Probationary Period Rejection Sample Clauses

Probationary Period Rejection. The Employer may reject an employee who has not completed a probationary period. Upon request by the employee, a meeting to explain such action shall be held with a representative of the Employer. At the request of the employee a representative of the Union shall attend such meeting. Such rejection is not subject to the grievance procedure, except in cases involving discrimination, under Article 2.
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Probationary Period Rejection. An appointing authority may reject an employee who has not completed a probationary period. Upon request by the employee and within ten (10) business days of notice, a meeting to explain such action shall be held with a representative of the Employer. At the employee’s request, a representative of the Union shall attend such meetings. Such rejection is not subject to the grievance procedure, except in cases involving discrimination, under Article 2.
Sample 1
Probationary Period Rejection. An Appointing Authority may reject an employee who has not 33 completed a probationary period. Upon request by the employee and within 10 business days of 34 notice, a meeting to explain such action shall be held with a representative of the Employer. At 35 the employee’s request a representative of the Union shall attend such meetings. Such 36 rejection is not subject to the grievance procedure, except in cases involving discrimination, 37 under Article 2. 38 39 40 41 42 43 44 45 46 47 1 Tentatively Agreed To: 3 For the Union: For the Employer: 4 6 Xxxxxx Xxxxxx Xxxxxxx Xxxxxx 7 Date: Date: 8 7/14/2023 7/14/2023 9
Sample 1
Probationary Period Rejection. An appointing authority may reject an employee who 40 has not completed a probationary period. Upon request by the employee and within 10 41 business days of notice, a meeting to explain such action shall be held with a 42 representative of the Employer. At the employee’s request a representative of the Union 43 shall attend such meetings. Such rejection is not subject to the grievance procedure, 44 except in cases involving discrimination. Tentatively Agreed To: For the Union: For the Employer: Xxxxx X. Xxxx Date: 4/18/2023 Xxxxxx Xxxxxx Date:4/13/2023 47 DocuSign Envelope ID: 61785C90-19A1-48BA-9B49-666E179E1443 2023 – 2025 IBU – UW CBA Tentative Agreement 1 Article XX – Shore Leave 3 When the vessel is operating and dispatched away from homeport for a period in excess of 4 twenty-four (24) hours, employees earn eight (8) hours of shore leave for every seven (7) days 5 at sea (1.143 hours per day). Homeport is defined as the University of Washington. Shore Time 6 commences and is payable beginning on the day of departure from homeport through the day of 7 return to homeport. Crew members embarking or disembarking from the ship in other ports will 8 receive shore leave on applicable days beginning with one travel day en route to the vessel and 9 ending after one travel day departing the vessel. Shore leave is paid or accrued on all sea days 10 including holidays and weekends. Tentatively Agreed To: For the Union: For the Employer: Xxxxx X. Xxxx Date:4/11/2023 Xxxxxx Xxxxxx Date: 4/11/2023 1 Appendix I 2 Job Classifications Job Code Classification Pay Table BN Salary Range 18969 23246 MARINE ENGINEER 1ST ASSISTANT 5254 18970 23247 MARINE ENGINEER 2ND ASSISTANT 434548 18971 23248 MARINE ENGINEER 3RD ASSISTANT 4042 18978 23255 MARINER 1 2426 18977 23254 MARINER 2 293133 18974 23251 MATE CHIEF 5254 18975 23252 MATE SECOND 434548 18976 23253 MATE THIRD 4042 18981 23258 MESS ATTENDANT 2830 18972 23249 OILER MARINE 293133 18980 23257 SECOND COOK – XXXXX 3335 18979 23256 SHIP’S XXXXXXX 4042 18973 23250 WIPER 2426 3 All employees will be placed at a step on the new range that is closest to, but not under, their 4 current step value. 8 9 Tentatively Agreed To: For the Union: For the Employer: Xxxxx X. Xxxx Date: 4/21/2023 Xxxxxx Xxxxxx Date:4/20/2023 10 11 1 MEMORANDUM OF UNDERSTANDING 2 BETWEEN 3 THE UNIVERSITY OF WASHINGTON (UNIVERSITY) 4 AND 5 THE INLANDBOATMEN’S UNION (IBU) 7 MOU – 2023 TARGETED RECRUITMENT AND RETENTION WAGE INCREASES 9 During negotiations for...
Sample 1

Related to Probationary Period Rejection

  • 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.

  • 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.

  • Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • 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.

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

  • 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.

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