Common use of Probationary and Trial Period Clause in Contracts

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) A Permanent new Employee will shall be considered on probation a probationary Employee until the Employee has completed six (6) months of continuous service with within the University while in the permanent position. (b) Upon initial appointment bargaining unit. The probation period may be extended up to a temporary position, an Employee will serve a three (3) months of continuous service. When an extension of the probationary period is necessary, the Employee and Union shall be advised in writing of the reasons for the extension within the initial six (6) month trial probationary period. (c) An . The discharge, termination or layoff of a probationary Employee who has previously been employed by is within the University may, at the sole discretion of the UniversityEmployer. Such discretion shall not be exercised in a manner that is arbitrary, have all in bad faith or part of such previous employment considered as part in violation of the Ontario Human Rights Code. The termination of a 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 not grievable as long as the consecutive continuous period of absence. (g) If found unsuitable during such period, the Employee will termination is not be retained in the service. In determining suitability, the Employer will not treat the Employee in an arbitrary mannerarbitrary, discriminatory manner, or in bad faith. 9.02 b) An Employee is eligible transferred or promoted to apply a new position within the Bargaining Unit shall be considered to be on a job posting while trial period for three (3) months of continuous service. The trial period may be extended up to three (3) months of continuous service. When an extension of the trial period is necessary, the Employee and Union shall be advised in writing within the initial three (3) months of the trial. c) At any time prior to the expiration of this trial period, the Employee may return or be returned, to their previous position. Such action shall not be made the subject of a grievance. d) An Employee who is on a probationary or trial period. If the Employee period is successful in the new position, the Employee restarts the probation restricted from bidding on a posting during their probationary or trial period for unless agreed to by the new University. e) In the event that the probationary or trial period is extended, all affected probationary and/or trial periods shall be extended by the corresponding period of time. f) In the event that a trial period is not completed, any other Employee promoted or transferred because of the re-arrangement of the position may also be returned to their former position. 9.03 The University may, subject g) An Employee shall not have to Union agreement, extend the probationary period or complete more than one (1) probation/trial period for a single job position in the event of an a change of contract length, renewal, or status change from contract to permanent position. As long as the Employee by has completed a further period not to exceed minimum of six (6) or three (3) months respectivelyin the position, has performed all aspects of the position satisfactorily and the position’s responsibilities have not changed significantly since they commenced the role.

Probationary and Trial Period. 19.01 An Employee commencing employment within the bargaining unit 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. An Employee shall only serve one probationary period for any period of continuous employment within the bargaining unit. 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 (60) working days or four hundred and eighty (480) hours, probationary period. Notice of an extension of an Employee's probationary period shall also be communicated to the Local of the Union. During the probationary period, the Employee shall enjoy all rights and privileges prescribed in the Agreement. Notwithstanding the foregoing, the parties agree that the Employer may terminate a probationary Employee for unsuitability. During the probationary period, the Employer is expected to give as long a notice of termination as possible with a minimum of one (1) week. At any time during the probationary period, the Employer may terminate employment without notice if the Employee has been guilty of irregular conduct and/or violation of Employer rules. 19.02 An Employee shall be placed on a trial period of forty (40) working days or three hundred and twenty (320) hours worked, whichever occurs first, following the orientation period when the Employee accesses work in a different xxxx, unit or Facility/Agency and the Employee: (a) A Permanent Employee will be considered on probation until is the Employee has completed six (6) months of service with the University while in the permanent position.successful applicant to a posting; or (b) Upon initial appointment to a temporary position, an Employee will serve a three (3) month trial period.exercises her displacement rights; or (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 exercises her re-employment considered as part of the probationary period.rights; or (d) A Temporary accepts casual work. If an Employee whose position is made permanent with no change in job demonstrably unable to perform the 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 new position during the trial period extended by the same amount of time as the consecutive continuous period of absence. (g) If found unsuitable during such periodor if she so selects, the Employee will not shall return to her former position or status. Any other Employee affected because of re-arrangement of positions shall also be retained in the service. In determining suitability, the Employer will not treat the Employee in an arbitrary manner, discriminatory manner, or in bad faithreturned to her former position and status. 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.