Common use of PROBATIONARY STATUS (2021) Clause in Contracts

PROBATIONARY STATUS (2021). Section 1. New Hire Probationary Period (2021) Once hired, each new Judicial Branch employee shall serve a six (6) month probationary period. Vacation leave will accrue during probation but cannot be taken during probation.Sick leave, personal leave, floating holiday, and compensatory leave may be taken during probation. During new hire probation, the employee can be dismissed at any time at the written request of the Selecting Authority and with the approval of the Director of Human Resources, or designee, without the establishment of just cause. Any such dismissal is final and will not be subject to the grievance procedure or grievance arbitration. Employees who resign or who are dismissed during their new hire probationary period will not be compensated for accumulated vacation, or front- loaded sick and personal leave, but will be compensated for accumulated compensatory time. (See also Article 55: Separation from Judicial Branch Employment.) If any leave is taken during the probationary period, the probationary period shall automatically be extended by an equivalent amount of workdays. If any personal leave is taken during the probationary period, it will not extend the probationary period as long as the personal leave is not taken in the last five (5) workdays of probation. If it should be necessary to extend the initial probationary period, the employee will be notified in writing by the Selecting Authority, with prior approval of the Human Resources Director, of this action before the expiration date of the probationary period. Such a notice shall clearly state the reasons for the extension of probationary status, and what the employee can do to gain permanent status. Extensions shall be limited to a total of three (3) months. During any extension period, the provisions of the preceding paragraphs shall apply. Unless notified in writing otherwise prior to expiration of his/her probationary period or extension thereof, the employee shall be granted permanent status immediately following such probationary period. MSEA will be given thirty (30) minutes at the end of every New Hire Orientation program to discuss union issues with eligible staff. This time will be listed as part of the agenda. Non- eligible staff will be excused from this portion of the program.

PROBATIONARY STATUS (2021). Section 1. New Hire Probationary Period (2021) Once hired, each new Judicial Branch employee shall serve a six (6) month probationary period. Vacation leave will accrue during probation but cannot be taken during probation.Sick . Xxxx leave, personal leave, floating holiday, and compensatory leave may be taken during probation. During new hire probation, the employee can be dismissed at any time at the written request of the Selecting Authority and with the approval of the Director of Human Resources, Resources or designee, without the establishment of just cause. Any such dismissal is final and will not be subject to the grievance procedure or grievance arbitration. Employees who resign or who are dismissed during their new hire probationary period will not be compensated for accumulated vacation, or front- loaded sick and personal leave, but will be compensated for accumulated compensatory time. (See also Article 55Article: Separation from Judicial Branch Employment.) If any leave is taken during the probationary period, the probationary period shall be automatically be extended by an equivalent amount of workdays. If any personal leave is taken during the probationary period, it will not extend the probationary period as long as the personal leave is not taken in within the last five (5) workdays of probation. If it should be necessary to extend the initial probationary period, the employee will be notified in writing by the Selecting Authority, with prior approval of the Human Resources Director, of this action before the expiration date of the probationary period. Such a notice shall clearly state the reasons for the extension of probationary status, and what the employee can do to gain permanent status. Extensions shall be limited to a total of three (3) months. During any extension period, the provisions of the preceding paragraphs shall apply. Unless notified in writing otherwise prior to expiration of his/her probationary period or extension thereof, the employee shall be granted permanent status immediately following such probationary period. MSEA will be given thirty (30) minutes at the end of every New Hire Orientation program to discuss union issues with eligible staff. This time will be listed as part of the agenda. Non- eligible staff will be excused from this portion of the program.

PROBATIONARY STATUS (2021). Section 1. New Hire Probationary Period (2021) Once hired, each new Judicial Branch employee shall serve a six (6) month probationary period. Vacation leave will accrue during probation but cannot be taken during probation.. Sick leave, personal leave, floating holiday, and compensatory leave may be taken during probation. During new hire probation, the employee can be dismissed at any time at the written request of the Selecting Authority and with the approval of the Director of Human Resources, Resources or designee, without the establishment of just cause. Any such dismissal is final and will not be subject to the grievance procedure or grievance arbitration. Employees who resign or who are dismissed during their new hire probationary period will not be compensated for accumulated vacation, or front- loaded sick and personal leave, but will be compensated for accumulated compensatory time. (See also Article 55Article: Separation from Judicial Branch Employment.) If any leave is taken during the probationary period, the probationary period shall be automatically be extended by an equivalent amount of workdays. If any personal leave is taken during the probationary period, it will not extend the probationary period as long as the personal leave is not taken in within the last five (5) workdays of probation. If it should be necessary to extend the initial probationary period, the employee will be notified in writing by the Selecting Authority, with prior approval of the Human Resources Director, of this action before the expiration date of the probationary period. Such a notice shall clearly state the reasons for the extension of probationary status, and what the employee can do to gain permanent status. Extensions shall be limited to a total of three (3) months. During any extension period, the provisions of the preceding paragraphs shall apply. Unless notified in writing otherwise prior to expiration of his/her probationary period or extension thereof, the employee shall be granted permanent status immediately following such probationary period. MSEA will be given thirty (30) minutes at the end of every New Hire Orientation program to discuss union issues with eligible staff. This time will be listed as part of the agenda. Non- eligible staff will be excused from this portion of the program.

PROBATIONARY STATUS (2021). Section 1. New Hire Probationary Period (2021) Once hired, each new Judicial Branch employee shall serve a six (6) month probationary period. Vacation leave will accrue during probation but cannot be taken during probation.Sick Xxxx leave, personal leave, floating holiday, and compensatory leave may be taken during probation. During new hire probation, the employee can be dismissed at any time at the written request of the Selecting Authority and with the approval of the Director of Human Resources, or designee, without the establishment of just cause. Any such dismissal is final and will not be subject to the grievance procedure or grievance arbitration. Employees who resign or who are dismissed during their new hire probationary period will not be compensated for accumulated vacation, or front- loaded sick and personal leave, but will be compensated for accumulated compensatory time. (See also Article 55: Separation from Judicial Branch Employment.) If any leave is taken during the probationary period, the probationary period shall automatically be extended by an equivalent amount of workdays. If any personal leave is taken during the probationary period, it will not extend the probationary period as long as the personal leave is not taken in the last five (5) workdays of probation. If it should be necessary to extend the initial probationary period, the employee will be notified in writing by the Selecting Authority, with prior approval of the Human Resources Director, of this action before the expiration date of the probationary period. Such a notice shall clearly state the reasons for the extension of probationary status, and what the employee can do to gain permanent status. Extensions shall be limited to a total of three (3) months. During any extension period, the provisions of the preceding paragraphs shall apply. Unless notified in writing otherwise prior to expiration of his/her probationary period or extension thereof, the employee shall be granted permanent status immediately following such probationary period. MSEA will be given thirty (30) minutes at the end of every New Hire Orientation program to discuss union issues with eligible staff. This time will be listed as part of the agenda. Non- eligible staff will be excused from this portion of the program.