employer, the employment of such Employee may be terminated at any time during the probationary period without cause and without recourse to the provisions of Article except as provided in Article below. An Employee will be kept advised of his progress during the probationary period. The Employer may, with written agreement of the Union, extend this probationary period by up to an additional three hundred and twenty-five (325) hours for Employees who may have missed considerable time from work or whose performance may improve to satisfactory levels. Such an extension may provide such Employees with sufficient time to improve their performance. An Employee will be kept advised of progress during the extension period. Notwithstanding the provisions of Article the of an Employee during the Employee’s probationary period may be challenged by the Employee submitting a grievance directly to Step of the grievance procedure. The decision at this level shall be final and binding. It is understood that decision shall not be subject to the arbitration procedure contained in Article An Employee’s current period of continuous service with the Employer as a Temporary or Casual Employee shall be counted toward the probationary period required in Article if appointed without interruption or break in service to a regular position provided that such service occurs in the same Department and within the same classification or in other circumstances as determined by the Employer. If a new Employee’s performance is unsatisfactory in the opinion of the Employer, such an Employee may be terminated at any time during the probationary period. Upon satisfactory completion of the probationary period, seniority shall be dated from the commencement of employment. An Employee shall be required to serve only one probation failsperiod, the employee will be returned to his previous classificationwithin bargaining unit.

Probation. Once AJW Technique Inc. has exhausted 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be six (6) months unless otherwise specified for certain designated job classes. 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, attitude and aptitudesaid employee's probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 25.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. There Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be a minimum promoted in accordance with ARTICLE 23 ― APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.2 The work and conduct of two (2) performance reviews probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate department head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the right to extend provisions of this Memorandum. 25.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate department head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. A new employee who is appointed to a regular position must satisfactorily complete a probationary period of 2,080 regular hours of service Regular hours include paid leaves but do not include overtime hours. When an employee is on probation as a new hire the manager will use the EDPP to develop a work plan and evaluate the employee’s performance. A probationary employee may be terminated at any time during probation. Such rejection is not a disciplinary action pursuant to Article 13 and may not be grieved. 1. Initial probationary employees shall have all rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded (See Article 13, Section 14). 2. If a regular employee, who has exhausted completed their initial probation, is promoted or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarityfirst 1,040 hours of a probationary period, an example would be as follows: Once all employees from employee may request a voluntary return to the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., class held prior to the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working dayspromotion/reclassification. If the return to former class is approved by the Appointing Authority, the employee is retained will return to the same range and step held in service the former class at the time of the Company beyond that promotion. If an employee fails to pass their promotional probationary period, he will be considered permanent and his seniority date shall be retroactive to his date the manager has the option of hire. All new employees will be subject to extending their probationary period by an additional 1,040 regular hours of service (for a performance review based on performance, attitude and aptitude. There will be a minimum total probationary period of two (22,080 regular hours of service) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of or returning the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to worktheir former class. An employee who voluntarily transfers fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available or assigned to a position in the classification held immediately prior to the promotion, if available; or assignment to a position in a lower classification for which the employee qualifies. 3. An employee reclassified to a new class who are found by the District to have been performing the duties of the new class for at least 1,040 regular hours of service will not be placed in a probationary status. In addition, an employee who is administratively transferred from a position in one classification (1) class to another within position in the scope of this Agreement shall serve same class does not need to complete a probationary period of sixty (60) working days in unless the new position. If probation fails, initial probationary period has not been concluded or it is requested by the employee will be returned to his previous classificationAppointing Authority.

Probation. Once AJW Technique Inc. has exhausted A new employee who is appointed to a regular position must satisfactorily complete a probationary period of twelve (12) months, unless a change to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for a classification has been approved, before being approved for regular status. A new employees within the bargaining unit is ninety employee's probationary period may be extended to eighteen (9018) working days. If months if the employee has failed to demonstrate competency in the full range of assigned duties. Anyone who is retained in service appointed, promoted, or demoted to another position must satisfactorily complete a probationary period of the Company beyond that periodsix (6) months, he will be considered permanent and his seniority date shall be retroactive unless a change to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where period for a classification has been approved, before being approved for regular status. Any employee who is transferred does not need to complete a probationary period unless it feels further evaluation of is requested by the employee Appointing Authority and the request is requiredapproved by the General Manager or designee. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of During the probationary period, the probationary appointee is subject to release or demotion at any time. Upon request from a released probationary employee, a written notice of the reasons for the release shall be presented to the employee. Promotional probationary employees may only be released from District service for disciplinary action. Promotional Probationary employees shall be returned to their former classification for nonperformance in the promotional position. A promotional probationary period may be extended for any classification to one (1) year. Probationary employees will be entitled to shall have all rights and privileges provided by under this Agreementagreement except in cases of suspension, unless detailed otherwisedemotion, with the only exception that he may be discharged or termination or as specifically excluded. Employees reclassified to a new classification who are found by the Company without recourse District to grievance procedurehave been performing the duties of the new classification for at least six (6) months need not be placed in a probationary status. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off Any employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated is transferred from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from a position in one classification to another within position in the scope same classification as a result of this Agreement shall serve a vacancy which has been noticed for which all employees are eligible to compete, does not need to complete a probationary period of sixty (60) working days in unless it is requested by the new position. If probation fails, Appointing Authority and the employee will be returned to his previous classificationrequest is approved by the General Manager or designee.

Probation. Once AJW Technique Inc. has exhausted 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date Vocational Rehabilitation Administrative Regulation shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performanceperiod of probation. The regular period of probation shall be one (1) year unless otherwise specified for certain designated job classes. 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, attitude and aptitudesaid employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 25.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. There Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be a minimum promoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.1.4 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The work and conduct of two (2) performance reviews probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the right to extend provisions of this MOU. 25.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position to which he/she has been promoted or transferred shall be returned to the classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception appropriate Department Head affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. has exhausted 12.1.1 Employees appointed to the former AVEOS Fleet Performance Inc. seniority lists entry level class of Police Officer shall be placed on probationary status for applicable categories or after January 14, 2018, eighteen months. Employees appointed to the Company will consider all new employees as new hires. Note: For further clarity, an example would class of Police Officer who possess a valid basic P.O.S.T. certificate shall be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered placed on probation for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employeeone year. The probationary period may be extended for new employees within up to one additional year with the bargaining unit is ninety (90) working days. If the employee is retained in service approval of the Company beyond that period, he will Human Resources Department and written notice to the employee. 12.1.2 Employees appointed or promoted to the Sergeant classification shall be placed on probationary status for one year. The probationary period may be extended for up to one additional year with the approval of the Human Resources Department and written notice to the employee. 12.1.3 The probationary period shall be considered permanent a part of the examination and his seniority date selection process and shall be retroactive to his not include time served under any limited service or provisional appointment, but shall begin on the date of hire. All new employees will be subject appointment to a performance review based on performance, attitude and aptitude. There will be a minimum the Police Officer or Sergeant classification after certification. 12.1.4 Leaves of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation absence or assignments out of the employee is required. In this caseclassification totaling more than 30 calendar days, the Company for any reason, shall inform the union of its decision no less than seven (7) working days before the end not be counted toward completion of the probationary period. 12.1.5 During the probationary period, the employee may be rejected by the Chief of Police at any time without right of appeal or hearing. 12.1.6 An employee rejected during the probationary period from a position to which the employee has been promoted shall return to the position and status from which the employee was promoted, unless the reason for rejection would have been sufficient to cause dismissal from the former position as well. Probationary employees will In such case, the employee shall be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority appeal dismissal as provided under Article 5 or an employee in this MOU. 12.1.7 Employees who successfully complete their probationary period and who resign and are subsequently reinstated from a reinstatement list shall have a six (6) month probationary period. Newly appointed probationary employees who are on a leave status in excess of absence 5. Seniority‌‌ three (Article 73) months shall not be deemed to have separated from employment and shall not require being on probation, should the employee commence a new probationary period upon return to work. 12.1.8 Where the probationary employee has performed satisfactorily during the probationary period, the Chief of Police shall recommend to the Human Resources Department in the final probationary performance evaluation report, that the employee be considered for permanent appointment to the applicable classification. An employee Employees who voluntarily transfers from one classification have not performed satisfactorily shall either be rejected pursuant to another within paragraph 12.1.5, or the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned extended pursuant to his previous classificationparagraph 12.1.2.

Probation. Once AJW Technique Inc. has exhausted 19.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14Vocational Rehabilitation Administrative Regulation, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based period of probation. The regular period of probation shall be six (6) months with the exception of the Firefighter I classification, which shall have a regular period of probation which begins on performancethe date of appointment and ends twelve (12) months after completion of recruit training. 19.1.1 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his or her probationary period, attitude said employee’s probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or is absent due to such illness or injury. 19.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 19.2 The work and aptitude. There will conduct of probationary employees shall be a minimum of two (2) performance reviews subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the Fire Chief may reject the probationer at any time during this evaluation the probationary period. The Company reserves Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the right to extend provisions of any state or federal laws. 19.2.1 An employee rejected during the probationary periods where it feels further evaluation of period from a position to which he or she has been promoted or transferred shall be returned to the classification in which he or she has regular status unless the reasons for his or her failure to complete his or her probationary period would be cause for dismissal, in which case the formal disciplinary process required by ARTICLE 23 – SALARY STEP REDUCTION, SUSPENSION, DEMOTION AND DISMISSAL shall be followed. 19.3 An employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before be retained beyond the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with period only if the only exception Fire Chief affirms that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave services of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return have been found to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationsatisfactory.

Probation. Once AJW Technique Inc. A new employee who is appointed to a regular position must satisfactorily complete a probationary period of 2,080 regular hours of service Regular hours include paid leaves but do not include overtime hours. When an employee is on probation as a new hire the unit manager will use the EDPP to develop a work plan to evaluate the employee’s performance. A probationary employee may be terminated at any time during probation. Such rejection is not a disciplinary action pursuant to Article 13 and may not be grieved. 1. Initial probationary employees shall have all rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded. (See Article 13, Section 14). 2. If a regular employee, who has exhausted completed their initial probation, is promoted, reclassified or demoted to another class, they must satisfactorily complete a probationary period of 1,040 regular hours of service. During the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarityfirst 1,040 hours of a probationary period, an example would be as follows: Once all employees from employee may request a voluntary return to the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., class held prior to the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working dayspromotion/reclassification. If the return to former class is approved by the Appointing Authority, the employee is retained will return to the same range and step held in service the former class at the time of the Company beyond that promotion. If an employee fails to pass their promotional probationary period, he will be considered permanent and his seniority date shall be retroactive to his date the manager has the option of hire. All new employees will be subject to extending their probationary period by an additional 1,040 regular hours of service (for a performance review based on performance, attitude and aptitude. There will be a minimum total probationary period of two (22,080 regular hours of service) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of or returning the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to worktheir former class. An employee who voluntarily transfers fails their promotional probationary period may be returned to the position held immediately prior to promotion, if available or assigned to a position in the classification held immediately prior to the promotion, if available; or assignment to a position in a lower classification for which the employee qualifies. 3. Employees reclassified to a new class who are found by the District to have been performing the duties of the new class for at least 1,040 regular hours of service will not be placed in a probationary status. In addition, an employee who is administratively transferred from a position in one classification (1) class to another within position in the scope of this Agreement shall serve same class does not need to complete a probationary period of sixty (60) working days in unless the new position. If probation fails, initial probationary period has not been concluded or it is requested by the employee will be returned to his previous classificationAppointing Authority.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 18.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twenty-six (6026) working days complete biweekly pay periods or until 1,040 hours are worked, whichever is sooner. Upon successful completion of a probationary period, an employee shall be considered to have part-time regular status in the new positionclassification in which the probationary period is served. 18.1.1 In the event an employee is assigned to light duty or is absent form work due to a lengthy illness or injury during the probationary period, said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury. 18.2 The work and conduct of probationary employees shall be subject to close scrutiny. An employee shall be retained beyond the end of the probationary period only if the appropriate Executive Manager affirms that the work and conduct of the employee have been found to be satisfactory. If probation failsthe work and conduct of probationary employees is found to be below standards to the Public Utilities Department, the employee appropriate Executive Manager may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, or the Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance or resolution. 18.2.1 Employees serving a probationary period as the result of a promotion or transfer may be returned to his previous classificationtheir former position if they are rejected or laid off during the probationary period. If not returned to their former positions they shall be separated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted 17.01 All newly hired employees shall be considered on probation for a period of six (6) months. Employment during probation will be credited to the former AVEOS Fleet Performance Inc. seniority lists employee for applicable categories or after January 14, 2018, the calculation of continuous employment. Subject to mutual agreement between the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from and the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., Union the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within any given employee may be extended for just cause up to 3 months. In the bargaining unit event that an employee’s probationary period is ninety (90extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) working days. If for extending the employee’s probationary period as well as reasonable objectives to be met by the employee is retained in service of during such extension. 17.02 A probationary period will only apply upon initial appointment to the Company beyond that period, he ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be considered permanent provided with orientation, training and his seniority date shall be retroactive guidance. This is to his date ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the his/her probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notification of the successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary employee, only factors that can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (3) month trial period will be in effect during which time the employee who has moved to the new position who does not wish to remain in that position, or does not satisfy the job requirements of that position will be returned to his previous classificationthe former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of rejection on probation who has worked for the Employer for less than three (3) months, shall be given a one (1) week paid notice period.

Probation. Once AJW Technique Inc. has exhausted A. New employees hired in a permanent position other than substitutes and temporary help shall be considered a probationary employee for ninety (90) actual working days in their job assignment. When a permanent employee completes the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14probationary period, 2018, said employee shall be entered on the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in seniority shall date from the hiring of a new employee. The probationary period for new employees within the bargaining unit is day ninety (90) working days. If days prior to the date he/she completed the probationary period. B. The probationary period may be extended for any absences or recess time of the employee during that period by the number of said absences (i.e. summer-winter recess). Further a maximum of thirty (30) additional workdays may be extended if the Board determines additional training is retained necessary. C. There shall be no seniority among probationary or temporary employees. A probationary employee shall have no security status in service the classification and may be discharged any time during the probationary period if, in the opinion of the Company beyond that periodDistrict, he will be considered permanent and his seniority date performance is not satisfactory. Such action shall be retroactive to his date of hire. All new employees will not be subject to a performance review based the grievance procedure, except as provided in Section F of this Article. D. When more than one (1) employee is hired on performancethe same day, attitude and aptitude. There seniority will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation determined by casting lots. E. New employees are not eligible for any of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the fringe benefits during their probationary period. Probationary employees will Upon completion of a satisfactory probationary period, the employee shall be entitled to all rights benefits of a regular employee. Seniority, vacation, and privileges provided by this Agreementleaves with pay shall be credited from the date of hire, unless detailed otherwiseand shall accrue based upon the individual's employment classification and hours, if applicable. F. The Association shall represent probationary employees for the purposes of collective bargaining in respect to rates of pay, wages, and hours of employment, except discharged and disciplined employees for other than Association activity shall not be subject to the grievance procedure. G. Newly hired employees may receive up to three (3) years' credit on the wage schedule for their job classification for prior experience in a job that is related to the job for which they are hired. At the time a new employee is hired, the Assistant Superintendent for Business/Support Services or his/her designee shall review with the only exception that he may be discharged by the Company without recourse to grievance procedureemployee his/her prior related experience, and shall make a determination about wage schedule credit. A written notice statement of such review and determination shall be sent to the Union’s Chief Xxxxxxx summarizing the Association when a final decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classificationis made.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed 18.1 Employees working in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained classifications listed in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement Appendix “A” shall serve a probationary period of sixty twelve (6012) working days months. Upon successful completion of a probationary period, an employee shall be considered to have part-time regular status in the new positionclassification in which the probationary period is served. If Except that employees serving in the Utilities Customer Service Representative I classification on or after September 1, 2023 shall serve a probationary period as set forth below in 18.1.1 18.1.1 Employees serving in the Utilities Customer Service Representative I classification on or after September 1, 2023 shall serve an eighteen (18) month probationary period. Following successful completion of the probation failsperiod, employees will advance to the Utilities Customer Service Representative II classification, at which time the employee will attain regular status and shall not be subject to a period of probation at the Utilities Customer Service Representative II level. In no event will such an employee gain regular status as a Utilities Customer Service Representative I. 18.1.2 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury or other reason resulting in protected leave time during the probationary period, said employee’s probationary status may be extended, subject to the discretion of the appropriate Department Head, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury or protected leave time. 18.2 The work and conduct of probationary employees shall be subject to close scrutiny. Subject to the discretion of the appropriate Department Head, an employee’s probationary status may be extended beyond the regular probationary period for reasons other than those addressed in 18.1.1 by providing the employee advanced written notice. In no event shall a probationary extension under this provision exceed six (6) months. An employee shall be retained beyond the end of the probationary period only if the appropriate Executive Manager affirms that the work and conduct of the employee have been found to be satisfactory. If the work and conduct of probationary employees is found to be below standards to the Public Utilities Department, the appropriate Executive Manager may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any state or federal law, the Personnel Ordinance, and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance, or resolution. 18.2.1 Employees serving a probationary period as the result of a promotion or transfer may be returned to his previous classificationtheir former position if they are rejected or laid off during the probationary period. If not returned to their former positions, they shall be separated from employment with ANAHEIM.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all A new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company employee who is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject appointed to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve regular position must satisfactorily complete a probationary period of sixty twelve (6012) working days months. When an employee is on probation as a new hire, the unit manager will use the CEPP to develop a plan and evaluate the employee’s performance. An initial probationary employee may be terminated at any time during probation. Such rejection is not a disciplinary action pursuant to Article 14 and may not be grieved. 1. Initial probationary employees shall have all rights under this MOU except in cases of suspension, demotion, or termination or as specifically excluded (See Article 14, Section 14). 2. A regular employee who is promoted, reclassified or demoted, to another class must satisfactorily complete a probationary period of six (6) months. The manager will use the new positionCEPP to demonstrate the employee has successfully completed probation by giving the employee an overall rating of ―Meeting or Exceeding‖ the job requirements. In cases where the probationary employee does not meet the job requirements, they shall receive a ―Needs Improvement‖ as an overall rating. The regular employee who has received an overall rating of ―Needs Improvement‖ if appointed or promoted may be demoted to his or her original class. A promotional probationary period may be extended for any class to one (1) year. During the first six (6) months of a probationary period, the employee may request a voluntary return to the class held prior to the promotion/reclassification. If probation failsthe return to former class is approved, the employee will return to the same range and step held in the former class at the time of the promotion. For purposes of this Article, ―regular employee‖ means an employee in a budgeted position who has completed a probation period for some class during his/her current period of District employment. 3. Employees reclassified to a new class who are found by the District to have been performing the duties of the new class for at least six (6) months will not be returned placed in a probationary status. In addition, an employee who is administratively transferred from a position in one class to his previous classificationanother position in the same class does not need to complete a probationary period unless the initial probationary period has not been concluded or it is requested by the Appointing Authority.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) working days. If the An employee is retained in service of the Company beyond that period, he will be considered permanent on probation for a period of six (6) calendar months if they are authorized, or an employee in the Administrative and his seniority Maintenance category and nine (9) months for an unauthorized worker. It is further understood and agreed that the Society shall not be precluded from releasing or terminating a probationary employee at any time during the probationary period including prior to the three (3) month review, it being agreed and understood that no probationary employee will be released in a discriminatory manner. If no written notice is received from the Society by the date of the expiration of the probation period, it shall be retroactive to his date of hireassumed that the employee has completed their probation period and acquired seniority. All new employees An employee will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews have no seniority rights during this evaluation the probationary period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no less than seven (7) working days before the end After completion of the probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice their seniority shall date back to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business daysday on which their employment began. A laid The dismissal and/or lay-off of a probationary employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and the subject of a grievance. The employee shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from serve more than one classification to another within the scope of this Agreement shall serve a probationary period provided that there is no break in employment. In the event of sixty a continuous absence in excess of ten (6010) working days in the new position. If probation failsor more, the probationary period would be placed on hiatus by the same number of working days as the leave. (a) A temporary employee will who is subsequently hired to that position as a permanent employee shall be returned credited for the period of their temporary employment up to his previous classificationa maximum of three (3) months towards their probationary period as a permanent employee provided that: 1. there is no interruption in active service in moving from the temporary position to the permanent position; 2. the employee reports to the same Supervisor and performs the same function as a permanent employee that they performed as a temporary employee; 3. upon completion of said probationary period, such employee shall be credited with seniority from last date of hire. (b) A temporary employee or a contract person who is subsequently hired to a position other than that which they occupied during the period of the temporary/contract employment shall be credited with service for the period of their temporary or contract employment provided that: 1. there is no interruption in active service in moving from the temporary or contract position to the permanent position; 2. the employee successfully completes a six (6) month probationary period. (c) When the Society decides to fill a position with a temporary employee, the Society shall notify the Union in writing of the expected length of the temporary employment. (d) Where a person hired as a temporary employee is employed for a continuous period exceeding six (6) months, they shall be credited with seniority accrued retroactive to the date of commencement of employment for the purposes of Article 15.03 and 29.06 only.

Probation. Once AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new A. Probationary employees are recognized as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category a part of the former AVEOS Fleet Performance Inc. bargaining unit and entitled to the same union protections, rights, and benefits outlined within the MOU and within the Personnel Manual, Section 5 - Appointments and Probation, except where specifically excluded within this MOU. B. The probationary period shall be a one (1) year period beginning from their first paid workday in a full-time, permanent position and will not include periods of time on paid or unpaid leave time exceeding five (5) consecutive workdays; however, paid leave time for opportunities of vacation, sick time, legally required jury or witness duty, and/or holiday leave shall not extend an employee’s probationary period. C. A probationary employee may be terminated from employment as Machinist. AJW Technique Inc. is considered to have exhausted at any time during the applicable seniority list and may proceed in the hiring of a new employeeprobationary period. The probationary employee shall not have the right to appeal this decision under any procedures set forth in this MOU or the Personnel Manual. D. While serving a probationary period, an employee may be promoted to a position in a higher classification during a probationary period. The employee shall serve a new complete probationary period for the new employees within classification beginning with the bargaining unit is ninety (90) working daysdate of appointment to the higher classification. 1. An employee who fails probation following a promotion shall be reinstated to the previous lower classification position from which the employee was promoted. If the cause for not passing probation was sufficient grounds for termination the employee shall be subjected to termination without reinstatement to the lower classification. 2. If an employee reverts to their previous lower classification during their probationary period, and the employee has not completed the probationary period for the lower classification, then the employee must complete the remaining probationary period for the lower classification. E. When additional time is retained in service needed to further evaluate an employee, the employee probationary period may be extended by the City Manager, upon the request of the Company beyond that periodDepartment Director, he will be considered permanent for a period not to exceed an additional six (6) months of actual and his seniority date continuous service. 1. An extension of probation shall be retroactive to his date of hiremade only if the initial probationary term has not expired. 2. All new employees will be subject to a performance review based on performance, attitude and aptitude. There will be a minimum of two (2) performance reviews during this evaluation period. The Company reserves If the right to extend City Manager determines that the probationary periods where it feels further evaluation period should be extended, the probationary employee shall be given notice in writing prior to the expiration of the original probationary period with a written work Performance Plan to assist the employee in understanding their job duties they still are inefficient in completing. 3. If probation is requiredextended, no merit increase shall be granted until the probationary period is completed. F. An employee on probation can request at any time a meeting with their supervisor to get a verbal update about their performance and request a City available training within the scope of the employee’s duties to help address areas where improvement is needed. In this case, Approval of the Company shall inform training is within the union sole discretion of its decision no less than seven (7) working days the Director of Public Works. G. Any certifications and/or license requirements of a probationary employee required to be achieved before the end of a probationary period will be provided in writing with any required deadlines (which may include the job classification) at the start of their probationary period. An employee may request from their supervisor or the Department Director a list of City-approved classes, courses, and workshops for achieving the certifications and/or licenses. H. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, may use the grievance procedure in accordance with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief Xxxxxxx summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement shall serve a probationary period of sixty (60) working days in the new position. If probation fails, the employee will be returned to his previous classification35 - Grievance.