Common use of Probationary and Temporary Employees Clause in Contracts

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 3 of the grievance procedure. g. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full-time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full-time temporary or part-time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.

Probationary and Temporary Employees. a. All members of the department 15.1 Employees shall be appointed first classified as probationary employeesemployees during the first ninety (90) calendar days of their employment. No person Employees who terminate their employment with the Hospital and are thereafter rehired shall be appointed classified as probationary employees during the first ninety (90) calendar days following the date of their re-employment. Probationary employees are not covered under this agreement. 15.2 During the probationary period, supervision will determine whether the probationary employee has demonstrated that he is qualified to become 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 hireemployee. b. 15.3 A temporary Employee is an Employee hired to work, full or part time, normally for a period up to six (6) months or for longer than six months if the parties agree. The City temporary Employee and the Union agree to utilization shall be informed by Employer at the time of hire of the agility test specified in the continuation of Appendix G for employees on probationary Employee’s temporary 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 Temporary Employees are not affect the standard, the City will meet and confer with the Union prior to the changescovered under this agreement. c. 15.4 If a temporary employee attains regular employment status, he shall automatically be covered under this agreement. Upon completion becoming a regular employee, his seniority shall date back to his date of hire as a temporary employee and his probationary period shall be waived. 15.5 Any decision involving the employment or continued employment of probationary employees or extension of the probationary period (one year), they shall become permanent employees. In is entirely within 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 discretion of off duty illness or injury, the Hospital; provided that the Hospital may extend the probationary period will of an employee beyond the initial ninety (90) day probationary period, in increments of thirty (30) days, totalling a maximum of an additional ninety (90) days if the employee agrees to such extension. The decision to extend the probationary period shall be extended made by the number end of duty tours missedthe 90th day; the 120th day; and the 150th day. Example: if a In situations involving extension of the probationary employee is on a non-paid status and misses five (5) duty toursperiod, the probation period will be extended until Hospital recognizes that it is in the best interest of the Department and the employee to make its determination within the shortest time period. 15.6 At any time during the probationary employee works an additional five (5) duty tours. d. Seniority among probationary employees within period, 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 Hospital shall have the right to discuss such memorandum with their immediate supervisorterminate the employment of any probationary employee. After meeting with their supervisor, if the employees are of the opinion that the information contained in the memorandum Such decision to terminate is unwarranted, they shall have the right final. There will be no recourse 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 3 any step of the grievance procedureprocedure provided in this Agreement. g. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full-time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full-time temporary or part-time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.

Probationary and Temporary Employees. a. 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 B. Newly hired employees will be assigned to station 1 their probationary periods. After three months, (90 days) new hires may be sent to a sub-station on a temporary daily assignment on an equal rotating basis. For the purposes of this article only, probationary employees will not count as staffing for the first 3 months of employment. C. All probationary employees shall be evaluated and counseled daily for the Union agree to utilization first three (3) months by their Lt./Captain. These daily evaluations may be extended past three months at the discretion of the agility test specified in Lt./Captain. D. At the continuation end of Appendix G for employees on three months a comprehensive evaluation will be done by the probationary statusemployee’s Lt./Captain. If the test is to Additional evaluations will be changed in any wayconducted at 3 months, the City shall inform the Union6 months, 9 months, 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 12 months until completion of probationary period. E. Two weeks prior to the changes. c. Upon completion of the probationary period (one year), they the Battalion Chief or Training Officer shall become make a written recommendation to the Chief specifying whether the probation should be extended, or if the probationary employee should terminated or moved to permanent employeesemployee status. 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. F. 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. G. Failure to provide such an evaluation shall be a grievance item. A copy of any memorandum on the employees' employee’s job performance placed in the employees' employee’s personnel file shall be provided to employeesemployee. The employees employee shall have the right to discuss such memorandum with their his/her immediate supervisor. After meeting with their the supervisor, if the employees are employee is of the opinion that the information contained in the memorandum is unwarranted, they he/she shall have the right to discuss the matter with the Chief. f. H. 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 3 of the grievance procedure. g. I. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full-full time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full-full time temporary or part-part time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.