Probationary Period - New Employee. An employee, under the provisions of the Agreement, shall serve a probationary period of 120 working days of continuous employment during which time the school district shall have the unqualified right to suspend without pay, discharge or otherwise discipline such employee. The probationary employee shall not transfer to a new assignment in the same classification during the probationary period. If the probationary employee meets the minimum requirements/qualifications for a promotion to a higher classification, that employee may be considered for the promotion. In this case, the 120 working day probationary period shall not be extended unless there is less than 45 working days remaining in the probationary period or mutually agreed to by the district and the union.
Subd. 1. A boilers license, if required by the district for the assignment, shall be obtained during the probationary period of 120 working days for new employees. Failure to obtain the license during the probationary period shall result in the custodian failing to pass probation. In this case, the probationary period shall be extended up to 60 working days to give the custodian additional opportunity to obtain the appropriate boiler’s license. This extension will be granted on a one-time basis provided the custodian has demonstrated attempt(s) to obtain the appropriate license. The district has the right to determine the minimum requirement for boiler’s license for each grade 4 custodial position.
Probationary Period - New Employee. A newly hired employee shall be on probation for the first six (6) calendar months from the date of employment. Such probationary period may be extended by up to four (4) months by mutual consent of the Union and the Employer. Subject to Clause 12.11 during the probationary period, the employee shall be entitled to the rights and benefits of this Agreement. After completion of the probationary period, seniority shall be effective from the original date of employment.
Probationary Period - New Employee a. Each new employee shall serve a probationary period of ninety (90) workdays, excluding any vacation, or non-covered contract period, such as summer or winter break
b. A probationary employee may be released for any reason. The District shall Rat- be required or requested to indicate the reasons for its actions .
c. Any employee in a paid status on the ninety -first workday shall be deemed a permanent employee.
Probationary Period - New Employee. (a) The Employer may appoint a new Employee on a probationary basis but only if at the time of appointment the employee is on probation with DEDJTR.
(b) The period of probation shall be a reasonable period having regard to the nature of the position but, subject to sub-clause (c), shall be no more than 6 months.
(c) If conduct or performance issues are identified during the probationary period, the Employer shall counsel the Employee during the probationary period in relation to his or her conduct or performance and shall provide a written record of such counselling. The probationary period may be extended concurrently with any extension of DEDJTR probation by a period of not more than 3 months to allow the Employee to address performance issues.
(d) A Probationary Employee's employment may be terminated by the Employer during the Employee's probationary period by giving two weeks’ notice, subject to the right to terminate an Employee's employment without notice or payment in lieu of notice if the Employee has committed any act of serious misconduct (as defined in the Fair Work Regulations 2009).
(e) Unless the employment is terminated earlier in accordance with sub-clause (c), at the end of the period of probation, the Employer shall confirm the Employee's appointment in writing or, in the event that the Employee's conduct or performance during the probationary period is unsatisfactory, terminate the employment by the giving of two weeks’ notice.
Probationary Period - New Employee. 14.4.1 The Employer may appoint a new Employee or a former Employee who commences employment with the Parliament of Victoria on a probationary basis.
14.4.2 The period of probation shall be a reasonable period having regard to the nature of the position, but, subject to sub- clause 14.4.3, shall be no more than 3 months.
14.4.3 If conduct or performance issues are identified during the probationary period, the Employer shall counsel the Employee during the probationary period in relation to his or her conduct or performance and shall provide a written record of such counselling. The probationary period may be extended by a period of not more than 3 months to allow the Employee to address performance issues. The probationary period may also be extended by not more than 3 months if non-attendance at work limits the Employer’s ability to properly assess an Employee.
14.4.4 A probationary Employee’s employment may be terminated by the Employer during the Employee’s probationary period by giving two weeks notice or two weeks’ pay in lieu of notice, subject to the right to terminate an Employee’s
14.4.5 Unless the employment is terminated earlier in accordance with sub-clause 14.4.4, at the end of the period of probation, the Employer shall confirm the Employee’s appointment in writing or, in the event that the Employee’s conduct or performance during the probationary period is unsatisfactory, terminate the employment by the giving of two weeks’ notice or two weeks’ pay in lieu of notice.
14.4.6 A person initially employed on a fixed term basis who is subsequently employed on an ongoing basis shall have the fixed term employment taken into account in the determination of any probationary period.
Probationary Period - New Employee. 4.6.1 Museums Xxxxxxxx xxx appoint a new Employee on a probationary basis. The period of probation shall be a reasonable period having regard to the nature of the position and generally shall be no more than three months. The duration of the Probationary Period will be confirmed in writing upon the commencement of the Employee’s employment.
4.6.2 If conduct or performance issues are identified during the Probationary Period, Museums Victoria shall counsel the Employee during the Probationary Period in relation to their conduct or performance and shall provide a written record of such counselling. The Probationary Period may be extended by a period of not more than three months to allow the Employee to address performance issues.
4.6.3 A probationary Employee’s employment may be terminated by Museums Victoria prior to the conclusion of the Probationary Period by giving two weeks’ notice or two weeks’ pay in lieu of notice, subject to the right to terminate an Employee’s employment without notice or payment in lieu of notice if the Employee has committed any act of serious misconduct (as defined in the Fair Work Regulations 2009).
4.6.4 Unless the employment is terminated earlier, at the end of the period of probation, Museums Victoria shall confirm the Employee’s appointment in writing.
4.6.5 A person initially employed on a Fixed-term basis who is subsequently employed on an Ongoing basis shall have the Fixed-term employment taken into account
Probationary Period - New Employee. The Employer may appoint a new Employee on a probationary basis but only if at the time of appointment the employee is on probation with DPI.
Probationary Period - New Employee. 13.3.1 The Employer may appoint a new Employee, including a fixed term Employee, on a probationary basis.
13.3.2 The period of probation shall be a reasonable period having regard to the nature of the position but shall be no more than 3 months.
13.3.3 If conduct or performance issues are identified during the probationary period, the Employer shall counsel the Employee during the probationary period in relation to his or her conduct or performance and shall provide a written record of such counselling.
Probationary Period - New Employee. (a) The employer may appoint an employee on an ongoing basis, subject to them completing a probationary period of not greater than 3 months.
(b) At the completion of a probationary period, under subclause 13.4(a), the employer will confirm, in writing, the ongoing appointment or terminate employment.
(c) If conduct or performance issues are identified during the probationary period, the employer will counsel the employee in relation to his or her conduct or performance and will provide a written record of such counselling to the employee.
(d) The probationary period, under subclause 13.4(a), may be extended by a period of not greater than 3 months to allow the employee to address performance issues or where non-attendance at work has limited the employer’s capacity to properly assess the employee.
(e) Subject to the application of subclause 13.4(c), the employer may terminate employment during a probationary period.
(f) Where employment is terminated:
(i) during a probationary period, the employee must receive 2 weeks’ notice or pay in lieu of such notice, except in the case of serious misconduct as provided for under the FW Act and regulations; or
(ii) at the end of a probationary period, 2 weeks’ pay.
Probationary Period - New Employee. 1802 A. Employees Regularly Scheduled Twenty (20) Hours or More Per Week 1803 The probationary period for employees regularly scheduled for twenty (20) hours or more per week shall be one hundred eighty (180) calendar days. 1804 For employees hired prior to December 17, 2015, the probationary period for employees regularly scheduled for twenty (20) hours or more per week shall be ninety (90) calendar days. 1805 B. Employees Regularly Scheduled Fewer than Twenty (20) Hours Per Week 1806 The probationary period for employees who work fewer than twenty (20) hours per week shall be six hundred (600) hours or one hundred eighty (180) calendar days, whichever occurs later, but not to exceed one (1) year. 1807 For employees hired prior to December 17, 2015, the probationary period for employees who work fewer than twenty (20) hours per week shall be three hundred (300) hours or ninety (90) calendar days, whichever occurs later.
