Probationary and Trial Periods. 10.01 Full-time employees shall be considered probationary employees for the first ninety (90) calendar days of their employment. Part-time employees shall be consider probationary employees for the first 60 work days or 8 calendar months, whichever is earlier. The Company may dismiss a probationary employee for any reasons provided it does not act in bad faith and this shall constitute the lesser standard to be applied for the purpose of any hearing into the dismissal of a probationary employee. Unifor will be notified when a member fails to complete the trial period. It is understood and agreed the employee will be given feedback with respect to their performance during the trial period. Feedback must be given on or about the 30-day and 45-day mark. On mutual agreement between the union and the company, the trial period can be extended. The Union shall be informed whether failure to pass probation was due to absenteeism, disciplinary issue(s) or performance issue(s).
10.02 When a member successfully applies for a regular vacancy in a higher classification, there shall be a trial period of 90 calendar days, during which time training and instructions will be provided. An employee who does not successfully complete the trial period shall be returned to his or her previous classification without loss of seniority and will be covered by the terms and conditions of the contract relating to his or her previous classification. An employee kept in the higher classification more than 90 days, except for replacement of a temporarily absent employee, shall be considered regular in that classification.
Probationary and Trial Periods. 9.01 A new employee shall be considered a probationary employee until the employee has completed up to four (4) months of continuous service within the bargaining unit. When an extension of the probationary period may be necessary, the supervisor will meet with the employee to discuss the reason(s) for an extension. After this meeting, the probationary period for an employee may be extended by mutual agreement between the University and the Union for up to a further two (2) months. The Union shall be advised in writing of the University's intent within the initial four (4) month probationary period. Agreement to extend a probationary period will not be unreasonably withheld. The discharge, termination, or layoff of a probationary employee is within the sole discretion of the University. Such discretion shall not be exercised in a discriminatory, arbitrary or capricious manner. 9.
02 a) An employee transferred or promoted to a new position within the Bargaining Unit shall be considered to be on a trial period for up to three (3) continuous months. When an extension of the trial period may be necessary, the supervisor will meet with the employee to discuss the reason(s) for an extension. After this meeting, the trial period for an employee may be extended by mutual agreement between the University and the Union for up to a further two (2) months. The Union shall be advised in writing of the University's intent within the initial three (3) month trial period. Agreement to extend a trial period will not be unreasonably withheld. b) At any time prior to the expiration of this trial period, the employee may return or be returned, subject to Article 12.02, to their previous position without loss of seniority or salary progression, and such action shall not be made the subject of a grievance. If an employee is returned to their previous position, reasons for such return will be provided to the Union upon request.
Probationary and Trial Periods. 9.01 A new employee shall be considered a probationary employee until the employee has completed up to four (4) months of continuous service within the bargaining unit.
9.02 a) An employee transferred or promoted to a new position within the Bargaining Unit shall be considered to be on a trial period for up to three (3) continuous months. When an extension of the trial period may be necessary, the supervisor will meet with the employee to discuss the reason(s) for an extension. After this meeting, the trial period for an employee may be extended by mutual agreement between the University and the Union for up to a further two (2) months. The Union shall be advised in writing of the University's intent within the initial three (3) month trial period. Agreement to extend a trial period will not be unreasonably withheld.
Probationary and Trial Periods i) Employees shall serve an initial probationary period of 900 hours from date of hire.
ii) Probationary employees who are new hire employees may be released at any time during the probationary period for unsuitability.
iii) Employees moving into a new position shall service a trial period of 600 hours.
iv) An employee who moves into a new position before completing her initial probationary period will serve the remaining hours in her initial probationary period concurrently with her trial period.
v) Should an employee's performance fail to meet the requirements of the new position, or if the employee so chooses, she shall be returned to her former position with no loss of seniority.
Probationary and Trial Periods. 9.01 A new employee shall be considered a probationary employee until the employee has completed up to four (4) months of continuous service within the bargaining unit.
9.02 a) An employee transferred or promoted to a new position within the Bargaining Unit shall be considered to be on a trial period for up to three (3) continuous months. When an extension of the trial period may be necessary, the supervisor will meet with the employee to discuss the reason(s) for an extension. After this meeting, the trial
Probationary and Trial Periods. A new employee shall be considered a probationary employee until the employee has completed up to four (4) months of continuous service within the bargaining unit. When an extension of the probationary period may be necessary, the supervisor will meet with the employee to discuss the reason(s) for an extension. After this meeting, the probationary period for an employee may be extended by mutual agreement between the University and the Union for up to a further two (2) months. The Union shall be advised in writing of the University's intent within the initial four (4) month probationary period. Agreement to extend a probationary period will not be unreasonably withheld. The discharge, termination, or layoff of a probationary employee is within the sole discretion of the University. Such discretion shall not be exercised in a discriminatory, arbitrary or capricious manner. 9.
Probationary and Trial Periods. A new employee of the University shall be considered a probationary employee until she has completed four (4) months of continuous service. Continuous service with the University shall be effective from the date of commencement of full time employment with the University.
a) An employee transferred or promoted to a new position within the
Probationary and Trial Periods. A new employee shall be considered a probationary employee until the employee has completed up to four (4) months of continuous service within the bargaining unit. When an extension of the probationary period may be necessary, the supervisor will meet with the employee to discuss the for an extension. After this meeting, the probationary period for an employee may be extended by mutual agreement between the University and the Union for up to a further two (2) months. The Union shall be advised in writing of the University's intent within the initial four (4) month probationary period. Agreement to extend a probationary period will not be unreasonably withheld. The discharge, termination, or layoff of a probationary employee is within the sole discretion of the University. Such discretion shall not be exercised in a discriminatory, arbitrary or capricious manner.
a) An employee transferred or promoted to a new position within the ARTICLE EMPLOYMENT OPPORTUNITIES
a) the filling of the original posting
a) Full and part time applicants within the Bargaining Unit who meet the
Probationary and Trial Periods.
13:01 All new employees shall be on a probation for six (6) months from the date of the commencement of employment.
(a) An employee’s probation period may be extended by the Executive Director or designate. Such extension may be for a maximum period of six (6) months.
(b) In the event of a lengthy absence (twenty (20) working days or more) due to illness or injury during the probation period, the Executive Director or designate may extend the probation period for longer than twelve (12) consecutive months. The total time spent on probation, while at work, shall in no instance exceed twelve (12) months.
(c) An employee shall be notified in writing of any extension of the probation period under Section (a) or (b) prior to the expiry of the probation period. A meeting may be held with the employee to discuss the extension. The employee has the option to have a representative present.
(d) An employee’s probation period of six (6) months plus any extension shall be considered the initial probation period. This initial probation period shall not exceed twelve (12) months, subject to 13:01(b) where applicable.
13:02 An employee who is rejected during the initial probation period may grieve the rejection, in accordance with Article 36 - Grievance Procedure, within twenty (20) working days from the date the employee received notice of the rejection. The Executive Director shall hold a hearing to discuss the grievance with the employee. The employee has the option to have a Representative present. The decision of the Executive Director shall be final for such grievance.
13:03 Subject to Section :02, the rejection on probation of an employee is not arbitrable.
Probationary and Trial Periods. A new employee of the University shall be considered a probationary employee until she has completed four (4) months of continuous service. Continuous service with the University shall be effective from the date of commencement of full time employment with the University. When an extension of the probationary period may be necessary, the supervisor will meet with the employee to discuss the for an extension. After this meeting, the probationary period for an employee may be extended by mutual agreement between the University and the Union for a further two (2) months. The Union shall be advised in writing of the University's intent within the initial four (4) month probationary period. Agreement to extend a probationary period will not be unreasonably withheld. The discharge, termination, or layoff of a probationary employee shall be in the sole discretion of the University, subject to the requirement that the decision is made bona fides. It is expressly agreed that this requirement of bona fides shall constitute a lesser standard as referred to in Section of the Labour Relations Act.
a) An employee transferred or promoted to a new position within the ARTICLE EMPLOYMENT OPPORTUNITIES
a) the filling of the original posting
a) Internal applicants within the Bargaining Unit who meet the minimum
