Probationary Rejection Sample Clauses

Probationary Rejection. The COUNTY reserves the right, as part and parcel of the selection process, to reject any probationary employee during the initial probationary period without recourse, if in the COUNTY'S opinion such rejection is in the best interest of the COUNTY. In the event of the rejection of a probationary employee, the COUNTY shall notify such employee two (2) weeks prior to the effective date of such rejection, or at the option of the COUNTY, shall provide two (2) weeks’ pay in lieu of such notice.
Sample 1Sample 2See All (4)
AutoNDA by SimpleDocs
Probationary Rejection. 20.4.1 An employee rejected or laid off during the probationary period from a position to which he/she has been appointed from outside the organization shall be separated from City service. 20.4.2 An employee rejected or laid off during the probationary period from a position to which he/she had been promoted or transferred shall be returned to the classification in which he/she had regular status unless the reasons for his/her failure to complete his/her probationary period would be cause for dismissal. 20.4.3 Anaheim will make every reasonable effort to return a part-time employee rejected or laid off from a position to which he/she had been promoted or transferred to during the probationary period to the classification in which he/she had regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee shall be separated from City service/employment.
Sample 1Sample 2
Probationary Rejection. 20.4.1 An employee rejected or laid off during the probationary period from a position to which he/she has been the employee was appointed from outside the organization shall be separated from City service. 20.4.2 An employee rejected or laid off during the probationary period from a position to which he/she had been the employee was promoted or transferred shall be returned to the classification in which he/she the employee had regular status unless the reasons for his/her their failure to complete his/her the probationary period would be cause for dismissal. 20.4.3 Anaheim ANAHEIM will make every reasonable effort to return a part-time employee rejected or laid off from a position to which he/she had been the employee was promoted or transferred to during the probationary period to the classification in which he/she the employee had regular status unless the reasons for his/her their failure to complete the probationary period would be cause for dismissal. If not returned to his/her their former classification, the employee shall be separated from City service/employment.
Sample 1Sample 2
Probationary Rejection. A. Promotional Probation The parties agree that any employee rejected from a promotional probationary period shall be rejected only for failure or inability to perform the duties of their position. This does not restrict in any way the right of the County to discipline for good cause. An employee who is rejected during their promotional probationary period shall have a right to return to the position from which they were promoted provided they were in permanent status. The employee shall not have the right to appeal the rejection of probation. B. Initial Probation Whenever an employee is rejected during their initial probationary period, they shall be separated from County service. It is the intent of this section that an employee rejected during their probationary period after being promoted from an entry or trainee level position shall also be separated from County service and shall have no right to return to their prior entry or trainee level position. The parties agree that any employee rejected from initial probation shall have no appeal rights other than that required by State Merit Systems for Social Services employees.
Sample 1
Probationary Rejection. 12.5.1 An employee rejected or laid off during the probationary period from a position to which he/she has been appointed from outside the organization shall be separated from City service. 12.5.2 An employee rejected or laid off during the probationary period from a position to which he/she had been promoted or transferred shall be returned to the classification in which he/she had regular status unless the reasons for his/her failure to complete his/her probationary period would be cause for dismissal from City service. 12.5.3 Anaheim will make every reasonable effort to return a Part-Time employee rejected or laid off from a position to which he/she had been promoted or transferred to during the probationary period to the classification in which he/she had regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. If not returned to his/her former classification, the employee shall be separated from City service/employment. 12.5.4 The appropriate Executive Manager shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during a probationary period.
Sample 1
Probationary Rejection. A promotional employee who is rejected during the probationary period from a SAMA classification shall be returned to the classification in which they held regular status and at their former salary step, unless the reasons for failure to complete probation would also be cause for dismissal from City service.
Sample 1
Probationary Rejection. 12.5.1 An employee rejected or laid off during the probationary period from a position to which he/shethe employee has been appointed from outside the organization shall be separated from City service. 12.5.2 An employee rejected or laid off during the probationary period from a position to which he/she the employee had been promoted or transferred shall be returned to the classification in which he/shethe employee had regular status unless the reasons for his/herthe employee’s failure to complete his/herthe probationary period would be cause for dismissal from City service. 12.5.3 Anaheim ANAHEIM will make every reasonable effort to return a Part-Time employee rejected or laid off from a position to which he/shethe employee had been promoted or transferred to during the probationary period to the classification in which he/shethe employee had regular status unless the reasons for his/herthe employee’s failure to complete the probationary period would be cause for dismissal. If not returned to his/herthe former classification, the employee shall be separated from City service/employment. 12.5.4 The appropriate Executive Manager shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during a probationary period.
Sample 1
AutoNDA by SimpleDocs

Related to Probationary Rejection

  • Pack Rejection 6.4.1 <<customer_name>> will notify BellSouth within one business day of rejected packs (via the mutually agreed medium). Packs could be rejected because of pack sequencing discrepancies or a critical edit failure on the Pack Header or Pack Trailer records (i.e. out-of-balance condition on grand totals, invalid data populated). Standard ATIS EMI Error Codes will be used. <<customer_name>> will not be required to return the actual rejected data to BellSouth. Rejected packs will be corrected and retransmitted to <<customer_name>> by BellSouth.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

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

  • Probationary This category describes persons taken on strength on a probationary basis with the prospect, if their services are found satisfactory, of a change of category to Regular full-time or Regular part-time (Section 1.2, following).

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

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • ODUF Pack Rejection 6.4.1 Image Access will notify BellSouth within one (1) business day of rejected packs (via the mutually agreed medium). Packs could be rejected because of pack sequencing discrepancies or a critical edit failure on the Pack Header or Pack Trailer records (e.g., out-of-balance condition on grand totals, invalid data populated). Standard ATIS EMI error codes will be used. Image Access will not be required to return the actual rejected data to BellSouth. Rejected packs will be corrected and retransmitted to Image Access by BellSouth.

  • Probationary Employees New employees shall be on probation for the first ninety (90) calendar days of their employment. The ninety (90) calendar days shall be accumulated within one (1) year from their initial date of employment, provided however, the BOARD may require an additional probationary period not to exceed ninety (90) calendar days. When an employee finishes his/her probationary period, and/or additional period which may be required s/he shall be entered on the seniority list and his/her seniority shall be computed as of the initial date of employment. The additional probationary period will not be required without submitting to the employee the reasons for the extended period. The employee may request a meeting with the appropriate administrator to discuss the reasons for extending the probationary period. However, the requirement of an additional probationary period shall not be subject to the grievance procedure. The activation of insurance benefits will not be delayed beyond the initial ninety (90) day period. Upon successful completion of the probationary period, seniority as stated above and vacation will be retroactive to the date of hire as a permanent employee. Sick days will be accrued but may not be used during the probationary period. (A) There shall be no seniority among probationary employees. (B) The UNION shall represent probationary employees for the purpose of collective bargaining in respect to rates of pay, hours of employment and other conditions of employment, but not for the purpose of protesting disciplinary action or termination of employment. (C) A probationary employee may be promoted during the probationary period, but upon such promotion s/he shall be deemed to have satisfactorily completed the requirements of the classification from which s/he has been promoted. However, s/he may be returned to such classification prior to completion of the probationary period if, in the opinion of the Board or its representatives, s/he does not satisfactorily perform the duties of the higher classification. In that event his/her salary shall revert to the lower classification. (D) The Manager of Facilities and Transportation and the Director of Food Services shall notify the UNION president, in writing, of the name and location of new employees, as they complete their probationary period.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!