Common use of PROBATIONARY PERIODS AND DISCIPLINE Clause in Contracts

PROBATIONARY PERIODS AND DISCIPLINE. A. All employees shall be probationary for the first sixty (60) days of initial employment by the Edison Township Board of Education. B. A probationary employee may be recommended by the Supervisor of Facilities or Business Administrator to the Superintendent for discipline or dismissal for any justifiable reason. Notification of discipline or dismissal shall include a written statement of reasons for non-reemployment. Within five (5) calendar days of receipt of notification of dismissal, the employee may request in writing to discuss the termination with the Superintendent of Schools. The Superintendent shall schedule a meeting within five (5) calendar days of receipt of the written request from the employee. The Superintendent must notify the employee in writing of his final determination within three (3) days of the meeting. Such disciplinary action of a probationary employee shall not be subject to the grievance procedure of this Agreement. C. Violations of Board policy, rules or regulations shall be just cause for disciplinary action. Tenured or non-tenured employees shall have the right to dispute any charge or alleged violation and may appeal such action through the grievance procedure provided under this Agreement. In all matters involving the discipline of employees the standards of progressive discipline as recognized by the American Arbitration Association shall be utilized as guidelines for the application of the just cause standard. However, the standards of progressive discipline as agreed to herein shall not mitigate or supplant the New Jersey Tenure Statutes as currently applied to bargaining unit employees. D. If an employee is required to attend a meeting or interview with the Superintendent or a designated representative concerning any matter, which may be disciplinary in nature, said employee shall be given up to two (2) days prior notice, and shall be entitled to have an Association representative present. E. Any employee promoted to a new job shall serve a thirty (30) working-day probationary period. If the employee is found to be unsatisfactory, he/she shall be returned to his/her former position with no loss of seniority. F. Offers of employment to prospective employees shall be contingent upon satisfactory medical examination by the district Medical Inspector.

PROBATIONARY PERIODS AND DISCIPLINE. A. All employees shall be probationary for A relationship of trust and confidence between Employees and the first sixty (60) days Employer is essential to effective communications. Detention officers are obligated to respect the rights of initial employment by all people, and the Edison Township Board employer is obligated to respect the rights of Educationits employees. Investigators and decision makers will respect an employee’s constitutional and other due process rights including Xxxxxxx, Weingarten, and Xxxxxxxxxx. B. A probationary A. It is hereby recognized and agreed that the Employer has the right to discharge, suspend or otherwise discipline a regular employee may be recommended by the Supervisor of Facilities or Business Administrator to the Superintendent for discipline or dismissal for any justifiable reason. Notification of discipline or dismissal shall include a written statement of reasons for non-reemployment. Within five (5) calendar days of receipt of notification of dismissaljust cause, the employee may request in writing to discuss the termination with the Superintendent of Schools. The Superintendent shall schedule a meeting within five (5) calendar days of receipt of the written request from the employee. The Superintendent must notify the employee in writing of his final determination within three (3) days of the meeting. Such disciplinary action of a probationary employee shall not be subject to the grievance procedure procedure. For the purposes of this Agreement. C. Violations section, discipline is defined as written reprimands, suspension, demotion or discharge. Written reprimands may only be appealed through Step 2 of Board policy, rules or regulations shall be just cause for disciplinary action. Tenured or non-tenured employees shall have the right to dispute any charge or alleged violation and may appeal such action through the grievance procedure provided under this Agreementprocedure. In all matters involving However, should the discipline of employees the standards County rely on any written reprimand issued to an employee for purposes of progressive discipline as recognized by when issuing a suspension or termination, the American Arbitration Association reprimand shall be utilized as guidelines for considered in the application suspension or termination grievance process. B. Newly-hired employees shall serve a probationary period of one (1) calendar year. During the term of the just cause standard. Howeverprobationary period, the standards of progressive discipline as agreed to herein shall not mitigate or supplant the New Jersey Tenure Statutes as currently applied to bargaining unit employees. D. If an employee is required to attend a meeting or interview with the Superintendent or a designated representative concerning any matter, which may be disciplinary in nature, said employee shall be given up to two (2) days prior notice, and such employees shall be entitled to have an Association representative presentall rights and privileges of this Agreement, including access to the grievance procedure, except with respect to termination, which shall be at the sole discretion of the Employer. Probationary employees are eligible to use accrued annual, sick leave and their floating holiday. E. Any employee promoted to a new job C. Employees shall serve a thirty six (306) working-day month probationary periodperiod following promotion. If the An employee is found to be unsatisfactory, he/she shall serving a probationary period after promotion may be returned to his/her former position with no loss classification in the bargaining unit if he/she is incapable of seniorityfulfilling his/her duties. Such action is not subject to the grievance procedure. In the event an employee is being returned to his/her former bargaining unit classification under this section, he/she may bump a less senior employee in that classification in the Juvenile Department. F. Offers of employment to prospective employees shall be contingent upon satisfactory medical examination by the district Medical Inspector.