Common use of Probationary and Trial Period Clause in Contracts

Probationary and Trial Period. a) A new Employee shall be considered a probationary Employee until the Employee has completed six (6) months of continuous service within the bargaining unit. The probation period may be extended up to 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 probationary period. The discharge, termination or layoff of a probationary Employee is within the sole discretion of the Employer. Such discretion shall not be exercised in a manner that is arbitrary, in bad faith or in violation of the Ontario Human Rights Code. The termination of a probationary Employee is not grievable as long as the termination is not arbitrary, discriminatory or in bad faith. b) An Employee transferred or promoted to a new position within the Bargaining Unit shall be considered to be on a 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 is restricted from bidding on a posting during their probationary or trial period unless agreed to by the 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. g) An Employee shall not have to complete more than one (1) probation/trial period for a single job position in the event of a change of contract length, renewal, or status change from contract to permanent position. As long as the Employee has completed a minimum of six (6) months in 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. (a) A new Permanent Employee shall will be considered a probationary Employee on probation until the Employee has completed six (6) months of continuous service within with the bargaining unit. The probation period may be extended up University while in the permanent position. (b) Upon initial appointment to a temporary position, an Employee will serve a three (3) months month trial period. (c) An Employee who has previously been employed by the University may, at the discretion of continuous service. When an extension 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 is necessaryof 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 and Union shall be advised in writing of the reasons for the extension within the initial six (6) month probationary period. The discharge, termination or layoff of a probationary Employee is within the sole discretion of the Employer. Such discretion shall will not be exercised retained in a manner that is arbitrarythe service. In determining suitability, the Employer will not treat the Employee in bad faith or in violation of the Ontario Human Rights Code. The termination of a probationary Employee is not grievable as long as the termination is not arbitraryan arbitrary manner, discriminatory manner, or in bad faith. b) 9.02 An Employee transferred or promoted is eligible to a new position within the Bargaining Unit shall be considered to be 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 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 trialrespectively. 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 is restricted from bidding on a posting during their probationary or trial period unless agreed to by the 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. g) An Employee shall not have to complete more than one (1) probation/trial period for a single job position in the event of a change of contract length, renewal, or status change from contract to permanent position. As long as the Employee has completed a minimum of six (6) months in 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. a19.01 An Employee commencing employment within the bargaining unit shall be on probation during the first sixty (60) A new 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 be considered a only serve one probationary Employee until the Employee has completed six (6) months period for any period of continuous service employment within the bargaining unit. The probation period may be extended up to three (3) months of continuous service. When an extension It is agreed that the circumstances warranting the extension, the improvement expected by the Employer and the duration of the probationary period is necessary, extension must be communicated to the Employee and Union shall be advised in writing of the reasons for the extension within the initial six (6) month probationary period. The discharge, termination or layoff of a probationary Employee is within the sole discretion of the Employer. Such discretion shall not be exercised in a manner that is arbitrary, in bad faith or in violation of the Ontario Human Rights Code. The termination of a probationary Employee is not grievable as long as the termination is not arbitrary, discriminatory or in bad faith. b) An Employee transferred or promoted to a new position within the Bargaining Unit shall be considered to be on a 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 probation prior to the expiration of this trial 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 return or be returnedterminate a probationary Employee for unsuitability. During the probationary period, the Employer is expected to their previous positiongive as long a notice of termination as possible with a minimum of one (1) week. Such action shall not be made At any time during the subject probationary period, the Employer may terminate employment without notice if the Employee has been guilty of a grievanceirregular conduct and/or violation of Employer rules. d) 19.02 An Employee who is on a probationary or trial period is restricted from bidding on a posting during their probationary or trial period unless agreed to by the 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 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) is not completedthe successful applicant to a posting; or (b) exercises her displacement rights; or (c) exercises her re-employment rights; or (d) accepts casual work. If an Employee is demonstrably unable to perform the duties of the new position during the trial period or if she so selects, any the Employee shall return to her former position or status. Any other Employee promoted or transferred affected because of the re-arrangement of the position may positions shall also be returned to their her former positionposition and status. g) An Employee shall not have to complete more than one (1) probation/trial period for a single job position in the event of a change of contract length, renewal, or status change from contract to permanent position. As long as the Employee has completed a minimum of six (6) months in the position, has performed all aspects of the position satisfactorily and the position’s responsibilities have not changed significantly since they commenced the role.