Rejection of Probationer. During the probationary period, an employee may be rejected at any time by the City Manager or his/her designee without cause and without the right of appeal. Notification of rejection, in writing, shall be served on the probationer and a copy filed with the Human Resources Department.
Rejection of Probationer. During the probationary period an employee may be rejected at any time by the appointing power without cause and without the right of appeal (except for probationary police officers who shall have a right to an administrative appeal pursuant to Govt. Code § 3304(b) if their termination during probation is more than a bare rejection). Notification of rejection in writing shall be served on the probationer, and copy filed with the Human Resources Director.
Rejection of Probationer. During the probationary period the probationary Chief Officer may be rejected by the Fire Chief and demoted by the appointing authority without the right of review of any kind. Any employee rejected during the probationary period following promotion shall be reinstated to the position from which he or she was promoted unless disciplinary charges are filed and he or she is duly discharged.
Rejection of Probationer. During the probationary period, an employee may be rejected at any time when, in the opinion of the Appointing Authority, the employee's performance is at a level that is not reasonable and consistent with the knowledge, skills, abilities and other characteristics necessary for fully satisfactory performance in the employee's position. Said rejection shall be without the right of appeal or grievance except, however, that such employee may request an informal review by the Human Resources Director or designee. Notification of rejection in writing shall be served on the probationer and a copy filed with the Human Resources Director. The department shall confidentially document the work related reasons why the employee’s performance was not reasonable and consistent with the knowledge, skills, abilities and other characteristics necessary for fully satisfactory performance in the employee's position. This documentation is for the purpose of auditing by the Human Resources & Development Department to ensure the rejection was for a legitimate work related reason and not for an illegal reason such as discrimination as is proscribed in current law. Said documentation, including drop files, shall be placed in the employee’s official personnel file once the employee has been notified that they have failed probation and shall be retained until any applicable statute of limitations has expired.
Rejection of Probationer. During the probationary period, period an employee may be suspended, demoted or terminated at any time by the department head with the approval of the City Manager without cause and without the right of appeal or to submit a grievance. Notification of rejection in writing shall be served on a-probationer and a copy filed with the Personnel Officer. Any probationary employee who is terminated for cause during the probationary period upon charges of serious conduct is entitled to pre-termination administrative review of the termination. The City Manager shall conduct the review and it shall take the form as set forth in Personnel Rules, Rule 11, Section 5, Administrative Review.
Rejection of Probationer. Upon recommendation of the responsible Department Director, the City Manager may reject a probationary employee without cause and without the right of appeal at any time. Notification of rejection shall be served to the probationer and copied to the Union in writing, and a copy placed in the personnel file.
