Common use of Probation Clause in Contracts

Probation. a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. aOnce 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) A newly hired full-time Employee may 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 probation for performance, attitude and aptitude. There will be a period 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 more less than six seven (67) months from working days before the start date. i) The probation period may be extended by mutual agreement between end of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall 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 except with respect to discharge. The employment of an Employee may be terminated at any time during the shall serve a probationary period without recourse to of sixty (60) working days in the Grievance Procedure by new position. If probation fails, the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee employee will be advised of the evaluation process three (3) days prior returned to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of payhis previous classification. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) 12.1 A newly hired fullemployee shall be known as a probationary employee until she/he has actually worked and successfully completed five hundred and sixty-time Employee may two and one-half (562.5) hours of work. 12.2 On or before the expiry date of the initial probationary period, the Company will confirm, to the employee, the 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 considered deemed to be a seniority employee and will then be placed at the bottom of 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 be. (d) a seniority tie in such circumstances shall be resolved by alphabetical order of the employee’s surname. 12.3 It is recognized that probation for is a period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Company, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse in the sole and absolute discretion of the Company. 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 the Grievance Procedure statutory holidays and statutory vacations as prescribed by and in accordance with the Employee provided that the provisions Employment Standards Act of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireOntario. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full24.1 Employees appointed from eligibility lists, reinstated employees, employees promoted on or after the first day of the first full pay period in the first month following City Council adoption of this 2018-time Employee may 2022 MOU, and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be considered subject to be on probation for a period of no more than six probation. The regular period of probation shall be twelve (612) months from the start datemonths. i) The probation period 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, said employee’s probationary status may be extended by mutual agreement between beyond the Employer 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 the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee appropriate Department Head may be considered to be on probation for a period of 975 work hours from reject the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such a rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period, seniority period from a position to which he/she has been promoted or transferred shall be effective from returned to the last date of hireclassification 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. e) Employees 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 to be rejected during a probationary period. 24.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and appropriate Department Head affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of paybe satisfactory. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards 6.2 The standard probationary period for all new BSO employees will be twelve (12) A newly hired months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time Employee may employee. 6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter. 6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, 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 procedures (SPM). 6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action. 6.6 During the initial probationary period, no employees may request a voluntary transfer. 6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on probation for any concerns that may deny permanent status to said employee. 6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of no more than six (6) months of continuous employment from the start date. i) The probation period may be extended by mutual agreement between effective date of the Employer and the Union for up to three (3) additional monthsjob classification change. Bargaining unit employees, for reasons that who are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time having performance issues during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout including those who may need to have their probationary period by their supervisorextended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification. i6.9 Upon the expiration of said six (6) Full-month time Employees period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be evaluated mid-way appealed through the grievance/arbitration procedure. 6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and just they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter. 6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure. 6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the end of job classification change as long as the probationary period. ii) Part-time Employees shall be evaluated previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the end of their probationary periodnew job classification. Such reversion may not be appealed through the grievance/arbitration procedure. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. (a) A newly hired full-The probation period for regular employees shall be the first 913.5 hours of employment. (b) Where an extended period of time Employee may be considered for assessment of job performance appears to be on probation for a period of no more than six (6) months from mutual benefit, the start date. i) The probation period may be extended by mutual agreement between up to an additional 913.5 hours. It is the intent of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Unionlimit such extensions as much as possible. b(c) A newly hired partWhere a regular employee is a successful in-time Employee may service applicant to a posted position he/she shall be considered to be placed on probation trial for a period of 975 work hours from 280 hours. Conditional on satisfactory service, the start dateemployee shall be declared permanent after the period of 280 hours. In the event the successful applicant proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the 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. i(d) Notwithstanding articles pertaining to the probation period, 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 period may shall not be extended by 487 work hours in writing to considered a dismissal for the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period purpose of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During Article 29.4 of this probation, an Employee agreement. The test of just cause for rejection shall be entitled to all rights and privileges a test of this Agreement except with respect to discharge. The employment suitability of an Employee may be terminated at any time during the probationary period without recourse employee for continued employment in the position to the Grievance Procedure by the Employee which he/she has been appointed, provided that the provisions factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels he/she has been aggrieved by the decision of Clauses 11.01 and 13.01 (e) are followed. After completion of the Employer to reject the employee during the probationary period, seniority shall be effective from he/she may grieve the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end decision at Step 3 of the probationary period. ii) Part-time Employees shall be evaluated prior to the end grievance procedure as outlined in Article 31.7 of their probationary period. f) The Union and the Employee will be advised this agreement within 10 working days of the evaluation process three (3) date on which the rejection occurred or within 10 working days prior to such evaluation taking place. The Union and/or of the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss employee receiving notice of payrejection. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may be considered All new employees appointed to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probationary period of 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 promotional examination process. 1. A promoted employee will be subject to a probation period of three six months. However, the promoted employee has thirty (330) months unless the Employee is taking on days to determine whether he or she wishes to continue in a second promoted status. Within that thirty (30) day period he or additional she may elect to return to his or her former position which is substantially identical in another area without loss of seniority or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to dischargebenefits. The employment of an Employee Executive Director may be terminated at any time during before the expiration date of the probationary period without recourse to the Grievance Procedure by the Employee as fixed above, reject for cause, any person promoted provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority District shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior forthwith report to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union employee and the Employee will be advised of Union in writing each rejection on probation, stating the evaluation process three (3) days prior to such evaluation taking placedate the rejection becomes effective and the reason for this rejection. The Union and/or A person promoted and then rejected during the Employee probation period shall have the right to request to meet for thirty (30) minutes prior or following assume the evaluation, with no loss of payposition from which he/she was promoted. g) Should 2. If an Employee’s 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 period, he/she shall not be interrupted by required to serve a compensable injury second probationary period. If an employee is laid off or other approved leave of absencedemoted 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 probation probationary period will recommence upon already served shall be carried over to the Employee’s return to worknew appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. a) 12.8.1 A newly hired full-time Employee may be permanent appointment is considered to be probationary for nine (9) months. When an APT member who holds a permanent position is appointed to another position within the scope of the Bargaining Unit, the University may waive some or all of the nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period is not waived, the APT member’s original position will be filled on probation a term basis for the duration of the probationary period. If the APT member is not successful in the new position, the member has the right to revert back to the original position, or if he/she requests it, to the most suitable position available. Should the APT member not wish to implement reversion rights and no suitable position is available, the member may elect to take a severance package as outlined in Article 30.4 12.8.2 At least every three (3) months during the probationary period, the APT member’s performance and progress shall be evaluated by the appropriate Director or equivalent and discussed with the APT member. The written evaluation shall become part of the member’s official personnel file. 12.8.3 At least one month prior to the expiration of the probationary period, the APT member’s performance will be reviewed by the appropriate Director or equivalent, who will recommend one of the following: a) that the appointment be made a permanent one; or b) that the probationary period be extended, once, only for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months. In such cases the recommendation must include the reasons for the extension, for reasons and the plan to address the areas of concern that are outlined in writing will be followed during the extension period; or c) that the appointment be terminated. 12.8.4 At least one month prior to the Employee and expiration of an extended probationary period the Union.APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following: a) that the appointment be made a permanent one; or b) A newly hired part-time Employee may that the appointment be considered to be on probation for a period of 975 work hours from the start dateterminated. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated 12.8.5 If at any time during the probationary period without recourse it becomes clearly evident that the APT member is not performing the job satisfactorily, the appointment will be terminated. Seven (7) days’ notice shall be given if the incumbent has been in the position for less than fifteen (15) weeks. If the incumbent has been in the position for fifteen (15) weeks or longer, two weeks’ notice shall be given. 12.8.6 Prior to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion expiration of the probationary periodperiod the Human Resources Department will notify the APT member in writing of the decision, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior with a copy to the end Chair of the probationary periodFaculty Association. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a1. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) A newly hired full-time Employee may be considered day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on probation a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months90 days. If within that period, for reasons that are outlined the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in writing to effect as of the Employee and beginning of such leave. If within the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours such leave the Board does not receive a corrected report from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position BCII and/or FBI which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationnot inconsistent with the employee’s answers to questions on the job application, an Employee the action of the Board employing such employee shall be entitled void without any further act by any party, and without the necessity of proceedings under the contract to all rights and privileges formally terminate such employee’s contract of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireemployment. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a7.01 New employees shall serve a probationary period of four hundred and fifty hours (450) A newly hired worked for part-time employees or six hundred (600) hours or four (4) months for full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsemployees, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to dischargewhichever comes first. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After Upon completion of the probationary period, an employee shall obtain seniority which shall be effective calculated from the last employee's hiring date. This hiring date shall also be used to determine anniversaries, pay increments, vacations, etc. 7.02 On or before the expiry date of hirean employee's probationary period, the Employer will confirm that: a. the employee has successfully completed her probationary period; or b. the employee is terminated. The purpose of the probation period is to provide an opportunity to determine whether a new employee has the ability and qualities to become a reliable, competent employee. It is understood that the termination or suspension of a probationary employee shall be at the sole discretion of the employer and shall not be subject to arbitration. Such discretion shall not be exercised in a discriminatory manner. e) Employees 7.03 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 7.04 During orientation the new employee shall work in addition to the regular number of employees. Orientation time will normally be served on all shifts the employee is expected to work. Orientation of one shift will be provided for all floors on which the employee works. If an employee is transferred to a satellite kitchen then one shift of orientation will be provided, except in cases of emergency. 7.05 Where a formal evaluation of an employee’s performance is carried out, the employee shall be given regular, appropriate provided with a copy to read and review. An employee who objects to her performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior appraisal may elect to attach a statement to the end document setting out the details and reasons for those objections. It is understood that evaluations will operate independently of the probationary period. ii) Part-time Employees disciplinary process set forth in Article 20. An employee shall be evaluated prior have the right, upon reasonable notice, to the end of have access to and review their probationary period. f) The Union personnel file, and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request respond in writing to meet any document contained therein. The employee’s written response shall become part of their permanent record and will be produced at any time the documents in contention are presented for thirty (30) minutes prior or following the evaluation, with no loss of payconsideration. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time 24.1 After the effective date of this Agreement, a probationary term of no less than 26 weeks must be successfully served by any Employee may be considered appointed to any position. 24.2 The probationary term starts on the first day the Employee starts work in the position for which a probationary term is required to be on probation for a period of no more than six (6) months from the start dateserved. i) The probation period 24.3 An Employee's probationary term may be extended by mutual agreement between once for another 26 week period to a total of 52 weeks upon the Employer prior approval of the Managing Director of the Division in which the position belongs and the Union for up to three (3) additional months, for reasons that are outlined in writing to approval of the Employee and the UnionExecutive Director or his designee. b) A newly hired part-time Employee 24.4 If the probationary Employee's job performance is unsatisfactory, their appointment may be considered to be on terminated at any time after eight weeks and before completion of the probation for a period of 975 work hours from the start dateperiod. i) The probation period may be extended by 487 work hours in writing to 24.5 If the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee probationary Employee's conduct is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationunsatisfactory, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee their appointment may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the period. 24.6 If a probationary Employee provided that the provisions is absent from their position because of Clauses 11.01 and 13.01 (e) are followed. After completion an approved leave greater than a total of five days, the probationary period, seniority 's minimum and maximum periods shall be effective from extended by the last date period(s) of hiresuch approved leave(s). e) Employees 24.7 Unapproved leaves by a probationary Employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-considered as time Employees shall be evaluated mid-way through and just prior to the end of served in the probationary period. ii) Part-time Employees 24.8 An Employee serving a probationary period shall not be evaluated prior covered by Article 21: Discipline, or Article 26: Job Security of this Agreement with respect to the end probationary position. Additionally, an Employee serving a probationary period shall not be covered by the provisions of Article 20: Contract' Grievance for matters related to their probationary periodperformance. f) The Union 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be entitled to return to the former position: a. If the Employee requests such reinstatement within the first eight weeks of the probationary period; or b. If the Authority determines that the Employee will be advised not satisfactorily complete probation. 24.10 A probationary Employee shall receive written 'notice of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior fact that he or following the evaluation, with no loss of payshe has not satisfactorily passed probation. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) 12.1 A newly hired fullemployee shall be known as a probationary employee until she/he has actually worked and successfully completed six hundred and thirty-time Employee may be considered seven and one- half (637.5) hours of work. 12.2 On or before the expiry date of the initial probationary period, the Company will confirm, to be on the employee, the decision to: (a) confirm the employeeís appointment as having successfully completed her/his probation; or (b) terminate the employee. 12.3 It is recognized that probation for is a period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Company, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse in the sole and absolute discretion of the Company. 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 the Grievance Procedure statutory holidays and statutory vacations as prescribed by and in accordance with the Employee provided that the provisions Employment Standards Act of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireOntario. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may 19.1 Employees appointed from eligibility lists, reinstated employees, and employees reassigned, according to the Vocational Rehabilitation Administrative Regulation, shall be considered subject to be on probation for a period of no more than six probation. The regular period of probation shall be twelve (612) months from with the start dateexception of the Firefighter I classification, which shall have a regular period of probation which begins on the date of appointment and ends twelve (12) months after completion of recruit training. i) The probation period 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/her probationary period, said employee's probationary status may be extended by mutual agreement between beyond the Employer 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 the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and, if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee Fire Chief may be considered to be on probation for a period of 975 work hours from reject the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such a rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of any state or federal laws. 19.2.1 An employee rejected during the probationary periodperiod from a position, seniority to which he/she has been promoted or transferred, shall be effective from returned to the last date of hireclassification 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. e) Employees 19.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and Fire Chief affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of paybe satisfactory. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. (a) All new employees shall be subject to a probationary period of ninety (90) calendar days of employment from the date of hire or three hundred and fifty (350) hours worked, whichever occurs first. A newly hired full-time Employee may be considered probationary employee who is not available to be on probation scheduled for a period of no more time greater than six seven (67) months from shifts during the start dateninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be schedule for work, to a maximum extension of one hundred and sixty (160) hours worked or sixty (60) calendar days, whichever occurs first. In the event that the affected employee is absent or unavailable to work on the completion date of the initial seventy-five (75) calendar day probationary period, then the extended probationary period shall not commence until the date that the employee returns to work for the Employer. i(b) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period purpose of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse is to determine, in the Grievance Procedure by opinion of the Employee provided that Employer, the provisions suitability of Clauses 11.01 and 13.01 the employee for continued employment. (ec) Only those employees who have successfully completed their probationary period are followedentitled to claim the rights arising out of seniority. After completion of the employee has successfully completed his/her probationary period, his/her seniority shall be effective calculated from the last date of hire. e(d) Employees If a new employee is laid off prior to completing his/her probationary period, and the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a new employee, provided that the opportunity for recall occurs within a period of ten (10) consecutive months from the date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given regular, appropriate performance feedback throughout their credit towards the completion of his/her probationary period by their supervisorfor the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. i(iii) Full-time Employees If the employee successfully completes his/her probationary period, his/her seniority shall be evaluated mid-way through and just calculated from the date of his/her initial hire prior to the end of the probationary periodlayoff. ii(iv) Part-time Employees If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be evaluated prior to the end of their probationary periodterminated. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. aA probationary period for a current employee who changes classification through the bid procedure (a bid is defined as the process of applying for a position through a job posting), excluding demotional bids within the same classification series, shall be referred to as “trial period”. 6.3.1 During the trial period, which shall be forty-five (45) A newly hired full-time Employee may actually worked days, the employee’s immediate supervisor will prepare progress reports. Such employee shall be considered provided a written progress report after twenty (20) actually worked days. The employee must sign a copy of this report before it goes to the Personnel Office. The signature does not necessarily mean the employee agrees with the report, but merely the employee has read and discussed it with the supervisor. No comments can be added to the progress report after the employee has signed it. The employee or the evaluator’s immediate supervisor will have the option to have a second evaluation performed in the same manner as was the initial evaluation. If a second evaluation is performed, the initial evaluator’s immediate supervisor and the employee shall sign it in each other’s presence. If during the trial period, the employee’s work performance has been determined to be on probation unsatisfactory, the employee will be given written notice advising him/her that his/her work performance has been unsatisfactory. If the employee is given an unsatisfactory progress report after twenty (20) actually worked days, that employee will thereafter be evaluated within ten (10) actually worked days and given another progress report. If an employee in a trial period fails to meet the requirements for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for position, is laid-off, or he/she chooses to return to his/her previous position up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall day his/her previous position is posted, he/she will be given regular, appropriate performance feedback throughout returned to their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just previous position held prior to the end promotion (same total hours, same job classification and wage schedule placement) if such position still exists. The employee being displaced by such trial period employee will be returned to his/her previous position. Such displacement shall occur (domino effect) until all employees that are displaced due to the return of the probationary periodtrial period employee are returned to their previous positions, without regard to seniority. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date.Initial Probation i) The probation All employees, upon initial appointment, shall serve a probationary period of 962 hours from the date of appointment which may be extended once for up to 481 hours by mutual agreement between of the Employer and parties in writing. ii) An employee, who voluntary transfers or promotes during her initial probationary period, shall complete her initial probation period while concurrently serving a subsequent probationary period in the Union for up new position. iii) During the first 962 hours of their initial probationary period employees may be terminated due to three (3) additional months, for reasons that are outlined in writing to general unsuitability as deemed by the Employee and the UnionExecutive Director. b) A newly hired part-time Employee may Subsequent Probation On subsequent appointment, the probationary period shall be considered to be on probation for a period of 975 work hours from the start date. i) The probation period 481 hours, which may be extended once for 481 hours by 487 work hours in writing to the Employee and the Unionmutual agreement. c) An Employee hired in a second Home Position i) Upon completion of an initial probation, Article 8.6 (a)(i), or subsequent probation, Article 8.6 (a)(ii), employees, other than persons hired externally into temporary or casual positions, shall be deemed to hold a home position. ii) An employee hired externally into a temporary position shall serve probation in that position. These employees do not have a probation period home position and upon conclusion of three (3) months unless the Employee is taking temporary position are placed on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall applythe employment list. These employees, where qualified, may request consideration to have their name placed on casual lists. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor.Reversion i) Full-time Employees An employee who does not successfully complete her subsequent probationary period shall be evaluated mid-way through and just prior revert to the end her home position at her former rate of the probationary period. ii) Part-time Employees shall be evaluated prior pay, subject to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall any increases that she would have the right to request to meet for thirty (30) minutes prior or following the evaluationreceived had she remained in that position, with no loss of payseniority. gii) Should Notwithstanding the above, an Employee’s probation employee, who has completed an initial probationary period be interrupted by a compensable injury or other approved leave and is currently iii) A permanent employee displaced through the reversion provisions shall also have the right to revert to her former position at her former rate of absencepay, subject to any increments she would have received had she remained in that position. If there is no former position, the probation period will recommence upon the Employee’s return to workEmployee shall be considered on layoff and all rights as stated in Article 10 Lay-Off shall apply.

Probation. a(i) A Notwithstanding any other provision in this Collective Agreement an employee newly hired full-as a permanent full time, permanent part time Employee may be considered to employee shall be on probation for a period of no more than six one hundred and ninety (6190) months days of actual work from the start dateDate of Hire and shall be subject to the following terms and conditions as set out below. i(a) The probation probationary period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. (b) A newly hired part-time Employee may be considered The parties agree that the purpose of the probationary period is to be on probation provide the Employer with the opportunity to assess the new Employee’s suitability for a period of 975 work hours from ongoing employment with the start date. i) The probation period may be extended by 487 work hours in writing to the Employee Employer, and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee may be terminated at the sole discretion of the Employer. (c) After thirty days of employment the probationary employee will be provided that with an oral evaluation. At the provisions conclusion of Clauses 11.01 and 13.01 the probationary period the Employee will receive a written evaluation. (ed) are followed. After Upon completion of the probationary period, seniority the principal will recommend to the Board that: (i) The Employee be given permanent status, (ii) The probationary period be extended. (e) A Term Employee shall be effective from obliged to pay membership dues to the last date of hireUnion. e(f) Employees The seniority of a Term Employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end commence following successful completion of the probationary period. ii(g) Part-time Term Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of paygrieve. g(h) Should If an Employee’s probation , who has not completed the probationary period, is disciplined or dismissed, it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have the power to substitute any lesser discipline or penalty. Employees who have not completed the probationary period be interrupted by a compensable injury or other approved leave of absence, shall not have the probation period will recommence upon the Employee’s return right to workgrieve.

Probation. a) A ‌ 12:01 Every newly hired full-time Employee may be considered to employee shall be on probation for a period of no more than six (6) months from the start datemonths. i) The 12:02 An employee’s probation period may be extended by mutual agreement between the Employer and the Union MCFS. Such extension may be for up to three a maximum period of six (36) additional months, for reasons that are outlined . 12:03 An employee shall be notified in writing of any extension of the probation period under Article 12:02 prior to the Employee and expiry of the Unionprobation period. A meeting may be held with the employee to discuss the extension. The employee has the option to have a Union representative present. An employee’s probation period of six (6) months plus any extension shall be considered the initial probation period. This initial probation period shall not exceed twelve (12) months. b12:04 An employee who is being rejected during the employee’s probationary period shall be provided with two (2) A newly hired part-time Employee may weeks’ notice or payment in lieu thereof which notice shall be considered deemed to be on probation for within the employee’s probationary period. 12:05 Subject to Article 12:09 existing employees moving to a new position shall complete an assessment period of 975 work hours from six (6) months. The purpose of the start dateassessment period is to assess whether the employee is able to perform the duties and functions of the position. i) The probation 12:06 An employee’s assessment period may be extended by 487 work hours the Employer. Such extension may be for a maximum period of six (6) months. 12:07 Where an employee has been rejected during the assessment period following a promotion, appointment or transfer, then: (a) The Employer will place the employee on an employment availability list at the employee’s previous classification for a period of one (1) year from the date of rejection. (b) During this period Employer will endeavour to relocate the employee to the employee’s former position or to a position comparable to the former position. (c) If there is no vacant position within the employee’s former classification the employer will reassign the employee to a position in a lower pay classification if available and if the employee is qualified to perform the position and pay the employee at their last rate of pay in the former classification for a period of six (6) months. (d) If there is no position available for the employee through (b) or (c), the employee will be laid off, and Article 45 will apply. Notwithstanding Article 45:05, an employee may only bump a less senior employee with the same job description as their former position, or a lower classification. 12:08 An employee who is temporarily appointed to another position on an acting status basis is not considered to be in the assessment period. If the employee is immediately promoted to that position, the period during which the employee was on acting status shall count towards the employee’s assessment period. 12:09 An employee shall not be required to serve a further assessment period when: (a) The employee is promoted without competition as a result of reclassification of the employee’s position; (b) The employee initiates a transfer to a position in the same classification involving similar duties and responsibilities; or (c) The Employer initiates the transfer or demotion of an employee from one (1) position to another for any reason, except where, as a result of a rejection during an assessment, the employee is transferred to a position they have not filled before pursuant to Article 12:07(c). 12:10 Where an employee departs the Employer, and is rehired less than two (2) months after their departure date, Article 12:05 shall apply. Conversely, where the break between the employee’s departure and rehire is greater than two (2) months, Article 12:01 will apply. 12:11 An employee who is rejected during the assessment period in accordance with Article 12:07 may appeal the decision in writing to the Employee and the Union. cExecutive Director or designate within five (5) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to dischargeworking days. The employment of an Employee may be terminated at any time during the probationary period without recourse Executive Director or designate will have fifteen (15) days to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followedissue a decision in writing. After completion The decision of the probationary period, seniority shall be effective from the last date of hireEmployer to reject an employee during probation or assessment after an appeal decision is neither appealable nor arbitrable. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. 6.01 The employees covered by this Agreement who have completed their Probationary Period , and as a condition of continued employment, shall become members in good standing of the Union or a Local Union. (a) A newly All employees hired fullthrough the Union or Local Union shall present to the Employer, a referral slip from the Union or Local Union prior to commencing employment. All new employees shall be subject to the Probationary Period identified in this Article. (b) Until a probationary employee completes the Probationary Period of one­ hundred-time Employee twenty (1 20) calendar days, or 1 200 hours of active employment, his name shall not appear on any service list, and no grievance may be considered filed by a probationary employee respecting his termination. The termination of a probationary employee does not constitute a difference between the parties. The employment of a probationary employee may be terminated for any reason, at the sole and unquestioned discretion of the Employer, including, without limitation, unsuitability, subject only to the employee clearly demonstrating a violation of the Human Rights Code. (c) A probationary employee is not required to become a member of the Union or a Local Union until he has successfully completed the Probationary Period. Notwithstanding this fact, a probationary employee will be on probation subject to the Dues Check-off as provided for in this Agreement from the commencement of employment. (d) Notwithstanding that a period probationary employee is not required to become a member of no more than the Union or a Local Union until after the successful completion of the Probationary Period, the Union or Local Union Initiation Fee (if any) will be deducted in equal instalments over a six (6) months from month period, beginning with the start date. ifirst month of employment. Should the probationary employee be unsuccessful in completing his Probationary Period, any instalment(s) The probation period may deducted on account of his Initiation Fee shall be extended by mutual agreement between returned to him. Otherwise, the Employer and amount of the ihstalment(s) deducted shall be remitted to the Union for up to three or a Local Union within fifteen (315) additional months, for reasons that are outlined in writing to days of the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during date the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followedemployee successfully completes his Probationary Period. After completion of the probationary periodthat, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to deductions will continue until the end of the probationary period. iisix (6) Part-time Employees shall be evaluated prior month period with remittances to the end of their probationary period. funion or a Local Union to be made by the Employer by the fifteenth (15th) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or month following the evaluation, with no loss month in which the deduction was made. Working Dues go to the Local for the duration of paythe Probationary Period. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time An Employee may be considered to be on serve a probation for a period of no more than six (6) months from commencing on the start date. i) The probation period may day of training. No Employee be extended by mutual agreement between requited to serve more thin one (1)probationary period. .OZ When a probationary might Attendant's performance is in question, the Employer Company advise the Attendant and the Union deficiencies and action to attention, and the Company also the Union. the months probationary period the Company reserves the sole right to make any decision regarding the retention or of the probationary Employee. Therefore, any assessment of the Employee any decision to retain or the during the probationary may not be or challenged, unless such action is found to be discriminatory, in bad File The Company shall an Employee for up each Employeewith a section ail documents related to three (3) additional months, for reasons that are outlined in writing employment Upon reasonable notice to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationCompany, an Employee shall be entitled to all rights and privileges may review Employee in the presence of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion a or a member of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) Human Resources Department The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall also have the right to request to meet for thirty have a Union representativepresent while reviews Employee Letters of counsel or discipline that are two (302) minutes prior or following more old not be considered any future assessment of an Employee, and such documents will be removed the evaluation, with no loss Employee’s In the event of pay. g) Should subsequentcounsel or correspondence of the same nature being placed on an Employee’s probation file the two (2)year period be interrupted by a compensable injury of the previous counsel or other approved leave of absencediscipline documents placed an Employee’s file, the probation previous documents on Employee until the two (2) year period of the subsequent has elapsed Aircraft Grooming Employees be required to perform light grooming at station stops. However,at stops where groomers are Employees will recommence upon be relieved of these duties. grooming shall of the Employee’s return crossing of the collection of newspapers and refuse, and the collection of items. etc. In the absence of groomers, attempts will be made to workensure an on time departure.

Probation. a) A newly hired full-time Employee may 24.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be considered subject to be on probation for a period of no more than probation. The regular period of Probation shall be six (6) months from the start dateunless otherwise specified for certain designated job classes. i24.1.1 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 is absent from work 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 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 employee shall be granted regular status in the 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 probation probationary period for the classifications of Police Dispatcher II, Police Records Specialist I and Police Records Specialist II may be extended by mutual agreement between an additional six (6) months at the Employer discretion of the Police Chief. ANAHEIM shall notify the AMEA when taking such action. 24.2 The work and the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee appropriate department head may be considered to be on probation for a period of 975 work hours from reject the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such a rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period, seniority period from a position to which he/she has been promoted or transferred shall be effective from returned to the last date of hireclassification in which he/she has regular status unless the reasons for his/her failure to complete his probationary period would be cause for dismissal. e) Employees 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 to be rejected during a probationary period. 24.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and appropriate department head affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of paybe satisfactory. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may 12.1.1 Employees appointed to the entry level class of Police Officer shall be considered placed on probationary status for eighteen months. Employees appointed to the class of Police Officer who possess a valid basic P.O.S.T. certificate shall be placed on probation 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. 12.1.2 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 a period part of no the examination and selection process and shall not include time served under any limited service or provisional appointment, but shall begin on the date of appointment to the Police Officer or Sergeant classification after certification. 12.1.4 Leaves of absence or assignments out of the classification totaling more than 30 calendar days, for any reason, shall 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. In such case, the employee shall be entitled to appeal dismissal as provided 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) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that month probationary period. Newly appointed probationary employees who are outlined on a leave status in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period excess of three (3) months unless the Employee is taking on shall commence a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall applynew probationary period upon return to work. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during 12.1.8 Where the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of employee has performed satisfactorily during the probationary period, seniority the Chief of Police shall recommend to the Human Resources Department in the final probationary performance evaluation report, that the employee be effective from considered for permanent appointment to the last date of hire. e) applicable classification. Employees who have not performed satisfactorily shall either be given regularrejected pursuant to paragraph 12.1.5, appropriate performance feedback throughout their or the probationary period by their supervisorextended pursuant to paragraph 12.1.2. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may 12.1.1 Employees appointed to the entry level class of Police Officer shall be considered placed on probationary status for eighteen months. Employees appointed to the class of Police Officer who possess a valid basic P.O.S.T. certificate shall be placed on probation 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. 12.1.2 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 a period part of no the examination and selection process and shall not include time served under any limited service or provisional appointment, but shall begin on the date of appointment to the Police Officer or Sergeant classification after certification. 12.1.4 Leaves of absence or assignments out of the classification totaling more than 30 calendar days, for any reason, shall not be counted toward completion of the probationary period. 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 appeal dismissal as provided 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) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that month probationary period. Newly appointed probationary employees who are outlined on a leave status in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period excess of three (3) months unless the Employee is taking on shall commence a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall applynew probationary period upon return to work. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during 12.1.8 Where the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of employee has performed satisfactorily during the probationary period, seniority the Chief of Police shall recommend to the Human Resources Department in the final probationary performance evaluation report, that the employee be effective from considered for permanent appointment to the last date of hire. e) applicable classification. Employees who have not performed satisfactorily shall either be given regularrejected pursuant to paragraph 12.1.5, appropriate performance feedback throughout their or the probationary period by their supervisorextended pursuant to paragraph 12.1.2. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A 17.01 All newly hired full-time Employee may employees shall be considered to be on probation for a period of no more than six (6) months from months. Employment during probation will be credited to the start date. i) The probation period may be extended by employee for the calculation of continuous employment. Subject to mutual agreement between the Employer Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the Serco Canada Inc. Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, 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) additional months, for reasons that are outlined month trial period will be in writing effect during which time the employee who has moved to the Employee and new position who does not wish to remain in that position, or does not satisfy the Unionjob requirements of that position will be returned to the former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. b) A newly hired part-time Employee may be considered to be 17.07 Every employee terminated by reason of rejection on probation who has worked for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of Employer for less than three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationmonths, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. ia one (1) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary week paid notice period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a(i) A newly hired full-time Employee may be considered to You will be on probation probation* for a period of no more than six (6) months 180 Days from the start date. i) The probation period may date of joining which can be extended by mutual agreement between the Employer and the Union company at its sole discretion in case your performance does not meet requisite standards or for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second any other reason as deemed fit or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure proper by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followedcompany. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to 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 14 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. 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. ii(iii) PartIn 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 doubts, it is hereby clarified that you are not, and shall not be, entitled / authorized / permitted to use client email for sending your resignation) or hard-time Employees copy resignation only. Therefore, any resignation submitted or informed via personal email, verbally, via sms, via telephone, via social media, or any other mode whatsoever shall not be recognized or taken notice of by the Company and same shall thus be not binding upon the Company. (vi) Waiver of notice period is at the sole discretion of the Company. If Company exercises such discretion then notice period shall be evaluated prior to waived of by the end of their probationary period. f) The Union and the Employee will Company in writing only therefore any verbal assurance given by, or discussion with, supervisor, manager, Human Resources team, etc. would not be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence binding upon the Employee’s return to workCompany or its management.

Probation. a) A newly hired full-time Employee may be considered to 10.1 New Employees will be on probation for a period of no more than six ninety (690) months calendar days from the start datedate they begin employment. i) The probation period 10.2 During the probationary period, the Employee will be considered temporary and may be extended by mutual agreement between transferred or discharged at the Employer discretion of the Company and the Union for up to three (3) additional months, for reasons that are outlined in writing such transfer or discharge shall not be subject to the Employee grievance and the Unionarbitration procedures of this Agreement. b) A newly hired part-time Employee may be considered to be on probation for a 10.3 Upon the completion of their period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to considered a regular Employee and all rights and privileges provisions of this Agreement except with respect to dischargeshall apply. Seniority shall date from the Employee's starting date of employment. 10.4 Employees who have completed their period of probation may be disciplined or discharged for just cause. In the event that an Employee who has completed their probationary period is disciplined or discharged by the Employer, and the Employee believes that it is without just cause, the matter may be handled as a grievance under the “Grievance and Arbitration” Section of this Agreement. The employment Union agrees that just cause includes, but is not limited to: (a) theft or dishonesty (b) falsification of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions records (c) willful damage of Clauses 11.01 and 13.01 property (d) assault (e) are followed. After completion use of alcohol or illegal drugs while working (f) working while under the influence of alcohol or illegal drugs (g) chronic lateness or absenteeism (h) any criminal activity while on the job (i) willful insubordination or failure to comply with Company rules (j) unexcused or excessive absenteeism or tardiness (k) failure to report off (l) unsatisfactory work performance (m) using tobacco or any tobacco products on company premises (n) an employee classified as “on-air talent” who is not meeting the artistic needs of the probationary periodstation, seniority shall be effective from as determined by management. In the last date event the Company seeks to discharge an employee, classified as “on-air talent”, for “just cause” under this “artistic needs” provision, the Company will first issue the employee a written corrective action plan to describe the deficiencies and desired improvement. If, at the conclusion of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absencecalendar days, the probation period required improvement has not been achieved, the Company will recommence upon inform the Employeeemployee of the continued deficiencies, and will conduct an additional meeting with the employee in ten (10) business days to determine if the required improvement has been achieved. If the employee’s return to workdeficiencies persist, as determined by management, the discharge for “just cause” shall occur.

Probation. (a) A newly hired full-The probation period for regular employees shall be the first 913.5 hours of employment. (b) Where an extended period of time Employee may be considered for assessment of job performance appears to be on probation for a period of no more than six (6) months from mutual benefit the start date. i) The probation period may be extended by mutual agreement between up to an additional 913.5 hours. It is the intent of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Unionlimit such extensions as much as possible. b(c) A newly hired part-time Employee may Where a regu ar employee is a successful in‐service applicant to a posted position he/she shall be considered to be placed on probation trial for a period of 975 work hours from 280 hours. Conditional on satisfactory service, the start dateemployee shall be declared permanent after the period of 280 hours. In the event the successful applicant proves unsatis actory in the position during the trial period, or if the employee is unable to perform the duties of the 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. i(d) Notwithstanding articles pertaining to the probation period, 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 period may shall not be extended by 487 work hours in writing to considered a dismissal for the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period purpose of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During Article 29.4 of this probation, an Employee Agreement. The test of just cause for rejection shall be entitled to all rights and privileges a test f suitability of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse employee for continued employment in the position to the Grievance Procedure by the Employee which he/she has been appointed, provided that the provisions factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels he/she has been aggrieved by the decision of Clauses 11.01 and 13.01 (e) are followed. After completion of the Employer to reject the employee during the probationary period, seniority shall be effective from he/she may grieve the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end decision at Step 3 of the probationary period. ii) Part-time Employees shall be evaluated prior to the end grievance procedure as outlined in Article 31.7 of their probationary period. f) The Union and the Employee will be advised this Agreement within 10 working days of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or date on which the Employee shall have the right to request to meet for thirty (30) minutes prior rejection occurred or following the evaluation, with no loss of paywithin 10 working rejection. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may An employee will be considered to be on probation for a period of no more than six (6) calendar months from if they are authorized, or an employee in the start date. i) The probation period may be extended by mutual agreement between the Employer Administrative and the Union for up to three Maintenance category and nine (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (39) months unless for an unauthorized worker. It is further understood and agreed that the Employee is taking on Society shall not be precluded from releasing or terminating a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationary employee at any time during the probationary period without recourse including prior to the Grievance Procedure 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 Employee provided date of the expiration of the probation period, it shall be assumed that the provisions of Clauses 11.01 employee has completed their probation period and 13.01 (e) are followedacquired seniority. An employee will have no seniority rights during the probationary period. After completion of the probationary period, their seniority shall date back to the day on which their employment began. The dismissal and/or lay-off of a probationary employee shall not be effective the subject of a grievance. The employee shall not serve more than one probationary period provided that there is no break in employment. In the event of a continuous absence in excess of ten (10) working days or more, the probationary period would be placed on hiatus by the same number of working days as the leave. (a) A temporary employee who is subsequently hired to that position as a permanent employee shall be credited for the period of their temporary employment up to a 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. e(b) Employees 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 given regular, appropriate performance feedback throughout credited with service for the period of their probationary period by their supervisor.temporary or contract employment provided that: i) Full-time Employees shall be evaluated mid-way through and just prior 1. there is no interruption in active service in moving from the temporary or contract position to the end of permanent position; 2. the employee successfully completes a six (6) month probationary period. ii(c) Part-time Employees 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 evaluated prior credited with seniority accrued retroactive to the end date of their probationary periodcommencement of employment for the purposes of Article 15.03 and 29.06 only. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A 14.01 Prior to being appointed a Regular Employee, a newly hired full-time Employee shall first serve a probationary period of five hundred and three point seven five (503.75) regular hours worked, exclusive of training. If such an Employee is unsatisfactory in the opinion of the Employer, such Employee may be considered to be on probation for a period of no more than six (6) months from dismissed or the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsEmployee’s employment terminated, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationwriting, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure cause and without notice or pay in lieu of notice except as may be provided by the Employee provided that the provisions of Clauses 11.01 the Alberta Employment Standards Code. Such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step 4. A decision at Step 3 of the grievance procedure shall be final and 13.01 (e) binding on the Parties and all interested persons. Employees will be kept advised of their progress during the probationary period. If there are followed. After completion of deficiencies during the probationary period, seniority the Employer shall be effective from provide written evaluation to the last date of hire. e) Employees shall be given regularEmployee and where possible, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just provide the Employee an opportunity to correct them, prior to the end completion of the probationary period. ii) Part-time Employees 14.02 If a probationary Employee is promoted or transfers to another classification, they shall be evaluated prior required to commence and serve a new probationary period of five hundred and three point seven five (503.75) regular hours worked. 14.03 A Regular 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 Clause 14.01, 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 as such regular position. 14.04 By mutual agreement in writing between the Union and the Employer, the probationary period may be extended up to a maximum of five hundred and three point seven five (503.75) regular hours worked. During the extended period, and if in the opinion of the Employer, the Employee is found to be unsatisfactory, such Employee may be dismissed or their employment terminated, in writing, at any time during the extended period without cause. Such dismissal or termination of employment may be subject to the end grievance procedure except that it shall not be the subject of Arbitration at Step 4. A decision at Step 3 of the grievance procedure shall be final and binding on the Parties and on all interested persons. An Employee will be kept advised of their progress during the extension to the probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full17.01 YSB shall conduct an orientation program for all first-time Employee may be considered Employees prior to be on probation for a period the mid-point of no more than six (6) months from the start dateprobationary period. i) The probation period may 17.02 In pursuing XXX's commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be extended by mutual agreement between identified through consultation and posted as they occur. 17.03 YSB shall provide program specific training and orientation for all Employees. 17.04 YSB shall provide a written appraisal of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing employee’s performance prior to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority . Such appraisal shall be effective used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisory meetings during this probationary period. 17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the last date of hirecommencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time employee, a second probationary period is not required. Where the Employee is appointed to a full time position during the part time probationary period, the employee shall be required to complete the unfinished portion of the initial probation period. e) 17.06 Employees shall be given regular, appropriate performance feedback throughout receive written notice when they have completed their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to period. If no notice is received at the end of the probationary period, the probationary period shall be deemed to have been completed. ii) Part-time Employees 17.07 A current Employee who obtains a new position in a Bargaining Unit shall be evaluated prior to allowed a trial period of twelve (12) weeks. If at the end of their probationary this twelve (12) week trial period. f) The Union and , YSB or the Employee will be advised of determines that the evaluation process three (3) days prior to such evaluation taking place. The Union and/or Employee in question is not suitable for the new position, the Employee shall have the right be transferred back to request to meet for thirty (30) minutes prior or following the evaluation, his/her former position with no loss of payseniority, sick leave, vacation credits or other health and welfare benefits. The employee shall receive formal supervisory meetings monthly during this trial period. g17.08 (F.T.) Should an Employee’s probation period Vacation leave shall be interrupted by a compensable injury or other approved instituted upon completion of the probationary period. Vacation entitlement shall be calculated as of the date of last hire. All Employees shall be entitled to sick leave of absence, the probation period will recommence upon the Employee’s return to workcredits as specified in Article 25.

Probation. a) 11.01 A newly hired full-time Employee may employee shall be considered known as a probationary employee until they have actually worked and successfully completed four hundred and twelve and a half (412.5) hours of work. 11.02 On or before the expiry date of the initial probationary period, the Employer will confirm, to be on the employee, the decision to: (a) confirm the empl their probation; or (b) terminate the employee. 11.03 It is recognized that probation for is a period during which the Employer has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Employer, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse to in the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 sole and 13.01 (e) are followed. After completion absolute discretion of the probationary period, seniority shall be effective Employer. Probationary employees will also have no right of recall from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Fulllay-time Employees shall be evaluated mid-way through and just prior to the end of off if they have been laid off during the probationary period. ii) Part-time Employees shall 11.04 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 evaluated prior to the end awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of their probationary periodArticle 5.01. f) The Union 11.05 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 Employee will be advised generality of the evaluation process three (3) days prior foregoing, it is understood that probationary employees have no entitlement to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of payparticipation in group benefits. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A newly hired full-time Employee may 11.01 The first 90 calendar days of employment shall be considered the probationary period during which the Company will assess whether a new employee, who has been evaluated, is suitable to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsretained. It is understood that such new employee, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The who sees his employment of an Employee may be terminated at any time during the probationary period without recourse for just cause, is not entitled to the Grievance Procedure by grievance procedure. When probation has been completed, seniority will be counted from the Employee first day of training or first date of work for which an employee is paid. The discharge or termination of a probationary employee shall be in the sole discretion of the employer provided such discharge or termination is not for reasons which are arbitrary, capricious or discriminatory. Should a probationary employee through no fault of their own miss sufficient time due to an illness, accident within the probationary period the Company and the Union will meet to arrange an extension to the probationary period in order that the provisions of Clauses 11.01 Company has sufficient time to access the employee’s ability to perform the job and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hirein order to complete required Company and Airline specific training. e11.02 An employee transferring from one classification to another will be required to serve a trial period of fifteen (15) Employees shall be given regular, appropriate performance feedback throughout their probationary days worked in his new position. This trial period by their supervisor. i) Full-is to provide the Company time Employees shall be evaluated mid-way through and just prior to evaluate the end of employee's suitability in the probationary new classification. The employee may exercise his seniority in his/her previous classification if he/she chooses to return to it or should he fail to successfully complete his/her trial period. ii) Part11.03 Any person re-time Employees shall employed by the Company after having separated from its employment shall, when re-employed again, be evaluated prior to the end of their a probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking placeemployee as herein provided. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior A laid-off employee who retains seniority, as provided by Article 12.00 hereof, or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved employee on leave of absence, the probation period will recommence upon the Employee’s as provided by Article 13.00 hereof, shall not be deemed to have separated from employment and shall not again be a probationary employee should he/she return to work.

Probation. a) A newly hired full-time Employee may 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be considered subject to be on probation for a period of no more than probation. The regular period of probation shall be six (6) months from the start dateunless otherwise specified for certain designated job classes. i) The 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 period 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, said employee's probationary status may be extended by mutual agreement between beyond the Employer 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. Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be promoted in accordance with ARTICLE 23 ― APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.2 The work and the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and, if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee appropriate department head may be considered to be on probation for a period of 975 work hours from reject the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of this Memorandum. 25.2.1 An employee rejected during the probationary period, seniority period from a position to which he/she has been promoted or transferred shall be effective from returned to the last date of hireclassification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. e) Employees 25.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and appropriate department head affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of paybe satisfactory. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. (a) All new employees shall be subject to a probationary period of ninety (90) calendar days of employment from the date of hire or three hundred and fifty (350) hours worked, whichever occurs first. A newly hired full-time Employee may be considered probationary employee who is not available to be on probation scheduled for a period of no more time greater than six seven (67) months from shifts during the start dateninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be schedule for work, to a maximum extension of one hundred and sixty (160) hours worked or sixty (60) calendar days, whichever occurs first. i(b) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period purpose of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse is to determine, in the Grievance Procedure by opinion of the Employee provided that Employer, the provisions suitability of Clauses 11.01 and 13.01 the employee for continued employment. (ec) Only those employees who have successfully completed their probationary period are followedentitled to claim the rights arising out of seniority. After completion of the employee has successfully completed his/her probationary period, his/her seniority shall be effective calculated from the last date of hire. e(d) Employees If a new employee is laid off prior to completing his/her probationary period, and the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a new employee, provided that the opportunity for recall occurs within a period of ten (10) consecutive months from the date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given regular, appropriate performance feedback throughout their credit towards the completion of his/her probationary period by their supervisorfor the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. i(iii) Full-time Employees If the employee successfully completes his/her probationary period, his/her seniority shall be evaluated mid-way through and just calculated from the date of his/her initial hire prior to the end of the probationary periodlayoff. ii(iv) Part-time Employees If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be evaluated prior to the end of their probationary periodterminated. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) 11.01 A newly hired full-time Employee may employee shall be considered known as a probationary employee until they have actually worked and successfully completed four hundred and twelve and a half (412.5) hours of work. 11.02 On or before the expiry date of the initial probationary period, the Employer will confirm, to be on the employee, the decision to: (a) confirm the employee’s appointment as having successfully completed their probation; or (b) terminate the employee. 11.03 It is recognized that probation for is a period during which the Employer has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Employer, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse to in the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 sole and 13.01 (e) are followed. After completion absolute discretion of the probationary period, seniority shall be effective Employer. Probationary employees will also have no right of recall from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Fulllay-time Employees shall be evaluated mid-way through and just prior to the end of off if they have been laid off during the probationary period. ii) Part-time Employees shall 11.04 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 evaluated prior to the end awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of their probationary periodArticle 5.01. f) The Union 11.05 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 Employee will be advised generality of the evaluation process three (3) days prior foregoing, it is understood that probationary employees have no entitlement to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of payparticipation in group benefits. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A 14.01 Prior to being appointed a Regular Employee, a newly hired full-time Employee shall first serve a probationary period of five hundred and three point seven five (503.75) regular hours worked, exclusive of training. If such an Employee is unsatisfactory in the opinion of the Employer, such Employee may be considered to be on probation for a period of no more than six (6) months from dismissed or the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsEmployee’s employment terminated, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationwriting, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure cause and without notice or pay in lieu of notice except as may be provided by the Employee provided that the provisions of Clauses 11.01 the Alberta Employment Standards Code. Such dismissal or termination of employment may be subject to the grievance procedure except that it shall not be the subject of Arbitration at Step IV. A decision at Step III of the grievance procedure shall be final and 13.01 (e) binding on the Parties and all interested persons. Employees will be kept advised of their progress during the probationary period. If there are followed. After completion of deficiencies during the probationary period, seniority the Employer shall be effective from provide written evaluation to the last date of hire. e) Employees shall be given regularEmployee and where possible, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just provide the Employee an opportunity to correct them, prior to the end completion of the probationary period. ii) Part-time Employees 14.02 If a probationary Employee is promoted or transfers to another classification, they shall be evaluated prior required to commence and serve a new probationary period of five hundred and three point seven five (503.75) regular hours worked. 14.03 A Regular 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 Clause 14.01, 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 as such regular position. 14.04 By mutual agreement in writing between the Union and the Employer, the probationary period may be extended up to a maximum of five hundred and three point seven five (503.75) regular hours worked. During the extended period, and if in the opinion of the Employer, the Employee is found to be unsatisfactory, such Employee may be dismissed or their employment terminated, in writing, at any time during the extended period without cause. Such dismissal or termination of employment may be subject to the end grievance procedure except that it shall not be the subject of Arbitration at Step IV. A decision at Step III of the grievance procedure shall be final and binding on the Parties and on all interested persons. An Employee will be kept advised of their progress during the extension to the probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a) A 17.01 All newly hired full-time Employee may employees shall be considered to be on probation for a period of no more than six (6) months from months. Employment during probation will be credited to the start date. i) The probation period may be extended by employee for the calculation of continuous employment. Subject to mutual agreement between the Employer Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, 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) additional months, for reasons that are outlined month trial period will be in writing effect during which time the employee who has moved to the Employee and new position who does not wish to remain in that position, or does not satisfy the Unionjob requirements of that position will be returned to the former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. b) A newly hired part-time Employee may be considered to be 17.07 Every employee terminated by reason of rejection on probation who has worked for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of Employer for less than three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationmonths, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. ia one (1) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary week paid notice period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.