Probationary Period and Demotion Process Sample Clauses

Probationary Period and Demotion Process for Battalion Chief and Fire Marshal‌ All newly appointed Battalion Chiefs and Fire Marshals shall serve a probation period of one year. A formal, written mid-probation review shall be conducted by Fire Department Administration for each newly appointed Battalion Chief and Fire Marshal. This review shall occur no later than 190 days after the initial appointment date. The purpose of the review shall be to rate the newly appointed Battalion Chief or Fire Marshal on his/her progress as well as to give recommendations on how performance could be improved. If no more than 45 days nor less than 30 days prior to the end of the probation period, the Fire Chief gives written notice to the City Administrator that an appointed Battalion Chief or Fire Marshal should not remain a Battalion Chief or Fire Marshal and be reduced to his/her prior rank, or if an individual fails to obtain required certifications within one year of appointment as described in Sections 2 and 3 above, written notice shall be given to the impacted employee no less than 30 days prior to the end of the probation period. If the impacted employee wishes to appeal the Fire Chief’s recommendation to the City Administrator, he or she may do so, by delivering to the City Administrator no later than 20 days prior to the end of the probation period a written notice of his or her desire to appeal and the reasons therefore. The City Administrator shall have 14 days from receipt of the written appeal to issue a written decision regarding the appeal. The decision of the City Administrator shall be final. If after the probation period the Fire Chief gives written notice to the City Administrator that a Battalion Chief or Fire Marshal should not remain in his or her position and be reduced to his/her prior rank, written notice of said proposed reduction shall be given to the impacted employee no less than 30 days prior to the proposed effective date. If the impacted employee wishes to appeal the Fire Chief’s recommendation to the City Administrator, he or she may do so, by delivering to the City Administrator no later than 15 days prior to the end of the probation period a written notice of his or her desire to appeal and the reasons therefore the City Administrator shall have 15 days from receipt of the written appeal to issue a written decision regarding the appeal. The decision of the City Administrator shall be final. An appointed Battalion Chief or Fire Marshal may voluntarily step down from his or her p...
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Related to Probationary Period and Demotion Process

  • Probationary Period A new employee will be considered on probation until he has completed forty-five (45) days of work (or 337.5 hours of work for employees whose regular hours of work are other than the standard work day), within any twelve (12) calendar months. Upon completion of the probationary period he shall be credited with seniority equal to forty-five (45) working days. With the written consent of the Hospital, the probationary employee and the President of the Local Union or designate, such probationary period may be extended. Any extensions agreed to will be in writing and will specify the length of the extension. The release or discharge of an employee during the probationary period shall not be the subject of a grievance or arbitration.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Initial Probationary Period An employee in an initial probationary period shall have no seniority until completion of his/her probationary period. Upon the completion of said probation, the employee will acquire seniority from his/her original date of hire. An employee who has a continuous period of temporary, interim, intermittent or seasonal employment prior to receiving permanent appointment shall acquire seniority for such time only if that permanent appointment occurred prior to July 1, 1989.

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for just cause.

  • Length of Probationary Period A. For all classifications, with the exception of those specified in 1801-B, the probationary period is 1,040 compensable hours exclusive of overtime. If federal, state or local law requires a longer probationary period, such law shall prevail. The probationary period for a less than full time employee shall equal the same number of hours (1,040) that have to be served by a full-time employee.

  • Probationary Evaluation During the probationary period, the Appointing Authority shall conduct a minimum of one (1) performance counseling review of the employee's work performance at the approximate mid-point of the probationary period and furnish the employee with a written copy of the evaluation. Whenever practicable, intermittent employees shall have an initial performance review ninety (90) working days into their appointment. Employees shall be informed of areas of needed improvement.

  • Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken.

  • Probation Period It is understood and agreed that the first ninety days of employment shall constitute a probationary period during which period the Employer may, in its absolute discretion, terminate the Employee's employment, for any reason without notice or cause.

  • Extension of Probationary Period The probationary period shall not be extended except in the case of extended illness or injury or compelling personal situation during which time the employee was unable to work. In such cases, the probationary period may be extended for the length of time the ill or injured employee was unable to work.

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