Probationary and Trial Period. (a) A Permanent Employee will be considered on probation until the Employee has completed six (6) months of service with the University while in the permanent position.
(b) Upon initial appointment to a temporary position, an Employee will serve a three (3) month trial period.
(c) An Employee who has previously been employed by the University may, at the discretion of the University, have all or part of such previous employment considered as part of the probationary period.
(d) A Temporary Employee whose position is made permanent with no change in job duties shall be credited with all continuous service in that position, for purposes of completing the required probationary period.
(e) On conversion from casual to permanent salaried status with no change in duties, an Employee’s unbroken casual service shall be credited towards completion of the probationary period.
(f) An Employee on probation or trial who is absent from work for any reason for a consecutive continuous period of five (5) working days or longer will have their probationary or trial period extended by the same amount of time as the consecutive continuous period of absence.
(g) If found unsuitable during such period, the Employee will not be retained in the service. In determining suitability, the Employer will not treat the Employee in an arbitrary manner, discriminatory manner, or in bad faith.
9.02 An Employee is eligible to apply on a job posting while on a probationary or trial period. If the Employee is successful in the new position, the Employee restarts the probation or trial period for the new position.
9.03 The University may, subject to Union agreement, extend the probationary period or trial period of an Employee by a further period not to exceed six (6) or three (3) months respectively.
Probationary and Trial Period. (a) All newly-hired employees shall be considered probationary for 90 calendar days with the exception of FSR 2, Account Manager 1, Account Manager 2 and Account Manager 3, who shall be considered probationary for a period of 180 calendar days. The Employer, with the agreement of the Union, may extend the probationary period by 30 days, provided written reasons are given for requesting such extension.
(b) All non-probationary employees who secure a position through the operation of this article shall have a trial period of 60 days actually worked with the exception of FSR 2, Account Manager 1, Account Manager 2, and Account Manager 3, who shall have a trial period of 122 days actually worked. This trial period will be waived if the employee has successfully completed the trial period for the same classification in the previous six months. In the event the employee proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the new job, she shall be returned to her former position and wage or salary rate, without loss of seniority. Any other employee affected by the rearrangement of positions shall be returned to her former position and wage or salary rate, without loss of seniority. If the employee wishes to return to her former position, the employee shall be returned to a lower level position within the bargaining unit when the position becomes available.
(c) Notwithstanding (b) above, a non-probationary employee moving from one identical position to another (e.g. Teller to Teller) will have the trial period waived.
Probationary and Trial Period. 15.1 The first ninety (90) days of employment of a new employee shall be considered a probationary period, with a thirty (30) working day extension upon mutual agreement by the parties.
15.2 During the probationary period, the Employer may discharge an employee for any reason whatsoever without the Union or employee having any recourse to the grievance and arbitration procedure.
Probationary and Trial Period. (a) All newly-hired employees shall be considered probationary for ninety (90) calendar days.
(b) All non-probationary employees who secure a position through the operation of this Article shall have a trial period of sixty (60) days actually worked. In the event the employee proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the new job, she shall be returned to her former position and wage or salary rate, without loss of seniority. Any other employee affected by the rearrangement of positions shall be returned to her former position and wage or salary rate, without loss of seniority.
Probationary and Trial Period a) Probationary Period
i) The probationary period for an employee newly hired is sixty (60) days worked. However, the parties may agree in writing to extend a newly hired employee’s probationary period by a maximum of an additional sixty (60) days worked. During the probationary period, the new employee will receive appropriate assistance and training in order to facilitate adaptation to her/his position.
ii) In the middle of the probationary period, the immediate supervisor will make a written progress report, will remit a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days following its remittance.
iii) The employee who wishes to include comments on the report will do so within five
Probationary and Trial Period. 8.01 Each new full-time Employee shall first serve a single probationary period of five hundred and six (506) hours worked (exclusive of overtime). In the case of Part-Time Employees who upon completion of twelve (12) calendar months of employment or who have completed five hundred and six (506) hours (exclusive of overtime), whichever occurs first, their probationary period shall be deemed to have been completed. Casual or Temporary Employees shall serve a single probationary period of five hundred and six (506) hours worked (exclusive of overtime). If a new Employee is unsatisfactory in the opinion of the Employer, such Employee may be dismissed or his employment terminated, in writing, at any time during the probationary period without cause or notice.
8.02 At the discretion of the Employer, the probationary period may be extended up to a maximum of five hundred and six (506) hours worked.
8.03 The Employer shall provide feedback to each probationary Employee at least once during her probationary period.
8.04 The Employer shall provide a paid orientation for all Employees, including: An orientation to the site and/or Employer organization including the unit or wing as required by the Employer; An Employee’s request for additional orientation shifts under guidance or supervision in resident care shall not be unreasonably denied. The orientation period may be extended at the Employer’s discretion; No Employee shall be expected to work independently without paid orientation. TRIAL PERIOD
8.05 Where an Employee is transferred through competition, reclassified, or promoted, the Employer may require that he serve a full trial period of five hundred and six (506) hours worked in his new position. The trial period may be extended by the number of hours absent during the prescribed trial period.
Probationary and Trial Period. 14 ARTICLE 13 - SENIORITY 14 ARTICLE 14 - LAYOFF 15
Probationary and Trial Period. 18.01 An Employee commencing employment with the Employer shall be on probation during the first sixty (60) working days or four hundred and eighty (480) hours, of her employment with the Employer, whichever occurs first; however, this probationary period may be extended on one (1) occasion only up to a maximum of forty (40) working days or three hundred and twenty (320) hours, whichever occurs first, when in the opinion of the Employer circumstances warrant such extension. It is agreed that the circumstances warranting the extension, the improvement expected by the Employer and the duration of the probationary extension must be communicated to the Employee on probation prior to the expiration of her first sixty
Probationary and Trial Period. 19.1 An employee's first ninety (90) days of employment are that of a probationary employee, which involves a trial period and constitutes employment at will. New employees shall be regarded as temporary employees for the first ninety (90) calendar days of continuous employment. At the conclusion of the trial period, the employee's seniority shall be retroactive to their hiring date.
19.2 Where deemed necessary, the Employer and the Plant Committee may mutually agree to an extension of the trial period not to exceed thirty (30) additional days.
19.3 Successful completion of the trial period does not relieve an employee of the responsibility for good job performance.
Probationary and Trial Period. 2.1 The probationary period shall be sixty (60) working days commencing with the first date of placement into a permanent position within the Bargaining Unit. The above probationary period may be extended with the mutual consent of the Bargaining Unit and the Board. A Term or Long Term Occasional Continuing Education Teacher who obtains permanent status shall commence his/her probationary period effective the first date employed in a permanent position. The employee shall receive written notification from the Board upon the completion of the employee’s probationary period.
2.2 For each new placement for which the Continuing Education Teacher has no experience in this position, a thirty (30) working day trial period may be exercised by the employer upon written notification to the Continuing Education Teacher. An extension of a further thirty (30) working day trial period may be exercised by the employer upon written notification to the Continuing Education Teacher. Failure of the trial period(s) shall result in the member being declared surplus to the position and the surplus procedure in L18.3 shall be implemented.
