Common use of Progression from Probation to All Levels of All Clause in Contracts

Progression from Probation to All Levels of All. Job Classifications 1) An employee upon successful completion of his probationary period shall automatically receive the next wage level of Schedule “A”, provided the employee started at the probationary wage classification. 2) Thereafter, all employees are to receive a written performance review approved by the Department Head and the Chief Administrative Officer, or his designate, on each anniversary of the completion of their probationary period. 3) Progression through the wage levels shall not be automatic but shall be based upon ability and upon achieving an overall performance review rating of “Good” or above. If progression is withheld by the City, the employee shall be notified in writing and given the reasons and a further review shall take place within a six-month period from the date of the last review. 4) This second review shall consider the employee’s progress since the last review. If the employee achieves an overall performance review rating of “Good” or above, the employee shall be granted the next step in the wage level of his classification from the commencement of the next following pay period. Subsequent reviews shall date from the granting of the above progression (notwithstanding subsection 2 above) but may be advanced at the sole discretion of the City. 5) In the event that the employee’s overall performance review rating is below “Good”, the City may either transfer the employee to some other type of work or such may be considered cause for dismissal. 6) Employees with previous related experience may at the discretion of the City, subject to the consent of the Union, which consent shall not be unreasonably withheld, be advanced through the wage grid more quickly and/or hired at a wage level higher than the probationary level. 7) The parties agree that all matters concerning progression and performance reviews are not subject to the grievance procedure and are deemed to be beyond the jurisdiction of any arbitration board, except progression from Xxxxx 0 onwards on Schedule “A”. 8) Whenever a progression is denied, the employee and the Union shall have the opportunity to meet with the Department Head and/or the Chief Administrative Officer or his designate to discuss the reasons for the denial and discuss the areas which can be improved. The reasons for the denial shall not be unreasonable. WASTE DIVERSION SITE Hours of Work 1. Monday to Friday a) b) c) d) Eight hours per day Starting no earlier than 7:30 a.m. Ending no later than 5:30 p.m. Half hour or one hour unpaid lunch to be scheduled between 11:30 a.m. and 2:00 p.m. 2. Saturday a) b) c) d) All full-time regular employees will work a rotating Saturday shift 8:00 a.m. to 1:30 p.m. The first four hours worked will be banked for time off on a one for one basis at a mutually agreeable time. For the remaining one-and-one-half hours, overtime will be paid at one-and-one-half times the regular rate. Employees will schedule time off such that the banked time does not exceed 60 hours. Employees will be permitted to exchange Saturday shifts with no change in compensation. 3. The overtime and call-in provisions of the Collective Agreement will prevail for all work in excess of the regular shift system described in this Letter of Understanding.

Progression from Probation to All Levels of All. Job Classifications 1) An employee upon successful completion of his probationary period shall automatically receive the next wage level of Schedule “A”, provided the employee started at the probationary wage classificationattached Schedule. 2) Thereafter, all employees are to receive a written performance review approved by the Department Head and the Chief Administrative OfficerCity Manager, or his designate, on each the anniversary of the completion of their probationary period. 3) Progression through the wage levels shall not be automatic but shall be based upon ability and upon achieving an overall performance review rating of “Good” or above. If progression is withheld by the City, the employee shall be notified in writing and given the reasons and a further review shall take place within a six-month period from the date of the last review. 4) This second review shall consider the employee’s progress since the last review. If the employee achieves an overall performance review rating of “Good” or above, the employee shall be granted the next step in the wage level of his classification from the commencement of the next following pay period. Subsequent reviews shall date from the granting of the above progression (notwithstanding subsection 2 above) but may be advanced at the sole discretion of the City. 5) In the event that the employee’s overall performance review rating is below “Good”, the City may either transfer the employee to some other type of work or such may be considered cause for dismissal. 6) Employees with previous related experience may at the discretion of the City, subject to the consent of the Union, which consent shall not be unreasonably withheld, be advanced through the wage grid more quickly and/or hired at a wage level higher than the probationary level. 7) The parties agree that all matters concerning progression and performance reviews are not subject to the grievance procedure and are deemed to be beyond the jurisdiction of any arbitration board, except progression from Xxxxx 0 onwards on Schedule “A”. 8) Whenever a progression is denied, the employee and the Union shall have the opportunity to meet with the Department Head and/or the Chief Administrative Officer City Manager or his designate to discuss the reasons for the denial and discuss the areas which can be improved. The reasons for the denial shall not be unreasonable. WASTE DIVERSION SITE Hours of Work 1. Monday to Friday a) b) c) d) Eight hours per day Starting no earlier than 7:30 a.m. Ending no later than 5:30 p.m. Half hour or one hour unpaid lunch to be scheduled between 11:30 a.m. and 2:00 p.m. 2. Saturday a) b) c) d) All full-time regular employees will work a rotating Saturday shift 8:00 a.m. to 1:30 p.m. The first four hours worked will be banked for time off on a one for one basis at a mutually agreeable time. For the remaining one-and-one-half hours, overtime will be paid at one-and-one-half times the regular rate. Employees will schedule time off such that the banked time does not exceed 60 hours. Employees will be permitted to exchange Saturday shifts with no change in compensation. 3. The overtime and call-in provisions of the Collective Agreement will prevail for all work in excess of the regular shift system described in this Letter of Understanding.

Progression from Probation to All Levels of All. Job Classifications 1) An employee upon successful completion of his probationary period shall automatically receive the next wage level of Schedule “A”, provided the employee started at the probationary wage classification. 2) Thereafter, all employees are to receive a written performance review approved by the Department Head and the Chief Administrative Officer, or his designate, on each anniversary of the completion of their probationary period. 3) Progression through the wage levels shall not be automatic but shall be based upon ability and upon achieving an overall performance review rating of “Good” or above. If progression is withheld by the City, the employee shall be notified in writing and given the reasons and a further review shall take place within a six-month period from the date of the last review. 4) This second review shall consider the employee’s progress since the last review. If the employee achieves an overall performance review rating of “Good” or above, the employee shall be granted the next step in the wage level of his classification from the commencement of the next following pay period. Subsequent reviews shall date from the granting of the above progression (notwithstanding subsection 2 above) but may be advanced at the sole discretion of the City. 5) In the event that the employee’s overall performance review rating is below “Good”, the City may either transfer the employee to some other type of work or such may be considered cause for dismissal. 6) Employees with previous related experience may at the discretion of the City, subject to the consent of the Union, which consent shall not be unreasonably withheld, be advanced through the wage grid more quickly and/or hired at a wage level higher than the probationary level. 7) The parties agree that all matters concerning progression and performance reviews are not subject to the grievance procedure and are deemed to be beyond the jurisdiction of any arbitration board, except progression from Xxxxx 0 onwards on Schedule “A”. 8) Whenever a progression is denied, the employee and the Union shall have the opportunity to meet with the Department Head and/or the Chief Administrative Officer or his designate to discuss the reasons for the denial and discuss the areas which can be improved. The reasons for the denial shall not be unreasonable. SCHEDULE “D”‌ WASTE DIVERSION SITE Hours of Work 1. Monday to Friday a) b) c) d) Eight hours per day Starting no earlier than 7:30 a.m. Ending no later than 5:30 p.m. Half hour or one hour unpaid lunch to be scheduled between 11:30 a.m. and 2:00 p.m. 2. Saturday a) b) c) d) All full-time regular employees will work a rotating Saturday shift 8:00 a.m. to 1:30 p.m. The first four hours worked will be banked for time off on a one for one basis at a mutually agreeable time. For the remaining one-and-one-half hours, overtime will be paid at one-and-one-half times the regular rate. Employees will schedule time off such that the banked time does not exceed 60 hours. Employees will be permitted to exchange Saturday shifts with no change in compensation. 3. The overtime and call-in provisions of the Collective Agreement will prevail for all work in excess of the regular shift system described in this Letter of Understanding.. SCHEDULE “E”‌