Common use of Review Periods Clause in Contracts

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is: a. Vacant at the same or lower salary range maximum and is within the trial service employee’s previously held permanent job classification; or b. Vacant at or below the employee’s last previous salary range. In either case, the employee being reverted must have the skills and abilities required for the vacant position. If the employee has not attained permanent status in the vacant position, the employee will be required to complete a trial service period. If the Employer fails to provide three (3) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to three (3) working days, which the employee would have worked at the higher level if notice had been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status in the higher classification. An employee who has no reversion options or does not revert to the classification they held prior to the trial service period may request the Human Resources Office to place their name on the layoff list for positions in job classifications where they had previously attained permanent status. An employee serving a trial service period may voluntarily revert to their former position within fifteen (15) calendar days after the appointment, provided that the position has not been filled or an offer has not been made to an applicant. The Employer may consider requests after the fifteen (15) day period. After fifteen (15) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position with the Employer that is: a. Within the employee’s previously held job classification; or b. At or below the employee’s previous salary range. If the employee has not attained permanent status in the job classification, the employee will be required to complete a trial service period. The reversion of an employee who is unsuccessful during their trial service period is not subject to the grievance procedure in Article 28. Transition Review Period In accordance with Article 32, Layoff and Recall, the Employer may require an employee to complete a transition review period.

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is: a. Vacant at the same or lower salary range maximum and is within the trial service employee’s previously held permanent job classification; or b. Vacant at or below the employee’s last previous salary range. In either case, the employee being reverted must have the skills and abilities required for the vacant position. If the employee has not attained permanent status in the vacant position, the employee will be required to complete a trial service period. If the Employer fails to provide three (3) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to three (3) working days, which the employee would have worked at the higher level if notice had been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status in the higher classification. An employee who has no reversion options or does not revert to the classification they held prior to the trial service period may request the Human Resources Office to place their name on the layoff list for positions in job classifications where they had previously attained permanent status. An employee serving a trial service period may voluntarily revert to their former position within fifteen (15) calendar days after the appointment, provided that the position has not been filled or an offer has not been made to an applicant. The Employer may consider requests after the fifteen (15) day period. After fifteen (15) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position with the Employer that is: a. Within the employee’s previously held job classification; or b. At or below the employee’s previous salary range. If the employee has not attained permanent status in the job classification, the employee will be required to complete a trial service period. The reversion of an employee who is unsuccessful during their trial service period is not subject to the grievance procedure in Article 28. Transition Review Period In accordance with Article 32, Layoff and Recall, the Employer may require an employee to complete a transition review period.Period

Review Periods. Probationary Period Every permanent employee, whether part-time or full-time, following their initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary period, it must provide to the employee, in writing, the reasons for the extension. The Employer may separate a probationary employee at any time during the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date of the separation. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 28. The Employer will extend an employee’s probationary period, on a day-for- a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. An employee who transfers, promotes or voluntarily demotes prior to completing their initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. Trial Service Period Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If the Employer extends an individual’s trial service period, it must provide to the employee, in writing, the reasons for the extension. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their trial service period will be offered a funded position with the Employer that is: a. Vacant at the same or lower salary range maximum and is within the trial service employee’s previously held permanent job classification; or b. Vacant at or below the employee’s last previous salary range. In either case, the employee being reverted must have the skills and abilities required for the vacant position. If the employee has not attained permanent status in the vacant position, the employee will be required to complete a trial service period. If the Employer fails to provide three (3) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to three (3) working days, which the employee would have worked at the higher level if notice had been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status in the higher classification. An employee who has no reversion options or does not revert to the classification they held prior to the trial service period may request the Human Resources Office to place their name on the layoff list for positions in job classifications where they had previously attained permanent status. An employee serving a trial service period may voluntarily revert to their former position within fifteen (15) calendar days after the appointment, provided that the position has not been filled or an offer has not been made to an applicant. The Employer may consider requests after the fifteen (15) day period. After fifteen (15) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position with the Employer that is: a. Within the employee’s previously held job classification; or b. At or below the employee’s previous salary range. If the employee has not attained permanent status in the job classification, the employee will be required to complete a trial service period. The reversion of an employee who is unsuccessful during their trial service period is not subject to the grievance procedure in Article 28. Transition Review Period In accordance with Article 32, Layoff and Recall, the Employer may require an employee to complete a transition review period.Period

Review Periods. A. Probationary Period Every Period 1. Except for Campus Police Officers, every permanent employee, whether part-time or full-time, following their his or her initial appointment to a permanent position, will serve a probationary period of six (6) months. The Employer may extend the probationary period for an individual employee or for all employees in a class as long as the extension does not cause the total period to exceed twelve (12) months. If the Employer extends an individual’s probationary periodEvery permanent Campus Police Officer, it must provide following his or her initial appointment to the employeea permanent appointment, in writing, the reasons for the extension. The Employer may separate will serve a probationary employee at any time during period of twelve (12) months following the probationary period, whether or not the Employer has evaluated the probationary employee. The Employer will provide the employee one (1) working days’ written notice prior to the effective date successful completion of the separationWashington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. If the Employer fails to provide one (1) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to one (1) working day, which the employee would have worked had notice been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status. The separation of a probationary employee will not be subject to the grievance procedure in Article 2830. 3. The Employer will extend an employee’s probationary period, on a day-for- for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. 4. An employee who transfers, promotes or voluntarily demotes prior to completing their his or her initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 4.5 A.1, unless adjusted by the Employer for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months. . B. Trial Service Period Period 1. Except for those employees in an in-training appointmentappointment and Campus Police Officers, all other employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, or who move to a different position within their current classification that requires different skills and abilities, will serve a trial service period of six (6) consecutive months. Employees who voluntarily transfer into another position in their current classification under 4.1 A.2 may serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Article 4.2 D. The Employer may extend the trial service period for an individual employee or for all employees in a class as long as the extension does not cause the total trial service period to exceed twelve (12) months. If All employees with permanent status who are promoted or who voluntarily accept a transfer or demotion into the Employer extends an individual’s job classification of Campus Police Officer will serve a trial service periodperiod of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, it must provide to the employee, in writing, the reasons for the extensionor twelve (12) months if academy training is not required. 2. Any employee serving a trial service period will have their his or her trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. 3. With three (3) working days’ written notice by the Employer, an employee who does not successfully complete their his or her trial service period will be offered a funded position with in the Employer same university or college/district that is: a. Vacant at the same or lower salary range maximum and is within the trial service employee’s previously held permanent job classification; or b. Vacant at or below the employee’s last previous salary range. In either case, the employee being reverted must have the skills and abilities required for the vacant position. If the employee has not attained permanent status in the vacant position, the employee will be required to complete a trial service period. If the Employer fails to provide three (3) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to three (3) working days, which the employee would have worked at the higher level if notice had been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status in the higher classification. 4. An employee who has no reversion options or does not revert to the classification they he or she held prior to the trial service period may request the Human Resources Office to place their his or her name on the layoff list for positions in job classifications where they he or she had previously attained permanent status. 5. An employee serving a trial service period may voluntarily revert to their his or her former position within fifteen (15) calendar days after the appointment, provided that the position has not been filled or an offer has not been made to an applicant. The Employer may consider requests after the fifteen (15) day period. After fifteen (15) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position with in the Employer same university or college/district that is: a. Within the employee’s previously held job classification; or b. At or below the employee’s previous salary range. If the employee has not attained permanent status in the job classification, the employee will be required to complete a trial service period. The reversion of an employee who is unsuccessful during their his or her trial service period is not subject to the grievance procedure in Article 28. Transition Review Period In accordance with Article 32, Layoff and Recall, the Employer may require an employee to complete a transition review period30.