PROBATIONARY FACULTY MEMBERS Sample Clauses

PROBATIONARY FACULTY MEMBERS. ‌ Prior to achieving tenure, faculty members in positions not identified as temporary with full-time academic year teaching contracts are denominated as probationary faculty members. Probationary faculty members have the right to serve to the end of the contract period but not beyond unless terminated for cause during the term of the contract. Unless an individual contract expressly provides to the contrary, the contract period for all faculty members shall be the academic year. Regardless of the term of any individual contract, no such person has, or shall acquire, a right to reappointment for a period in excess of the academic year. The Employer may terminate probationary faculty members by giving written notice of termination by March 1 in the first and second years of service, by February 15 in the third and fourth years of service, and by November 1 in the fifth or later years of service. No reasons for the termination of probationary faculty members at the end of the contract period need be provided. If the Employer does not provide notice by the dates specified in this section, the faculty member shall be entitled to another academic year of employment or equivalent pay. A faculty member hired into a temporary position is not eligible for tenure and service in such a position does not count toward probationary service for tenure unless the faculty member and the President or designee agree to the contrary in writing. Faculty members shall be informed in writing at the time of hire or rehire that their position is temporary in nature. Appointments to temporary positions lapse at the end of the academic year or the term specified in the letter of appointment, whichever occurs first, unless terminated for cause during the academic year. The notice requirements for probationary faculty members do not apply.
Sample 1Sample 2Sample 3See All (11)
AutoNDA by SimpleDocs
PROBATIONARY FACULTY MEMBERS. ‌ 4.9.1 Appointments to regular faculty member status outside of the process outlined in Article 4.12, (Regularization), shall have a one year probationary period as per Article 2.17, (Probationary Regular). 4.9.2 Probationary regular faculty members shall be evaluated as per Article 16, (Evaluation of Probationary Regular and Term Faculty Members), in order to determine their suitability to perform their duties. In extenuating circumstances and with the mutual agreement of both parties, the probationary period may be extended for a period of up to one additional year. Agreement shall not be unreasonably withheld. 4.9.3 The College reserves the right to waive the probationary period requirement of such appointments.
Sample 1Sample 2Sample 3See All (7)
PROBATIONARY FACULTY MEMBERS. 17.6.1 Probationary (contract) faculty members shall be evaluated in a full contract load, whether in teaching, counseling, or the library. Evaluations will occur according to the evaluations calendar established by TERB until probationary faculty members are granted permanent status. 17.6.2 A Tenure Evaluation Committee (TEC) will be established for each probationary (contract) faculty member to include the following five (5) academic employees: • The Department Chair (or his/her tenured designee) shall serve as Chair • The Vice President responsible for the faculty member or his/her designee. • The Xxxx or first-level educational administrator to whom the probationary faculty member reports or his/her designee • One (1) permanent faculty member from the evaluee’s discipline selected by the Department Chair. If the size of the department or other circumstances do not facilitate such an appointment, a permanent faculty member from a related discipline will be appointed. • One (1) permanent faculty member from another department recommended by the TERB Coordinator and approved by the Vice President responsible for the faculty member. If a given department has no faculty member serving as Department Chair or Director, the Faculty Senate shall designate a tenured faculty member in that discipline to serve as Chair of the TEC. If no tenured faculty member from that discipline is available to serve as Chair, the Faculty Senate shall designate a tenured faculty member from a related discipline to serve as Chair of the TEC. 17.6.3 The probationary faculty member may challenge within ten (10) business days of appointment either of the two (2) faculty members assigned to the probationary faculty member’s TEC. The challenge must be in writing, must provide a clear statement of the reason(s) for the challenge, and must be postmarked or actually received by the TERB Coordinator within ten (10) business days of the appointment of the challenged faculty member. The probationary faculty member may also lodge a challenge within the first ten (10) business days of the fall semester during the second year of probationary service. The challenge may be granted only upon a majority vote of the entire TERB. If the challenge is denied, TERB shall provide the challenger with reason(s) in writing for its decision. 17.6.4 Should a probationary (contract) faculty member have an assignment within two (2) or more departments, the Department Chair from each department (or tenured desig...
Sample 1
PROBATIONARY FACULTY MEMBERS. 9.3 SENIORITY
Sample 1
PROBATIONARY FACULTY MEMBERS. In the second paragraph, change the date of notice of termination for probationary faculty in their third and fourth years to February 15.
Sample 1

Related to PROBATIONARY FACULTY MEMBERS

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

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!