Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods. Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves. Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder. Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations. Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period. Section 5. During the probationary period, the Employer will: A. Provide work related training to probationary employees; B. Observe the employee’s conduct, general character traits, and performance; C. Provide guidance in regard to work related problems; and D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer. Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will: A. Explain what is required of the employee in the position; B. Identify areas where the employee needs improvement; and C. Suggest ways or means for the employee to improve his or her performance and/or conduct. Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge. Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period. Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period. Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period. Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation. Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds: A. When the employee believes the separation was based on partisan political reasons or marital status; or B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A. Section 13. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds: A. When the employee believes the separation was based on partisan political reasons or marital status; B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B. Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations. Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations. Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation. Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Probationary Periods. This Article is intended All unlimited appointments to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented positions in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated classified service except appointments from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving Seniority Unit Layoff List shall be for a probationary period of performance standards six (6) months; and standards the Appointing Authority may require a probationary period of conduct at six (6) months for transfers, reinstatements, voluntary demotions and appointments from layoff lists other than the beginning Seniority Unit Layoff List. The probationary period shall exclude any time served in emergency, provisional, temporary, or unclassified employment, or any paid or unpaid leave of the probationary or trial period.
Section 5absence in excess of ten (10) consecutive working days. During the probationary periodWherever practicable, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, shall receive at least one (1) performance counseling review of his/her work performance at the Employer will:
A. Explain what is required approximate midpoint of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing Employees recalled from the Seniority Unit Layoff List who were placed on layoff prior to completion of their probationary period shall be required to complete the probationary period upon return from the layoff. If the Appointing Authority decides that an employee cannot successfully complete the probationary period as provided above, such employee shall not be certified. However, if the Appointing Authority feels that an extension of the probationary period could result in this Article is to be interpreted as preventing or discouraging the Employer’s initiation successful completion of a separation action at any time during the probationary period.
Section 10, upon notice to the Association and the employee, the Appointing Authority may extend the period, not to exceed six (6) months. In If the event the Employer determines an employee will be separated during his/her Appointing Authority extends any employee’s probationary period, the Employer will inform Appointing Authority shall provide the employee in writing of with the separation, including reason(s) for the general reasons for and effective date of the separationextension. Such separations must be effective before The supervisor shall meet with the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during and the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal Association to discuss the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When extension when the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if requests such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13a meeting. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling conditionIn addition, the employee may pursue an appeal to shall receive at least one performance review at the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office midpoint of the Special Counsel or extension period. Notwithstanding the above, an incumbent appointed to the Federal Labor Relations Authority.a reallocated position shall serve a three
Appears in 3 contracts
Samples: General Professional Labor Agreement, General Professional Labor Agreement, General Professional Labor Agreement
Probationary Periods. This Article is intended All unlimited appointments to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented positions in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated classified service except appointments from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving Seniority Unit Layoff List shall be for a probationary period of performance standards six (6) months; and standards the Appointing Authority may require a probationary period of conduct at six (6) months for transfers, reinstatements, voluntary demotions and appointments from layoff lists other than the beginning Seniority Unit Layoff List. The probationary period shall exclude any time served in emergency, provisional, temporary, or unclassified employment, or any paid or unpaid leave of the probationary or trial period.
Section 5absence in excess of ten (10) consecutive working days. During the probationary periodWherever practicable, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, shall receive at least one (1) performance counseling review of their work performance at the Employer will:
A. Explain what is required approximate midpoint of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing Employees recalled from the Seniority Unit Layoff List who were placed on layoff prior to completion of their probationary period shall be required to complete the probationary period upon return from the layoff. If the Appointing Authority decides that an employee cannot successfully complete the probationary period as provided above, such employee shall not be certified. However, if the Appointing Authority feels that an extension of the probationary period could result in this Article is to be interpreted as preventing or discouraging the Employer’s initiation successful completion of a separation action at any time during the probationary period.
Section 10, upon notice to the Association and the employee, the Appointing Authority may extend the period, not to exceed six (6) months. In If the event the Employer determines an employee will be separated during his/her Appointing Authority extends any employee’s probationary period, the Employer will inform Appointing Authority shall provide the employee in writing of with the separation, including reason(s) for the general reasons for and effective date of the separationextension. Such separations must be effective before The supervisor shall meet with the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during and the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal Association to discuss the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When extension when the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if requests such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13a meeting. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling conditionIn addition, the employee may pursue an appeal to shall receive at least one performance review at the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office midpoint of the Special Counsel or extension period. Notwithstanding the above, an incumbent appointed to the Federal Labor Relations Authority.a reallocated position shall serve a three
Appears in 2 contracts
Samples: General Professional Labor Agreement, General Professional Labor Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee employees is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. B. Provide guidance in regard to work related problems; and
D. C. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period who is separated based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee employees is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. B. Provide guidance in regard to work related problems; and
D. C. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period who is separated based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, A. Police Service Technicians shall serve an initial probationary period refers of six (6) consecutive calendar months during which time the Department shall observe and review the employee's job performance, attendance, attitude and adherence to Departmental and City requirements. If during the initial probationary period, or at the end of such period, the Department determines that the employee fails to meet and/or adhere to requirements or is unfit and/or otherwise unsatisfactory, said employee may have his/her initial probationary period extended at the discretion of the Police Chief or his/her designee or may be separated by the City. The employment status of an employee whose probationary period is extended shall remain the same as that during the initial probationary period. An employee who is separated during or at the expiration of the initial probationary period or any extension thereof shall have no right to a grievance under this contract. The City shall present to the employee reasons for separation in such event. In the event that the employee was previously a certified City employee who was promoted, said employee may have his/her promotional probationary period extended, or trial period served by an employee that may be returned to his/her former position provided the position is established in accordance still vacant and with the appointment under which an employee serves.
Section 2. Probationary periods will approval of the former Department Director, or may be served in accordance with applicable laws, regulations and re-assigned to another position at the authority under same or lower level for which the employee is appointed. The duration of such periods will determined to be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary periodqualified, the employee’s conduct and performance in the actual duties or if none of the position will be observed, and the employee above may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during have his/her probationary periodname placed on a re-employment list for the former position. However, the Employer will inform if such employee has committed a serious infraction which warrants dismissal, then the employee in writing of the separation, including the general reasons for shall be dismissed and effective date of the separation. Such separations must be effective before the employee completes not have his/her probationary periodname placed on a re-employment list.
Section 11. Nothing will prohibit B. Police Officers, from the date of promotion or appointment to the classification of "Police Officer," shall serve an employee serving a initial probationary period from resigning consisting of the time required to successfully complete the Field Training Officer Program and an additional twelve (12) consecutive calendar months following the successful completion of the Field Training Officer program during which time the Department shall observe and review the employee's job performance, attendance, attitude, and adherence to Departmental and City requirements. If, during the initial or promotional probationary period or at the end of such period the Department determines that the employee fails to meet and/or adhere to requirements or is unfit and/or otherwise unsatisfactory, said employee may have his/her initial or promotional probationary period extended or may be separated by the City. The City shall present to the employee reasons for separation in lieu of an Employer initiated separation.
Section 12such event. An employee serving on a competitive service appointment who is separated during or at the expiration of the probationary period based on deficiencies shall have no right to a grievance under this contract. A City employee who has been previously certified under Civil Service rules in performance another classification and who is promoted to Police Officer and subsequently fails to satisfactorily complete the promotional probationary period as a Police Officer may have his/her promotional probationary period extended, or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation be returned to the Merit Systems Protection Board (MSPB) former non-police City position which the employee previously held as a certified employee provided the position is still vacant and with the approval of the former Department Director, or may be re-assigned to another position of the same or lower level for which the employee is determined to be qualified, or if none of the above may be separated by the City and placed on the following grounds:
A. When re-employment list for the former position. However, if such employee has committed a serious infraction which warrants dismissal, then the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving shall be dismissed and not have his/her name placed on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulationsre-employment list.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article is intended An eligible selected to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, fill a vacant position shall serve an initial or promotional probationary period refers as applicable. All initial probationary periods shall be twelve (12) months in duration and all promotional probationary periods shall be six (6) months in duration provided that probationary periods may be extended for up to a probationary or trial period served by an employee that is established in accordance one (1) additional six (6) month period, with meet and confer with the appointment under which an employee serves.
Section 2Union. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the An employee may be separated removed from the Agency in accordance with position at the discretion of the appointing authority. Such removal shall not be subject to the grievance/arbitration provisions of this Article and applicable regulations.
Section 4Agreement. The Employer will advise employees serving a Removal during an employee's initial probationary period shall result in termination of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on removed during a competitive service appointment who is separated during the promotional probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal an employee who elects to cancel a promotion or transfer within the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than first thirty (30) calendar days after in a new position, however, shall have the separation has been effectiveright to return to a vacant position in their previous classification, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation or, if none is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal available to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16their previous position. The separation impact of an employee during the temporary service on probationary period is not subject to located in Section 7.09, Subd. 5. Within ten (10) workdays after the grievance or arbitration procedures established elsewhere start of employment in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an position the employee serving will be provided a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office description of the Special Counsel or position. The position description, prepared by the supervisor, will identify the specific expectations of the job. To the extent possible, the position description shall also identify the performance standards the supervisor will use to evaluate the Federal Labor Relations Authorityemployee’s performance. From time to time, the supervisor, to reflect the changing nature of the job, may modify the job expectations, but such changes will always be within the job duties reflected in the more generic job description and will be communicated in writing, in a timely manner. The actual position description may only be formally modified on an annual basis. The position description need not specify any normal job ethics requirements.
Appears in 1 contract
Samples: Labor Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee employees is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. B. Provide guidance in regard to work related problems; and
D. C. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest X. Xxxxxxx ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period who is separated based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article A. Every employee hired to fill a position in the bargaining units A and B shall serve as a probationary employee for a period of six (6) months from the date on which he/she have first commenced his/her duties as an employee, however, that whenever any such employee shall, without break-in service, have performed on a part-time basis, the job whose specifications are the same as those of the position being so filled, such part-time service shall be credited toward fulfillment of the probationary requirement in such pro-rated amount as such part-time service bears to full-time service. In the case of any part-time employee who is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periodsstatus, every evaluation required to be conducted pursuant to the provisions of this Article shall be conducted at such times as correspond on such pro-rated basis as is described above, to the times otherwise provided for such evaluations.
Section 1. For B. At the purpose completion of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration first three (3) months of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, each probationary employee shall be evaluated by his/her immediate supervisor. Such evaluation shall be recorded in writing by the immediate supervisor. The immediate supervisor shall also indicate at the appropriate place on such form his/her recommendation for the retention or termination of such employee’s conduct . Such employee shall receive a written copy of the immediate supervisor's evaluation within seven (7) days of such receipt, be entitled to meet with immediate supervisor to discuss the evaluation and performance recommendation prior to their transmittal to the Appointing Authority or his/her designee.
C. Within one (1) month prior to the completion of his/her six (6) month probationary service, each probationary employee shall again be evaluated by his/her immediate supervisor. The evaluation shall be recorded in writing to the immediate supervisor. The immediate supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the immediate supervisor's evaluation and shall, upon written request submitted within seven (7) days of such receipt, be entitled to meet with the said supervisor to discuss the evaluation and recommendation prior to their transmittal to the Appointing Authority or his/her designee.
D. Every employee who is promoted within the bargaining unit of which he/she is a member shall serve as a probationary employee for a period of three (3) months from the date on which he/she shall have first commenced his/her duties as an employee in the actual duties position to which he/she shall have been promoted; provided, however, that nothing herein contained shall be deemed to shorten any probationary period otherwise in force pursuant to the provisions of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulationsforegoing section.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at E. Not later than one (1) month prior to the beginning completion of the three (3) month probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct service of an employee serving a probationary period may be lackingso promoted, the Employer will:
A. Explain what is required employee shall be evaluated by his/her immediate supervisor. The work performance of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, service shall form the Employer will inform basis for such evaluation. The evaluation shall be recorded in writing by the immediate supervisor. The immediate supervisor shall also indicate at the appropriate place on such form his/her recommendation for the retention of such employee in writing said position. Such employee shall receive a written copy of the separationimmediate supervisor's evaluation and recommendation and shall, including upon written request submitted within seven (7) days of such receipt, be entitled to meet with the general reasons for immediate supervisor to discuss the evaluation and effective date recommendation prior to their transmittal to the Appointing Authority.
F. Any other provision of this Agreement to the separation. Such separations must contrary notwithstanding, a probationary employee may be effective before terminated at any time prior to the employee completes expiration of his/her probationary periodservice at the sole discretion of the Appointing Authority.
Section 11. Nothing will prohibit G. Customarily, an employee serving in Unit A who resigns shall give a probationary period from resigning in lieu minimum of an Employer initiated separationtwo (2) weeks' notice to the Town.
Section 12. An employee serving on H. Customarily, employees of Unit B who resign shall give a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation minimum of four (4) weeks' notice to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulationsTown.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article 11.01 All employees hired into a job classification covered by this Agreement will work in a probationary status for their first 12 months of employment.
11.02 Employees who transfer from a classification within SacRT to a new classification will remain in probationary status for the first 12 months of employment in the new classification.
a) A probationary period may be extended for up to 3 additional months to allow the employee every opportunity to meet the requirements for the new job. Extension of probation will be at Department Director Discretion, with notice to AFSCME. In advance of the end of their scheduled probationary period, SacRT must advise the employee of the intent to extend the probationary period and noting areas requiring improvement for the employee to successfully complete probation. Employees may also have their probationary period extended for unscheduled absences of 10 days or longer (cumulative) on a day for day basis.
b) Employees who have transferred within the bargaining unit, and who are not successful on probation will have the opportunity to return to their previous classification, if the position has not been filled. Employees who have transferred into the bargaining unit from other SacRT bargaining units, may be offered re-instatement to a vacant previously held position, at SacRT discretion, and in conformance with any other bargaining agreement.
11.03 The probationary period will constitute a trial period during which XxxXX will judge the performance, skill, ability, competency, fitness, attendance and other attributes necessary for successful performance of the job. During the training and probationary period, management’s judgment as to the qualifications of the employee and the imposition of discipline or discharge will not be subject to the grievance and arbitration procedure.
11.04 SacRT will provide training for employees who are newly hired, promoted, or transferred into classifications covered by this Agreement. The purpose of such training is intended to clarify prepare the employee to satisfactorily and safely perform the new job according to the processes, policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames practices established by the Commission and its regulationsSacRT. This subsection shall not be grievable.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee employees is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. B. Provide guidance in regard to work related problems; and
D. C. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period who is separated based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Probationary Periods. This Article is intended to clarify the policies, procedures and processes applicable to employees serving on probationary periods.
Section 1. For the purpose of this Article, probationary period refers to a probationary or trial period served by an employee that is established in accordance with the appointment under which an employee serves.
Section 2. Probationary periods will be served in accordance with applicable laws, regulations and the authority under which the employee is appointed. The duration of such periods will be documented in the employee’s Official Personnel Folder.
Section 3. During the probationary period, the employee’s conduct and performance in the actual duties of the position will be observed, and the employee may be separated from the Agency in accordance with this Article and applicable regulations.
Section 4. The Employer will advise employees serving a probationary period of performance standards and standards of conduct at the beginning of the probationary or trial period.
Section 5. During the probationary period, the Employer will:
A. Provide work related training to probationary employees;
B. Observe the employee’s conduct, general character traits, and performance;
C. Provide guidance in regard to work related problems; and
D. Evaluate the employee’s potentialities and attempt to determine whether the employee is suited for continued employment with the Employer.
Section 6. In the event the performance or conduct of an employee serving a probationary period may be lacking, the Employer will:
A. Explain what is required of the employee in the position;
B. Identify areas where the employee needs improvement; and
C. Suggest X. Xxxxxxx ways or means for the employee to improve his or her performance and/or conduct.
Section 7. The Employer will meet with, discuss and counsel an employee serving a probationary period regarding his or her work, performance expectations, or conduct upon request by the employee. Such counseling will include those areas in which the employee indicates (s)he would like further guidance or knowledge.
Section 8. In evaluating a probationary employee’s potentialities and determining whether the employee is suited for continued employment, the management official responsible for conducting the evaluation and making the determination may seek input from any supervisor or management official with or for whom the employee performed work during the probationary period.
Section 9. Nothing in this Article is to be interpreted as preventing or discouraging the Employer’s initiation of a separation action at any time during the probationary period.
Section 10. In the event the Employer determines an employee will be separated during his/her probationary period, the Employer will inform the employee in writing of the separation, including the general reasons for and effective date of the separation. Such separations must be effective before the employee completes his/her probationary period.
Section 11. Nothing will prohibit an employee serving a probationary period from resigning in lieu of an Employer initiated separation.
Section 12. An employee serving on a competitive service appointment who is separated during the probationary period based on deficiencies in performance or conduct occurring after entering on duty, in accordance with law and regulation, may only appeal the separation to the Merit Systems Protection Board (MSPB) on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status; or
B. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsection A.
Section 13. An employee serving on a competitive service appointment who is separated during the probationary period based in whole or in part on conduct occurring prior to employment, in accordance with law and regulation, may only appeal the separation to the MSPB on the following grounds:
A. When the employee believes the separation was based on partisan political reasons or marital status;
B. When the employee believes the Employer did not follow proper procedures for separating the employee as set forth in applicable laws and regulations; or
C. When the employee believes the separation was based on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, or disabling condition, only if such allegation is combined with an otherwise appealable matter based on subsections A. or B.
Section 14. Appeals to the MSPB must be filed no later than thirty (30) days after the separation has been effective, or as otherwise allowed by applicable MSPB regulations.
Section 15. Where an employee separated during the probationary period believes that the separation is based solely on discrimination because of race, color, religion, sex, or national origin, or because of age, provided that at the time of the alleged discriminatory action the employee was at least forty (40) years of age, reprisal for Equal Employment Opportunity activity, or disabling condition, the employee may pursue an appeal to the Equal Employment Opportunity Commission pursuant to procedures and time frames established by the Commission and its regulations.
Section 16. The separation of an employee during the probationary period is not subject to the grievance or arbitration procedures established elsewhere in this Agreement unless permitted by law, rule or regulation.
Section 17. Nothing in this Agreement diminishes the right of an employee serving a probationary or trial period from pursuing other appeal avenues with the assistance of NTEU such as appeals filed with the Office of the Special Counsel or to the Federal Labor Relations Authority.
Appears in 1 contract
Samples: Collective Bargaining Agreement
