Common use of Probation Clause in Contracts

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

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

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

Probation. (a) The Employer may reject a For newly hired employees, the probationary employee period shall be: i) four hundred and five (405) hours worked for just causefull-time employees; ii) four hundred and five (405) hours worked or six (6) calendar months, whichever occurs first, for regular part-time employees; and, iii) four hundred and five (405) worked or eight (8) calendar months, whichever comes first, for casual part-time employees. The parties recognize that ongoing feedback about the nurse’s progress is important to the probationary nurse. Seniority shall then be credited as of the date of first entry into the service of the Employer will provide the reasons for the rejection in writingand shall be cumulative. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection There will be a test of suitability performance report made after sixty (60) calendar days of the probationary period having expired. The probationary employee for continued employment shall enjoy all of the rights and privileges prescribed in this Agreement except that she/he shall not have access to the grievance or arbitration provisions of the Agreement in the position event that she/he is discharged, unless the probationary employee is released for exercising a right under this Agreement. Where the Employer requests an extension of the probationary period, it will provide notice to which they have been appointedthe Union at least seven (7) calendar days prior to the expected date of expiration of the initial probationary period. It is understood and agreed that any extension to the probationary period will not exceed an additional (30) thirty tours worked and, provided that where requested, the factors involved in suitability could reasonably be expected to affect work performanceEmployer will advise the nurse and the Union of the basis of such extension with recommendations for the nurse’s professional development. (b) The probationary period for supervisory employees and professional employees (registrants release of a regulatory body) will be six months worked or the equivalent number of hours worked as probationary employee for reasons based on performance and ability to do the normal hours of work of a full-time employeejob, whichever occurs last. Notwithstanding the foregoingincluding skills, the probationary period will suitability and availability shall not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant subject to the grievance procedure outlined unless the probationary employee is released for: i) reasons which are arbitrary, discriminatory or in Article 9 bad faith; ii) exercising a right under this Agreement. The Manor agrees to provide written reasons for the release of a probationary employee within seven (Grievances7) days of this agreement commencing such release. A claim by a probationary employee that she/he has been unjustly released shall be treated as a grievance, provided the employee is entitled to grieve, if a written statement of such grievance is lodged by the employee with the Manor at Step 33 within seven (7) days after the date the release is effected. Such grievance shall be treated as a special grievance as set out below. The Manor agrees to provide written reasons within seven (7) calendar days to the affected employee in the case of discharge or suspension and further agrees that it will not suspend, discharge or otherwise discipline an employee who has completed her/his probationary period, without just cause. A claim by an employee who has completed her/his probationary period that she/he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of such grievance is lodged by the employee with the Manor at Step No. 3 within seven (7) calendar days after the date the discharge or suspension is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by: i) confirming the Manor's action in dismissing the employee; or ii) reinstating the employee with or without loss of seniority and with or without full compensation for the time lost; or iii) by any other arrangement which may be deemed just and equitable.

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

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) Article 10 of this the agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory regular body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement 8—Grievances commencing at Step 3.

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

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

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

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

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

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

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) 12.2 of this agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 13 (GrievancesGrievance and Arbitration) of this agreement commencing at Step 32.

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

Probation. A. All newly-hired employees shall be subject to a three (a3) The Employer may reject a month probationary employee for just causeperiod. The Employer will provide purposes of said probationary period is to enable the reasons for Township to evaluate the rejection employee's work performance and conduct in writingorder to determine whether or not the employee merits permanent employment status. A rejection If, at any time during probation will not be considered a dismissal for or at the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability end of the probationary period, the conduct and/or performance of the employee for continued employment is found to be unsatisfactory, the Township has the right to terminate the employee. The decision of the Township regarding the termination of employees who are probationary in status shall not be subject to the position to which they grievance procedure nor shall probationary employees have been appointed, provided that the factors involved any other recourse in suitability could reasonably be expected to affect work performancelaw or equity. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. B. Notwithstanding the foregoingaforesaid, the probationary period will not exceed nine calendar months. Township Committee may, in its sole discretion, determine that there is a need for an additional three (c3) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the month probationary period for a further particular employee and assign said employee such additional period. In the event that such extension shall be given to an employee, and the Township later determines the employee has met the appropriate standards, the Township may, in its sole discretion, end the probationary period not at any time, giving said employee the status of a permanent employee from the end of the first three (3) month period. C. Personal days, vacation benefits, holiday pay, and any other employee benefits given to exceed permanent employees under this contract, will begin to accrue for probationary employees after the three months. Following discussion (3) months of service with the UnionTownship, but cannot be taken until after permanent status is obtained unless approved by the Township Administrator or designee. However, there are benefits given to permanent employees, which may also be granted to probationary employees during their term of probation as set forth in this Agreement. X. Xxxxxx said first three (3) month period of probation, the Union will employee shall not unreasonably deny have any of the extensionemployee benefits given permanent employees unless set forth in this Agreement. E. Probationary employees with three (e3) Where an employee feels they have been aggrieved by the decision or more months of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3service are eligible for holiday pay.

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

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will shall be a test of suitability of .of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) . The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six (6) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee; whichever occurs last. The probationary period for all other employees shall be three (3) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed nine six (6) calendar months. . The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three (c3) months. Where an employee feels she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. The probationary period for all other employees will who perform delegated functions shall be three six (6) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) SECTION 30.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for supervisory closely observing the employee's work and for securing the most effective adjustment of the new employee to his/her position, and for "separating" employees and professional employees (registrants of a regulatory body) will be six months worked or whose performance does not meet the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar monthsrequired standards. (c) SECTION 30.2 The standard probationary period for all other new employees will be three months worked or the equivalent number of hours worked as based shall commence on the normal hours of work of date that the employee begins working for the Fire-Rescue Department as a paid full-time state certified Firefighter, and shall continue until the employee actually works 110 shifts. After the employee works the 110th shift, the Personnel Director shall either: (1) approve, in writing, retention of the employee, whichever occurs last. Notwithstanding at which time the foregoingemployee shall be granted permanent status; or (2) in the event the Personnel Director shall fail to approve retention of the employee, the probationary period will not exceed six calendar monthsemployee shall automatically be separated from employment with the City, said separation being absolutely final, with no rights of appeal to any authority, including the grievance/arbitration procedure contained herein. (d) The Employer, with SECTION 30.3 During the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the above-described probationary period, they annual leave shall accrue to the employee's benefit, but may grieve not be taken until after the decision pursuant beginning of the second year of continuous employment with the Fire-Rescue Department. SECTION 30.4 During the above-described probationary period, the employee may be reprimanded, discharged and/or otherwise disciplined for any reason (except union activity) and it is also agreed that the provisions of the grievance procedure, shall not be available as it relates to discipline or dismissal; however, the above said employee shall have access to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3as it relates to any other matter. SECTION 30.5 No probationary employee shall be evaluated more than four

Probation. (a) The Employer may reject A newly hired employee shall be known as a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which until they have been appointedworked four hundred and fifty (450) hours or six (6) calendar months, provided that the factors involved in suitability could reasonably be expected to affect work performancewhichever comes first. (b) The Employees hired as part-time employees and who have completed their probationary period for supervisory employees and professional employees (registrants shall not be required to serve an additional probationary period when promoted to the status of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees but instead will be three months worked or the equivalent number of hours worked as based on the normal hours of work of required to serve a trial period in accordance with Article 13.06. The same applies for a full-time employeeemployee who has completed their probationary period and then transfers to part-time status. If, whichever occurs last. Notwithstanding the foregoingduring her probationary period, an employee is transferred from part-time to full-time status or vice-versa, the employee shall be credited with and retain all hours worked for the future completion of probationary period will not exceed six calendar monthspurposes. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during 12.02 During the probationary period, they the probationary employee shall have no seniority standing. Employees who have completed said probationary period and have been retained by the Employer at the expiration thereof, shall be considered as regular employees and shall be credited with seniority for the said probationary period. 12.03 Probationary employees may grieve be laid off or dismissed without cause in the decision pursuant absolute discretion of the Employer notwithstanding any other provision of this Agreement to the contrary. The lay-off or dismissal of a probationary employee shall not be the proper subject matter of a grievance; however, a probationary employee may have recourse to the grievance procedure outlined in the adjustment of any other complaint which is the proper subject matter of a grievance. 12.04 During the probationary period, an employee shall not receive any vacation time (Article 9 19), health and welfare benefits (Grievances) Article 23), sick leave (Article 22), leave of this agreement commencing at Step 3absence or any other benefits except for those allowed under the Employment Standards Act.

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

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

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

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) Article 10 of this the agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory regular body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement 8 - Grievances commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three (3) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six (6) calendar months. (dc) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three (3) months. Following discussion with the Union, the Union will not unreasonably deny the extension. (d) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.