Probationary and Temporary Employees. No later than April 1, Facilitator shall meet with the practitioner to complete and discuss the End of the Year Summary.
Probationary and Temporary Employees a. All members of the department shall be appointed first as probationary employees. No person shall be appointed as a regular employee until satisfactorily completing a probationary period. New permanent employees hired in the Unit shall be probationary employees throughout a one-year period from their date of hire.
b. The City and the Union agree to utilization of the agility test specified in the continuation of Appendix G for employees on probationary status. If the test is to be changed in any way, the City shall inform the Union, and will bargain on the proposed changes. Any change in location or provider that does not affect the standard, the City will meet and confer with the Union prior to the changes.
c. Upon completion of the probationary period (one year), they shall become permanent employees. In the event probationary employees are on a non-paid status, or on light duty and are unable to carry out regular fire fighting duties, because of off duty illness or injury, the probationary period will be extended by the number of duty tours missed. Example: if a probationary employee is on a non-paid status and misses five (5) duty tours, the probation period will be extended until the probationary employee works an additional five (5) duty tours.
d. Seniority among probationary employees within the bargaining unit will be determined by the date of hire. In circumstances in which two or more members have the same date of hire, seniority will be determined by the date and time of application.
e. All probationary employees shall be evaluated and counseled every three (3) months. Failure to provide such an evaluation shall be a grievance item. A copy of any memorandum on the employees' job performance placed in the employees' personnel file shall be provided to employees. The employees shall have the right to discuss such memorandum with their immediate supervisor. After meeting with their supervisor, if the employees are of the opinion that the information contained in the memorandum is unwarranted, they shall have the right to discuss the matter with the Chief.
f. The union shall represent permanent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment as set forth in Article 1 of this agreement, except employees discharged and disciplined for other than Union activity. Union representation for disciplined probationary employees shall not go beyond Step...
Probationary and Temporary Employees. Regular employees
Probationary and Temporary Employees a. Every probationary and temporary certificated employee shall be evaluated by the principal, assistant principal or superintendent, in writing, at least once each school year. This evaluation is to be completed no later than February 15th.
b. A probationary teacher hired after the start of the school year will not be required to participate in the formal evaluation process unless the hire date will commence with the employee completing 75% or more of the school year in the first year of employment.
c. Participation in formal observations and observation conferences (as outlined in C: Observations) will continue regardless of date of hire or the employee.
Probationary and Temporary Employees. Each probationary and/or temporary bargaining unit employee shall be evaluated at least once a year.
Probationary and Temporary Employees. Section 1: Newly hired employees will be on probation for the first ninety (90) days of employment. During this probationary period employees will receive the rates of pay provided in Schedule A, but will not be entitled to any other benefits such as grievance and arbitration under this CBA. During the probationary period, the Employer may discipline and/or discharge any employee for any reason considered justifiable by the Employer or for no reason at all without recourse to the grievance procedure. Any employee so dismissed will not have a right to invoke the arbitration procedure of this CBA.
Section 2: Upon completion of the ninety (90) day probationary period, employees will be placed on the seniority list as of the first date of employment. Once placed on the seniority list, the employees will be entitled to all benefits provided under this CBA, including lay-off and rehire after lay-off.
Section 3: Temporary employees are those who are employed for a period of ninety (90) days or less with notification to the Union
Probationary and Temporary Employees. These employees shall receive pay for time worked or time held on Company property or two (2) hours, which ever is greater.
Probationary and Temporary Employees.
12.01 A Full Time Permanent Employee shall be on probation for a period of six
Probationary and Temporary Employees. 11.01 (a) Full-Time
Probationary and Temporary Employees. 11.01 An employee shall be considered to be a probationary employee and she shall have no seniority until she has actually worked ninety (90) full shifts or one (1) calendar year of service, whichever comes first, with the Hospital at which time she shall become entitled to seniority dating from her last hiring with the Hospital and the employee’s name shall be placed on the appropriate seniority list. The Hospital shall have the right to discharge probationary Employees and such discharge shall not be the subject of a grievance. With the written consent of the Hospital, the probationary employee, and the President of the Local Union or designate, such probationary period may be extended. Any extension agreed to will be in writing and will specify the length of the extension.
