Common use of Reappointments Clause in Contracts

Reappointments. At least one (1) month prior to the completion of an employee’s initial probationary appointment to a Type A contract position, the employee will be advised of reappointment and the terms thereof, or will be advised that reappointment will not be made. Reappointment subsequent to the initial probationary period may be made for: (i) a continuing appointment without term; or (ii) a second and final probationary period of six (6) months. In the case of a final probationary period, the employee shall be advised, at least two (2) weeks prior to the end of the period, of his or her reappointment and the terms thereof, or will be advised that the appointment will not be continued. Failure to continue an appointment or to reappoint may occur only when the employee has received unfavourable evaluation reports as in ARTICLE 13: (EVALUATION), or if the probationary employee has been laid off or dismissed prior to the end of the period of his or her probationary appointment. During the final probationary period, dismissal or layoff will occur only for just and reasonable cause, and will be accompanied by immediate written notice to the probationary employee stating the reasons for and nature of the action.

Reappointments. At least one (1) month prior to the completion of an employee’s initial probationary appointment to a Type A contract position, the employee will be advised of reappointment and the terms thereof, or will be advised that reappointment will not be made. Reappointment subsequent to the initial probationary period may be made for: (i) a continuing appointment without term; or (ii) a second and final probationary period of six (6) months912 hours. In the case of a final probationary period, the employee shall be advised, at least two (2) weeks prior to the end of the period, of his or her reappointment and the terms thereof, or will be advised that the appointment will not be continued. Failure to continue an appointment or to reappoint may occur only when the employee has received unfavourable evaluation reports as in ARTICLE 13: (EVALUATION), or if the probationary employee has been laid off or dismissed prior to the end of the period of his or her probationary appointment. During the final probationary period, dismissal or layoff will occur only for just and reasonable cause, and will be accompanied by immediate written notice to the probationary employee stating the reasons for and nature of the action.