Probationary Employees Because of Job Transfer Sample Clauses

Probationary Employees Because of Job Transfer. A full-time or part-time employee transferring positions or being promoted shall begin a thirty (30) working day probationary period beginning with the first day. If during the thirty (30) working day probationary period said full-time or part-time employee shall not demonstrate ability to perform to the satisfaction of the Administration and immediate supervisor, the full-time or part-time employee, if circumstance warrant, may be granted an additional fifteen (15) working day probationary period. This additional probationary period will be reviewed by the Administration. The Union will be notified if the additional probationary period is granted. The immediate supervisor may recommend that the employee, immediate supervisor, previous supervisor, HR, and the Union meet to discuss options for this employee. Such options may include, but are not limited to: being retained in the new position with a performance improvement plan (PIP), returning to their former position if still vacant and previous supervisor approves the employee’s return, and exploring other TOSSC Union positions within the college available during the probationary period(s). There shall be no loss of pay for an employee within the Union bargaining unit who is involuntarily transferred.
Sample 1
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Probationary Employees Because of Job Transfer. A full-time or part-time employee transferring positions or being promoted shall begin a forty-five
Sample 1
Probationary Employees Because of Job Transfer. A full-time or part-time employee transferring positions or being promoted shall begin a thirty (30) working day probationary period beginning with the first day. If during the thirty (30) working day probationary period said full-time or part-time employee shall not demonstrate ability to perform to the satisfaction of the Administration and immediate supervisor, the full-time or part-time employee, if circumstance warrant, may be granted and additional fifteen (15) working day probationary period. This additional probationary period will be reviewed by the Administration. The immediate supervisor will recommend that the employee be retained in the new position or be returned to their former position during the probationary period(s), without giving rise to a grievance. The Union will be notified if the additional probationary period is granted. There shall be no loss of pay for an employee within the Union bargaining unit who is involuntarily transferred.
Sample 1

Related to Probationary Employees Because of Job Transfer

  • Probationary Employment 4.2.1(a) An employer may initially engage a full-time or part-time employee for a period of probationary employment for the purpose of determining the employee's suitability for ongoing employment. The employee must be advised in advance that the employment is probationary and of the duration of the probation which can be up to but not exceed three months.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Probationary Employees Employees with permanent status will not be separated from state service through a layoff action without first being offered positions they have the skills and abilities to perform within their current job classification within the layoff unit currently held by probationary employees. Probationary employees will be separated from employment before permanent employees.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave.

  • Probationary Teachers Probationary teachers' order of reduction shall be according to program needs.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one

  • Supported Employment Natural Supports This service is for individuals with most significant disabilities that meet the requirements for supported employment services and does not have an immediate guarantee of extended services funding availability, but there is a reasonable expectation that natural supports or other alternate sources will be available upon job stabilization.

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