Common use of Probationary Employees Clause in Contracts

Probationary Employees. New employees shall be on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be on probation given to the Union. A probationary employee who has been discharged for failing to meet the first ninety (90) calendar days of their employment. The ninety (90) calendar days standards shall be accumulated within one (1) year from their initial date of employment, provided howeveradvised in writing by the Department Supervisor or Manager, the BOARD may require an additional reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodhas been completed, and/or additional period at which may be required s/he shall be entered on the seniority list and his/her time seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting back dated to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement commencement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (Ab) There Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be no seniority among terminated. In such event the provisions of Article 17 of this Agreement shall not be applicable to the termination of the probationary employeesemployee. (B10.04 Except as provided in Clause 10.03(b) The UNION the provisions of Article 17 shall represent be applicable to an employee during her probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentperiod. 10.05 Employees will not be able to bid within the same classification during their six (C6) A month probationary period. Should an employee may be promoted awarded a vacancy in a different classification during the this probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements she may carry a maximum of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of three (3) months service credit toward the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower new classification. (D) 10.06 The Manager of Facilities and Transportation Company and the Director Union agree that the preparation and discussion of Food Services shall notify written progress reports during an employee's probationary period is essential. 10.07 New employees will only become eligible for benefits upon the UNION president, in writing, successful completion of the name and location of new employees, as they complete their probationary periodperiod and after having completed six (6) complete months of service.

Probationary Employees. New 1. Newly hired employees shall be on probation considered probationary for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within a period not to exceed one (1) year from their initial date of employment, provided however, year. Employees retained by the BOARD may require an additional Employer beyond the probationary period not to exceed ninety (90) calendar daysacquire seniority as of the first day of reporting for work. 2. When an employee finishes his/her During the probationary period, and/or additional period which the Employer may be required s/he shall be entered on the seniority list discharge any probationer at will and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period such discharge or other discipline shall not be subject to the grievance procedureand arbitration procedure of the Agreement. 3. All promotions within the unit described in this Agreement shall be probationary for a period of one (1) year; provided that an Employee promoted to a classification while serving an acting appointment in that same classification, with no break in service, shall be eligible to count the continuous period of the acting appointment toward the probationary period, to a maximum of six (6) months. Prior to the expiration of the promotional probationary period, the Employer may demote the probationer to the position from which the probationer was promoted and such demotion shall not be subject to the grievance and arbitration procedure of this Agreement. An Employee who has failed a promotional probationary period may, upon request, meet with the Captain or Major in charge of the Employee’s Division to discuss the reasons for the probationary demotion, and may be accompanied by a Union representative at this meeting. 4. The activation period of insurance benefits will any probationary period under Sections 1 and 3 may be extended, in the discretion of the Employer, for a period not be delayed beyond the initial to exceed an additional ninety (90) day perioddays to allow a further opportunity for a newly hired or promoted Employee to establish his or her ability to perform successfully in the new position. Upon successful completion of the probationary periodFurther, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period ifshall be extended by a time equivalent to any leave of absence that exceeds fifteen (15) work days, in with the opinion exception of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employeesmilitary leave, as they complete their probationary periodprovided under federal law.

Probationary Employees. (a) New employees of the plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days days' probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list of their department or division and his/her shall rank for seniority shall be computed as of from the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial day ninety (90) days prior to the day period. Upon successful completion of they completed the probationary period, seniority period or as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodcalculated in (d) below. (Ab) There shall be no seniority among probationary employees. (Bc) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment as set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that a layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Sec. (C) A probationary employee 1.4), may be promoted during taken up as a grievance; provided, however, that the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Company shall not be held to the same standards as in the case of the classification from which s/he has been promotedseniority employees. However, s/he may The Appeal Board shall have jurisdiction over such cases. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform probationary employee's discharge and the duties of the higher classification. In that event his/her salary shall revert to the lower classificationprobationary employee's reinstatement. (Dd) The Manager of Facilities Probationary employees that are temporarily separated during their probationary period and Transportation and the Director of Food Services are subsequently reinstated, shall notify the UNION president, in writing, of the name and location of new employees, as they be required to complete their 90 day probationary period, and upon doing so shall have a seniority date reflecting their date of hire with the Company. It is understood that seniority will not accumulate during the time separated. (e) Where a probationary employee's performance is unsatisfactory, the Supervisor will review the employee's performance with the Xxxxxxx or Committeeperson. (c96, c99)

Probationary Employees. Section 1. New employees hired into the bargaining unit shall be on probation considered as probationary employees for the first ninety seven (907) calendar months of their continuous employment. Employees who are hired into the bargaining unit at less than full-time shall be deemed to be probationary employees until they have worked the equivalent of seven (7) months of full time equivalent continuous employment. Section 2. The purpose of the new hire probationary period is to provide for the evaluation of an employee over a period of seven (7) months. Should that period be interrupted to a significant degree, the new hire probationary period shall be extended to compensate for the interruption. Section 3. At the completion of the first three (3) months and again at the completion of the first six (6) months, each probationary employee shall be evaluated by his/her supervisor. Such evaluation shall be recorded in writing by the supervisor. The supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the supervisor to discuss the evaluation and recommendation prior to their employmenttransmittal to the CEO. Section 4. The ninety (90) calendar days shall During the new hire probationary period, an employee may be accumulated within one (1) year from their initial date of employmentdisciplined or terminated without recourse to the grievance and arbitration procedures provided herein, provided however, expect discipline or discharge for lawful and protected Union activity. Section 5. An employee whose employment is severed with the BOARD may require College must serve an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodupon reemployment, and/or additional period which may be required s/he shall be entered on whether in the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request same or a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary perioddifferent job title. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of paySection 6. If, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he an employee applies for and receives a lateral transfer, a promotion, or a lateral appointment, the probationary employee shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion receive no credit towards satisfaction of the probationary period if, and shall serve a full probationary period in the opinion of new position unless the Board or its representativesemployee’s new position is within the same division as the old position, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services employee serves under the same department head. Nothing contained in this Section shall notify deny an employee the UNION president, in writing, of the name and location of new employees, as they complete their probationary periodright to a promotion pursuant to Article 19.

Probationary Employees. New employees Employees hired in a bargaining unit position in a group classification shall be on probation considered as probationary Employees for the first ninety (90) calendar days workdays of their his/her employment. The probationary Employee shall receive the contractual rate of pay but shall not receive any fringe benefits, L.T.D. or holiday pay during the probationary period. When an Employee successfully completes the probationary period by accumulating ninety (90) calendar workdays of employment, he/she shall rank for seniority beginning with the first day of hire. 1. First day in a bargaining unit position shall begin the Probationary Period for a period of ninety (90) work days. 2. If a probationary Employee is absent for any reason (excluding weekends and holidays) those days missed shall be accumulated within added to his/her start date and the probationary period shall be recalculated. 3. If more than one (1) year from their initial date of employment, provided howeverEmployee is hired on the same day, the BOARD may require an additional probationary period not last four digits of the Employees social security number will be used to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered determine placement on the seniority list and his/her seniority list. The lowest four digit number Employee shall be computed as of the initial date of employmentnumber one seniority, next higher number Employee will be number two seniority and so on, being placed accordingly. 4. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period This method shall not be subject to apply when seniority Employee starts the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) same day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will new hire in a particular group, in such case seniority Employee shall be accrued but may not be used during the probationary periodfirst. (A) 5. There shall be no seniority among probationary employees. (B) 6. The UNION Union shall represent probationary employees Employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but not for as set forth in Article 2 of this Agreement, except that the purpose Board of protesting Education or its representative will have the right of discharge or disciplinary action involving a probationary Employee without a grievance filed or termination of employmentprocessed for other than lawful Union activity. 7. The employer agrees to notify the Union president and the treasurer when new bargaining Union members are hired on a permanent basis and when such Employees have completed the ninety (C90) A probationary employee may be promoted during the day probationary period, but upon such promotion s/he except in emergencies. Substitutes shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board not acquire or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationaccrue seniority. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall a. An employee will be on probation for the first considered probationary until he or she has completed ninety (90) accumulative calendar days of their employmentwith the Company. The ninety Company agrees to provide to the Union, with a copy to the probationary employee, a written report on the progress of the probationary employee upon thirty (9030) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, and every thirty (30) days thereafter until the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as completion of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. HoweverThis probationary period may be extended by the Company for an additional fifteen (15) accumulative calendar days. Prior to an employee’s probationary period being extended, the requirement Union Standing Committee and the employee will be informed, and will be provided with written reasons for the extension. b. A probationary employee in any department (presently consisting of an additional probationary period shall not box, converting, warehouse and maintenance) will be subject to the grievance procedure. The activation laid off in order of insurance benefits department seniority and will not move from department to department on the basis of seniority during a layoff. c. In the event of layoff, a probationary employee will be delayed beyond the initial terminated. A probationary employee who is terminated and recalled will receive credit for each period of employment in calculating his ninety (90) day probationary period. Upon successful , and at the completion of the probationary period, his plant seniority as stated above and vacation will be retroactive adjusted to ninety (90) days prior to completion. d. A probationary employee's department seniority date shall be established as the date last day of hire as a permanent employee. Sick days will be accrued but may his probationary period and in the department where he is working at that time. e. An employee cannot be used during the sign into an area (Line of Progression) until he has completed his probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New Section 1. Every newly hired full-time employee will be required to successfully complete a probationary period. The probationary period shall commence on the first day for which the employee receives compensation from the Employer and shall continue for a period of one hundred twenty (120) calendar days. Newly hired full-time bargaining unit employees may join the Union and file bargaining unit employees may join the Union and file grievances from the date of hire; however, such employee may be terminated any time during their probationary period andshall have no appeal over such removal. Nothing herein prohibits theparties from mutually agreeing to extendthenewhire probationary periodwhencircumstances warrant such extension. Newly hired employees shall not be on probation for entitled to hospitalization benefits or AFSCME Care Plan benefits until the first ninety day of the month after completion of sixty (9060) calendar days of their employment. Section 2. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may Newly promoted bargaining unit employees will be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional to successfully complete a promotional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional promotional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to begin on the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees employee begins receiving compensation for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary promotion and shall revert to the lower classificationcontinue for a period of sixty(60) calendar days thereafter. Section 3. Newlypromoted bargaining unit employees mayreturn to their formerposition withinthe first ten (D10) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, calendar days of the name and location of promotional probationary period. Newly promoted probationary employees maybe returned bythe Employer to their former position or similar position if theformer position nolonger exists, no sooner than twenty-eight (28) calendar days from the date the employee begins the new employeesposition, as they complete their probationary perioddefined in Section 2 herein, unless thehealth and safety of the employee or other employees is in question, or for reasons of economy. Section 4. The Employer shall provide the Union with a notice containing the name, department, job classification and seniority date of any newly hired employee and/or the name, department, job classification, seniority date and effective date of promotion for newly promoted bargaining unit employees.

Probationary Employees. New employees (a) Except as is expressly provided elsewhere in this Agreement, every person, who is covered by the terms of this Agreement shall be on probation until she has actually worked for a period of service composed of one hundred and twenty (120) normal shifts (as defined in Article 10.01) since the first ninety date of her last hiring as an employee of the Employer (90) calendar days of their employmenthereinafter called the “probationary period”). An employee who has not completed her probationary period shall have no seniority and shall not be included in any seniority list. The ninety probationary period of a PTO employee who does not work normal shifts (90as defined in Article 10.01) calendar days shall be accumulated within one composed of nine hundred and seventy-five (1975) year from their initial date scheduled hours actually worked. (b) The probationary period in respect of employment, provided however, the BOARD any employee may require be extended for an additional probationary period not or such lesser period of time as may be agreed by the Employer and the Union. If such extension is agreed upon, the employee’s probationary period shall be taken, for all purposes (including, in particular, the purposes of Articles 3.01 (c), 6.02 and 9.02), to exceed ninety include the initial period and the extended Probationary Period. (90c) calendar days. When The probationary period will be waived for any full-time, PTO, PTU, temporary or casual employee who is hired as an employee finishes his/governed by this Part of the Collective Agreement and who has already completed the probationary period specified in Article 6.01(a) in the same classification. 6.02 A probationary employee shall receive all the benefits of this Agreement not otherwise excluded and provided that she fulfils the time limits applicable to any terms and conditions of employment set out herein or of any benefit plans during her probationary period, and/or additional period which may be required s/he shall be entered on but, for greater certainty, the seniority list and his/dismissal of a probationary employee during her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement regardless of an additional probationary period cause, shall not be made the subject matter of a grievance or submitted to arbitration by the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodUnion or otherwise. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. Section 1. New employees hired into the bargaining unit shall be on probation considered as probationary employees for the first ninety seven (907) calendar months of their continuous employment. Employees who are hired into the bargaining unit at less than full-time shall be deemed to be probationary employees until they have worked the equivalent of seven (7) months of full time equivalent continuous employment. Section 2. The purpose of the new hire probationary period is to provide for the evaluation of an employee over a period of seven (7) months. Should that period be interrupted to a significant degree, the new hire probationary period shall be extended to compensate for the interruption. Section 3. At the completion of the first three (3) months and again at the completion of the first five (5) months, each probationary employee shall be evaluated by his/her supervisor. Such evaluation shall be recorded in writing by the supervisor. The supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the supervisor to discuss the evaluation and recommendation prior to their employmenttransmittal to the CEO. Section 4. The ninety (90) calendar days shall During the new hire probationary period, an employee may be accumulated within one (1) year from their initial date of employmentdisciplined or terminated without recourse to the grievance and arbitration procedures provided herein, provided however, expect discipline or discharge for lawful and protected Union activity. Section 5. An employee whose employment is severed with the BOARD may require College must serve an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodupon reemployment, and/or additional period which may be required s/he shall be entered on whether in the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request same or a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary perioddifferent job title. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of paySection 6. If, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he an employee applies for and receives a lateral transfer, a promotion, or a lateral appointment, the probationary employee shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion receive no credit towards satisfaction of the probationary period if, and shall serve a full probationary period in the opinion of new position unless the Board or its representativesemployee’s new position is within the same division as the old position, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services employee serves under the same department head. Nothing contained in this Section shall notify deny an employee the UNION president, in writing, of the name and location of new employees, as they complete their probationary periodright to a promotion pursuant to Article 19.

Probationary Employees. New Section 1: All new employees shall be on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request serve a meeting with the appropriate administrator to discuss the reasons for extending the three-month probationary period. HoweverAny employees hired after the end of the school calendar year may have the probationary period extended, so as to fulfill the three-month proba- tionary period after the start of school. Seniority will revert to first day of hire upon completion of said proba- tionary period. Section 2: At any time during the probationary period when a new employee fails to satisfactorily perform the duties of the position for which the employee was hired, the requirement administration may discharge said employee. Termination of an additional a probationary period employee shall not be subject to the grievance procedure. The activation Griev- ance Procedure. Section 3: Probationary employees shall be eligible for Agreement fringe benefits as follows: a. Life insurance shall begin at the next Board reporting period to the carrier after the employee has worked one day for the District. b. Sick leave will be earned as per provisions of insurance benefits will not this Agreement after the employee has worked five (5) consecutive work days. c. Holiday pay, personal business leave and vacation allowance shall be delayed beyond earned after two (2) months of consecutive employment with the initial ninety (90) day period. District. Section 4: Upon successful completion of the probationary period, seniority as stated above and vacation the employee will be retroactive to the date of hire classi- fied as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There employee and shall be no seniority among probationary eligible for benefits given to all permanent employees. (B) Section 5: A written evaluation will be prepared. The UNION shall represent probationary employees for evaluation form will also be used as a means of improving the purpose skills and techniques of collective bargaining the individual. The principal and/or the immediate supervisor will point out strengths and weakness in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary specific areas so that the employee may be promoted during upgrade her/his performance. Following the probationary periodwritten evaluation, but upon such promotion s/he shall be deemed the principal and/or the immediate su- pervisor will conduct an interview to have satisfactorily completed discuss the requirements of written evaluation with the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation employee and the Director of Food Services shall notify employee will sign the UNION president, in writing, of written evaluation as well as the name and location of new employees, as they complete their probationary periodevaluator.

Probationary Employees. (a) New employees hired in the unit shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to unit and shall rank for seniority from the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial day ninety (90) days prior to the day period. Upon successful completion of the employee completed the probationary period, seniority period or as stated above and vacation will be retroactive calculated in (f) below. The provisions of this Section shall not apply to temporary employees as defined in the date Letter of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodUnderstanding "Temporary Hires". (Ab) There shall be no seniority among probationary employees. (Bc) An employee with seniority in one office of the Company who is hired as a new employee at another office of the Company will not be required to serve another probationary period but shall rank for seniority at the new office as of the date of entry into the new office. (d) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment as set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that the layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Section (C) A probationary employee 1.4), may be promoted during taken up as a grievance provided, however, that (i) the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Company shall not be held to the same standards as in the case of seniority employees; and (ii) the classification from which s/he has been promotedUnion shall upon filing a grievance concerning such an employee state in what respects the discharge is alleged to be arbitrary and, therefore, was not related to the employee's attitude, performance, conduct or potentiality as a satisfactory employee. However, s/he may The Appeal Board shall have jurisdiction over such case. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the a probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationdischarge and reinstatement. (De) The Manager of Facilities Where a probationary employee's performance is unsatisfactory, the Supervisor will review the employee's performance with the Committeeperson. (f) Probationary employees that are temporarily separated during their probationary period and Transportation and the Director of Food Services are subsequently reinstated, shall notify the UNION president, in writing, of the name and location of new employees, as they be required to complete their 90 day probationary period, and upon doing so shall have a seniority date reflecting their date of hire with the corporation. It is understood that seniority will not accumulate during the time separated.

Probationary Employees. New employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be on probation given to the Union. A probationary employee who has been discharged for failing to meet the first ninety (90) calendar days of their employment. The ninety (90) calendar days standards shall be accumulated within one (1) year from their initial date of employment, provided howeveradvised in writing by the Department Supervisor or Manager, the BOARD may require an additional reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodhas been completed, and/or additional period at which may be required s/he shall be entered on the seniority list and his/her time seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting back dated to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement commencement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (Ab) There Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be no seniority among terminated. In such event the provisions of Article 17 of this Agreement shall not be applicable to the termination of the probationary employeesemployee. (B10.04 Except as provided in Clause 10.03(b) The UNION the provisions of Article 17 shall represent be applicable to an employee during her probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentperiod. 10.05 Employees will not be able to bid within the same classification during their six (C6) A month probationary period. Should an employee may be promoted awarded a vacancy in a different classification during the this probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements she may carry a maximum of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of three (3) months service credit toward the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower new classification. (D) 10.06 The Manager of Facilities and Transportation Company and the Director Union agree that the preparation and discussion of Food Services shall notify written progress reports during an employee's probationary period is essential. 10.07 New employees will only become eligible for benefits upon the UNION president, in writing, successful completion of the name and location of new employees, as they complete their probationary periodperiod and after having completed six (6) complete months of service. 10.08 Probation may be extended by mutual agreement between the Union and the Company for a duration equivalent to any absence in the workplace. 10.09 Probation may be extended by mutual agreement between the Union and the Company for a maximum of three (3) months in the event that the employee requires further assessment.

Probationary Employees. Section 1: New employees hired into the bargaining unit shall be on probation considered probationary employees for the first ninety year (90twelve (12) calendar days months) of their employment. The ninety (90) calendar days ; provided, however, whenever any such employee shall, without a break in service, have performed, on a part-time basis, the job whose specifications are the same as those of the position being so filled, such part-time service shall be accumulated within credited toward fulfillment of the probationary requirement in such pro-rated amount as such part-time service bears to full-time service. Section 2: The one (1) year from their initial date probationary period for new employees required to attend a formal training program as a condition of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered will commence on the seniority list and his/her seniority shall be computed as first full day of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon employment upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodprogram. (A) Section 3: There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he successful completion of that period, the employee shall be deemed credited with seniority from the date of hire. Section 4: The Union shall represent probationary employees for the purposes of collective bargaining with respect to have satisfactorily completed tours of duty and other conditions of employment. Section 5: During the requirements of the classification from which s/he has been promoted. Howeverprobationary period, s/he an employee may be returned disciplined or terminated without recourse to such classification prior the grievance procedure; provided that no employee will be disciplined of discharged for lawful and protected Union activity. Section 6: An employee, whose employment is severed, must serve an additional probationary period upon reemployment, whether in the same or different job title; provided, however, that this requirement shall not apply to completion employees who are recalled. Section 7: The purpose of the probationary period ifis to provide for the evaluation of an employee over a period of twelve (12) months. Should that period be interrupted for more than thirty (30) consecutive working days, in the opinion probationary period shall be extended to compensate for that absence. The employee will be notified of this extension and the reasons for it. Section 8: At the completion of the Board or its representatives, s/he does not satisfactorily perform first three (3) months of such probationary period and again within one (1) month prior to the duties completion of the higher classification. In that event his/her salary probationary service, each probationary employee shall revert be evaluated by his/her immediate supervisor. Such evaluation shall be recorded in writing by the immediate supervisor. The immediate supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the immediate supervisor’s evaluations and recommendations and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the immediate supervisor to discuss the evaluation and recommendation prior to their transmittal to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, Chief Executive Officer of the name and location of new employees, as they complete their probationary periodcampus or designee.

Probationary Employees. New employees shall be on probation for the first ninety 18.1 A probationary employee is a new bargaining unit employee who has not yet completed at least a six (906) calendar days of their employmentmonth working test or trial period. The ninety (90) calendar days initial probationary period may be extended by the employer, but in no case shall be accumulated within exceed a total of one (1) year year. The affected employee and the Union shall be notified in writing of such extension within two weeks of such continuation. The following shall be excluded from their initial date the calculation of employmentthe probationary period: all leaves of absence without pay; all periods of workers' compensation or sick leave in excess of five (5) working days. Employees who have previously completed at least a six (6) month working test or trial period who have separated from employment with UConn Health for other than lay off or non-renewal and return to UConn Health within six (6) months, provided however, the BOARD may require shall not be required to serve an additional probationary period not to exceed ninety unless the separation was involuntary or the result of a negotiated settlement. For employees hired on or after November 9, 1992, whose assignment authorizations are less than fifty (9050) calendar days. When an employee finishes his/her probationary periodpercent, and/or additional the working test or trial period which may be required s/he shall be entered on nine months. If an employee’s assignment authorization in the seniority list and his/her seniority shall be computed as of same position increases to fifty (50) percent or more after hiring, time spent in the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary nine-month working test or trial period shall count toward the six-month working test or trial period on a prorated basis. 18.2 Each new employee shall attend a new employee orientation session offered by the Department of Human Resources. UConn Health will provide new employees with published information about retirement plan options. UConn Health may not be steer employees towards any particular retirement plan. Rehires and employees who transfer into the bargaining unit shall, subject to the grievance procedure. The activation operating needs of insurance benefits will their Department, attend the portion of the new employee orientation session conducted by a Union representative to discuss Union matters within a reasonable period of time. 18.3 Probationary employees shall have the right to review all materials placed in their personnel file. 18.4 Where written evaluations of probationary employees are performed, such evaluations shall be reviewed with the employee prior to being placed in the personnel folder. 18.5 In the event that a probationary employee is dismissed before the end of the employee’s probationary period or is not be delayed beyond continued after the initial ninety (90) final day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive the employee shall receive a one (1) week notice or pay in lieu thereof. The one (1) week notice shall not qualify an individual for completion of the working test period. The notification shall not exceed one (1) week beyond the end of the agreed to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary working test period. (A) There 18.6 In no case shall the discipline or dismissal of an employee during the employee’s probationary period or the noncontinuation of an employee after the final day of the employee’s probationary period be no seniority among probationary employeesgrievable or arbitrable under this Agreement. (B) The UNION 18.7 Employees who bump or return to work from the recall list shall represent complete a six- month additional probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the period. During such probationary period, but upon the Employer maintains the prerogative to transfer or dismiss said employee for unsatisfactory performance as long as the employee has been provided advance written notice and an opportunity to improve, and such promotion s/he action and decision shall be deemed grievable under the agreement. Employees who are bumped or return to have satisfactorily completed work from recall and are subsequently dismissed under this agreement shall be placed on the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationrecall list for at least an additional six months. (D) The Manager of Facilities and Transportation and the Director of Food Services 18.8 An employee who transfers during a working test period shall notify the UNION president, automatically have their working test period begin again as provided in writing, of the name and location of new employees, as they complete their probationary periodArticle 18.1.

Probationary Employees. New (a) Newly hired employees shall be on subject to a probation period. This period shall be four (4) months in length for all positions. For those positions identified by the Joint Advisory Job Evaluation Committee as being entitled to learning curve recognition, there shall be a second probation period equal in length to the balance of time required for the first ninety (90) calendar days of their employmentemployee to complete his/her customized training plan. The ninety (90) calendar days criteria for this second probation period shall be accumulated limited to the employee's successful completion of the training plan. For the purpose of seniority, entitlements and benefits, probation is finished after successfully completing the first probation period. The probation periods for part-time employees shall be pro-rated. Any part-time employee who has not met the length of probation requirement within a one (1) calendar year from their initial date period shall be deemed to have completed this probation after serving fifty percent (50%) of employment, provided howeverthe probation period and receiving a successful performance appraisal. (b) Under special circumstances and with the mutual agreement of the College and the Union, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he extended to a period not exceeding a further three (3) months. Any leave from the position of longer than ten (10) consecutive working days during the probationary period for sick leave, vacation or general leave of absence may extend the probation date by the equivalent length of that leave. Employees who have satisfactorily completed their probation period shall be entered on so advised. (c) During the seniority list and his/her seniority probationary period a probationary employee shall be computed as entitled to all rights and privileges of the initial date of employmentthis Agreement. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon After successful completion of the probationary period, period seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for effective from the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination original date of employment. (Cd) A The College may terminate a probationary employee may for unsuitability where the employee's performance has been measured against reasonable standards and the assessment carried out fairly and objectively. Each probationary employee shall be promoted during informed upon hiring of this provision. (e) When an employee returns to the same position as that previously held within the last twelve (12) months, any continuous period of time spent in the previous position which is fifty percent (50%) or greater of the required probationary period for the position, shall be applied to the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be on probation A. An Employee is a probationary Employee for the Employee's first six (6) calendar months of employment at the University or for the first ninety six (906) calendar days of their employmentmonths following transfer into the bargaining unit. The ninety University may discontinue an Employee's probationary period at any time by written notice to the Employee. B. Between three (903) calendar days shall be accumulated within one months and four (14) year from their initial date months after the start of the probationary employment, provided howeverthe Employee’s supervisor or designee will meet with the Employee to provide feedback on their performance, the BOARD may require an additional and will provide a written mid-probationary period evaluation. This provision does not to exceed ninety (90) calendar days. When an employee finishes his/her prevent the Employer from providing a probationary Employee with other evaluative feedback or coaching at any time during the probationary period, and/or additional period including but not limited to Focused Professional Practice Evaluation (FPPE) and Ongoing Professional Practice Evaluation (OPPE). C. Probationary Employees may participate in the benefits and programs for which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employmentthey are eligible. The additional Probationary Employees who utilize leaves during their probationary period will not have their probationary period extended for the length of the absence. D. No matter concerning the discipline, layoff or termination of a probationary Employee shall be required without submitting subject to the employee Grievance and Arbitration Procedures. The Union will receive a copy of the termination notice. Following the termination of a probationary Employee, at the request of the Union, the University shall meet and discuss the reasons for the extended period. The employee may request a meeting termination with the appropriate administrator to discuss Union president, provided the reasons for extending Union makes such a request within three (3) business days following receipt of the termination notice. E. A probationary Employee shall have no seniority, except as otherwise provided in the Agreement until the probationary Employee has completed the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, the Employee will acquire seniority as stated above and vacation will be retroactive to from the Employee's date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodhire. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) F. A probationary employee may be promoted Employee is eligible to bid on other open positions during the probationary period, but upon such promotion s/he shall be deemed pursuant to have satisfactorily completed the requirements of the classification from which s/he has been promotedUniversity’s standard application procedures. However, s/he may be returned It is understood that Employees opting to such classification bid will not receive preferential treatment or consideration for any open position compared to other candidates. An Employee who transfers prior to the successful completion of the their probationary period if, will start a new six (6) month probationary period in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classificationposition to which they transfer. In that event his/her salary shall revert A probationary Employee is limited to the lower classificationone (1) such transfer. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be on probation for the first ninety (90) calendar days of their employment. A. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional Employer agrees to provide probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting Employees with the appropriate administrator opportunity to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of demonstrate and develop their proficiency. B. During the probationary period, seniority as stated above the Employee’s conduct and vacation will be retroactive to performance of the date actual duties of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee his/her position may be promoted during the probationary periodobserved, but upon such promotion shis/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. Howeverher pre-employment background investigated, and s/he may be returned separated from the service at any time if, after a full and fair trial, it becomes apparent that the Employee’s conduct, general character traits, or capacity do not fit him/her for satisfactory service. Such a separation may not be based on partisan political reasons, marital status, race, color, religion, sex, national origin, physical handicap, or age discrimination. C. The Employer will ensure that all Probationary Employees will be informed in writing of any concerns with their work performance and conduct that cause them to such classification demonstrate their lack of fitness or qualifications for continued employment. The Employer will ensure this process is fair and equitable. The Employer may utilize Form AD-507, “Probationary or Trial Period Report”, as needed, to document issues and corrective actions to be taken. If the form is used, the Employer will ensure the Probationary Employee receives a copy of Form AD-507. Upon request by the Employee, the supervisor will discuss its contents. The Union can be provided a copy, upon receiving permission from the employee & providing the Employer with a written request for Form AD-507 and a copy of the Employee’s permission. D. Probationary Employees have the right to Union representation in accordance with the provisions of this Agreement. E. If possible prior to completion terminating a probationary Employee, the Supervisor will communicate any concerns in writing regarding the Employee’s conduct, behavior, performance, attendance, suitability, etc., that would be cause for dismissal. When it is determined that a probationary Employee is to be separated, the Employee will be given written notice of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationdecision. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees hired in the district shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting unit and shall rank for seniority from the day ninety (90) days prior to the day the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending completed the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) . The UNION Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that a layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Section (C) A probationary employee 1.4), may be promoted during taken up as a grievance; provided, however, that the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Company shall not be held to the same standards as in the case of the classification from which s/he has been promotedseniority employees. However, s/he may The Arbitration Board shall have jurisdiction over such cases. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation probationary employee’s discharge and the Director probationary employee’s reinstatement. Where a probationary employee’s performance is unsatisfactory, the Supervisor will review the employee’s performance with the Union. The provisions of Food Services this Section shall notify the UNION president, not apply to temporary employees as defined in writing, of the name and location of new employees, as they complete their probationary periodLetter (5.2) "Temporary Hires".

Probationary Employees. New 1. Newly hired employees shall be on probation considered probationary employees for the first ninety (90) calendar days two years of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, Such employees may during the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional be terminated at any time without any recourse whatsoever. Anything to the contrary notwithstanding, the parties to the Agreement may extend the probationary period which may be required s/he by mutual consent of the parties to this Agreement. It is specifically understood and agreed all fringe benefits of employment specified throughout this Agreement shall be entered on the seniority list and his/her seniority shall be computed as of the initial date provided a new employee in a probationary status three (3) months after commencement of employment. 2. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request For a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. Howevernewly hired employee, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful upon completion of the probationary period, an employee's seniority as stated above and vacation will shall be retroactive to the his date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination commencement of employment. (C) A probationary 3. An existing employee may be promoted during the probationary period, but upon such promotion s/he to a new job classification shall be deemed considered probationary in said new classification for one full year from the date of said promotion, provided, however, said employee is not subject to have satisfactorily completed discharge as is a newly hired employee nor shall said promoted probationary period in any manner reduce said employee's then existing benefits, it being understood all such benefits continue in the requirements ordinary course as if said employee were not promoted. A. An employee promoted to a new job classification shall receive the regular, not the probationary, wage applicable to the promoted job classification. B. At the expiration of said probationary period in the classification from sole discretion of Employer and without recourse to said employee, Employer may terminate the promotion at which s/he has been promoted. However, s/he may be returned said employee shall then revert to such this job classification prior to completion said promotion. C. Management shall cause notice of a job or position of employment opening to be posted on the bulletin board in the Administration Building at least one (1) week prior to management publicly soliciting for a new employee to fill said job or position of employment. It being the intention of the probationary period if, parties hereto current employees are to be first afforded the opportunity to qualify for and obtain any and all openings in employment with the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationAuthority. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 1. All original appointments and promotional appointments shall be on probation considered as probationary employees for the first ninety one hundred thirty (90130) calendar days worked of their employmenther/his continuous employment and shall serve at the pleasure of the College. The ninety (90) calendar days Any promotional appointee who is dismissed from the position to which they were promoted during the probationary period or at the conclusion thereof shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not restored to exceed ninety (90) calendar daysher/his former position. 2. When an employee finishes his/her During this probationary period, and/or additional period which may the employee will be required evaluated by the employee’s immediate supervisor every two (2) months. The employee shall be notified in writing of the evaluation after each evaluation is made, and if appropriate, shall be offered constructive criticism to enable the employee to improve her/his performance. In no case shall any evaluation of an employee be based on hearsay. Evaluation reports will be placed in the employee’s personnel file. The employee shall have the right to attach appropriate comments to any evaluation. 3. At the end of the probationary period, a decision will be made whether to retain or terminate the employee. If the employee is not notified, in writing, that her/his services are not satisfactory, or that her/his continued employment is not desired at the expiration of the probationary period, then s/he shall be entered on continued in her/his employment. Any employee may be dismissed by the seniority list and his/her seniority College during the probationary period for reasons relating to the employee’s lack of qualifications or for the good of the service. Such dismissal shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting in writing with a copy sent to the employee and the reasons for the extended periodUnion President. 4. The employee may request a meeting with Union recognizes and agrees that the appropriate administrator State has the right to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedureperform personnel performance reviews. The activation of insurance benefits will not be delayed beyond State and the initial ninety (90) day period. Upon successful completion of Union agree to reconvene the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees Evaluation Committee for the purpose of collective bargaining in respect to rates of payimproving the evaluation process. The Union shall select two members, hours of employment the State shall select two members and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he fifth member shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promotedPersonnel Administrator or designee. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary The Committee shall revert to the lower classificationmeet and develop a Personnel Performance Review Document. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 13.01 A new employee shall serve as a probationary employee until she has completed a total of four hundred and fifty (450) hours of work. If she is to be on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/retained when she has completed her probationary period, and/or additional her name shall be placed on the appropriate seniority list and her seniority shall date back to the employee’s date of hire. The probationary period which may be required s/he extended with the written agreement of the probationary employee, the Union and Employer. 13.02 A new part-time employee shall serve as a probationary employee until she has completed a total of four hundred and fifty (450) hours of work since the last day of hire. In no case shall a part-time employee’s probation extend beyond six months. If she is to be retained when she has completed her probationary period, her name shall be entered placed on the seniority list list, and his/her seniority she shall be computed as credited with four hundred and fifty (450) hours seniority. The probationary period may be extended with the written agreement of the initial probationary employee, the Union and Employer. 13.03 On or before the expiry date of employment. The additional probationary period the probation period, the Employer will not be required without submitting confirm to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator decision: a. in writing that she has successfully completed her probation; or b. to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of terminate her employment. (C) 13.04 The purpose of the probation period is to provide an opportunity to determine whether a new employee has the ability and qualities to become a reliable, competent employee. A probationary employee may be promoted during terminated at the sole discretion of the Employer and must be supported on a rational basis. 13.05 An employee may be evaluated from time to time with respect to work performance. Employees may comment and these comments will be made part of the employee’s file. Performance reviews are not considered to be discipline and are not grievable. 13.06 When conducting a review of a probationary employee’s performance, the Employer will informally, or formally, as the case may be, solicit input from bargaining unit employees who have worked with the probationary period, employee. It is understood that this consultation is not a mandatory obligation on the Employer but upon such promotion s/he shall be deemed a recognition that the input of fellow employees in these evaluations may contribute to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location a full appraisal of new employees, as ’ suitability for the work they complete their probationary periodare expected to perform.

Probationary Employees. New 10.01 An employee hired on or after February 1, 2013 for their first six hundred (600) hours worked will be considered a probationary employee. The Company will, within seventy- two (72) hours, give the Union in writing, the reason for the non-retention of a probationary employee. A probationary employee may be placed on any job, provided it cannot be filled by a regular employee. 10.02 A member of the local’s Union committee shall be allowed sufficient time with all new employees, to explain the Union’s operation during a probationary employee’s orientation. 10.03 Probationary employees shall be on probation for laid off from the first ninety plant before “regular” employees are laid off 10.04 An employee laid off or displaced during their probationary period, and who is not re- employed by the Company within twelve (9012) calendar days months following the date of layoff shall be considered as a new employee if re-employed by the Company. There shall be no obligation on the Company to reemploy a laid off probationary employee; however, if a probationary employee is reemployed within the 12-month period following layoff their employment. The ninety “original starting date” shall prevail once they attain the status of a “regular” employee. a. Initial probationary hours accumulated by a probationary employee prior to a layoff and if they are rehired within twelve (9012) calendar days months of layoff they shall continue on probationary hours accumulated. 10.05 Upon completion of the employee’s probationary period, their plant seniority shall date back to their “original starting date” and they shall be accumulated within considered a “regular” employee. 10.06 All employees have seniority in the Common Labour Pool (Plant Seniority) in accordance with their “original starting date”. 10.07 An employee’s department seniority shall commence upon being accepted as the successful applicant on a plant-wide Bid Job Posting, to fill a permanent vacancy in that department. 10.08 No employee may hold or accrue department seniority in more than one (1) year department, (other than in the Common Labour Pool) at any one time. Therefore, if an employee moves into a department, other than their regular department, they shall lose all seniority in their former department at the time of entrance into such secondary department. 10.09 Employees shall lose all departmental seniority if they are laid off from their initial date of employment, provided however, the BOARD may require an additional probationary period plant and not to exceed recalled within ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may . 10.10 Employees shall lose all seniority rights and be required s/he shall be entered on the seniority list and his/her seniority shall be computed as terminated for any of the initial date of employment. The additional probationary period will following reasons: a. Discharge not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to reversed through the grievance and arbitration procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period.; (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.b. Resignation;

Probationary Employees. New employees shall a. An employee will be considered probationary until an employee has been on probation the payroll of the Company for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days, or until they have accumulated sixty (60) working days in a one hundred and eighty (180) calendar day period. When an No person will be considered a probationary employee finishes his/her more than once without the mutual agreement of the Company and the Union. The Company agrees to provide to the Union, with a copy to the probationary periodemployee, and/or additional period which may be required s/he shall be entered a written report on the seniority list and his/her seniority shall be computed as progress of the initial date probationary employee upon thirty (30) days of employment. The additional probationary period will not be required without submitting to , and every thirty (30) days thereafter until the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending completion of the probationary period. HoweverThis probationary period may be extended by the Company for an additional fifteen (15) accumulative calendar days. Prior to an employee’s probationary period being extended, the requirement Union Standing Committee and the employee will be informed, and will be provided with written reasons for the extension. b. A probationary employee in any department (presently consisting of an additional probationary period shall not box, converting, transportation department and maintenance) will be subject to the grievance procedure. The activation laid off in order of insurance benefits department seniority and will not move from department to department on the basis of seniority during a layoff. c. In the event of layoff, a probationary employee will be delayed beyond the initial terminated. A probationary employee who is terminated and recalled will receive credit for each period of employment in calculating his ninety (90) day probationary period. Upon successful , and at the completion of the probationary period, his plant seniority as stated above and vacation will be retroactive adjusted to ninety (90) days prior to completion. d. A probationary employee's department seniority date shall be established as the date last day of hire as a permanent employee. Sick days will be accrued but may his probationary period and in the department where he is working at that time. e. An employee cannot be used during the sign into an area (Line of Progression) until he has completed his probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New (1) A probationary employee shall work under the provisions of this Agreement, but shall be employed on a trial basis as provided for in each Supplement. (2) During the probationary period, the employee may be terminated without further recourse; provided, however, that the Employer may not terminate the employee for the purpose of evading this Agreement or discriminating against Union members. A probationary employee who is terminated by the Employer during the probationary period and is then worked again at any time during the next full twelve (12) months at any of that Employer’s locations within the jurisdiction of the Local Union covering the terminal where he/she first worked, except in those jurisdictions where the Local Union maintains a hiring hall or referral system, shall be added to the regular seniority list with a seniority date as of the date that person is subsequently worked. The rules contained in subsection (a) (2) are subject to provisions in the Supplements to the contrary. (3) Probationary employees shall be on probation paid at the new hire rate of pay during the probationary period; however, if the employee is terminated by the Employer during such period, he/she shall be compensated at the full contract rate of pay for all hours worked retroactive to the first ninety (901st) calendar days of their employmentday worked in such period. The ninety Effective April 1, 2019, CDL-qualified employees hired into driving positions who are not currently on the seniority list at an NMFA a carrier covered by this Agreement, but and who for two (902) calendar days or more years regularly performed CDL-required driving work for a commonly-owned NMFA carrier covered by this Agreement, shall be accumulated within compensated at one hundred percent (100%)90% of the full contract rate of pay for a period of one (1) year from their initial date of employmentand go to the full contractual rate thereafter, provided however, the BOARD may require an additional probationary period they have not to exceed ninety had a break in service in excess of three (903) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodyears. (A) There shall be no seniority among probationary employees. (B4) The UNION shall represent probationary employees for Union and the purpose of collective bargaining in respect Employer may agree to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of extend the probationary period iffor no more than thirty (30) days, in but the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert probationary employee must agree to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, such extension in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 4:01 Any new employee shall be on probation for the first ninety considered a probationary employee until such employee completes fifty (9050) working days of employment or five (5) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date months of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar dayswhichever comes first. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional Employees who have completed such probationary period shall be considered permanent employees and shall be credited with seniority from date of hire. Discharge of probationary employees is at the sole discretion of the employer and not be subject to the Grievance / Arbitration procedure, unless such discharge is discriminatory or arbitrary. 4:02 The Employer agrees to furnish the Union monthly with a written list of all new employees of the Employer who have completed their probationary period as provided in sub-Article 4:01 of this Agreement. 4:03 The grievance procedure. The activation of insurance benefits will and arbitration procedures hereinafter in this agreement laid down shall not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive available to the date of hire as a permanent employee. Sick days will be accrued but may any employee who has not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period ifas provided in sub-article 4:01 of this agreement nor shall such procedure be available to the union on behalf of any such employee with respect to discharge or discipline of such employee and/or any matter relating to seniority, provided the employer does not act in the opinion a discriminatory manner. 4:04 The Employer agrees that a representative of the Board Union may interview each employee either during her new employee orientation sessions or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert prior to the lower classificationcompletion of her probationary period as provided in sub-Article 4:01 of this Agreement. The Employer further agrees to designate the time and place for such interview on the Employer’s premises. Such interview shall not exceed fifteen (15) minutes in duration for each such employee. Where two (2) or more employees are to be interviewed at the same time, the interview time will not exceed fifteen (15) minutes. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be on probation A Probationary Employee will receive not less than the minimum rate for the first ninety job. Upon completion of six (906) calendar days months of their employment. The ninety (90) calendar days shall continuous service, a Probationary Employee will be accumulated within one (1) year credited with vacation and sick leave from their initial date of employment, provided however, hire at the BOARD may require an additional probationary period not accrual rates described in this Agreement as applicable to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodPermanent Employees. Upon successful completion of six (6) months of continuous service a Probationary Employee is eligible to take sick leave pay or vacation pay in accordance with this Agreement. Upon satisfactory completion of the probationary period, seniority as stated above and vacation a Probationary Employee will be retroactive to given the status of a Permanent Employee, will be credited with continuous service with the District from date of hire as a permanent employeehire. Sick days Probationary Employees will be accrued but paid for holidays in the same manner as Permanent Employees. An Employee shall not attain status as Permanent until the Employee has completed a probationary period of twelve (12) months continuous service in a full-time position with the District. The term "continuous service" as used in this provision and as it pertains to step wage increases means uninterrupted service with the District in a full- time position in which service may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees interrupted by unauthorized absences, interruption of service due to illness, and/or authorized leave of absences. Except for the purpose of collective bargaining unauthorized absences resulting in respect to rates of pay, hours of employment and other conditions termination of employment, but not for such interruptions will result in extension of the purpose probationary period and step wage increase anniversary dates by a like number of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during work days. During the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he individual may be returned to such classification prior to completion of terminated by the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert District for any reason without recourse to the lower classificationgrievance procedure. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New ‌ (a) The parties agree that in the event two or more employees are hired on the same date, they shall be listed in the following manner on probation for the first ninety (90) calendar days seniority list: 1. Upon completion of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her employee's probationary period, and/or additional period which may their name will be required s/he shall be entered placed on the seniority list with their last date of hire. 2. If two (2) or more employees complete their probationary period on the same day, the employees plus a Union Xxxxxxx and his/her a member of Management will place the names of the affected employees (completed probation on the same day) into a container and the employees will draw a name out of the container. The first name drawn out of the container will be the first name listed on the seniority list. The names would be listed on the seniority list in order of the draw with the same seniority date. (i) All full-time employees shall be computed as probationary employees until they have completed four hundred and fifty (450) hours of the initial date work or four (4) calendar months of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodwhichever occurs first. Upon successful completion of probation, the employee's name will be placed on the appropriate seniority list with seniority dating from the date of last hire by the Health Centre. (ii) During the probationary period, the probationary employee shall have no seniority as stated above standing. (iii) Under no circumstances will an employee be required to serve a second probationary period, unless otherwise mutually agreed by the parties. (b) All part-time employees shall be probationary employees until they have completed four hundred and vacation fifty (450) hours of work or six (6) calendar months of employment, whichever occurs first. Upon successful completion of probation, the employee's name will be retroactive to placed on the appropriate seniority list with seniority dating from the date of last hire as a permanent employee. Sick days will be accrued but may not be used during by the probationary periodHealth Centre. (A) There 12.02 The discharge of a probationary employee is at the sole discretion of and for any reason satisfactory to the Health Centre. Probationary employees who have been discharged have access to the grievance procedure, but it is understood and agreed that there shall be no seniority among probationary employeesa lesser standard of proof required. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New An employee is a "probationary employee" for his/her first twelve (12) months of employment. Probationary employees shall be reviewed by his/her supervisor in writing a minimum of three (3) months, six (6) months and nine (9) months after the start of the probationary period and then again two (2) weeks prior to the end of the probationary period. Thereafter, an employee shall be reviewed on an annual basis on his/her anniversary date. The employee shall be given a copy of his/her evaluation when it is completed. A new employee on probation may be discharged for cause or for a shortcoming in his/her job performance at any time during the first ninety (90) calendar days probationary period, regardless of their employmentwhether a review has been conducted as provided herein, and the discharge of a new employee on probation shall not be subject to the grievance procedure set forth in Article 20 of this Agreement. The ninety (90) calendar days However, such new employee on probation shall be accumulated within one entitled to the pre-disciplinary meeting provided by Section 3a) of Article 21 of this Agreement, prior to being discharged. Notwithstanding Sections 6.2 and 9.3.2 of the Village's Personnel Policies, an employee (1except Community Service Officers, Telecommunicators, and the Telecommunicator Coordinator) year who is transferred or promoted shall be required to serve a six (6) month probationary period and be reviewed at least two (2) months and four (4) months after the start of his/her probationary period and then again two (2) weeks prior to the end of the probationary period. Telecommunicators, the Telecommunicator Coordinator and Community Service Officers who are transferred or promoted shall serve the twelve (12) month probation. A probationary employee shall have no seniority, except for purposes of scheduling overtime assignments, as provided in Section 5 of Article 6 of this Agreement, or except as otherwise provided in this Agreement, until he/she has completed his/her probationary period. Upon the completion of his/her probationary period, he/she will acquire seniority from their initial his/her date of employmenthire. In the event a probationary employee has not successfully completed his/her probation, provided howeverthen, at the BOARD Employer's sole discretion, such employee may require be terminated, or such probationary period may be extended an additional probationary period not to exceed ninety (90) calendar days. When an Any temporary employee finishes his/her who becomes a permanent full-time employee in the same position in the same department without any break in service will have that continuous temporary employment period counted towards completion of their probationary period, and/or additional period which may be required s/he but such credit shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending exceed two (2) months towards the probationary period. However, the requirement An employee who has a continuous period of an additional temporary employment counted towards completion of their probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, acquire seniority as stated above and vacation will be retroactive to from the date of hire as a permanent employee. Sick days will be accrued but may not be used during he/she began the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours continuous period of employment and other conditions of employment, but not for with the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period ifVillage, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In event that event his/her salary shall revert to the lower classificationsuch probationary period is completed satisfactorily. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees Section 1. Employees newly hired or transferred into the bargaining unit shall be considered probationary through twelve (12) continuous months of service, beginning on probation the date on which they report for duty following the successful completion of any required academy training; provided that, where the University accepts prior academy training, employees newly hired or transferred into the bargaining unit shall be considered probationary through twelve (12) continuous months of service, beginning on the date on which they report for duty. Section 2. The starting date for unit members shall be the date the unit member started work in his/her current position unless the contract provides otherwise. In the event two or more unit members started on the same date for the first ninety same position seniority shall be determined by prior law enforcement experience as determined by the Chief/Director of Public Safety and in the event of the same experience by the highest Grade Point Average earned at the Academy. Section 3. During the probationary period, an employee may be disciplined or terminated without recourse to the grievance and arbitration procedures provided herein, except for discipline or discharge for lawful and protected union activity. Section 4. An employee who xxxxxx employment with the University must serve an additional probationary period upon re-employment, whether in the same or a different job title. Section 5. The purpose of the probationary period is to provide for the evaluation of an employee. Should that probationary period be interrupted to a significant degree by illness, injury or other absences, it shall be extended by an equal amount of time to compensate for such absences. Section 6. At the end of six (906) calendar months following the successful completion of the Academy, each probationary employee shall be evaluated by his/her supervisor. Such evaluation shall be recorded in writing by the supervisor. The supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the supervisor to discuss the evaluation and recommendation prior to their employmenttransmittal to the Chief Executive Officer of the Campus or designee. The ninety (90) calendar days shall be accumulated within Within one (1) year from their initial date month prior to the completion of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may such probationary employee shall again be required s/he evaluated in writing by the supervisor. The supervisor shall be entered on the seniority list and also indicate his/her seniority recommendation for the retention or termination of such employee. Such employee shall be computed as receive a written copy of the initial date supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of employment. The additional probationary period will not such receipt, be required without submitting entitled to the employee the reasons for the extended period. The employee may request a meeting meet with the appropriate administrator said supervisor to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject evaluation and recommendation prior to their transmittal to the grievance procedureChief Executive Officer of the Campus, or designee. Section 7. The activation Each new employee shall at the time of insurance benefits will employment, be required to enter into a written agreement to remain in his/her position of police officer at the University for a period of not be delayed beyond the initial ninety less than three (903) day period. Upon years (excluding unpaid leave of absence) following successful completion of Police Academy training and certification by the probationary periodMassachusetts Municipal Police Training Committee, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification unless excused from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary obligation by the University. If an employee fails to fulfill this requirement by voluntarily resigning from his/her position, he/she shall revert be responsible for reimbursing the University for costs relating to the lower classification. Police Academy training, excluding travel and salary, up to an amount of five thousand two hundred and fifty dollars (D) $5,250). The Manager repayment schedule shall be:  year of Facilities and Transportation and the Director service 100% of Food Services shall notify the UNION president, in writing, costs; not to exceed $5,250  13 months – 2 years of the name and location service 50% of new employees, as they complete their probationary period.costs; not to exceed $2,625  Greater than 2 years but no longer than 3 years 25% of costs; not to exceed $1,312.50

Probationary Employees. New A. The Association shall represent probationary employees shall be on probation for the purpose of collective bargaining with respect to rates of pay, hours of work, and other conditions of employment. However, it is agreed by both parties that for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her employee’s probationary period, and/or additional period which may be required s/he all matters concerning the discipline, demotion, layoff, or termination of such employee shall be entered on at the seniority list discretion of the University and his/her seniority shall be computed as specifically and expressly excluded from the Grievance and Arbitration provisions of the initial date of employmentcollective bargaining Agreement. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting Commencing with the appropriate administrator to discuss ninety-first (91st) calendar day of employment as a regular employee through and including the reasons for extending completion of the employee’s probationary period. However, all matters concerning the requirement discipline, demotion, or termination of an additional probationary period such employee shall not be subject to the grievance procedureGrievance Procedure provisions of the Collective Bargaining Agreement up to and including Step III of the provision, but shall be specifically and expressly excluded from Step IV, Arbitration. The activation University Step III disposition of insurance benefits will not all such grievances shall be delayed beyond final and binding on the initial ninety Association, the employee, and the University. B. Except as otherwise provided in paragraph C below, each employee shall be on probation for the first twelve (9012) day months of employment as a regular employee in the bargaining unit. An employee shall have no seniority during this probationary period. Upon successful completion of the probationary period, the employee shall be credited with seniority as stated above provided for in Article XX, Seniority, and vacation will be retroactive to placed on the date Seniority List of hire the Bargaining Unit. C. An employee who has held a regular position as an Officer, Campus Police, or Detective, Campus Police, or other regular full-time positions generally equivalent thereto, within the Campus Police Department for a permanent minimum period of twelve (12) consecutive months preceding the employee. Sick days will be accrued but may ’s transfer into the bargaining unit shall not be used subject to a probationary period and shall be credited with seniority as provided for in Article XX, Seniority. D. An Employee who terminates, or is terminated, for any reason during the probationary periodemployee’s initial twelve (12) month probation, shall return their badge, all duty issue leather goods (belt, holster, pouches, etc. (A) There ), and all uniform patches and other insignia. The employee shall reimburse the University for all remaining items of uniform issue clothing, and shall be no seniority among probationary employees. (B) The UNION permitted to retain those items as personal property. Such terminating employee shall represent probationary employees also reimburse the University all fees for any off-site training programs, seminars, workshops and clinics attended by the purpose of collective bargaining in respect to rates of payemployee, hours of employment and other conditions of employmentat Department expense, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationemployee’s initial twelve (12) month probation. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees (A) A newly-hired Employee shall be on probation for the first ninety a period of six (906) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year months worked from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will hire, shall not have any seniority rights during that period, or be accrued but may not be used during the probationary period. (A) There eligible for benefit plans identified in Article 27.01 other than Medical/Dental, and Short Term Disability coverage and EFAP plan which shall be no seniority among made available to Employees after three (3) months of service. It is recognized that a probationary employeesEmployee is serving a trial period to determine competence and suitability for a particular position and may be dismissed if, after careful review and in the Employer's judgment, he/she does not meet acceptable standards. (B) The UNION Employer shall represent evaluate a probationary employees for Employee’s performance during the purpose probationary period as per Article 14.01 using the Probationary Period Review Form (Appendix D) at two (2) month intervals and such evaluation shall be in writing with a copy to the Employee and the Director of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentHuman Resources. (C) A The entire probationary employee may be promoted during the probationary period, but upon such promotion s/he review process shall be deemed administered by the Responsible Manager and the Director of Human Resources. To initiate the review, the Director of Human Resources shall notify the Responsible Manager and the Immediate Supervisor that a review is necessary. The Probationary Review Form shall be completed by the Immediate Supervisor who shall meet with the Employee to have satisfactorily review the completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationProbationary Period Review Form. (D) Comments based on hearsay and anonymous materials shall not be allowed. Where neither the Immediate Supervisor nor the Responsible Manager has regular contact with the Employee being reviewed, faculty input from the area in which the Employee works shall be sought, and such input shall be in writing. (E) The Manager Employer reserves the sole right to make the decision regarding the retention or dismissal of Facilities and Transportation and a Probationary Employee at any time during the probationary period. The Employer agrees to notify the Union when termination action is to be taken. (F) The Director of Food Services Human Resources shall notify the UNION president, inform Employees in writing, writing of the name and location successful completion of new employees, as they complete their probationary period, with a copy to the Union. (G) After successfully completing the probationary period the Employee shall receive credit for seniority purposes from the original date of hire and be eligible for enrolment in all benefit plans. (H) All probationary forms, reports and supporting materials shall become part of the Employee’s

Probationary Employees. New employees 10.01 A new employee shall not be regarded as a permanent employee until completion of a probationary period of six (6) months consisting of a minimum of one hundred and twenty-six (126) days worked. The probationary period may be extended by mutual agreement between the Union and the Company. 10.02 In addition to the right of the Company to discharge a probationary employee for just cause the Company may discharge such employee at any time during the probationary period for failing to meet the standards set by the Company. An employee may be considered to have failed to meet such standards if the employee: (a) has been interviewed by the Supervisor/Manager and been told that the work performance is unsatisfactory, and (b) has been given notice in writing that within a specified and reasonable period of time work performance must show improvement, and (c) work performance continues to be unsatisfactory after such specified time. A copy of the notice referred to in (b) above shall be on probation given to the Union. A probationary employee who has been discharged for failing to meet the first ninety (90) calendar days of their employment. The ninety (90) calendar days standards shall be accumulated within one (1) year from their initial date of employment, provided howeveradvised in writing by the Department Supervisor or Manager, the BOARD may require an additional reasons for such dismissal and the Union shall be copied. (a) A probationary employee shall not accrue seniority until the probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodhas been completed, and/or additional period at which may be required s/he shall be entered on the seniority list and his/her time seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting back dated to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement commencement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (Ab) There Notwithstanding the provisions of Clause 10.02, in the event a probationary employee has been displaced by a permanent employee exercising her bumping rights or in the event a probationary employee's position is declared redundant prior to such probationary employee establishing seniority pursuant to Clause 10.03 (a) the probationary employee shall be no seniority among probationary employees. (B) The UNION terminated. In such event the provisions of Article 17 of this Agreement shall represent probationary employees for not be applicable to the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationemployee. (D10.04 Except as provided in Clause 10.03(b) The Manager the provisions of Facilities and Transportation and the Director of Food Services Article 17 shall notify the UNION president, in writing, of the name and location of new employees, as they complete their be applicable to an employee during her probationary period. 10.05 Employees will not be able to bid within the same classification during their six

Probationary Employees. New employees 25.01 A new Employee, not including an Employee promoted or transferred to another position, shall be on probation serve a probationary period of 975 hours or six (6) months, whichever occurs first. 25.02 Unless otherwise expressly stated, a probationary Employee is entitled to all the rights and benefits of this Agreement, including access to the grievance procedure. 25.03 The purpose of the probationary period is to allow the Employer to assess whether the Employee is able to meet the standards reasonably required by the Employer, and for the first ninety (90) calendar days of their employmentEmployer to provide guidance and feedback. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided howeverIn doing so, the BOARD Employer will give the Employee a fair chance to prove their ability and will make reasonable accommodation and provide reasonable assistance for the Employee to do so. 25.04 The parties recognize that there may require an additional occasionally be circumstances in which the initial probationary period is not sufficient. In such circumstances, the Employer may extend the probationary period by a further period not to exceed ninety six (906) calendar daysweeks. When an employee finishes his/her Reasons for such extension must be provided to the Employee and the Union in writing no later than two (2) weeks prior to the end of the initial probationary period. 25.05 After the successful completion of the probationary period, and/or additional period which may be required s/he the Employee shall be entered on the seniority list and his/her seniority so informed in writing. 25.06 Seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending accrue during the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon but upon successful completion of the probationary period, seniority as stated above and vacation will shall be retroactive to the date of hire as hire. 25.07 In the event of a permanent employee. Sick days discharge of a probationary Employee because the Employee is unable to meet the standards reasonably required by the Employer, a meeting will be accrued but may not held to advise the Employee. The Employee shall be used during the probationary periodgiven twenty-four (24) hours’ notice of such meeting and shall be informed of their right to Union representation. (A) There 25.08 Reasons for the dismissal of a probationary Employee shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for in writing with a copy to the purpose of collective bargaining in respect to rates of payUnion, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he Employee shall be deemed to have satisfactorily completed the requirements provided with at least one week’s notice or pay in lieu of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationnotice. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. 11.1 New employees in the classifications covered by the bargaining unit shall be on probation for the first ninety (90) calendar days a period of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial the date of employment, provided howeverhire. With the concurrence of the Human Resources Director, the BOARD Fire Chief may require extend the one (1)-year probationary period to a maximum of an additional three (3) months, if the Fire Chief determines that such extension is necessary. During the one (1)-year probationary period and any extension thereof, a new employee may be terminated or otherwise disciplined without recourse to the grievance resolution procedure hereunder or any other Town or Departmental grievance/appeals procedure. However, prior to finalizing his decision to terminate such probationary employee, the Fire Chief shall notify the employee of his intention and shall provide the employee (and his/her union representative) with an opportunity to meet with the Fire Chief and the Assistant Chief of Operations to informally discuss the matter. 11.2 Employees who are promoted will be on probation in the classification to which they are promoted for a period of nine (9) months, which may be extended by three (3) additional months at the discretion of the Fire Chief and upon written notice to the employee. If the Fire Chief determines that such employee has not to exceed ninety (90) calendar days. When an employee finishes successfully completed his/her probationary period, and/or additional period which the employee may be required sreturned to his/he her former classification without recourse to the grievance resolution procedure hereunder or any other Town or Departmental grievance/appeals procedure. However, prior to finalizing his decision to return such employee to his/her former classification, the Fire Chief shall be entered on notify the seniority list employee of his intention and shall provide the employee (and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting Union representative) with an opportunity to the employee the reasons for the extended period. The employee may request a meeting meet with the appropriate administrator Fire Chief and the Assistant Chief of Operations to informally discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period matter. 11.3 Newly hired employees shall not be subject entitled to the grievance procedure. The activation utilize vacation leave until they complete six (6) months of insurance benefits will service; vacation leave may be used after completion of six (6) months of service. 11.4 Newly hired probationary employees shall not be delayed beyond the initial ninety entitled to utilize sick leave until they complete six (906) day periodmonths of service. Upon successful completion of the (Other conditions relating to sick leave shall be governed by current Town and Department rules, regulations, and policies.) 11.5 Newly hired probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may employees shall not be used during the probationary period. entitled to utilize floating holiday and personal leave until they complete six (A6) There months of service. (Other conditions relating to floating holidays and personal leave shall be no seniority among probationary employeesgoverned by current Town and Department rules, regulations, and policies. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.)

Probationary Employees. New employees 24.01 A new employee, not including an employee promoted or transferred under Article 27, shall be on probation for the first ninety (90) calendar days serve a probationary period of their employment. The ninety (90) calendar days 988 hours, but in no case shall be accumulated within a new employee’s probationary period extend beyond one (1) year from their initial date of employmenthire. 24.02 Unless otherwise stated in this Agreement, provided howevera probationary employee is entitled to all the rights and benefits of this Agreement, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject including access to the grievance procedure. 24.03 The purpose of the probationary period is to allow the Employer to assess whether the employee meets the standards reasonably required by the Employer. In assessing this, the Employer will give the employee a fair chance to prove their ability, and will make reasonable accommodation and provide reasonable assistance to the employee to do so. 24.04 Where a probationary employee does not, and is not likely to, meet the standards reasonably required by the Employer, the Employer may dismiss the employee. If the employee has completed more than half of their probationary period, and is dismissed under this Clause for reasons other than disciplinary reasons as per Article 30, the Employer will provide the employee with two days written notice, or pay in lieu of notice. 24.05 Where the Employer dismisses a probationary employee under Clause 24.04, the Employer will give the employee written reasons for the dismissal. 24.06 The activation Employer will inform the employee in writing of insurance benefits the successful completion of the probationary period. 24.07 Seniority will not be delayed beyond accrue during the initial ninety (90) day probationary period. Upon , but upon successful completion of the probationary period, seniority as stated above and vacation will be shall accrue retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodhire. (A) There shall be no seniority among 24.08 The probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee period may be promoted during extended for one additional period of up to three months on terms agreed upon by the probationary periodEmployer, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation employee and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary periodUnion.

Probationary Employees. New All new employees shall be probationary employees until they extension thereof. Extensions shall be made on probation a case-by-case basis so the Employer has an opportunity to determine whether employees have the ability and other attributes which will qualify them for the first ninety (90) calendar days of their employmentregular employee status. The ninety (90) calendar days parties recognize that granting extensions shall be accumulated within one considered an exception to the general rule and that the University will attempt to time hiring so as to avoid the need for exceptions. The employer shall evaluate the probationary employee prior to the thirtieth (130th) year from their initial date workday, sixtieth (60th) workday, ninetieth (90th) workday, and at the end of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her any extended probationary period, and/or additional period which may be required s/he . The probationary report shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting given to the employee and the reasons for employee shall sign the extended periodreport indicating they received a copy. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of During the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There employees shall be have no seniority among probationary employees. (B) status and may be laid off or terminated at the sole discretion of the Employer without regard to their relative length of service. The UNION shall Union will represent probationary employees for the purpose of collective bargaining in respect to rates of paywages, hours of employment hours, and other working conditions excluding discipline or discharge. At the conclusion of employmentan employee's probationary period, the employee's name shall be added to the seniority list as of his/her last hiring date as a regular bargaining-unit University employee. 7.§2.1 A temporary employee who is hired as a regular employee in the same job classification in the same division in which he/she had served as a temporary employee will be credited toward the completion of his probationary period with the days worked in such classification during the preceding twelve (12) months, as of the date he/she thus becomes a regular employee, but not for the purpose of protesting disciplinary action or termination of employmentto exceed forty (40) working days. (C) 7.§2.2 A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements bid out of the classification from which s/he has been promotedhis division. However, s/a probationary employee who bids out of his division shall remain a probationary employee until he may be returned to such classification prior to completion of has completed forty-five (45) days worked in the new division or until he has completed his regular probationary period ifone hundred (100) days worked, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationwhichever is longer. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 1. Any individual hired by the Department into a bargaining unit position shall be on probation serve a probationary period of six months which shall not include any time off payroll. This shall also apply to any individual who transfers to the Department from another Vermont State agency or department; however, that individual may retain insurance benefits if they are otherwise eligible under the State’s insurance provisions. 2. The Department may decide to extend an individual’s probationary period for the first up to an additional ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting that notice is given to the employee prior to the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending expiration of the probationary period. The State’s Attorney, in consultation with the Department, shall provide written notice of areas for improvement with the notice of any Probation extension. 3. Prior to the end of the initial six- month probationary period or any extension period, the State’s Attorney or applicable supervisor shall evaluate the employee and may determine (or recommend, in the case of a supervisor) to separate the employee at the sole discretion of the Department provided that the separation is not for any reason related to illegal discrimination or retaliation for an employee exercising legal rights under state or federal law However, failure to conduct an evaluation of a probationary employee shall not diminish the requirement discretion to terminate employment at the discretion of an additional the State’s Attorney. 4. Notwithstanding any of the above, and under 24 V.S.A. § 363 a Deputy State’s Attorney (“DSA”) may be appointed and removed at the pleasure of the State’s Attorney, and consequently, regardless of longevity, shall not accrue any form of tenure of office or become subject to any form of just cause standard for the termination of their employment. 5. Employees in their initial or extended probationary period shall not be subject entitled to accrue and utilize accrued leave time; military leave in accordance with state and federal law; parental/family leave in accordance with state and federal law; the grievance procedure. The activation procedure relating to employment matters other than an extension of insurance benefits will not be delayed beyond probation, a performance rating/evaluation during probation, and any decision to terminate the employee during the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the or any extended probationary period. (A) There 6. Notwithstanding the foregoing, the requirements and standards of this Article shall not be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in mandatory with respect to rates DSA’s, and utilization of pay, hours this Article by a State’s Attorney with respect to a DSA shall not in any manner reduce or eliminate the discretion of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of a State’s Attorney to separate a DSA from employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees (A) A newly-hired Employee shall be on probation for a period of six (6) months worked from the first ninety (90) calendar days date of their employment. The ninety (90) calendar days hire, shall not have any seniority rights during that period, or be eligible for benefit plans identified in Article 27.01 except that Medical/Dental, and Short Term Disability coverage and EFAP plan which shall be accumulated within made available to Employees after one (1) year from their initial date month of employment, provided however, the BOARD may require an additional service. It is recognized that a probationary Employee is serving a trial period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which determine competence and suitability for a particular position and may be required s/he shall be entered on dismissed if, after careful review and in the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will Employer's judgment, they do not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employeesmeet acceptable standards. (B) The UNION Employer shall represent evaluate a probationary employees for Employee’s performance during the purpose probationary period as per Article 14.01 using the Probationary Period Review Form (Appendix D) at two (2) month intervals and such evaluation shall be in writing with a copy to the Employee and the Director of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentHuman Resources. (C) A The entire probationary employee may be promoted during the probationary period, but upon such promotion s/he review process shall be deemed administered by the Responsible Manager and the Director of Human Resources. To initiate the review, the Director of Human Resources shall notify the Responsible Manager and the Immediate Supervisor that a review is necessary. The Probationary Review Form shall be completed by the Immediate Supervisor who shall meet with the Employee to have satisfactorily review the completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationProbationary Period Review Form. (D) Comments based on hearsay and anonymous materials shall not be allowed. Where neither the Immediate Supervisor nor the Responsible Manager has regular contact with the Employee being reviewed, faculty input from the area in which the Employee works shall be sought, and such input shall be in writing. (E) The Manager Employer reserves the sole right to make the decision regarding the retention or dismissal of Facilities and Transportation and a Probationary Employee at any time during the probationary period. The Employer agrees to notify the Union when termination action is to be taken. (F) The Director of Food Services Human Resources shall notify the UNION president, inform Employees in writing, writing of the name and location successful completion of new employees, as they complete their probationary period, with a copy to the Union. (G) After successfully completing the probationary period the Employee shall receive credit for seniority purposes from the original date of hire and be eligible for enrolment in all benefit plans. (H) All probationary forms, reports and supporting materials shall become part of the Employee’s

Probationary Employees. New 1. Newly hired employees shall be on probation considered probationary for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within a period not to exceed one (1) year from their initial date of employment, provided however, year. Employees retained by the BOARD may require an additional Employer beyond the probationary period not to exceed ninety (90) calendar daysacquire seniority as of the first day of reporting for work. 2. When an employee finishes his/her During the probationary period, and/or additional period which the Employer may be required s/he shall be entered on the seniority list discharge any probationer at will and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period such discharge or other discipline shall not be subject to the grievance procedureand arbitration procedure of the Agreement. 3. All promotions within the unit described in this Agreement shall be probationary for a period of one (1) year; provided that an Employee promoted to a classification while serving an acting appointment in that same classification, with no break in service, shall be eligible to count the continuous period of the acting appointment toward the probationary period, to a maximum of six (6) months. Prior to the expiration of the promotional probationary period, the Employer may demote the probationer to the position from which the probationer was promoted and such demotion shall not be subject to the grievance and arbitration procedure of this Agreement. 4. The activation period of insurance benefits will any initial probationary period under Section 1 may be extended by the Sheriff, for a period not be delayed beyond the initial to exceed an additional ninety (90) day perioddays. Upon successful completion of The Employer will give the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION presidentEmployee notice, in writing, of the name and location reason for the extension. Further, any initial or promotional probationary period shall be extended by a time equivalent to any leave of new employeesabsence that exceeds twenty (20) work days. 5. Notwithstanding the provisions of Article XXV (Transfers), as they complete their the Sheriff shall not transfer Employees, either within or between Divisions, during an initial or promotional probationary period, unless: (a) The probationary Employee is the sole applicant for the transfer; or (b) There are special operational needs, in which case the Sheriff, Chief Deputy, or Major shall notify the Union President of the transfer and the reasons for it. The Union may request a meeting of the Labor-Management Committee to discuss any concerns relating to the transfer.

Probationary Employees. New employees *14.1 Notwithstanding any other provision in this Collective Agreement a newly hired Employee shall be on probation for a period of one hundred and fifty (150) of actual work from the first date of hire as a permanent full-time or permanent part- time Employee ("Probationary Employee") and shall be subject to the following terms and conditions: (a) Probationary Employees will receive an oral evaluation at thirty (30) days, a written evaluation at ninety (90) calendar days and a final written evaluation at the expiry of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, . (b) The parties agree that the requirement purpose of an additional the probationary period is to provide the Employer with the opportunity to assess the new Employee's suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated. (c) A probationary Employee shall not be subject entitled to all the benefits and rights contained in this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A probationary Employee shall be obliged to pay membership dues to the grievance procedure. Union during any probationary period. (e) The activation seniority of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon a probationary Employee shall, on successful completion of the probationary period, seniority as stated above and vacation will be retroactive revert back to the Employee's date of hire hire. (f) A probationary Employee is entitled to be credited with sick leave at the same rate as a permanent employee. Sick days will be accrued any other Employee during the probationary period but may must repay all sick leave taken but not be used during earned if the Employee does not successfully complete the probationary period. (Ag) There Probationary Employees shall be no seniority among probationary employeeshave the right to grieve. (Bh) The UNION shall represent If a probationary employees for the purpose of collective bargaining in respect to rates of payEmployee is disciplined or dismissed, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he it shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of for just cause and the Board of Arbitration or its representatives, s/he does single Arbitrator shall not satisfactorily perform have the duties of the higher classification. In that event his/her salary shall revert power to the lower classificationsubstitute any lesser discipline or penalty. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees Employees hired in a bargaining unit position in a group classification shall be on probation considered probationary Employees for the first ninety (90) calendar work days of their his/her employment. The probationary Employee shall receive the contractual rate of pay but shall not receive any fringe benefits, L.T.D., or holiday pay during the probationary period. When an Employee successfully completes the probationary period by accumulating ninety (90) calendar work days of employment, he/she shall rank for seniority beginning with the first day of hire. 1. First day in a bargaining unit position shall begin the Probationary Period for a period of ninety (90) work days. 2. If a probationary Employee is absent for any reason (excluding weekends and holidays), those days missed shall be accumulated within added to his/her start date and the probationary period shall be recalculated. 3. If more than one (1) year from their initial date of employment, provided howeverEmployee is hired on the same day, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered last four digits of the Employee’s social security number will determine placement on the seniority list and his/her seniority list. The lowest four-digit numbered Employee shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. Howevernumber one seniority, the requirement of an additional probationary period next higher number Employee will be number two seniority, and so on, being placed accordingly. 4. This method shall not be subject to apply when seniority Employee starts the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) same day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will new hire in a particular Group, in such case the seniority Employee shall be accrued but may not be used during the probationary periodfirst. (A) 5. There shall be no seniority among probationary employeesEmployees. (B) 6. The UNION Union shall represent probationary employees Employees for the purpose purposes of collective bargaining in respect as to rates of pay, wages, hours of employment employment, and other terms and conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary periodas set forth in Article 2, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of except that the Board or its representatives, s/he does not satisfactorily perform representative will have the duties right of the higher classification. In that event his/her salary shall revert to the lower classificationdischarge or disciplinary action involving a probationary Employee without a grievance filed or processed for other than lawful Union activity. (D) 7. The Manager of Facilities and Transportation and the Director of Food Services shall Employer will notify the UNION president, in writing, of Union President and Treasurer when new bargaining unit Employees are hired on a permanent basis and when those Employees have completed the name and location of new employees, as they complete their ninety (90) day probationary period, except in emergencies. Substitutes shall not acquire or accrue seniority.

Probationary Employees. New employees An Employee shall be on probation considered to be a probationary Employee until has been employed by the Company in the bargaining unit for the first a period of ninety (90) calendar days working on a vessel. During the period of their probation, the Employee's suitability for permanent employment will be assessed by the Company. At any time during the period of probation, an Employee may be released by the Company if the Companyjudges the Employee unsuitable for permanent employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided howeverIn the event a probationary Employee grieves release, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may Company shall only be required s/he shall be entered on to show that it acted reasonably in judging the seniority list and his/her seniority shall be computed as of Employee unsuitable for permanent employment with the initial date of employmentCompany. The additional probationary period will not be required without submitting to the employee the reasons Any days previously worked for the extended period. The employee may request Company by an Employee on a meeting with relief basis will be counted towards the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day probationary period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for For the purpose of collective bargaining in respect to rates this Agreement, seniority is the total length of paycontinuous service with the Company as an Employee. If two or more Employees have the same seniority date, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during Employee first dispatched from the probationary period, but upon such promotion s/he Union's dispatch hall shall be deemed to have satisfactorily completed the requirements most seniority. The Company will prepare and post on appropriate bulletin boards, by January of each year, listings showing the seniority of Employees. One copy of these listings will be sent to the Union. In the event an employee is promoted to a position outside this bargaining unit, will continue to accrue seniority for a period of six (6) months from the date of promotion, at the conclusion of which time must either return to former position in this bargaining unit or renounce seniority in this bargaining unit An Employee shall lose seniority standing and shall have name removed from all seniority lists in any one of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.following cases:

Probationary Employees. New (a) All new employees shall be on probation for placed in a probationary capacity until the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of twelve (12) months' continuous service, except where it is determined by the probationary period, seniority as stated above and vacation will be retroactive to the date Fire Chief that a Probationary Employee's performance warrants an extension of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary such probation period. (Ab) There This probation period shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of determining an employee's suitability for permanent employment. At any time during this period employment and other conditions of employment, but not may be terminated if it can be satisfactorily shown the employee is unsuitable for the purpose of protesting disciplinary action or termination of employment. (Cc) A probationary employee may Suitability for employment will be promoted during decided on the probationary period, but upon basis of factors such promotion s/he shall be deemed as: (i) the quality of work, (ii) ability to have satisfactorily completed work harmoniously with others, (iii) conduct, (iv) ability to meet fire fighting standards set by the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationMunicipality. (Dd) The Manager In addition to (a), (b) and (c) above a Probationary Employee who is absent for any reason for five (5) working days or more during the probation period shall have their probation period extended by an equal amount of Facilities time to make up such loss. (i) Progression by a Probationary Employee from "Firefighter probation (1st six (6) months)" salary rate to "Firefighter six (6) months to end of 1st year" salary rate, and Transportation and the Director also from "Firefighter six (6) months to end of Food Services 1st year" salary rate to "Firefighter beginning 2nd year" salary rate shall notify the UNION presidentbe subject, in writingeach instance, to achieving a satisfactory performance appraisal rating. (ii) It is understood that where the Employer intends to withhold a salary rate listed in Sub-section 3(e)(i), the Employer shall advise the employee of such a decision prior to the date on which the employee would have moved up to the next salary rate. Failure to advise the employee before the date the employee was due to move up to the next salary rate, of the name and location of new employeesEmployer's decision to not allow the movement up to the next salary rate will result in the employee's automatic move onto the next salary rate, as they complete their probationary periodif the employee’s performance was satisfactory. (f) If a Probationary Employee continues in the same position on a permanent basis, seniority, holiday benefits and other perquisites referable to length of service shall be based on the original date of employment.

Probationary Employees. New 1. An employee will be regarded as a probationary employee for a period of one year. 2. The work performance of probationary employees shall be on probation for the first ninety (90) evaluated no later than 30 calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting prior to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement conclusion of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. 3. Prior to receiving an unsatisfactory evaluation, or being terminated, the Administration must have tendered notice of deficiencies, in writing, and have provided the employee with sufficient opportunity, both as to time and resources, to improve his/her work performance. 4. Probationary employees may be laid-off or discharged at the sole discretion of, or as exclusively determined by the Board. 5. The Board will work collaboratively with the Association in the event a probationary period needs to be extended for an employee. F. A copy of the written evaluation (AAppendix C) of the employee’s performance shall be given to the employee following a conference with the administrator G. The employee is entitled to a dissenting opinion and/or to make a clarifying statement which shall be attached to the evaluation. H. All observations shall be conducted openly and with full knowledge of the employee. This, however, does not preclude the use of information gained from unannounced visits to work sites by the evaluation administrator. I. The employee shall have the right to request and will receive an additional evaluation by another administrator from within the District. J. It is understood that no evaluation of an employee’s work performance shall be made apart from the procedures listed in the agreement. Routine discussions and feedback to employees are understood to not be “evaluations” for purposes of this provision. K. Any unsatisfactory evaluation must be presented to the employee no later than thirty (30) calendar days prior to the end of the employee’s work year. A satisfactory evaluation must be presented to the employee no later than fifteen (15) calendar days prior to the end of the employee’s work year. A. There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees established under this Article a closed forum, hereinafter called "Labor Relations", for the purpose of collective bargaining in respect improving the employer-employee relationship. Labor Relations will be used to rates of pay, hours of employment resolve problems not covered by the contract and other conditions of employment, but will not for the purpose of protesting disciplinary action or termination of employmentbe considered negotiation sessions. (C) A probationary employee may B. Labor Relations will be promoted during arranged between the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of Association president and the Board or its designated representatives, s/he does not satisfactorily perform the duties by mutual consent of the higher classificationparties: Such meetings shall include representatives of the Association, including a Uniserv representative, and representatives of the Board. In that event his/her salary Arrangements for the meeting shall revert be made in advance, and a written agenda of the matters to be taken up shall be presented at the time the meeting is requested. The names of the persons to be present shall be submitted prior to the lower classificationmeeting. Matters taken up at Labor Relations shall be confined to those included in the agenda. If Labor Relations takes place during any employee's working hours, he/she shall not lose time or pay for reasonable time. Time paid will be reflected in Association Business Release Time. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New A probationary employee shall not attain seniority until he has been so employed by the Board for an aggregate probationary period of eighty (80) working days during any twelve (12) consecutive month period after which time shall acquire the seniority status and obligations of a permanent employee under this Agreement, provided that all benefits will be provided after sixty (60) working days. The seniority and vacation entitlement only of any probationary employee shall date eighty (80) working days prior to the date on which he acquires seniority status. Vacation entitlement for probationary employees shall be on probation in the extent as herein provided under Article of' this Agreement. In the event a probationary employee ceases to be employed by the Board such entitlement shall be in accordance with the Employment Standards Act. It is mutually agreed that probationary employees shall not work in excess of the hours provided herein for permanent employees. The wage rate for probationary employees shall be one dollar ($1 an hour less than employee rates. Except for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent provisions in Article probationary employees for are excluded from the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for ain i u nit I As it is the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion common goal of the Board and the Support Staff to provide the best possible Catholic education for the children of this community; and to achieve that goal it is essential that the Board and the Support Staff maintain the harmonious relationship which exists between them; The Board and Support Staff agree that this collective agreement shall be applied in a manner which fully supports the basic equality of all staff; The Board and Support Staff further agree that every employee has a right to freedom from sexual and racial harassment and to this end the parties shall jointly develop and implement policy and programs promoting racial harmony and sexual equality among all staff and students; It is the desire of both parties to specify within this agreement the conditions of employment together with the salaries, employee benefits and allowances which govern the parties who are covered by this agreement. The Board agrees that there will be no discrimination, interference, restraint, intimidation or coercion, by its members or representatives, s/he does not satisfactorily perform exercised or practised upon any employee because of membership in the duties of the higher classification. In that event his/her salary shall revert to the lower classificationUnion. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees Any employee entering the service as a full time or permanent part time employee shall be on probation a probationary employee for a period of three (3)months. Except where otherwise provided, all provisions of this agreement will apply to probationary employees. A probationary employee released by the first ninety (90) calendar days Employer during this period may grieve the reason but may not pursue the grievance to arbitration. A probationary employee shall have a performance evaluation completed in accordance with Article at approximately the mid-point of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodor sooner if warranted), and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodat its conclusion. Upon successful completion of the probationary period, a full time or permanent part time employee’s seniority as stated above and vacation will shall be retroactive established ‘from the first day of employment. It is understood the Employer may extend this period by an additional three (3)months by notificationto the Alliance Permanent Part Time employees A part-time shift can be established where there is not sufficient work to establishfull-time shifts. No part-time shift may be scheduled to negate a full-time position. A part-time employee is an employee whose normal hours of work are less than those established in the Hours of Work Article Part-time employees shall be paid at the straight time rate of pay for all work performed up to the date normal daily or weekly hours specified for full- time employees and shall be entitled to any benefits provided under the terms of hire the Benefit Program in the same proportion as a permanent employeetheir normal weekly hours of work compared with the normal weekly hours of work specified for full-time employees and pursuant to Appendix A unless otherwise agreed with the Alliance. Sick days will be accrued but may not be used during A part-time employee shall have the right to decline work beyond their regularly scheduled part-time hours. Full Time Employees A Full time employee is an employee hired for an indeterminate period who has completed the probationary period. (A) There shall . It is understood that no employee will be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect required to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.serve more than one

Probationary Employees. A. New employees shall will be on probation probationary employees for the first ninety nine hundred, sixty (90960) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, hours actually worked in the BOARD may require an additional probationary period not to exceed ninety (90) calendar daysclassification. When an employee finishes his/her the probationary period, and/or additional period which may be required she/he she shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the from their last date of hire as a permanent employeeinto the bargaining unit which shall be interpreted to mean the first day actually worked in the classification. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) B. The UNION Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment. However, but not no grievance will be entertained for the purpose of protesting disciplinary action discipline or termination of employmentprobationary employees unless it is charged that the Employer's action was based upon Union activity. (C) A probationary employee C. Probationary employees may be promoted during offered overtime if all non-probationary employees on the probationary period, but upon such promotion s/he shall be deemed to applicable overtime list are working or have satisfactorily completed declined the requirements of the classification from which s/he has been promotedavailable overtime. However, s/he probationers’ overtime hours are not used for equalization purposes. The Employer may, for convenience only, list the names and telephone numbers of probationary employees on the same page with the overtime equalization list. The Employer retains the right to mandate overtime of non-probationary employees, in accordance with the Agreement, rather than utilize probationary employees. D. New probationary employees can put their name on AFSCME Hot Board postings but may not be returned to such classification prior to completion of given consideration unless there are no successful non- probationary employees. If the probationary employee is awarded the vacancy in the bargaining unit they shall continue to serve the remainder of their probation period ifand, in addition, shall serve the opinion of trial period as defined in Article 16, Section 1. If the Board or its representativesprobationary employee is not awarded the position, s/he does not satisfactorily perform a reason will be given in writing for further discussion with the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION union president, in writing, of the name and location of new employees, as they complete their probationary periodupon written request.

Probationary Employees. New A probationary employee is one who has not completed five (5) months of continuous service or one hundred (100) actual days worked whichever is the greater, but who will be appointed to the permanent staff upon the completion of five (5) months of continuous full-time service or one hundred (1 00) actual days worked whichever is the greater. Permanent full-time employees shall be on probation are those employees who have satisfactorily completed their probationary period of employment and who have been hired into a permanentjob except as prescribed below in Article Temporary full-time employees are those employees who have been hired to work the regular number of hours in the hiring department but for a specified period of time of fifteen (1 5) continuous months or less or as replacements for the first ninety employees absent due to illness or injury or leaves of absence (90including any resulting backfills) calendar days of their employmentunder this Collective Agreement. The ninety Extensions beyond fifteen (9015) calendar days shall months will be accumulated within one (1) year from their initial date of employment, provided however, discussed with the BOARD may Union on a case-by-case basis and will require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as mutual agreement of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period parties in writing and shall not be subject unreasonably withheld. Temporary full-time employees filling in for employees on Maternity, Parental and Adoption Leaves (including any resulting backfills) shall not exceed sixty-one (61) weeks. The Region agrees to provide on a quarterly basis to the union a list of all temporary employees and the that they are filling. full-time employees will not have recourse to the grievance procedureor arbitration procedures when their temporary employment is for any reason. The activation Seniority provisions of insurance benefits will this Agreement shall not be delayed beyond apply, except that in the initial ninety (90) day period. Upon event an employee in this category is successful in obtaining employment in this bargaining unit, on successful completion of the probationary periodperiod specified in article A), seniority as stated above and vacation will be retroactive to calculated from the date of hire as a permanent employeetemporary hire. Sick days will be accrued but may full-time employees shall not be used during the probationary period. (A) There entitled to bumping rights. full-time employees shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect eligible to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, participate in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. following employee benefit programs only: Extended Health Care Plan; Group Life Insurance Plan; Dental Plan as noted in Article Sick (Dpersonal and family) The Manager of Facilities Leave Plan and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.Bereavement Leave

Probationary Employees. New employees 14.1 Notwithstanding any other provision in this Collective Agreement a newly hired Employee shall be on probation for the first ninety a period of one hundred and fifty (90150) calendar days of their employment. The ninety actual work from the Date of Hire as a Permanent full-time or Permanent part-time Employee (90"Probationary Employee") calendar days and shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. following terms and conditions: (a) Probationary Employees will receive an oral evaluation at thirty (30) days, a written evaluation at sixty (60) days and a final written evaluation at the expiry of the probationary period. (b) The activation parties agree that the purpose of insurance the probationary period is to provide the Employer with the opportunity to assess the new Employee's suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated. (c) A Probationary Employee shall be entitled to all the benefits will not and rights contained in this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A Probationary Employee shall be delayed beyond obliged to pay membership dues to the initial ninety Union during any probationary period. (90e) day period. Upon The Seniority of a Probationary Employee shall, on successful completion of the probationary period, seniority as stated above and vacation will be retroactive revert back to the date Employee's Date of hire Hire. (f) A Probationary Employee is entitled to be credited with sick leave at the same rate as a permanent employee. Sick days will be accrued any other Employee during the probationary period but may must repay all sick leave taken but not be used during earned if the Employee does not successfully complete the probationary period. (Ag) There Probationary Employees shall be no seniority among probationary employeeshave the right to grieve. (Bh) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of payIf a Probationary Employee is disciplined or dismissed, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have satisfactorily completed the requirements power to substitute any lesser discipline or penalty. 14.2 A Probationary Employee discharged during the probationary period for unsatisfactory work performance shall be given ten (10) calendar days notice of discharge or pay in lieu of notice. 14.3 If an Employee is recalled to the classification from which s/he has been promotedsame position after the summer break, the summer break will not be considered a break in the probationary period. However, s/he may be returned if the Employee returns to such classification prior to completion a different position after the summer break the Employee must serve the complete probationary period but for seniority purposes service will begin upon the date of the probationary period iffirst hire. 14.4 A Term Employee who becomes a Permanent Employee, in the opinion same position, at the expiration of the Board or its representatives, s/he does not satisfactorily perform term shall be credited with the duties of hours worked in the higher classification. In that event his/her salary shall revert to term position towards the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 10.01 An employee for their first four hundred and eighty (480) hours worked will be considered a probationary employee. The Company will, within seventy-two (72) hours, give the Union in writing, the reason for the non-retention of a probationary employee. A probationary employee may be placed on any job, provided it cannot be filled by a regular employee. 10.02 A member of the local’s Union committee shall be allowed sufficient time with all new employees, to explain the Union’s operation during a probationary employee’s orientation. 10.03 Probationary employees shall be on probation for laid off from the first ninety plant before “regular” employees are laid off. (90a) An employee laid - off or displaced during their probationary period, and who is not re-employed by the Company within twelve (12) calendar days months following the date of layoff shall be considered as a new employee if re-employed by the Company. There shall be no obligation on the Company to reemploy a laid-off probationary employee; however, if a probationary employee is reemployed within the 12-month period following layoff their employment. The ninety “original starting date” shall prevail once they attain the status of a “regular” employee. (90b) Initial probationary hours accumulated by a probationary employee prior to a layoff and if they are rehired within twelve (12) calendar days months of layoff they shall continue on probationary hours accumulated. 10.05 Upon completion of the employee’s probationary period, their plant seniority shall date ba ck to their “original starting date” and they shall be accumulated within considered a “regular” employee. 10.06 All employees have seniority in the Common Labour Pool (Plant Seniority) in accordance with their “original starting date”. 10.07 An employee’s department seniority shall commence upon being accepted as the successful applicant on a plant-wide Bid Job Posting, to fill a permanent vacancy in that department. 10.08 No employee may hold or accrue department seniority in more than one (1) year department, (other than in the Common Labour Pool) at any one time. Therefore, if an employee moves into a department, other than their regular department, they shall lose all seniority in their former department at the time of entrance into such secondary department, except: (a) If they are disqualified by the Company or self disqualified within thirty (30) days of actually working on the job, in such secondary department, or (b) If they are demoted back to the Common Labour Pool on a reduction of forces, from such secondary department within thirty (30) days of actually working on the job, then they shall retain and accrue seniority in their initial date of employment, provided however, former department but shall loose all rights in such secondary department. 10.09 Employees shall lose all departmental seniority if they are laid off from the BOARD may require an additional probationary period plant and not to exceed recalled within ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may . 10.10 Employees shall lose all seniority rights and be required s/he shall be entered on the seniority list and his/her seniority shall be computed as terminated for any of the initial date of employment. The additional probationary period will following reasons: (a) Discharge not be required without submitting to reversed through the employee grievance and arbitration procedure; (b) Resignation; (c) Retirement; (d) Xxxxxx from the reasons plant for the extended period. The period specified hereunder: (1) For a regular employee may request a meeting with having less than twelve (12) calendar months plant seniority, at the appropriate administrator to discuss time of layoff, said seniority is lost after twelve (12) calendar months of layoff from the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodplant. (A2) There shall be no For “regular” employees having twelve (12) calendar months or more of plant seniority, at the time of layoff from the plant, all seniority among probationary employeesis lost if the plant layoff extends for more than twenty-four (24) calendar months, or a period equal to the calendar days of plant seniority at the time of layoff, whichever is greater. For employees hired after January 31, 1997, having twelve (12) calendar months or more of plant seniority, at the time of layoff from the plant, a ll seniority is lost if the plant layoff extends for more than twenty-four (24) calendar months, or a period equal to the calendar days of plant seniority at the time of layoff, whichever is greater, not to exceed sixty (60) calendar months. (Be) The UNION shall represent probationary employees for Absence without leave in excess of three (3) workdays without reason satisfactory to the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentCompany. (Cf) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationaccordance with Article 11.04. (Dg) In accordance with Article 22.03. (h) Confirmed employment with another employer while on a leave of absence, without prior approval from the Company. 10.11 Effective February 1, 1994, any bargaining unit employee who accepts a position within the Company, but outside the bargaining unit shall continue to accrue seniority, but shall lose all seniority rights and their right to return to the bargaining unit if they do not return to the bargaining unit within six (6) months. 10.12 An employee rehired by the Company after loss of seniority rights shall be considered as a probationary employee. 10.13 Human Resources will provide plant and department seniority lists on a quarterly basis. (a) Departments will be reduced in the reverse order of department seniority. (b) Sections will be reduced in the reverse order of department seniority within the section. (c) The Manager plant will be reduced in the reverse order of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary periodplant seniority.

Probationary Employees. (a) New employees hired in the unit shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to unit and shall rank for seniority from the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial day ninety (90) days prior to the day period. Upon successful completion of the employee completed the probationary period, seniority period or as stated above and vacation will be retroactive calculated in (f) below. The provisions of this Section shall not apply to temporary employees as defined in the date Letter of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodUnderstanding "Temporary Hires". (Ab) There shall be no seniority among probationary employees. (Bc) An employee with seniority in one office of the Corporation who is hired as a new employee at another office of the Corporation will not be required to serve another probationary period but shall rank for seniority at the new office as of the date of entry into the new office. (d) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment as set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that the layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Section (C) A probationary employee 1.4), may be promoted during taken up as a grievance provided, however, that (i) the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Corporation shall not be held to the same standards as in the case of seniority employees; and (ii) the classification from which s/he has been promotedUnion shall upon filing a grievance concerning such an employee state in what respects the discharge is alleged to be arbitrary and, therefore, was not related to the employee's attitude, performance, conduct or potentiality as a satisfactory employee. However, s/he may The Appeal Board shall have jurisdiction over such case. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the a probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationdischarge and reinstatement. (De) The Manager of Facilities Where a probationary employee's performance is unsatisfactory, the Supervisor will review the employee's performance with the Committeeperson. (f) Probationary employees that are temporarily separated during their probationary period and Transportation and the Director of Food Services are subsequently reinstated, shall notify the UNION president, in writing, of the name and location of new employees, as they be required to complete their 90 day probationary period, and upon doing so shall have a seniority date reflecting their date of hire with the corporation. It is understood that seniority will not accumulate during the time separated.

Probationary Employees. New employees of the plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employmentemployment except as provided in subsection below. The ninety (90) calendar days days’ probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayscontinue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list of their department or division and his/her shall rank for seniority shall be computed as of from the initial date of employment. The additional probationary period will not be required without submitting day ninety days prior to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending day they completed the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) ‘There shall be no seniority among probationary employees. (B) . The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but employment as set forth in Section of this Any made by a probationary employee that a or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. (C) A probationary employee discriminatory under Sec. may be promoted during taken up as a grievance; provided, however, that the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Corporation shall not be held to the same standards as in the case of the classification from which s/he has been promotedseniority employees, The Appeal Board shall havejurisdiction over such cases. However, s/he may A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation probationary employee’s discharge and the Director of Food Services shall notify probationary employee’s reinstatement. Where a probationary employee’s performance is unsatisfactory, the UNION president, in writing, of Supervisor will review the name and location of new employees, as they complete their probationary periodemployee’s performance with the Xxxxxxx or Committeeperson.

Probationary Employees. ‌ New employees hires covered by this Agreement shall be on probation for the first ninety probationary status until they have actually worked sixty (9060) calendar days of their employmentdays. The ninety To qualify towards sixty (9060) calendar days shall be accumulated within one (1) year from their initial date of employment, provided howeverworked days, the BOARD new hire must complete a full eight (8) hours of work per day. Upon completion of thirty (30) worked days, a written evaluation of the progress of the employee’s performance will be made and reviewed with the employee. An employee’s probationary period may require be extended for an additional probationary period not to exceed ninety sixty (9060) calendar days. When an employee finishes hisworked days provided the Employer gives advance written notice indicating the specific job competencies which haven’t been reviewed/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as or achieved along with a written plan identifying a training program schedule inclusive of the initial date of employmenttraining to be provided. The additional probationary period Training will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodprovided by qualified trainers. Upon successful completion of the probationary period, the employee shall be placed on the regular seniority as stated above list and vacation will their seniority shall commence on their date of hire. Probationary employees may be retroactive laid off or their employment may be terminated without recourse to the date grievance procedure except where the layoff or termination was due to the employee’s union activities. Notice of hire as layoff or termination of a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There employee shall be no seniority among probationary employees. (Bpromptly given to the Union Xxxxxxx of jurisdiction with a copy to the Teamsters Business Agent. Failure to comply with requirements to obtain licensing or certification(s) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours that are conditions of employment and other conditions for individual job classifications shall constitute an automatic termination of employment, but not for with no recourse to this agreement. Upon completion of the purpose of protesting disciplinary action or termination of employment. first sixty (C60) A probationary employee may be promoted during the worked day probationary period, but upon such promotion s/he the employee shall be deemed afforded fringe benefits pursuant to have satisfactorily completed the requirements terms of this Agreement and the appropriate plan providers to be effective the first day of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to month following completion of the sixty (60) worked days. All appropriate Commercial Driver’s License and endorsement(s) shall be obtained within the probationary period if, in (60 worked days) or the opinion new hire will be immediately terminated. No extension of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert probationary period will be provided to the lower classificationnew hire to obtain a CDL and/or endorsement(s). (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees SECTION 1 The probationary period of an employee shall be on probation for the first ninety (90) calendar days consist of their employment. The ninety (90) calendar days shall be accumulated within one (1) year of actual employment except in a case of a promotion which period shall consist of six (6) months from their initial the effective date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar dayspromotion. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as Any interruption of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional employment during either probationary period shall not be subject counted as part of the period. Approved leave does not constitute an interruption of employment; however, approved leave in excess of thirty (30) days shall extend the employee's probationary period by a like number of days. An employee rehired after termination of previous employment shall be hired as a probationary employee and such probationary period shall consist of six (6) months of actual employment within the meaning of this Article and prior service shall not be credited to such period of time. SECTION 2 An employee who is transferred to another position in the same or different class in the same department prior to the grievance procedurecompletion of his probationary period shall complete that service period in the latter position by adding thereto his service in the former position. Verification of satisfactory employment in the new position by the Police Chief will be deemed to constitute verification of satisfactory service also in the original position. The activation provisions of insurance benefits this Section will not apply in any case of transfer from one department to another. SECTION 3 At any time during the probationary period the Police Chief may remove an employee whose performance does not meet the required standards, provided that he shall report the removal and reasons therefore in writing to the Human Resources Director and to the employee concerned. Any employee removed from a position during the first twelve (12) months of the probationary period (provided, however, the CITY may unilaterally extend this period an additional six months upon giving notice to the employee and the UNION of the reasons for such extension) or during the six (6) months of a promotional probationary period, except where otherwise provided in Section 4 of Article 7 shall not be delayed beyond entitled to appeal such removal or have the initial ninety same reviewed by an arbitrator or Personnel Board. An employee removed from his position after completion of twelve (9012) day months service shall have the right of appeal to the Police Chief, Personnel Board, or an arbitrator. SECTION 4 At any time during the probationary period when an employee is about to be laid off because of reduction in force, the Police Chief, with the consent of the employee, may demote such employee, in lieu of lay-off if he is otherwise eligible and work is available in a lower class. The name of such employee shall be restored to the lists from which it was removed at time of appointment. The probationary period of an employee demoted in lieu of lay-off during that period shall include the period of probation in the higher class. No demotion of this kind shall be made if it will result in the separation of any other employees with greater length of service. An employee serving as a result of appointment from a promotional list, who is removed from the new position for reasons other than misconduct or delinquency and who was a regular employee in another position in the classified service immediately prior to his promotional appointment, shall be reinstated in his former position or one of like status and pay. SECTION 5 At least seven (7) working days prior to the expiration of an employee's probationary period, the Police Chief shall notify the Human Resources Director in writing whether the services of the employee have been satisfactory and whether the employee will be continued in his position. A copy of this notice shall be given to the employee by the Police Chief. Upon successful completion receipt by the Human Resources Director of a favorable report, the appointment of the employee shall be made a regular employee at the expiration of the probationary period. In the absence of such a favorable report, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There employee shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of terminated from employment. (C) A SECTION 6 All probationary employee may be promoted during employees will conform to the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed semi-annual detail change seniority bid process at the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the first eighteen (18) months of employment. Promotional probationary period ifemployees will be assigned according to their seniority within that rank in compliance with Article 15, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationSection 6. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be A full-time or part-time employee, having sixty (60) days of actual work or less accumulated service will De considered as on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employmentand it found unsuitable, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to retained in the service of the Company. Work performed on any one day shall constitute a day of actual work. A probationary employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period if found unsuitable shall not be subject entitled to grieve with respect to discharge but with this exception shall have access to the grievance procedure. At the discretion of Management, a probationary rate of up to five per cent (5%) per hour below the basic rate of pay may be paid to employees during their first one thousand (1000) hours of employment. The activation Company shall deduct on each pay period of insurance benefits will the month wages due and payable to each employee occupying a position coming within the scope of this Collective Agreement an amount equivalent to the uniform monthly dues of the CAW subject to the conditions and exceptions set hereunder. The amount to be deducted shall be equivalent to the amount designated by of the CAW and shall include initiation fees or special assessments. The amount to be deducted shall not be delayed beyond changed during the initial term of this Agreement excepting to conform with a change in the amount of regular dues of the CAW in accordance its constitutional provisions. The provisions of this Article shall be applicable on receipt by the Company of notice in writing from the CAW of the amount of regular monthly dues. The amounts of dues so deducted from wages accompaniedby a statementof deductionsfrom xxxxxxxxxxxxxxxx be remitted by the Company to the Treasurer of CAW Local not later than the fifteenth day of the month following the pay period in which the deductions are made. The Company shall not be responsible financially or otherwise, either to the CAW or to any employee for any failure to make deductions to remittances. However, in any instance in which an error occurs in the amount of any deduction of dues from an employee's wages, the Company shall adjust it directly with the employee. In the event of any mistake by the Company in the amount of its remittance to the CAW, the Company shall adjust the amount in a subsequent remittance. The Company's liability for any and all amounts deducted pursuant to the provisions of this Article shall terminate at the time it remits the amounts payable to the designated or officers of the CAW. The question of what, any, compensation shall be paid the Company by the CAW signatory hereto in recognition of services performed under this Article shall be in abeyance subject to reconsideration at the request of either party on fifteen (15) days notice in writing. In the event of any action at against the parties hereto or either of them resulting from any deduction or deductions from payrolls made or to be made by the Company pursuant to the first paragraph of this Article, both parties shall cooperate fully in the defence of such action. Each party shall bear its own cost of such defence except that if at the request of the CAW counsel fees are incurred these shall be borne by the CAW Local Save as aforesaid the CAW Local shall indemnify and save harmless the Company from any losses, damages, costs, liability or expenses suffered or sustained by it as a result of any such deduction or deductions from payrolls Employees engaged to fill positions within the scope of this Agreement will be informed by the Company that the Canadian National Automobile, Aerospace, and General Workers of Canada (CAW Canada) is the exclusive bargaining agent representing all employees in negotiations with the Company regarding wages and working conditions and in the disposal of any grievance that may arise with respect hereto. The Company agrees to supply the Union when remittances are made with the name, address, an occupation of each employee from whom dues made and who are engaged during the term of this Agreement. ARTICLE SENIORITY For the purpose of seniority, employees shall he considered as grouped in accordance with Schedule "A'of the Agreement there being one list for employees and one list for pari- time employees in each group. A seniority list for each seniority section shall be posted by the Company in January of each year. The list will show name, position and date from which each employee's seniority is accumulated. The Company shall provide the accredited Representative and the Local Chairperson with copies of each lists. Where an employee has only held seniority in one seniority section for more than fifteen years and their job has been abolished, they may use their seniority to displace in any seniority section where they are qualified. Employees appointed by bulletin to permanent positions in a seniority section will be accorded a seniority date from the date of appointment by the bulletin. Changes in the seniority date of an employee shall be considered if the employee or Union Representative makes written protest within calendar days after positing g of the seniority list. Errors reported after days shall only be considered by the President and/or designated Management employee of the Tower Limited and the Local Chairperson where the change is supported by the recorded evidence. Any time the Tower has a temporary department closure, all affected bargaining unit employees will be offered voluntary lay- off in seniority order before junior employees are laid off. Those employees who chose this option are deemed to acknowledge by this provision that may not be entitled to Unemployment Insurance Benefits. When laying off an employee, the Company will give to the employee affected a seven (7) calender days notice if the lay-off is deemed to be for more than three (3) months, and in the event of job abolition calender days notice. The Local Chairperson shall be advised of all lay-offs and job abolition and may make proposals to Management on of the employees affected. When reducing forces, senior qualified employees will be permitted to exercise their seniority in accordance with the terms of this Article. Any full- time employee will be considered as senior to any part-time employee. A displaced employee or one whose position is abolished must exercise seniority within own job classification provided has the qualifications to perform the work, failing which may: qualifications to perform the work; or the employee may take a lay-off and/or hold available for part- time employment within own seniority section until such time as recalled in his own seniority section in accordance with the provisions of the Collective Agreement. In the application of this Article, an employee required to exercise seniority to an immediately previous job classification, provided has the qualifications to perform the work, will establish a seniority date the same date as immediate previous job classification. Where there is more than one vacancy in a particular job classification, and more than one employee is qualified, and one or more of them is a new scheduled employee and obtains one of the vacancies, the seniority date of the successful employee will be established on the basis of the employee number. Where there is more than one vacancy in a particular job classification, and more than one employee is qualified and has held a position in a previous job classification, and obtains the vacancy, the seniority date of the successful employee will be the same as previous job classification. An employee exercising seniority in accordance with this Article shall, within five (5) calendar days of the abolition of position, or displacement, make choice in writing to the Director of Human Resources, copy to the Local Chairperson, stating qualifications where necessary failing which the employee shall forfeit seniority. The employee in question shall assume such new position at a date specified by the Company, such discretion not to be abused by Management. When an employee is on leave of absence, or vacation, granted by the Company, on the date of displacement or the abolition of position, the time limits established in Article above shall apply form the date of return to work. To be eligible for recall, a laid-off employee must keep the Human Resources Department informed of current address. so within five (5) calendar days of receipt of such notification, shall forfeit seniority rights and shall be removed form the employ of the company such being regarded as a voluntary separation. A laid-off employee who is otherwise employed at the time of recall, may, without loss of seniority refuse a recall to a position of less than ninety (90) day perioddays anticipated duration, provided that another junior qualified laid-off employee is available. Upon successful completion of Laid-off employees shall be given preference in filling positions or vacancies in other seniority sections when no qualified off employees are available in those seniority sections, their seniority in other seniority sections shall date from the probationary period, date employed in these seniority as stated above and vacation sections. Laid-off employees will be retroactive recalled to service in the order of their seniority, provided they have the necessary qualifications to perform available work, due regard being given to the provisions of Article and departments. which the employee is qualified to fill. The right to exercise shall be limited to a period of five (5) calendar days subsequent to release from non-scheduled position. Such employee shall also have the right to return to former seniority section if so desires during the twelve (12) month period in which was promoted providing the employee serves a thirty (30) day notice in writing to the Director of Human Resources not later than one year from the date of hire as promotion after which the provision of Article shall apply. The provisions of this clause shall not apply to employees who are dismissed for just cause. Subject to Article the name of an employee who has been laid off be retained on the seniority list of the seniority section from which last worked for a permanent employeeperiod of twelve (12) months or the equivalent of accumulated seniority, whichever comes first, after which, if no recall or has not answered a recall, name shall be removed from he seniority list of all groups. Sick days ARTICLE FILLING POSITIONS The appropriate supervisory officer shall fill the positions on the basis of qualifications and seniority of applicants. The Company will be accrued but the judge of qualifications and the employee may not be used during appeal selections in accordance with the probationary period. grievance procedure. Vacancies having more than thirty (A30) There calendar days anticipated duration, in established or new positions, shall be no filled by adjustments within the department, due regard being given to the qualifications and seniority among probationary of the employees. . Once adjustments have taken place within the department, any vacant positions shall be bulletined for five (B5) The UNION shall represent probationary employees calendar days in a place accessible to all employees. Employees desiring such positions shall, within five (5) calendar days of posting, make written application to the Director of Human Resources, copy to the Local Chairperson, stating qualifications for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not vacancy. An employee who applies for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he a bulletined position shall be deemed granted an interview and shall, if unsuccessful, be advised accordingly with appropriate reasons being given. The Company will also advise the Local Chairperson. An employee, who is assigned to have satisfactorily completed the requirements of the classification from which s/he has been promoted. Howevera position by bulletin, s/he may will receive full explanation and will be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform shown the duties of the higher classificationposition. In that event his/her salary shall revert must demonstrate ability to satisfactorily perform the lower classification. work within a reasonable probationary period of up to (D30) The Manager working days, which may be extended by mutual agreement, the length of Facilities and Transportation and time dependent upon the Director of Food Services shall notify the UNION president, in writing, character of the name and location work. Failing to demonstrate ability to satisfactorily perform the work, the employee shall be returned to former position without loss of new employees, as they complete their probationary periodseniority.

Probationary Employees. a. New full-time employees hired in the unit for regular positions shall be on probation considered probationary employees for the first ninety (90) calendar days of their employment. The probationary period may be extended one (1) day for each scheduled working day the employee is absent during the 90-calendar day probationary period. The ninety (90) calendar days’ probationary period shall be accumulated within not more than twelve (12) consecutive months. When an employee completes the probationary period by accumulating ninety (90) calendar days shall be accumulated within one not more than twelve (112) year from their initial date of employmentconsecutive months, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes hishe/her probationary period, and/or additional period which may be required s/he she shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons unit and shall rank for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial seniority ninety (90) day period. Upon successful completion calendar days, and, if any extension is given, the number of calendar days of the extension, back from the date said employee completed the probationary period hereunder, except as provided in paragraph 3(c). b. If at the end of the probationary periodperiod the Township determines, seniority in its sole discretion, that further evaluation time would help determine the employee’s ability to perform the job, the Township may extend the probationary period for another ninety (90) calendar days, in increments of thirty (30) calendar days, subject to the same counting process as stated above and vacation described in Section 2.a., above. The Union will be retroactive to the date given notice of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodany extensions. (A) There shall be no seniority among probationary employees. (B) c. The UNION Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employmentemployment as set forth in Article One (Purpose and Intent) of this Agreement, but not except discharge and discipline of said employees, except where such discharge or discipline is for the purpose of protesting disciplinary action or termination of employmentUnion activities. (C) A probationary employee may be promoted during d. At any time prior to the completion of the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he employee may be returned to such classification prior to discharged without cause. e. Probationary employees shall receive holiday pay during their probationary period, and shall accumulate, but not be entitled to, other benefits until completion of the probationary period ifperiod. Notwithstanding the above, in there shall be no entitlement to life or disability insurance until the opinion end of the Board or its representativesprobationary period, s/he does not satisfactorily perform and no entitlement to health insurance coverage until the duties first of the higher classificationmonth following thirty (30) days of employment with the Township. In that event his/her salary An employee discharged during a probationary period shall revert not be entitled to the lower classificationpayout of any accrued paid time off bank, including but not limited to vacation or PTO. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees Section 1. The twelve (12) month probationary period for newly hired Ranking Officers will commence on the first full day of employment after successful completion of the Training Academy Program. Section 2. There shall be on probation for no seniority during the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon but upon successful completion of the probationary period, the Ranking Officer shall be credited with seniority as stated above and vacation will be retroactive to from the date first full day of hire as a permanent employee. Sick days will be accrued but may not be used during employment after successful completion of the probationary periodTraining Academy Program. (A) There shall be no seniority among probationary employees. (B) Section 3. The UNION Union shall represent probationary employees Ranking Officers for the purpose purposes of collective bargaining in respect to rates of paybargaining. However, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he a Ranking Officer may be returned disciplined or terminated without recourse to such classification prior the grievance and arbitration procedure contained in Article 27 of this Agreement and without just cause. Section 4. A Ranking Officer whose employment is severed must serve an additional probationary period upon reemployment, provided, however, that this requirement shall not apply to completion Ranking Officers who are recalled. Section 5. The purpose of the probationary period ifis to provide for the evaluation of a Ranking Officer over a period of twelve (12) months. Should that period be interrupted for more than forty-five (45) consecutive working days, in the opinion probationary period shall be extended to compensate for that absence. The Ranking Officer will be notified of this extension and the reasons for it. Section 6. At the completion of the Board or its representativesfirst four (4) months of such probationary period and again after an additional four (4) months, s/he does not satisfactorily perform the duties i.e. after eight (8) months of the higher classification. In that event employment, each probationary Ranking Officer shall be evaluated by his/her salary immediate supervisor. Such evaluation shall revert be recorded in writing by the immediate supervisor. The immediate supervisor shall also indicate his/her recommendation for the retention or termination of such Ranking Officer. Such Ranking Officer shall receive a written copy of the immediate supervisor’s evaluations and recommendations and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the immediate supervisor to discuss the evaluation and recommendation prior to their transmittal to the lower classificationChief of Police or his/her designee. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. (a) New employees of the plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment, except as provided in subsection (b) below. The ninety (90) calendar days day probationary period shall be accumulated within one accumulative over twelve (112) year consecutive months. After employees have finished the probationary period, they shall be entered on the respective seniority lists of their respective classifications and shall rank for seniority from their initial the date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary perioddays prior to the date upon which seniority is attained, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employmentby classification accordingly. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. Where a probationary employee's performance is unsatisfactory, the Supervisor will review the employee's performance with the Committeeperson. (Bb) The UNION New employees of the plant hired as vacation replacements shall represent be considered as probationary employees for the purpose first one hundred twenty (120) days of collective bargaining in respect to rates of pay, hours of employment and other conditions of their employment, but . They shall not for accumulate time toward the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion fulfillment of the probationary period ifunless and until their employment status is changed from that of a vacation replacement to that of a new employee under subsection (a). If a new employee's status is changed to permanent, in the opinion of employee's time worked will not be used to establish the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationemployee's seniority as a regular employee. (Dc) The Manager of Facilities Probationary employees that are temporarily separated during their probationary period and Transportation and the Director of Food Services are subsequently reinstated, shall notify the UNION president, in writing, of the name and location of new employees, as they be required to complete their 90 day probationary period., and upon doing so shall have a seniority date reflecting their date of hire with the corporation. It is understood that seniority will not accumulate during the time separated

Probationary Employees. (a) New employees of the power plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days day probationary period shall be accumulated within one accumulative over twelve (112) year from their initial date of employmentconsecutive months unless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial power plant and shall rank for seniority from the date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodcalendar days prior to the date upon which seniority is attained, or in the case of an employee placed on the seniority list after ninety (90) calendar days intermittent employment within any period of twelve (12) consecutive months in the order of the date ninety (90) calendar days prior to his/her attaining seniority. Upon successful completion In the event where a probationary employee has not had adequate time to have his/her competency levels tested due to no plant start-ups or has shown that they need more time to cover the required training modules, by mutual agreement between Management and the Union, the probationary period may be extended up to an additional 90 days. (b) New employees of the power plant hired as temporary or vacation replacements shall be considered as probationary employees for the first one hundred and twenty (120) days of their employment. They shall not accumulate time toward the fulfillment of the probationary period, seniority as stated above period unless and until their employment status is changed from that of a temporary or vacation will be retroactive replacement to the date that of hire a new employee under subsection (a). Consecutive time worked as a permanent employee. Sick days will be accrued but may not be used during temporary or vacation or vacation replacement shall accumulate toward the fulfillment of the probationary periodperiod in the event the employee’s status is changed to that of new employee under subsection (a). (Ac) There shall be no seniority among probationary employees. (Bd) No grievance shall be lodged or prosecuted against the termination of employment by the Company of the probationary employee unless the employee has worked thirty (30) days. (e) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but not for the purpose employment as set forth in Section (1) of protesting disciplinary action or termination of employmentthis Agreement. (Cf) A probationary An employee may be promoted who is separated during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary probationary period for an occupational disability arising out of his/her employment by the Company and who is subsequently reinstated shall revert be required to complete his/her probationary period and, upon doing so, shall have a seniority date which includes the lower classificationtime she/he was separated due to such disability plus ninety (90) days. (Dg) The Manager of Facilities and Transportation and Where a probationary employee's performance is unsatisfactory, the Director of Food Services shall notify supervisor will review the UNION president, in writing, of employee's performance with the name and location of new employees, as they complete their probationary period“Plant Chairperson or designate”.

Probationary Employees. New employees 14.1 Notwithstanding any other provision in this Collective Agreement a newly hired Employee shall be on probation for the first ninety a period of one hundred and twenty (90120) calendar days of their employment. The ninety actual work from the Date of Hire as a Permanent full-time or Permanent part-time Employee (90"Probationary Employee") calendar days and shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. following terms and conditions: (a) Probationary Employees will receive an oral evaluation at thirty (30) days, a written evaluation at sixty (60) days and a final written evaluation at the expiry of the probationary period. (b) The activation parties agree that the purpose of insurance the probationary period is to provide the Employer with the opportunity to assess the new Employee's suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated. (c) A Probationary Employee shall be entitled to all the benefits will not and rights contained in this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A Probationary Employee shall be delayed beyond obliged to pay membership dues to the initial ninety Union during any probationary period. (90e) day period. Upon The Seniority of a Probationary Employee shall, on successful completion of the probationary period, seniority as stated above and vacation will be retroactive revert back to the date Employee's Date of hire Hire. (f) A Probationary Employee is entitled to be credited with sick leave at the same rate as a permanent employee. Sick days will be accrued any other Employee during the probationary period but may must repay all sick leave taken but not be used during earned if the Employee does not successfully complete the probationary period. (Ag) There Probationary Employees shall be no seniority among probationary employeeshave the right to grieve. (Bh) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of payIf a Probationary Employee is disciplined or dismissed, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have satisfactorily completed the requirements power to substitute any lesser discipline or penalty. (i) A Probationary Employee may be terminated at any time. 14.2 A Probationary Employee discharged during the probationary period for unsatisfactory work performance shall be given ten (10) calendar days notice of discharge or pay in lieu of notice. 14.3 If an Employee is recalled to the classification from which s/he has been promotedsame position after the summer break, the summer break will not be considered a break in the probationary period. However, s/he may be returned if the Employee returns to such classification prior a different position after the summer break, the Employee must serve the complete probationary period but for seniority purposes service will begin upon the date of the first hire. 14.4 The Employer shall, after the Employee has served satisfactorily in a position on a probationary basis, confirm to the Employee and the President of the Local (in writing) the appointment on a permanent basis within fifteen (15) days of the completion of the probationary period ifperiod. 14.5 A term employee who becomes a permanent employee, in the opinion same position, at the expiration of the Board or its representatives, s/he does not satisfactorily perform term shall be credited with the duties of days worked in the higher classification. In that event his/her salary shall revert to term position towards the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.;

Probationary Employees. A. New employees shall will be on probation for a period of up to one hundred twenty (120) working days. The County shall have the first sole right and discretion to discipline or discharge such probationary employees and such actions during this period cannot be reviewed through the grievance procedure or otherwise appealed by the Union; however, the County will not discharge a probationary employee because of Union membership or Union activity. B. If a bargaining unit member whose employment has been terminated for any reason whatsoever is rehired, he shall be considered a new employee and subject to the provisions of paragraph “A” above. C. A bargaining unit member who is promoted to a position within the bargaining unit shall serve a probationary period of ninety (90) calendar days working days. 1. Failure of their employmentthe promotional probation shall cause the bargaining unit member to return to his prior position before promotion. 2. The ninety (90) calendar days bargaining unit member may choose to remove himself during the probationary period and return to his prior position. 3. Under paragraph C-2 above, the bargaining unit member shall be accumulated within one barred from bidding on the same position for twelve (12) months from the date he removes himself from the position. X. X bargaining unit member who is appointed to a position at the Xxxxx County Department of Job and Family Services without being appointed from a certified list for that position is a probationary employee, and to become a permanent employee, he must pass the civil service examination for that position, unless he is certified in the classification series or successfully complete the probationary period. 1) year from their initial date of employment, provided however, . A bargaining unit member with the BOARD may require an additional probationary period not Department in his position must receive just a passing grade on the test to exceed ninety (90) calendar days. When remain an employee finishes of the Xxxxx County Department of Job and Family Services prior to completion of his/her probationary period. 2. An employee who is a bargaining unit member who is removed from his position by the Director of the Xxxxx County Department of Job and Family Services because of failure of the examination for that position shall return to his prior position in the bargaining unit, and/or additional period which may be required s/and shall have no recourse to the grievance procedure as contained in this Agreement over his removal from a promotional position under the conditions previously mentioned in paragraphs C-1 and D-1 and D-2 or dismissal as an employee of the Xxxxx County Department of Job and Family Services when no prior position was held by the bargaining unit member. 3. An employee who is a bargaining unit member shall have no seniority for the purposes of this Agreement until such time as he shall be entered on the seniority list and becomes certified in his position or completes his/her probationary period. At such time his seniority shall be computed as of the initial retroactive to his date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodemployment in that position. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New All employees with 720 hours or less of worked service shall be on probation designated as probationary employees and shall not attain seniority status unless he/she has served in a union jurisdiction job for seven hundred and twenty (720) hours. Notwithstanding any other clause in this Agreement, a probationary employee may be disciplined or discharged where it is determined, by the Company, that the employee is not suitable for the first ninety (90) calendar days of their employmentjob. The ninety parties agree that such standard amounts to a lessor standard than just cause in accordance with the provisions of the Labour Relations Act as amended by Xxxx 40 and that such action by the Employer is not subject to the grievance and arbitration procedures and does not constitute a difference between the parties. Furthermore, a probationary employee will have no access to the grievance procedure or arbitration with respect to non-disciplinary or non-discharge matters, except that such employee would be governed by wages set out in Section 23, and could file a grievance if not paid wages in accordance with Section 23. A probationary employee will not be eligible to any Company benefits until the employee attains permanent status. Any employee laid off prior to completing his/her full seven hundred and twenty (90720) hour probationary period shall, provided he/she is recalled within two calendar days shall be accumulated within one (1) year months from their initial date of employmentlayoff, provided however, the BOARD may require an additional probationary period not accumulate such days worked prior to exceed ninety (90) calendar days. When an employee finishes his/her layoff towards completion of his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary seven hundred and twenty (720) hour period, seniority as stated above and vacation the employee will be retroactive to deemed eligible for permanent status. Upon the attainment of seniority, the employee's seniority rating will be calculated from the date of hire as a employment or re-employment. No probationary employee will: a) have rights under the grievance procedure or arbitration under the contract, b) be entitled to any benefits, holidays or sick pay under the contract, c) be entitled to job postings if there are permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees who can demonstrate they are qualified for the purpose of collective bargaining in respect posting and have applied for such posting, d) be entitled to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentlead hand status. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be ‌ A. The probationary sergeant: 1. Shall have the right to place his/her name on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes transfer lists at any time during his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and . If his/her seniority name comes up on a transfer list, the probationary sergeant will be able to accept one (1) transfer during his/her probationary period. 2. Such transfer shall be computed on the same terms and conditions as any non-probationary sergeant. B. The probationary trooper: 1. Will be allowed to place his/her name on up to four (4) transfer lists for any geographic area for which his/her residence (address) prior to entering the WSP Trooper Basic Training Class met the residency requirements, or the geographic area of his/her residence at the time of hire by the WSP. 2. Upon being commissioned, the probationary trooper will be allowed to fax up to four (4) transfer requests to the HRD (with hard copies through the chain of command) requesting that his/her name be placed on the transfer list(s) to be eligible to transfer to the geographic location(s) referred to in Subsection 11.7 B 1 above. 3. If the probationary trooper’s name comes up on the transfer list he/she will be eligible to accept one (1) transfer to a geographic location referred to in Subsection 11.7 B 1 above during his/her probationary period. 4. As with any transfer request, the Chief or designee maintains the right to approve/disapprove the transfer request. C. Routine requests for transfer, other than the transfer provided for in Subsections 11.7 A and B above, may be submitted upon completion of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety tenth (9010th) day period. Upon successful completion month of the probationary period, seniority as stated above and vacation will be retroactive to but no transfer shall occur until completion of the date twelfth (12th) month of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There . Upon request for transfer a probationary employee’s name shall be no seniority among placed on the appropriate permanent transfer list. If a probationary employees.employee’s position on a transfer list is reached and there is a position to be filled in the requested assignment area, then the probationary employee shall have priority to that position: (B) The UNION 1. In the case of a probationary trooper, over a cadet being assigned directly from the Academy; or 2. In the case of a probationary sergeant, over a newly-promoted sergeant. In such cases the position shall represent probationary employees be held for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to until completion of probation and the transfer shall take effect upon completion of probation. Any probationary employee accepting a transfer under this Subsection shall waive required notice of transfer. If the probationary period iffor any employee is extended, in then any position being held may be released and filled at the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classificationEmployer’s discretion. In that event his/her salary any case, upon completion of probation an employee on a transfer list who did not transfer under this Subsection shall revert to remain on the lower classificationtransfer list without change of position and no new transfer request shall be necessary. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be on probation for the first ninety (90a) An employee having less than One-Hundred Twenty (120) calendar days of their employment. The ninety (90) calendar days service shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional considered a probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the and will have no seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodrights. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary employee’s seniority shall revert be retroactive to the lower classificationoriginal date of hire. A probationary employee will not accumulate service for seniority purposes where the employee is removed from the payroll for any reason or is absent from work for any reason for Ten (10) consecutive working days or more. Time lost by removal from payroll or for absence as above will be added to the probation time. If a probationary employee’s service is terminated for reasons other than lack of work, the Company will so inform the employee at the time of termination and will so indicate to the Unit Chairperson. (Db) The Manager Grievances may not be presented in connection with the termination of Facilities employment or layoff of a probationary employee unless discrimination is alleged. A probationary employee is entitled to all other rights and Transportation privileges accruing to employees under this Agreement unless otherwise specifically excluded. (c) When Two (2) or more employees are hired on the same day, sequence numbers will be indiscriminately allotted and such number shall fix the Director employee’s place on seniority lists. (d) Probationary Employees are not entitled to benefits under the following sections of Food Services shall notify this agreement: • No Group Insurance or Pension Benefits • 10.21 Lieu Time • 11.08 Technological Changes • 11.21 Plant Closure • 13.05(b) Floaters and 12 Hour Letter of Understanding Floaters (e) Probationary Employees are entitled to bonus monies for their probation period, once they have completed the UNION president, in writing, of the name and location of new employees, as they complete their probationary probation period. Bonus monies are not retroactive to previous fiscal years.

Probationary Employees. New employees 12.1 Probationary Employee is a new Employee who is being evaluated related to suitability for a position. 12.2 In the interest of ensuring a new Employee’s suitability for a position, new Employees shall be on considered probationary Employees from the date of commencement and serve a probationary period where the employment may be terminated at any time during the probation for period, without recourse to the first ninety Grievance Procedure as per Article 11. 12.3 The probationary period shall be in accordance with the following conditions: (90a) calendar days A minimum probation period of six (6) months worked shall apply upon hire to new Regular Employees, new Continuing Term Employees and all rehired Employees who have had a break in service. (b) A minimum probation period of six (6) months worked shall apply to all Conditionally Funded Term Employees, Limited Term Employees, and Replacement Term Employees, unless reappointed to the same position within twelve (12) months of the expiry of their employment. The ninety (90) calendar days previous appointment in which case they shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to serve a new probationary period. 12.4 To assist the employee new Employee, the reasons for the extended period. The employee may request a meeting with Employee should be given the appropriate administrator to discuss the reasons training and opportunities for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used feedback during the probationary period. (Aa) There On commencement of employment or prior to that date, a new Employee shall be no seniority among probationary employeesprovided with a copy of the position description and/or relevant document regarding expectations of the duties by the Department of Human Resources. (Bb) During the course of a new Employee’s probationary period, the Employee shall receive: (i) Orientation and training specific to the position; (ii) Ongoing performance related feedback; and (iii) Probationary reviews at approximately the three (3) month and six (6) month probationary period. Should probation be extended pursuant to Article 12.5 (c), the new Employee shall receive a supplementary review at nine (9) months. 12.5 If during the probationary period the Employee’s performance does not satisfy the level of proficiency expected, providing the Manager is reasonably satisfied that the Employee may improve their proficiency with more guidance, then the probation period may be extended for a further period of three (3) months. The UNION shall represent probationary employees Manager will provide the Employee written rationale for the purpose extension. The Manager will provide Human Resources and the Association with a copy of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentwritten rationale. (Ca) A In exercising 12.5 above, the University shall make such decision no later than ten (10) working days prior to the expiration of the six (6) month probationary employee period. (b) The Probationary Employee shall be entitled to all terms and conditions contained in this Agreement, except that employment may be promoted terminated by the University at any time during the probationary periodprobation period or any extension thereof without recourse to the Grievance Procedure as per Article 11. (c) Should an Employee require a leave from the University, but upon such promotion s/he shall or be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. Howeverinactive, s/he may be returned to such classification prior to completion of the probationary period if, in will be suspended pending the opinion return to full duties. At the discretion of the Board or its representativesManager, s/he does not satisfactorily perform the duties probationary period may be extended to the equivalent of the higher classificationmissed period. In that event his/her salary shall revert Extensions for periods under 20 working days will be in consultation with Human Resources, and this extension is not withstanding the provision pursuant to the lower classificationArticle 12.5. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 8.1 Each new full-time employee shall serve a probationary period of twelve (12) consecutive months. Probationary employees will receive wages and benefits as described in this agreement except for Articles 4 (Negotiation Leave), 14 (Promotion), 16 (Temporary Service Out of Rank), 27 (Grievance Procedure), 31 (Longevity Pay), 35 (Disciplinary Action) and 43 (Shift Transfers). 8.2 A performance evaluation shall be on probation for conducted prior to the first ninety (90) calendar days end of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional employee’s probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional If the evaluation is satisfactory, the employee shall be removed from probationary period will not status, but in no instance shall the employee be required without submitting removed from his or her probationary status prior to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination 12 consecutive months of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily 8.3 Employees having successfully completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period ifbut who have not obtained required certification as described in New Hampshire law because of illness, in injury, military service, special duty assignments, the opinion unavailability of an instructor, a course, or a program may be reassigned to attend daytime training courses as would a probationary employee as outlined below. Failure to obtain certification within the time period specified by law shall be cause for termination and shall not be grievable. 8.4 Probationary employees may be assigned to work Monday-Friday day shifts when required to attend mandatory training, as follows: Probationary employees will be given two (2) weeks’ notice of the Board or its representatives, s/he does not satisfactorily perform intended change. Probationary employees will be given at least two days off before beginning day shifts and at least 2 days off prior to being returned to regularly assigned shift. Probationary employees will be paid for hours worked with a minimum of 42 hours pay per week. Time worked over 42 hours during the duties period of the higher classification. In that event his/her salary shall revert to the lower classificationreassignment will be paid at time and one half. (D) The Manager 8.5 Probationary employees will accrue vacation time monthly. Probationary employees may use accrued vacation time after 6 months of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary periodemployment.

Probationary Employees. New All employees with 968 hours or less of worked service shall be on probation designated as probationary employees and shall not attain seniority status unless he/she has served in a union jurisdiction job for nine hundred and sixty- eight (968) hours. Notwithstanding any other clause in this Agreement, a probationary employee may be disciplined or discharged where it is determined, by the Company, that the employee is not suitable for the first ninety (90) calendar days of their employmentjob. The ninety parties agree that such standard amounts to a lessor standard than just cause in accordance with the provisions of the Labour Relations Act as amended by Xxxx 40 and that such action by the Employer is not subject to the grievance and arbitration procedures and does not constitute a difference between the parties. Furthermore, a probationary employee will have no access to the grievance procedure or arbitration with respect to non-disciplinary or non- discharge matters, except that such employee would be governed by wages set out in Section 21, and could file a grievance if not paid wages in accordance with Section 21. A probationary employee will not be eligible to any Company benefits until the employee attains permanent status. Any employee laid off prior to completing his/her full nine hundred and sixty-eight (90968) hour probationary period shall, provided he/she is recalled within two calendar days shall be accumulated within one (1) year months from their initial date of employmentlayoff, provided however, the BOARD may require an additional probationary period not accumulate such days worked prior to exceed ninety (90) calendar days. When an employee finishes his/her layoff towards completion of his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary nine hundred and sixty-eight (968) hour period, seniority as stated above and vacation the employee will be retroactive to deemed eligible for permanent status. Upon the attainment of seniority, the employee’s seniority rating will be calculated from the date of hire as a employment or re- employment. No probationary employee will: a) have rights under the grievance procedure or arbitration under the contract, b) be entitled to any benefits, holidays or sick pay under the contract, c) be entitled to job postings if there are permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees who can demonstrate they are qualified for the purpose of collective bargaining in respect posting and have applied for such posting, d) be entitled to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentlead hand status. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. ‌ a. New full-time employees hired in the unit for regular positions shall be on probation considered probationary employees for the first ninety (90) calendar working days of their employment. The probationary period shall be extended one (1) day for each scheduled working day the employee is absent during the probationary period. The ninety (90) calendar days working days’ probationary period shall be accumulated within one not more than twelve (112) year from their initial date of employment, provided however, consecutive months. When an employee completes the BOARD may require an additional probationary period not to exceed by accumulating ninety (90) calendar days. When an employee finishes hisworking days within not more than twelve (12) consecutive months, he/her probationary period, and/or additional period which may be required s/he she shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons unit and shall rank for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial seniority ninety (90) day period. Upon successful completion working days, and, if any extension is given, the number of working days of the extension, back from the date said employee completed the probationary period hereunder, except as provided in paragraph 3(c). b. If at the end of the probationary periodperiod the Township determines, seniority in its sole discretion, that further evaluation time would help determine the employee’s ability to perform the job, the Township may extend the probationary period for another ninety (90) working days, in increments of thirty (30) working days, subject to the same counting process as stated above and vacation described in Section 2.a., above. The Union will be retroactive to the date given notice of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodany extensions. (A) There shall be no seniority among probationary employees. (B) c. The UNION Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employmentemployment as set forth in Article One (Purpose and Intent) of this Agreement, but not except discharge and discipline of said employees, except where such discharge or discipline is for the purpose of protesting disciplinary action or termination of employmentUnion activities. (C) A probationary employee may be promoted during d. At any time prior to the completion of the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he employee may be returned to such classification prior to discharged without cause. e. Probationary employees shall receive holiday pay during their probationary period, and shall accumulate, but not be entitled to, other benefits until completion of the probationary period ifperiod. Notwithstanding the above, in there shall be no entitlement to life or disability insurance until the opinion end of the Board or its representativesprobationary period, s/he does not satisfactorily perform and no entitlement to health insurance coverage until the duties first of the higher classification. In that event his/her salary shall revert to month following thirty (30) days of employment with the lower classificationTownship. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. SECTION 20.1 New employees hired into the bargaining unit shall be on probation considered as probationary employees for the first ninety six (906) calendar days months of their continuous employment. SECTION 20.2 The purpose of the new hire probationary period is to provide for the evaluation of an employee over a period of six (6) months. The ninety (90) calendar days Should that period be interrupted to a significant degree, the new hire probationary period shall be accumulated extended to compensate for that absence. SECTION 20.3 At the completion of the first three (3) months and within one (1) year from month prior to the completion of such probationary period, each probationary employee shall be evaluated by his/her supervisor. Such evaluation shall be recorded in writing by the supervisor. The supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the supervisor to discuss the evaluation and recommendation prior to their initial date of employmenttransmittal to the Chancellor. SECTION 20.4 During the new hire probationary period, an employee may be disciplined or terminated without recourse to the grievance and arbitration procedures provided howeverherein, except discipline or discharge for lawful and protected union activity. SECTION 20.5 An employee, whose employment is severed with the BOARD may require University, must serve an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary periodupon re-employment, and/or additional period which may be required s/he shall be entered on whether in the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request same or a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of different job title. SECTION 20.6 During the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but an employee may not be used during transfer. Nothing contained in this section shall deny an employee the probationary periodright to a promotion pursuant to Article 10. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 9.01 Each newly-employed regular fulltime employee shall be on probation until he/she has completed four (4) months of active continuous service with the Employer (for the first ninety (90) calendar days regular part-time and casual employees, 550 hours or 1 year from date of their employmenthire, whichever occurs first). The ninety Employer may, with the consent of the Union, (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period such consent not to exceed ninety (90be unreasonably withheld) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending extend the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful After completion of the probationary period, seniority as stated above and vacation will shall be retroactive to effective from the date of hire last hire. 9.02 A temporary employee shall not accrue seniority, and if (s)he is subsequently hired as a permanent regular full-time or regular, part-time or casual employee. Sick days will be accrued but may not be used during , (s)he must complete the requisite probationary period. (A) There period unless hired in the same classification occupied as a temporary employee, in which case his/her service, on a pro-rata basis, as a temporary employee shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for count toward the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period. However, a casual or regular part-time employee who becomes a temporary employee for a certain period ifof time shall accumulate seniority. 9.03 It is a condition of this Agreement that the discharge of a probationary employee or employees during the probationary period shall not be the subject of a grievance unless it can be demonstrated that such discharge is a violation of the Ontario Human Rights Code, other applicable statute, or is arbitrary or in bad faith. 9.04 The probationary period is a time during which the employee is to demonstrate suitability to work in the opinion employer's worksite where vulnerable populations reside. In any grievance over the termination of employment of a probationary employee, the employer does not have to demonstrate just cause for termination. For avoidance of doubt, the employer may terminate the employment if the probationary employee is unsuitable in the discretion of the Board employer, such discretion not to be exercised in an arbitrary or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationbad faith manner. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 5.1 All employees shall will serve a probationary period of a minimum of one year totaling 2912 hours worked. A probationary period may be on probation extended for up to three (3) months at the first ninety (90) calendar days discretion of their employmentthe Fire Chief. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period City will not be required without submitting provide notice to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement Association of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. any extension. 5.2 Upon successful completion of the probationary period, the employee shall be granted seniority as stated above rights and vacation will be retroactive to all benefits earned by the employee from the employee’s most recent date of hire as a permanent employee. Sick days will be accrued but may not be used hire; provided, however, during the their probationary period. , employees may use any accumulated sick leave after completing six (A6) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination months of employment. (C) A probationary employee 5.3 Probationary employees may be promoted disciplined up to and including discharge without regard to cause and without recourse to the grievance procedure. 5.4 At time of hire, the City shall provide the uniform items listed in Appendix A. If a full- time employee terminates prior to ninety (90) days of employment, one hundred (100%) percent of the cost of the items listed in Appendix A - A.1-5 provided shall be deducted from the employee’s accumulated vacation leave and/or their final paycheck. If an employee terminates prior to six (6) months of employment, seventy-five percent (75%) of the cost of the items listed in Appendix A -A.1-5 provided shall be deducted from the employee’s accumulated vacation leave and/or their final paycheck. If an employee terminates prior to one (1) year of employment, fifty percent (50%) of the cost of the items listed in Appendix A -A.1-5 provided shall be deducted from the employee’s accumulated vacation leave and/or their final paycheck. After one year of employment, there shall be no obligation for reimbursement. 5.5 All bargaining unit employees who leave City employment within twelve (12) months of hire shall return all items provided by the City pursuant to Appendix A (items B.1-9). Any items not returned will be deducted from the employee’s accumulated vacation leave and/or their final paycheck. 5.6 Vacation leave and sick leave shall be accumulated by probationary employees during the probationary period, period but upon such promotion s/he shall not be deemed to have satisfactorily completed taken until after the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationsix (6) months. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. (a) New employees of the power plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days day probationary period shall be accumulated within one accumulative over twelve (112) year from their initial date of employmentconsecutive months unless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial power plant and shall rank for seniority from the date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodcalendar days prior to the date upon which seniority is attained, or in the case of an employee placed on the seniority list after ninety (90) calendar days intermittent employment within any period of twelve (12) consecutive months in the order of the date ninety (90) calendar days prior to his/her attaining seniority. (b) New employees of the power plant hired as temporary or vacation replacements shall be considered as probationary employees for the first one hundred and twenty (120) days of their employment. Upon successful completion They shall not accumulate time toward the fulfillment of the probationary period, seniority as stated above period unless and until their employment status is changed from that of a temporary or vacation will be retroactive replacement to the date that of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodnew employee under subsection (a). (Ac) There shall be no seniority among probationary employees. (Bd) No grievance shall be lodged or prosecuted against the termination of employment by the Company of the probationary employee unless the employee has worked thirty (30) days. (e) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but not for the purpose employment as set forth in Section (1) of protesting disciplinary action or termination of employmentthis Agreement. (Cf) A An employee who is separated during his/her probationary employee may period for an occupational disability arising out of his/her employment by the Company and who is subsequently reinstated shall be promoted during required to complete his/her probationary period and, upon doing so, shall have a seniority date which includes the probationary period, but upon such promotion time s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned was separated due to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationdisability plus ninety (90) days. (Dg) The Manager of Facilities and Transportation and Where a probationary employee's performance is unsatisfactory, the Director of Food Services shall notify supervisor will review the UNION president, in writing, of employee's performance with the name and location of new employees, as they complete their probationary period“Plant Chairperson or designate”.

Probationary Employees. New employees Section 11.1. Newly hired Employees shall be on probation considered probationary for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary a period not to exceed ninety two hundred seventy (90270) calendar days. When an employee finishes his/her Employees retained by the Employer beyond the probationary period acquire seniority retroactive to the first day of reporting for work. Section 11.2. During the probationary period, and/or additional period which the Employer may be required s/he shall be entered on the seniority list discharge, suspend, or reduce any probationary employee at will, and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period such discharge or other discipline shall not be subject to the grievance procedureand arbitration procedures of this Agreement. Section 11.3. The activation All promotions within the unit described in this Agreement shall be probationary for a period not to exceed one hundred eighty (180) calendar days. Prior to the expiration of insurance benefits will the promotional probationary period, the Employer may demote the probationary employee to the position and the rate of pay from which he or she was promoted, and such demotion shall not be delayed beyond subject to the initial ninety (90) day grievance and arbitration procedures of this Agreement. An Employee serving in a promotional probationary period may, at any time during that period, request a voluntary demotion to his or her prior position and prior rate of pay. Upon successful completion In the event that his or her prior position has been awarded and accepted, the following procedure will apply. If there is a vacant position within the prior classification of the Employee taking a voluntary demotion, the demoting Employee may apply for the open position, and must compete for the position among the other applicants, including Employees seeking reassignment within their current classification. If the Employee is not awarded the vacant position or does not accept the position, he or she may choose to remain in the promotional position, subject to successfully completing the probationary period. If the Employee does not choose to remain in the promotional classification and is not successful in applying for a vacant position, seniority as stated above and vacation then he or she will be retroactive deemed to have resigned from employment. If on the date other hand there is no vacant position within the prior classification of hire as the Employee taking a permanent employeevoluntary demotion, there is no position to demote to. Sick days will be accrued but In that case, the demoting Employee may not be used during choose to remain in the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect promotional position, subject to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during successfully completing the probationary period, but upon such promotion s/he shall in no case may the voluntarily demoting Employee displace another Employee. In this event as well, the Employee will be deemed to have satisfactorily completed resigned from employment. Section 11.4. Any paid or unpaid leave of absence of twenty (20) or more days, in the requirements of the classification from which s/he has been promoted. Howeveraggregate, s/he may be returned to such classification prior to completion of shall cause the probationary period ifto be extended by the number of days of leave. The sole exception to this is any military leave of absence, in the opinion of the Board where federal or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationstate law prohibit such extensions. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. Section 4.1 New Hires from Outside of the Authority A. A Probationary Employee is one who is appointed to a position covered by this Agreement who, at the time of their appointment, was not a current/active employee of the Authority. At the sole discretion of the Authority, the duration of the probationary period shall be 90 days from the date of hire. At the sole discretion of the Authority, the Authority may extend the probationary period for newly hired probationary employees for a period beyond 90 days for newly hired probationary employees for a period not to exceed 90 days, but such extension of the probationary period shall not deprive the probationary employee from receiving any healthcare or leave benefits. B. A probationary employee is not covered by this Agreement other than for salary except where specific reference is made to probationary employees. A probationary employee shall be eligible to be enrolled in and receive health benefits from the Authority after sixty (60) days of employment (or as soon as permissible according to the terms of the current health care program in place). C. Probationary employees shall be on probation for enrolled in the first on-call rotation after ninety (90) calendar days days. D. The AUTHORITY shall notify the Union when any new employees are hired to fill positions within the terms of their employmentthis Agreement. The ninety (90) calendar days Probationary employees shall be accumulated within one evaluated at least every thirty (130) year from their initial date of employment, provided however, days by the BOARD may require an additional probationary period not to exceed ninety (90) calendar daysAUTHORITY. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be discharged without recourse, provided that the AUTHORITY may not discharge or discipline for the purpose of discriminating against union members. E. At the conclusion of the 90-day probationary period, or additional 90-day probationary period if required by the Authority, the probationary employee shall be entitled to all benefits and privileges of a regular employee as contemplated in this Agreement. F. If a newly promoted employee is discharged or demoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services Authority shall notify the UNION president, Union in writing, writing within five (5) days of the name and location of new employees, as they complete their probationary perioddischarge or demotion.

Probationary Employees. New (a) Newly hired employees shall be on subject to a probation period. This period shall be three (3) months in length for all positions within pay bands 5 and lower, and six (6) months in length for all positions within pay bands 6 and higher. For those positions identified by the Joint Advisory Job Evaluation Committee as being entitled to learning curve recognition, there shall be a second probation period equal in length to the balance of time required for the first ninety (90) calendar days of their employmentemployee to complete his/her customized training plan. The ninety (90) calendar days criteria for this second probation period shall be accumulated limited to the employee's successful completion of the training plan. For the purpose of seniority, entitlements and benefits, probation is finished after successfully completing the first probation period. The probation periods for part-time employees shall be pro-rated. Any part-time employee who has not met the length of probation requirement within a one (1) calendar year from their initial date period shall be deemed to have completed this probation after serving fifty percent (50%) of employment, provided howeverthe probation period and receiving a successful performance appraisal. (b) Under special circumstances and with the mutual agreement of the College and the Union, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he extended to a period not exceeding a further three (3) months. Any leave from the position of longer than ten (10) consecutive working days during the probationary period for sick leave, vacation or general leave of absence may extend the probation date by the equivalent length of that leave. Employees who have satisfactorily completed their probation period shall be entered on so advised. (c) During the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to a probationary employee may apply as an internal applicant for another position within the employee the reasons for the extended periodbargaining unit. The employee may request must successfully complete a meeting with full probationary period within the appropriate administrator new position in order to discuss pass probation in the reasons for extending new position. (d) During the probationary periodperiod a probationary employee shall be entitled to all rights and privileges of this Agreement. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon After successful completion of the probationary period, period seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for effective from the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination original date of employment. (Ce) A The College may terminate a probationary employee may for unsuitability where the employee's performance has been measured against reasonable standards and the assessment carried out fairly and objectively. Each probationary employee shall be promoted during informed upon hiring of this provision. (f) When an employee returns to the same position as that previously held within the last twelve (12) months, any continuous period of time spent in the previous position which is fifty percent (50%) or greater of the required probationary period for the position, shall be applied to the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 4:01 A probationary employee shall not attain seniority until he/she has been so employed by the Board for an aggregate probationary period of eighty (80) working days during any twelve (12) consecutive month period after which time he/she shall acquire the seniority status and obligations of a permanent employee under this Agreement, provided that all benefits will be provided to employees after forty (40) working days. The seniority and vacation entitlement only of any probationary employee shall date eighty (80) working days prior to the date on which he/she acquires seniority status. Vacation entitlement for probationary employees shall be on probation in the extent as herein provided under Article 17 of this Agreement. In the event a probationary employee ceases to be employed by the Board such entitlement shall be in accordance with the Employment Standards Act. 4:02 It is mutually agreed that probationary employees shall not work in excess of the hours provided herein for permanent employees. 4:03 Effective January 2001, any probationary employee who has worked for the first ninety Board as a temporary employee shall have previous days worked in the preceding twenty-four (9024) calendar days months credited to their probationary period up to a maximum of their employment. forty (40) working days. 4:04 The ninety (90) calendar days shall be accumulated within one (1) year from their initial term “temporary employee” when used in this Agreement refers to employees engaged by the Board on other than a permanent or probationary basis to replace a permanent or probationary employee during periods of temporary absence for reasons of illness, injury, disability, parental leave or other leaves of absence. 4:05 The Board will advise the Union of all probationary and temporary employees hired, date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety hire and position hired into within two (902) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial weeks from date of employmenthire. 4:06 Temporary and probationary employees shall have union dues deducted and remitted to the Union per Article 3:00. The additional probationary period Said employees will not be required without submitting to the employee the terminated for reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. Howeverthat are arbitrary, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary perioddiscriminatory, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodor in bad faith. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New The words "probationary employee" when used in this Agreement shall mean any employee who is filling a permanent position and is serving a required probationary period. Both parties agree that the business requires highly motivated and skilled employees working as part of a team. To that end, new employees shall be on probation for required to serve a probationary period of six (6) months with the first ninety (90) calendar days Company reserving the right, in certain instances, and after consultation with the Union, to extend this period to a maximum of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date year. A probationary employee is always hired with the intention of employment, provided howevermaking them a permanent employee at the satisfactory conclusion of the six (6) month probationary period. During that period, the BOARD may require Company will assess whether an additional probationary period employee is suitable to be retained. Any decision not to exceed ninety retain a probationary employee shall not be the subject of the arbitration provisions of the dispute resolution procedure. Temporary employees may be hired for periods up to twelve (9012) calendar daysmonths to perform work which would normally be performed by the permanent employees. When At the request of the Company, the Union may grant extensions to the temporary work period beyond twelve (12) months. Applicable wage progression eligibility applies in the case of a temporary employee who works beyond the one (1) year. In the event that a temporary employee is selected to a permanent position, the time worked without a break in service as a temporary employee will count towards their probationary period. A summer student is an employee finishes his/her probationary period, and/or additional hired for a specific period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date time who intends to return to post- secondary education following their term of employment. The additional probationary period will Their work may include work of a nature that includes but is not limited to clerical, grass cutting, painting, janitorial work, etc. Occasionally, there may be required without submitting opportunities for students to assist permanent and/or temporary employees in the employee the reasons for the extended periodperformance of their duties. A co-op student is a student enrolled in a co-op program offered through a University or other post secondary institution. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period Company’s participation in co-op programs shall not be subject displace existing permanent or temporary employees or threaten job security of employees falling within the Scope of this Agreement. This is not intended to prohibit the grievance procedure. The activation co-op student from performing work assignments related to their field of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodstudy. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall 14.01 An employee will be on probation considered probationary for the first ninety thirty-six (9036) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, months he or she is engaged in performing teaching and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended periodexamining functions. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending will have no seniority rights during the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful after completion of the probationary period, the employee's seniority as stated above and vacation will be retroactive shall date back to the date he or she first commenced work for the Employer. 14.02 A probationary employee will normally be reviewed annually by the Xxxx. The Xxxx will meet with the Appointments Committee and review his/her findings about the probationary employees. The Xxxx shall then make one of hire as the following recommendations to the Appointments Committee: (a) that the employee be terminated forthwith or at a permanent employee. Sick days will be accrued but may not be used later time during the probationary period; (b) that the employee be permanently appointed; (c) that the probationary period be continued, reduced or eliminated; or (d) that the probationary period be extended for another twelve (12) months or less. The Appointments Committee shall make one of the following recommendations to the Vice-President Finance & Administration which recommendation shall be followed by the Vice-President Finance & Administration unless there are exceptional circumstances: (a) that the employee be terminated forthwith or at a later time during the probationary period; (b) that the employee be permanently appointed; (c) that the probationary period be continued, reduced or eliminated; or (d) that the probationary period be extended for another twelve (12) months or less. (A) There 14.03 Notwithstanding Article 10.01, a decision to terminate under this Article need not be for just cause, and shall be subject to the grievance and arbitration procedure under this Agreement on the following grounds only: (a) allegations that there were no seniority among probationary employeesexceptional circumstances under 14.02 which would justify a refusal by the Vice-President Finance & Administration to follow a recommendation of the Appointments Committee. 14.04 An arbitrator shall be limited in his or her jurisdiction to the matters set out in 14.03 (Ba) The UNION and shall represent probationary employees for the purpose of collective bargaining in respect be without power to rates of payreverse a termination decision or to award permanent status or to extend, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action reduce or termination of employment. (C) A probationary employee may be promoted during eliminate the probationary period, but upon such promotion s/he may quash a decision on the grounds set out in 14.03 (a). 14.05 In this Article, the Appointments Committee shall mean the Appointments Committee of Academic Council, except that where there is no faculty representative from the employee's discipline on the Appointments Committee, a faculty representative shall be deemed selected by mutual agreement between the Employer and the Association to have satisfactorily completed serve as an ad hoc voting member of the Appointments Committee in that discipline for the purpose of evaluating employees under this Article. 14.06 The rate of remuneration for probationary employees will be a minimum of twenty-eight dollars ($28.00) per hour. The tuition fees charged to the students of probationary employees may be set and charged at the Employer's sole discretion which discretion shall not be exercised unreasonably. 14.07 Probationary employees shall be entitled to all benefits hereunder providing they meet the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationArticle 24.01. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New All employees shall be considered probationary employees for the first six (6) months following their date of hire. The CITY shall be the sole judge as to whether a probationary employee shall be continued in employment during the first probationary period. All employees shall be considered apprentice employees on probation for the first ninety second six (906) calendar days months following their date of their employmenthire. The ninety (90) calendar days apprentice employee on probation shall have the right to become a union member and shall receive the wages and fringe benefits listed within this contract. The CITY shall be accumulated within one (1) year from their initial date the sole judge as to whether an apprentice employee on probation shall be continued in employment during the apprentice probationary period. Should the CITY decide to terminate an employee on probation, said employee shall have no right to appeal the CITY's decision through the UNION'S grievance procedure. All employees on probation are required to pass a test based on the job duties assigned to the probationary employee and meet the license requirements set out below. The test shall be prepared and administered by the City of employment, provided Carbondale. The UNION shall have the right to confer and consult with and make recommendations to the CITY in the preparation of the test. The test may be taken at any time following the first 6 month probation period at the request of the probationary employee; however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period test shall not be subject to the grievance procedureadministered more than once in each month. The activation of insurance benefits will not test shall be delayed beyond administered on the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to ten month anniversary date from the date of hire as a permanent employee. Sick days will be accrued but may not be used during into the Water, Sewer, Distribution, and Lab Divisions if the probationary period. (A) There employee has not previously passed the test. If the probationary employee does not pass the test by the eleven month anniversary date from the date of hire into the Water, Sewer, Distribution, and Lab Divisions, the probationary employee shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for terminated from the purpose of collective bargaining in respect City employment; however, nothing herein limits the CITY's right to rates of pay, hours of employment and other conditions of employment, but not for terminate the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the eleven month anniversary date. No employee shall complete the probationary period ifwithout having passed the job duties test. Employees shall still be required to meet the licensing requirements as set out in Article III, in the opinion of the Board or its representativesSection H, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationbelow. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New ‌ 4:01 A probationary employee shall not attain seniority until they have been so employed by the Board for an aggregate probationary period of eighty (80) working days during any twelve (12) consecutive month period after which time the employee shall acquire the seniority status and obligations of a permanent employee under this Agreement, provided that all benefits will be provided to employees after forty (40) working days. The seniority and vacation entitlement only of any probationary employee shall date eighty (80) working days prior to the date on which the employee acquires seniority status. Vacation entitlement for probationary employees shall be on probation in the extent as herein provided under Article 17 of this Agreement. In the event a probationary employee ceases to be employed by the Board, such entitlement shall be in accordance with the Employment Standards Act. 4:02 It is mutually agreed that probationary employees shall not work in excess of the hours provided herein for permanent employees. 4:03 Effective January 2001, any probationary employee who has worked for the first ninety Board as a temporary employee shall have previous days worked in the preceding twenty-four (9024) calendar days months credited to their probationary period up to a maximum of their employment. forty (40) working days. 4:04 The ninety (90) calendar days shall be accumulated within one (1) year from their initial term “temporary employee” when used in this Agreement refers to employees engaged by the Board on other than a permanent orprobationary basis to replace a permanent or probationary employee during periods of temporary absence for reasons of illness, injury, disability, parental leave or other leaves of absence. 4:05 The Board will advise the Union of all probationary and temporary employees hired, date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety hire and position hired into within two (902) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial weeks from date of employmenthire. 4:06 Temporary and probationary employees shall have union dues deducted and remitted to the Union per Article 3:00. The additional probationary period Said employees will not be required without submitting to the employee the terminated for reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. Howeverthat are arbitrary, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary perioddiscriminatory, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodor in bad faith. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees shall be on probation for the first ninety (90) calendar days of their employmentSection 1. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall end upon completion of twelve (12) months of actual employment or upon successful completion of the Field Training Program, whichever is longer. All newly hired deputies shall not be subject to have seniority rights until they have successfully completed the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day probationary period. Upon successful completion of all required training, including the Field Training program, they will be assigned to the Road Patrol Division until completion of their probationary period or two (2) years of continuous service, whichever is longer. Section 2. An employee who is transferred to another position in the same or different class in the same department prior to the completion of his probationary period shall complete that service period in the latter position by adding thereto his service in the former position. Verification of satisfactory employment in the new position by the department head will be deemed to constitute verification of satisfactory service also in the original position. The provisions of this section will not apply in any case of transfer from one department to another. Section 3. At any time during the probationary period when the employee is about to be laid off because of reduction in force, the department head, with the consent of the employee, may demote such employee, in lieu of lay off, if he is otherwise eligible and work is available in a lower class. The name of such employee shall be restored to the lists from which it was removed at the time of employment. The probationary period of an employee demoted in lieu of lay off during that period shall include the period of probation in the higher class. No demotion of this kind shall be made if it will result in the separation of any other employees with greater length of service. Section 4. At least seven (7) days prior to the expiration of an employee's probationary period, seniority as stated above and vacation the bureau captain shall notify the Sheriff in writing whether the services of the employee will be retroactive continued in his position. A copy of this notice shall be given to the date employee by the bureau captain. Upon receipt by the Sheriff of hire as a permanent employeefavorable report, the appointment shall be deemed permanent. Section 5. Sick days will be accrued but may not be used during the During such probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary an employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationterminated for any reason without recourse hereunder. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New (a) The parties agree that in the event two or more employees are hired on the same date, they shall be listed in the following manner on probation for the first ninety (90) calendar days seniority list: 1. Upon completion of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her employee's probationary period, and/or additional period which may their name will be required s/he shall be entered placed on the seniority list with their last date of hire. 2. If two (2) or more employees complete their probationary period on the same day, the employees plus a Union Xxxxxxx and his/her a member of Management will place the names of the affected employees (completed probation on the same day) into a container and the employees will draw a name out of the container. The first name drawn out of the container will be the first name listed on the seniority list. The names would be listed on the seniority list in order of the draw with the same seniority date. (i) All full-time employees shall be computed as probationary employees until they have completed four hundred and fifty (450) hours of the initial date work or four (4) calendar months of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day periodwhichever occurs first. Upon successful completion of probation, the employee's name will be placed on the appropriate seniority list with seniority dating from the date of last hire by the Health Centre. (ii) During the probationary period, the probationary employee shall have no seniority as stated above standing. (iii) Under no circumstances will an employee be required to serve a second probationary period, unless otherwise mutually agreed by the parties. (b) All part-time employees shall be probationary employees until they have completed four hundred and vacation fifty (450) hours of work or six (6) calendar months of employment, whichever occurs first. Upon successful completion of probation, the employee's name will be retroactive to placed on the appropriate seniority list with seniority dating from the date of last hire as a permanent employee. Sick days will be accrued but may not be used during by the probationary periodHealth Centre. (A) There 12.02 The discharge of a probationary employee is at the sole discretion of and for any reason satisfactory to the Health Centre. Probationary employees who have been discharged have access to the grievance procedure, but it is understood and agreed that there shall be no seniority among probationary employeesa lesser standard of proof required. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 14.1 Notwithstanding any other provision in this Collective Agreement a newly hired Employee shall be on probation for the first ninety a period of one hundred and twenty (90120) calendar days of their employment. The ninety actual work from the Date of Hire as a Permanent full-time or Permanent part-time Employee (90"Probationary Employee") calendar days and shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. following terms and conditions: (a) Probationary Employees will receive an oral evaluation at thirty (30) days, a written evaluation at sixty (60) days and a final written evaluation at the expiry of the probationary period. (b) The activation parties agree that the purpose of insurance the probationary period is to provide the Employer with the opportunity to assess the new Employee's suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated. (c) A Probationary Employee shall be entitled to all the benefits will not and rights contained in this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A Probationary Employee shall be delayed beyond obliged to pay membership dues to the initial ninety Union during any probationary period. (90e) day period. Upon The Seniority of a Probationary Employee shall, on successful completion of the probationary period, seniority as stated above and vacation will be retroactive revert back to the date Employee's Date of hire Hire. (f) A Probationary Employee is entitled to be credited with sick leave at the same rate as a permanent employee. Sick days will be accrued any other Employee during the probationary period but may must repay all sick leave taken but not be used during earned if the Employee does not successfully complete the probationary period. (Ag) There Probationary Employees shall be no seniority among probationary employeeshave the right to grieve. (Bh) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of payIf a Probationary Employee is disciplined or dismissed, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have satisfactorily completed the requirements power to substitute any lesser discipline or penalty. 14.2 A Probationary Employee discharged during the probationary period for unsatisfactory work performance shall be given ten (10) calendar days notice of discharge or pay in lieu of notice. 14.3 If an Employee is recalled to the classification from which s/he has been promotedsame position after the summer break, the summer break will not be considered a break in the probationary period. However, s/he may be returned if the Employee returns to such classification prior to completion a different position after the summer break, the Employee must serve the complete probationary period but for seniority purposes service will begin upon the date of the probationary period iffirst hire. 14.4 A Term Employee who becomes a Permanent Employee, in the opinion same position, at the expiration of the Board or its representatives, s/he does not satisfactorily perform term shall be credited with the duties of hours worked in the higher classification. In that event his/her salary shall revert to term position towards the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New (a) All newly hired employees covered by this agreement shall serve a probationary period as outlined in paragraphs (b), (c) and (d). The County may, during such probationary period, in its sole discretion, dismiss, layoff or transfer such employees and no grievance shall be filed or claimed by such employees or on probation behalf of any of them by the Union for or on account of any such action of the County during said period. Grievances may be filed by probationary employees on issues other than those listed above. (b) Employees hired as Recruit Officers, and who attend the traditional Xxxxxx County Police Recruit Officer Training Academy or an approved alternative Academy, shall serve a probationary period of 18 months from the date they are first ninety employed by the Police Department as a Probationary Police Officer. (90c) calendar days Employees hired as Lateral/Experienced Police Officers shall serve a probationary period of their employment. The ninety (90) calendar days shall be accumulated within one (1) one-year from their initial the date of employment, provided however, they are first employed by the BOARD may require an additional Police Department. (d) Employees hired from the Maryland Police Corps Program shall serve a probationary period not to exceed ninety of 12 months from the date when they enter County service. (90e) calendar days. When The Chief of Police may extend the probationary period for probationary employees past their normal probationary period for medical reasons when an employee finishes is unable to perform his/her role as a police officer for thirty days or more during the initial probationary period, and/or additional period which may be required s/he shall be entered on . (f) In the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement event of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion extension of the probationary period, seniority at the end of such extension and upon receiving a satisfactory performance evaluation, the employee shall receive the appropriate step increase that will place that employee at the same level as stated above and vacation will be retroactive to the date their peers as though there has been no extension of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (Bg) The UNION Chief of Police shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of extend the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationfor performance reasons. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 15.1.1 The probationary period for certificated employees at BCCHS shall be on two (2) years of consecutive and complete service. To begin probationary status at BCCHS, an employee must hold a preliminary credential or higher. 15.1.2 If a unit member does not complete a BCCHS approved induction program or hold a professional clear credential in the subject for which he/she was hired by the end of his/her second complete year of probationary service, he/she may be non-reelected at the end of that second complete year of probationary service, unless probation is extended as provided below. 15.1.3 The CEO/Principal reserves the right to offer a third year of probationary status (Probationary Three status) in lieu of non-reelection. Additionally, a third or fourth year of probation may also be extended to a probationary employee to complete BTSA or induction requirements. For such an employee, effective immediately upon providing BCCHS with proof of completion of a BCCHS approved Induction Program and/or the holding of a professional clear credential, they shall be deemed permanent with all attendant rights in accordance with Section 15.2. 15.1.4 A complete year of probationary service is defined as active, full-time service for at least seventy-five percent (75%) of the first ninety instructional days in each year. 15.1.5 Except for those unit members who have failed to complete the requirements set forth in Section 15.1.2, above, notice of non-reelection from probationary employment with BCCHS, must be provided by the CEO/Principal no later than May 15 of the second consecutive and complete school year of probationary service. A probationary 1 employee subject to non-reelection shall be provided written notice thereof at least fourteen (9014) calendar days prior to the unit member’s last scheduled work day of their employmentthe school year. The ninety (90) calendar days shall For probationary 2, 3 or 4 employees, prior to March 15, such employees will be accumulated within provided with a warning notice regarding the possibility of non-reelection. Probationary 2, 3 and 4 employees may be non-reelected without cause, if notice is given by May 15 of the school year in which non-reelection notice is given. 15.1.6 This Section does not apply to a unit member hired on a “temporary contract” of one (1) year from their initial date or less to replace another unit member who is on an approved leave of employmentabsence pursuant to Article XIII. Such unit members do not have probationary status, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire unless subsequently hired as a permanent employee. Sick days will be accrued but may not be used during the probationary periodemployee (see 15.4 below). (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect 15.1.7 Employees who resign from employment at BCCHS and return thereafter to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A must recommence employment as a probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationless. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 1. Newly hired Employees and Employees transferring into new positions shall be on probation considered probationary for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary a period not to exceed ninety two hundred seventy (90270) calendar days. When an employee finishes his/her Employees retained by the Employer beyond the probationary period acquire seniority retroactive to the first day of reporting for work. Employees who are probationary Employees at the time this Agreement becomes effective shall serve the remainder of the term of their probationary period which was in effect when their employment, transfer, or promotion with the CSEA began. 2. Newly hired probationary Employees may be discharged at will and at any time prior to the completion of the probationary period, and/or additional period which may . The Director or his designee shall hold a conference with a probationary Employee who is to be required s/he discharged to explain the reasons for his or her discharge and to give the Employee an opportunity to respond to such reasons. The Union shall have the right to send a representative to such conference. The Employee’s opportunity to hear the reasons for his or her discharge and to respond thereto constitutes the Employee’s sole recourse to dispute his or her discharge pursuant to this Agreement. Such discharge shall not be entered on the seniority list grievable under terms of this Agreement. 3. Probationary Employees who have transferred laterally into a different classification or into a higher-paying position are subject to being returned to their previous position and his/her seniority shall be computed as pay at any time prior to completion of the initial date of employmentnew probationary period. The additional Director or his designee shall hold a conference with such a probationary period will not Employee who is to be required without submitting so returned to the employee their previous position to explain the reasons for the extended periodreturn to his or her previous position and to give the Employee an opportunity to respond to such reasons. The employee may request Union shall have the right to send a meeting with the appropriate administrator representative to discuss such conference. The Employee’s opportunity to hear the reasons for extending the return to his or her previous position and to respond thereto constitutes the Employee’s sole recourse to dispute the return to his or her previous position. Such demotion shall not be grievable under the terms of this Agreement. 4. All voluntary promotions within the unit described in the Agreement shall be probationary for a period not to exceed one hundred eighty (180) calendar days. Prior to the expiration of the promotional probationary period, the Employer may demote the probationary period. Howeveremployee to the position and rate of pay from which the employee was promoted, the requirement of an additional probationary period and such demotion shall not be subject to the grievance procedureand arbitration procedures of this Agreement. The activation An Employee serving in a promotional probationary period may, at any time during that period, request a voluntary demotion to his or her prior position and prior rate of insurance benefits pay. In the event that his or her prior position has been awarded and accepted, the following procedure will apply. If there is a vacant position within the prior classification of the Employee taking a voluntary demotion, the demoting Employee may apply for the open position, and must compete for the position among other applicants, including Employees seeking reassignment within their current classification. If the Employee is not be delayed beyond awarded the initial ninety (90) day period. Upon successful completion of vacant position or does not accept the position, he or she may choose to remain in the promotional position, subject to successfully completing the probationary period. If the Employee does not choose to remain in the promotional classification and is not successful in applying for the vacant position, seniority as stated above and vacation then he or she will be retroactive deemed to have resigned from employment. If on the date other hand there is no vacant position within the prior classification of hire as the Employee taking a permanent employeevoluntary demotion, there is no position to demote to. Sick days will be accrued but In that case, the demoting Employee may not be used during choose to remain in the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect promotional position, subject to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during successfully completing the probationary period, but upon such promotion s/he shall in no case may the voluntarily demoting employee displace another Employee. In this event as well, the Employee will be deemed to have satisfactorily completed the requirements of the classification resigned from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationemployment. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 1. All employees shall be on probation for considered probationary employees until he or she has completed the first greater of ninety (90) calendar days of active service or sixty (60) workdays with the Company. An employee’s probationary period may be extended with mutual agreement between the Company and the Union. All employees who, as of the effective date of this Agreement, have completed their employmentprobationary period shall be credited as having satisfied the probationary period. The All employees hired after the effective date of this Agreement, or an employee rehired after termination of seniority, shall be probationary employees until completing the greater of ninety (90) calendar days of active service or sixty (60) workdays with the Company. 2. Probationary employees may be disciplined or discharged at the sole discretion of the Company. The probationary employee and any representative of the probationary employee, including the Union, shall have no rights whatsoever to challenge, in the grievance or arbitration procedures, the probationary employee’s discipline or discharge. 3. Once an employee has completed the probationary period, he shall be accumulated within one (1) year from their initial date added to the appropriate seniority lists and will not be disciplined or discharged without just cause. 4. All employees permanently transferred to a new classification shall be subject to a trial period of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar daysdays from the date of entering the classification. When an employee finishes his/her probationary During this trial period, and/or additional period which may be required s/he shall be entered on the seniority list Company will determine whether the employee can meet the qualifications and his/her seniority shall be computed as performance demands of the initial date of employmentjob. The additional probationary period If the employee does not meet these requirements, the Company will not be required return the employee to his prior classification without submitting recourse to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary periodGrievance and Arbitration Procedure. However, if the requirement of an additional probationary employee’s performance or conduct during the trial period would otherwise be just cause for discipline, the Company may issue discipline in lieu of, returning the employee to his prior classification. This provision shall not be subject to prevent the grievance procedure. The activation of insurance benefits will not be delayed beyond Company from disciplining the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used employee for just cause during the probationary trial period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New 12.01 An employee shall be considered probationary for a period of sixty (60) days of actual work, which period may be consecutive or may be accumulated within a twelve (12) month period. Holidays shall not qualify as working days. Time spent in Classroom Training in accordance with Article 25 shall not be considered as time worked. At the end of the probationary period, the employee’s name shall be placed upon the Seniority List as provided in Article 13.01. Potential employees shall be on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not required to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended periodundergo a pre- employment medical before they are hired. The employee may request be given a meeting with formal interim assessment after thirty (30) days of actual work during the appropriate administrator probation period. 12.02 During the period of probation, an employee has no seniority standing. The discipline or discharge of a probationary employee during their probationary period shall be deemed to discuss have occurred for just cause and the reasons Company shall be deemed to have satisfied the applicable lesser standard than that required for extending the probationary period. However, the requirement discipline or discharge of an additional employee who has completed their probationary period provided that the Company has not acted arbitrarily, discriminatorily or in bad faith in effecting the discipline or discharge. The discipline or discharge of a probationary employee during their probationary period shall not be made the subject matter of a grievance or submitted to an arbitrator by the grievance procedure. The activation of insurance benefits will not be delayed beyond employee, the initial ninety (90) day period. Upon successful completion Union or otherwise except on the basis of the probationary periodallegation that the company has acted arbitrarily, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary perioddiscriminatorily or in bad faith. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) 12.03 A probationary employee may be promoted during discuss a complaint or present a grievance, other than on the probationary periodsubject of their release, but upon such promotion s/he shall be deemed to have satisfactorily completed with the requirements assistance of Union representation. The Company will notify the Union in writing of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion termination of the any probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationemployee. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New (a) All new employees shall be on probation for placed in a probationary capacity until the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of twelve (12) months' continuous service, except where it is determined by the probationary period, seniority as stated above and vacation will be retroactive to the date Fire Chief that a Probationary Employee's performance warrants an extension of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary such probation period. (Ab) There This probation period shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of determining an employee's suitability for permanent employment. At any time during this period employment and other conditions of employment, but not may be terminated if it can be satisfactorily shown the employee is unsuitable for the purpose of protesting disciplinary action or termination of employment. (Cc) A probationary employee may Suitability for employment will be promoted during decided on the probationary period, but upon basis of factors such promotion s/he shall be deemed as: (i) the quality of work, (ii) ability to have satisfactorily completed work harmoniously with others, (iii) conduct, (iv) ability to meet fire fighting standards set by the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationMunicipality. (Dd) The Manager In addition to (a), (b) and (c) above a Probationary Employee who is absent for any reason for five (5) working days or more during the probation period shall have their probation period extended by an equal amount of Facilities time to make up such loss. (i) Progression by a Probationary Employee from "Firefighter probation (1st six (6) months)" salary rate to "Firefighter six (6) months to end of 1st year" salary rate, and Transportation and the Director also from "Firefighter six (6) months to end of Food Services 1st year" salary rate to "Firefighter beginning 2nd year" salary rate shall notify the UNION presidentbe subject, in writingeach instance, to achieving a satisfactory performance appraisal rating. (ii) It is understood that where the Employer intends to withhold a salary rate listed in Sub‐section 3(e)(i), the Employer shall advise the employee of such a decision prior to the date on which the employee would have moved up to the next salary rate. Failure to advise the employee before the date the employee was due to move up to the next salary rate, of the name and location of new employeesEmployer's decision to not allow the movement up to the next salary rate will result in the employee's automatic move onto the next salary rate, as they complete their probationary periodif the employee’s performance was satisfactory. (f) If a Probationary Employee continues in the same position on a permanent basis, seniority, holiday benefits and other perquisites referable to length of service shall be based on the original date of employment.

Probationary Employees. (a) New employees of the plant shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days days' probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list of their department or division and his/her shall rank for seniority shall be computed as of from the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial day ninety (90) days prior to the day period. Upon successful completion of they completed the probationary period, seniority period or as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodcalculated in (d) below. (Ab) There shall be no seniority among probationary employees. (Bc) The UNION Union shall represent probationary employees for the purpose purposes of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment as set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that a layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Sec. (C) A probationary employee 1.4), may be promoted during taken up as a grievance; provided, however, that the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Company shall not be held to the same standards as in the case of the classification from which s/he has been promotedseniority employees. However, s/he may The Appeal Board shall have jurisdiction over such cases. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform probationary employee's discharge and the duties of the higher classification. In that event his/her salary shall revert to the lower classificationprobationary employee's reinstatement. (Dd) The Manager of Facilities Probationary employees that are temporarily separated during their probationary period and Transportation and the Director of Food Services are subsequently reinstated, shall notify the UNION president, in writing, of the name and location of new employees, as they be required to complete their 90 day probationary period., and upon doing so shall have a seniority date reflecting their date of hire with the

Probationary Employees. New employees 8.1 Nothing in this Agreement shall be on construed as making probationary employment mandatory. 8.2 Probationary employment shall not apply in respect of casual employees. 8.3 An employee may be engaged as a probationary employee during an initial probationary period of up to three months’ duration. The probation period shall be specified in the contract of employment. 8.4 Probationary employment forms part of an employee’s period of continuous service for all purposes of the Agreement, except where otherwise specified in this Agreement. 8.5 The Credit Union shall complete a first probationary review no later than mid-way through the defined probationary period. Following the conclusion of the first probationary review the Credit Union will provide the probationary employee with feedback about their work performance. Where areas of unsatisfactory performance are identified, the probationary employee will be made aware of the standards of satisfactory performance required and the dates by which such standards are required to be achieved by the employee. 8.6 The Credit Union may terminate an employee's employment contract at any time during the probationary period if it considers that the probationary employee is demonstrably not suitable for the first ninety (90) calendar days position on the basis of their employment. The ninety (90) calendar days capacity and abilities. 8.6.1 Where the Credit Union has determined that the probationary employee is unsuitable for the position, they shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to advise the employee of the reasons for the extended period. decision. 8.6.2 The employee may request shall be given two weeks’ notice of termination of employment or payment in lieu thereof. 8.7 The Credit Union shall complete a meeting with final probationary review by no later than two weeks before the appropriate administrator to discuss the reasons for extending end of the probationary period. Howeverperiod specified in the contract of employment and, the requirement of an additional probationary period shall not be subject prior to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion end of the probationary period, seniority as stated above and vacation inform the employee of the outcome of this review under the following terms: 8.7.1 Where the employer has determined that the probationary employee has satisfactorily completed their probation, that their employment will be retroactive to continue; or 8.7.2 Where the date of hire Credit Union, as a permanent employee. Sick days will be accrued but may not be used during consequence of the probationary period. (A) There reviews, has determined that the probationary employee has not satisfactorily met the employer’s work performance requirements, the probationary employee shall be no seniority among probationary employees. (B) The UNION informed of the outcome of the final review and shall represent probationary employees for the purpose be given two weeks’ notice of collective bargaining in respect to rates of pay, hours termination of employment and other conditions of employmentor payment in lieu thereof; 8.7.3 Should the Credit Union fail to complete the required final probationary review within the time specified, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall will be deemed to have satisfactorily successfully completed the requirements of probationary employment period, unless the classification from which s/he has been promoted. However, s/he may be returned failure to such classification prior review occurs due to completion of circumstances beyond the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationCredit Union’s control. (D) 8.8 Clause 17, Dispute Resolution Procedure of this Agreement, shall apply to this provision. The Manager provisions of Facilities Clause 18, Redundancy and Transportation Retrenchment and the Director Clause 9, Termination of Food Services Employment shall notify the UNION president, not apply in writing, respect of the name and location of new probationary employees, as they complete their probationary period.

Probationary Employees. New employees (a) A new employee shall be a probationary employee without seniority until he has been employed for a period of six (6) months, at the end of which period he shall be either terminated or entered on probation for the department-wide seniority list and the unit-wide seniority lists of the City as of the first day of his employment. In the event an employee is considered marginal, an additional extended probationary period may be granted if mutually agreed to by the Union. An employee laid off during his probationary period and re-hired within ninety (90) calendar days following his last day of their employmentwork will be considered to be completing the probationary period which he has previously started. The An employee who completes his probationary period in this manner shall be credited with six (6) months retroactively from the day he completes his probationary period for the purpose of determining his date of employment and position on the department- wide, unit-wide and classification lists. An employee who has not completed the probationary period and is re-hired after ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as considered a permanent employee. Sick days new employee and will be accrued but may not be used during the begin a new probationary period. (Ab) There A new employee hired into the classification of Code Assistance/Animal Control Officer shall be no a probationary employee for a period of twelve (12) months. Extensions of probation may be requested by the City and implemented with mutual agreement from the Union. At the end of the probationary period the employee shall either be terminated or entered on the applicable seniority among probationary employeeslists of the City as of the first day of his employment. (Bc) The UNION Union shall represent probationary employees except for the purpose of collective bargaining in respect to rates of pay, hours of employment discharge and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employmentaction. (Cd) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion After serving six months of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert employee will be entitled to the lower classificationcommencement of all benefits (excluding retirement until vested) and required to comply with the Union Security provisions defined in this Agreement. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New employees 14.1 Notwithstanding any other provision in this Collective Agreement a newly hired Employee shall be on probation for the first ninety a period of one hundred and twenty (90120) calendar days of their employment. The ninety actual work from the Date of Hire as a Permanent full-time or Permanent part-time Employee (90"Probationary Employee") calendar days and shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. following terms and conditions: (a) Probationary Employees will receive an oral evaluation at thirty (30) days, a written evaluation at sixty (60) days and a final written evaluation at the expiry of the probationary period. (b) The activation parties agree that the purpose of insurance the probationary period is to provide the Employer with the opportunity to assess the new Employee's suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated. (c) A Probationary Employee shall be entitled to all the benefits will not and rights contained in this Agreement in accordance with the terms and conditions relating to such benefits and rights except as otherwise provided in this Agreement. (d) A Probationary Employee shall be delayed beyond obliged to pay membership dues to the initial ninety Union during any probationary period. (90e) day period. Upon The Seniority of a Probationary Employee shall, on successful completion of the probationary period, seniority as stated above and vacation will be retroactive revert back to the date Employee's Date of hire Hire. (f) A Probationary Employee is entitled to be credited with sick leave at the same rate as a permanent employee. Sick days will be accrued any other Employee during the probationary period but may must repay all sick leave taken but not be used during earned if the Employee does not successfully complete the probationary period. (Ag) There Probationary Employees shall be no seniority among probationary employeeshave the right to grieve. (Bh) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of payIf a Probationary Employee is disciplined or dismissed, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have satisfactorily completed the requirements power to substitute any lesser discipline or penalty. 14.2 A Probationary Employee discharged during the probationary period for unsatisfactory work performance shall be given ten (10) calendar days notice of discharge or pay in lieu of notice. 14.3 If an Employee is recalled to the classification from which s/he has been promotedsame position after the summer break, the summer break will not be considered a break in the probationary period. However, s/he may be returned if the Employee returns to such classification prior a different position after the summer break, the Employee must serve the complete probationary period but for seniority purposes service will begin upon the date of the first hire. 14.4 The Employer shall, after the Employee has served satisfactorily in a position on a probationary basis, confirm to the Employee and the President of the Local (in writing) the appointment on a permanent basis within fifteen (15) days of the completion of the probationary period ifperiod. 14.5 A term employee who becomes a permanent employee, in the opinion same position, at the expiration of the Board or its representatives, s/he does not satisfactorily perform term shall be credited with the duties of days worked in the higher classification. In that event his/her salary shall revert to term position towards the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.;

Probationary Employees. New employees hired in the district shall be on probation considered as probationary employees for the first ninety (90) calendar days of their employment. The ninety (90) calendar days probationary period shall be accumulated within not more than one (1) year from their initial date of employmentunless the employee is on the active roll, provided howevervacation, or temporary layoff wherein the BOARD may require an additional probationary accumulation period not to exceed ninety (90) calendar dayswill continue. When an employee finishes his/her After employees have finished the probationary period, and/or additional period which may be required s/he they shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting unit and shall rank for seniority from the day ninety (90) days prior to the day the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending completed the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) . The UNION Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment, but employment set forth in Section (1.1) of this Agreement. Any claim made by a probationary employee that a layoff or discharge is not for the purpose of protesting disciplinary action cause, or termination of employment. discriminatory under Section (C) A probationary employee 1.4), may be promoted during taken up as a grievance; provided, however, that the probationary period, but upon such promotion s/he employee shall be deemed to have satisfactorily completed continued to be on probation, and therefore the requirements Corporation shall not be held to the same standards as in the case of the classification from which s/he has been promotedseniority employees. However, s/he may The Appeal Board shall have jurisdiction over such cases. A probationary employee who is discharged and later reinstated shall not be returned deemed to such classification prior to completion have served any part of the probationary period if, in between the opinion date of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation probationary employee’s discharge and the Director probationary employee’s reinstatement. Where a probationary employee’s performance is unsatisfactory, the Supervisor will review the employee’s performance with the Union. The provisions of Food Services this Section shall notify the UNION president, not apply to temporary employees as defined in writing, of the name and location of new employees, as they complete their probationary periodLetter (5.2) "Temporary Hires".

Probationary Employees. New employees A. All paraprofessionals hired or rehired into the bargaining unit shall start at the base pay. Base pay for Special Education Paraprofessionals shall be on probation defined as Step II and base pay for the first ninety (90) calendar days of their employment. The ninety (90) calendar days Media assignments shall be accumulated within one (1defined as Step III, as indicated in Article 14(A) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodthis Agreement. (A) There shall be no seniority among probationary employees. (B) B. The UNION Association shall represent probationary employees for the purpose of collective bargaining in respect to rates of payhours, hours of employment wages, terms and other conditions of employment. The Association shall not represent discharged and disciplined probationary employees for other than Association activity. C. A newly hired paraprofessional shall be on probationary status for one hundred fifty (150) work days, but not for taken from and including the purpose of protesting disciplinary action or termination first day of employment. (C) A probationary employee . This period may be promoted during extended by the Board, on an individual basis, for an additional thirty (30) work days. If, at any time prior to the completion of the probationary period, but upon such promotion sthe employee’s work performance is unsatisfactory, he/he she may be disciplined or dismissed by the Employer during this period without recourse to the grievance procedure in Article 11. D. A paraprofessional who is awarded a position in a classification under this Agreement different than a classification previously held in this bargaining unit shall be deemed subject to have satisfactorily completed a trial period of thirty (30) work days, taken from and including the requirements first date of employment in the new classification. If at any time prior to the completion of the classification from which sthirty (30) work day trial period, the employee's work performance is unsatisfactory, he/he has been promoted. However, s/he she may be returned to such her former classification prior by the Employer without recourse to completion of the probationary period if, grievance procedure in Article 11. This shall not preclude the opinion of District from discharging the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event employee during his/her salary shall revert trial period for reasons related to performance which are unrelated to the lower change in job classification. During the thirty (30) working day trial period, the Employer shall have the right to use a substitute or otherwise temporarily fill the position previously occupied by the bargaining unit member and shall not be required to post the same as a vacancy until the above period has expired. Trial employees who are absent for any reason during their trial period shall work additional days equal to the number of days absent and such paraprofessional shall have not completed his/her trial period until these additional days have been worked. E. The probationary period shall not include vacation days (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION presidenti.e. Christmas break, in writingSpring break, of the name and location of new employees, as they complete their probationary periodsummer recess).

Probationary Employees. New 9.1 All employees shall be on probation for classified as probationary employees upon employment during the first ninety (90) calendar days six months of their employmentservice. The ninety (90) calendar days shall An employee is considered to be accumulated within one (1) year a probationary employee until successful completion of the first six months of service. If an employee is absent from their initial date a scheduled shift during the first six months of employment, provided however, the BOARD probationary period will automatically be extended for a period of time equal to all periods of absence during probation. The probationary period may require an additional probationary also be extended in increments of no more than 90 days for a period not to exceed ninety eighteen (9018) calendar days. When an months at the discretion of the City. 9.2 Any employee finishes his/her classified as a probationary period, and/or additional period which employee as defined above may be required s/he disciplined or discharged, with or without cause, and without recourse to the grievance procedure and shall be entered on considered an “at will” employee. Any disciplinary action taken against any probationary employee, including any discharge or any decision concerning the seniority list and his/her seniority shall be computed as employment, continued employment, or termination of the initial date employment of employment. The additional any probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not procedure set forth in this Agreement. 9.3 All employment decisions concerning any probationary employee shall be delayed beyond left to the initial ninety (90) day period. Upon successful completion sole and exclusive discretion of the probationary periodCity Manager, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but any such decisions may not be used during the subject of a grievance pursuant to the grievance procedure contained in this Agreement. 9.4 Provisions in this Agreement concerning seniority shall not apply to probationary employees; rather, seniority shall date back to the time of hire after an employee has successfully completed his or her probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary 9.5 Probationary employees for the purpose of collective bargaining in respect are not eligible to rates of payreceive vacation, hours of employment and other conditions of employmentsick, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to personal leave until satisfactory completion of the their initial probationary period if, as defined in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationSection 9.1 above. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. a) New employees hired into the unit and employees who transfer to the unit shall be probationary employees for evaluation purposes for one year commencing with the original date of hire or transfer into the bargaining unit. The purpose of the probationary period is to provide an opportunity for the Employer to determine whether the employee has the ability and other attributes which qualify him/her for regular employee status. During the probationary period, the employee shall have no seniority status and may be terminated in the sole discretion of the Employer without regard to his/her relative length of service. Unsatisfactory employees shall be on probation for terminated. Employees who have successfully passed their probationary period and who leave the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated bargaining unit and subsequently return within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to a probationary period upon return. b) Once the grievance procedurenew hire employee's probationary period is completed, the employee's seniority with the Employer and the Unit will begin from his/her date of hire. The activation Once the transferred employee’s probationary period is completed, the employee’s bargaining unit seniority will be the date of insurance benefits will transfer. This clause shall not be delayed construed to interfere with benefits normally received by probationary employees, such as, step increases, vacation accrual, sick leave accrual, and insurance coverage normally received after 90 days, if the probationary employee has met the qualifications for those benefits. c) It shall be the Department's prerogative to extend the probationary period an additional three (3) months beyond the initial ninety one (901) day periodyear probationary period if there are extenuating circumstances. Upon successful completion The employee shall be notified of any extended probationary period and the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary periodreason for said extension. (A) There shall be no seniority among probationary employees. (Bd) The UNION Union shall represent probationary employees for the purpose of collective bargaining in bargaining, with respect to rates of pay, wages, hours of employment employment, and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, employment as set forth in the opinion of Agreement. Probationary employees who are discharged or disciplined for reasons other than Union activity are not represented by the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classificationUnion. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Probationary Employees. New Section 1. Probationary employees shall be on probation for the first ninety (90) calendar days of not accrue seniority during their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employmentprobationary period, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her they shall, upon successful completion of their probationary period, and/or additional period be credited with such time and shall have a seniority date which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of their last date of hire as a permanent employee. Sick days will be accrued but may not be used during by the probationary periodCompany. (A) There shall be no seniority among a. After a probationary employees. (B) The UNION employee becomes a member of the Union as described in Article 6, the Union shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours wages, conditions of employment as set forth in Article 5 of the Agreement. Probationary employees will be given proper and other conditions of employmentadequate training, but not provided, however, such employees shall be subject to assignment, transfer, layoff and termination without recourse during their probationary period, except in cases a layoff or discharge is for the purpose of protesting disciplinary action or termination of employmentdiscrimination for Union activities. b. Newly hired employees shall serve a probationary period of ninety (C90) A calendar days, provided however, such probationary period shall be extended one day for each day of absence during said probationary period. It is understood that during the ninety- (90) calendar days, any probationary employee may be promoted discharged and no grievance shall arise therefrom. It is also understood that the initial ninety (90) calendar day probationary period may be extended for one (1) additional period of thirty (30) calendar days by the Company on a probationary employee who is not progressing satisfactory based upon the job-specific training records during the initial probationary period, but upon . The Union and affected employee will be notified in writing of all such promotion s/he extensions. Any discharge resulting during such extension period would likewise not be subject to the grievance procedure. c. The Union shall be deemed entitled to have satisfactorily completed meet with and orient all new union members during regularly scheduled new hire orientations. Such meeting will be held on Company time and shall last no longer than one (1) hour. d. The Union recognizes that situations may arise in which temporary services (“temps”) may be needed on an intermittent basis. When such a situation occurs, the requirements following conditions must be followed: A. The use of temporary employees will be limited to seventy-five (75) per day. B. If a temporary employee is used for a period of thirty (30) days, on the 30th day, that temp will be hired as a regular full-time employee or their service will be terminated. C. Temporary services will not be used for “bank building” or stock piling”. D. Any abuse of this provision will be subject to the grievance procedure. If the temporary employee does not accept full-time employment, he will be terminated and not allowed to return as a temp. If hired, then: The temp will immediately become a member of the classification from which s/he has been promotedUnion in accordance with Section 1 of this Article. However, s/he may The thirty (30) days previously worked at RACC will be returned to such classification prior to completion counted as thirty (30) days of the probationary period if, in served. It is understood that the opinion use of temporary services cannot be used to circumvent the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location hiring of new employees, as they complete their probationary periodemployees or the posting of vacancies.

Probationary Employees. New employees shall An employee will be on probation considered probationary for the first ninety (90) calendar days of their employmentfour hundred hours worked. The ninety (90) calendar days shall During the period when an employee is regarded as a probationary employee, the Company will not be accumulated within one (1) year from their initial date responsible for the continuation of employment, provided however, or for and such employee shall not have recourse to the BOARD may require grievance procedure until completion of their probationary period. If an additional probationary period not employee’s services are satisfactory to exceed ninety (90) calendar days. When an employee finishes his/her the Company during the probationary period, and/or additional period which at the completion of such period, he/she will attain the status of a regular employee. Those employees hired under the entry level classification, wage and benefits will be administered as per the memorandum of agreement reached April No probationary employee may be required s/he shall be entered on waive a recall during the seniority list and his/her seniority shall be computed as term of the initial date of employmentAgreement. The additional probationary period (a) Students will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons vacation and temporary assignment for extending the probationary period. However, the requirement of an additional probationary period shall not be subject training or absent regular employees between May and September and they will have no seniority rights or right to the grievance procedure. The activation This means the number of insurance benefits students will not exceed the number of regular employees (excluding Trades, Industrial Mechanics and Warehouse/Receiving employees) off for vacation, temporary assignment for training or absent employees during this period. Students will only be within the confines of the Collective Agreement. No student may waive a recall during the term of the Agreement. Students may also be to replace employees on a one for one basis during this period under the following guidelines: Student help will not be delayed beyond used until all regular employees have had the initial ninety (90) day period. Upon successful completion opportunity in their own department and there are no Out of the probationary periodDepartment employees available for extra shifts, seniority as stated above and vacation or daily opportunities. If regular employees are not available for voluntary daily overtime then students may be called in for an eight hour shift. The extra shift schedules will be retroactive posted at p.m. Wednesday and Thursday respectively showing students in positions unfilled by regular employees. Student help will be used on the shift where vacancies occur. Preferred shift will be granted to the date of hire regular employees if possible. Student and Training Definition A student is defined as a permanent employee. Sick days person who has attended a full time educational institution and will be accrued but returning for further studies. Student employees may be trained and to a maximum of one qualified operating job as listed in Section Processing groups I through IV and other classification 1 and 2 jobs. Employees training within their bid processing groups I through IV will not be used during the probationary periodadversely affected by students training on these operating jobs. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.