Recommendation for Probation Sample Clauses

Recommendation for Probation. At the conclusion of the minimum required remediation period, the evaluator has the option of recommending to the superintendent that the employee be placed on probation. In that event, the evaluator shall complete a Final Evaluation (Form C or H) together with any recommendations and submit these and all other evaluation documents to the superintendent. Copies of the material to be submitted to the superintendent shall be provided to the employee at the same time. The employee shall have the right, upon request, to a confidential conference with the evaluator prior to any decision by the superintendent to place the employee on probation.
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Recommendation for Probation. At the conclusion of the minimum required remediation period in the current school year or the prior school year, the evaluator has the option of recommending to the Superintendent that the employee be placed on probation. The evaluator shall also have the option of recommending to the Superintendent that the employee be placed on probation if the minimum required remediation period occurred in the prior school year. In that event, the evaluator shall complete a Final Evaluation together with any recommendations and submit these and all other evaluation documents tothe Superintendent. Copies of all materials submitted to the Superintendent shall be provided to the employee at the same time. The employee shall have the right, upon request, to a confidential conference with the evaluator prior to any decision by the Superintendent to place the employee onprobation.
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Recommendation for Probation. ‌ At the conclusion of the minimum required remediation period in the current school year or the prior school year, if the employee’s performance is not judged satisfactory under District’s adopted evaluation framework and criteria, the evaluator may recommend to the Superintendent that the employee be placed on probation. The evaluator may also recommend to the Superintendent that the employee be placed on probation if the minimum required remediation period occurred in the prior school year. In that event, the evaluator shall complete a Final Evaluation together with any recommendations and submit these and all other evaluation documents to the Superintendent pursuant to Section 8.14. Copies of all materials submitted to the Superintendent shall be provided to the employee at the same time. The employee shall have the right, upon request, to a confidential conference with the evaluator prior to any decision by the Superintendent to place the employee on probation.
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Related to Recommendation for Probation

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

  • Probation (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

  • Rejection on Probation On rejection on probation, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during a probationary period, one (1) week’s pay.

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

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION [Not applicable in School District No. 62 (Sooke)]

  • Petition for Annual Conference Session The Local Church acknowledges that pursuant to the governing standing rules of the Annual Conference, petitions for consideration of the legislative body must be submitted to the Secretary of the Annual Conference on or before April 1 of the current Annual Conference year. The Annual Conference will make reasonable efforts to assist the Local Church in completing the required petition, which will include this Disaffiliation Agreement as an attachment thereto making it subject to public review. If the petition is not filed in a timely manner, the Parties will make good faith efforts under the standing rules of the Annual Conference to cooperate to bring the petition to the legislative floor for consideration by appropriate motions to suspend the standing rules for the purposes of considering the petition.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Application for Employment Employee understands and agrees that, as a condition of this Agreement, Employee shall not be entitled to any employment with the Company, and Employee hereby waives any right, or alleged right, of employment or re-employment with the Company. Employee further agrees not to apply for employment with the Company and not otherwise pursue an independent contractor or vendor relationship with the Company.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Board Membership During the Employment Term, Executive will serve as a member of the Board, subject to any required Board and/or stockholder approval.

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