Seniority and Probationary Period. Employees promoted to a position carrying a higher salary range shall receive the next higher rate of pay specified in the new pay range that provides at least a five percent (5%) pay increase. Thereafter, he shall receive wage increases in conjunction with the time intervals specified in the Wage Scale in accordance with their seniority.
Seniority and Probationary Period. 16.01 Seniority shall be determined by an employee's length of continuous service as an employee of the Employer.
16.02 An employee shall cease to have seniority rights, and employee status with the Employer shall be terminated for all purposes, if the employee:
(a) Voluntarily terminates his/her employment;
(b) Is laid off by the Employer for a period exceeding eighteen (18) months;
(c) Being an employee on the recall list, fails to report for work within ten (10) days after being notified by the Employer of a job offer the refusal of which would result in the employee being dropped from the recall list in accordance with Article 6.03 (e);
(d) Is absent from work for three (3) consecutive days without providing a satisfactory reason to the Employer;
(e) Fails to report for work after an authorized leave of absence without providing an explanation satisfactory to the Employer;
(f) Is discharged for just cause and such discharge is not reversed through the grievance procedure;
Seniority and Probationary Period. A. A regular full-time employee’s seniority with the respective campus shall be a composite of: 1) the employee’s present continuous period of employment; (2) any previous period of employment when the employee has been rehired within sixty (60) calendar days after resignation or discharge; and (3) the first thirty (30) calendar days of an approved leave of absence. Overtime assignments do not accrue seniority. A regular employee who separates from UNM employment and desires to return to employment with UNM shall submit a written request to the Police Chief or Executive Director within sixty (60) calendar days of the date of separation. The individual must be prepared to immediately begin the complete employment process. If the individual is returned to employment with UNM, the employee shall have seniority that was eliminated at the time of separation restored.
B. Bargaining unit employees earn seniority from their first day of employment. For seniority within rank, the date of hire or promotion will control. For those individuals that are hired at the same time, their date of state certification will control. When employees are sent to the State Academy at the same time and have the same certification date, their class ranking at the end of the Academy will determine their seniority. If there is no class ranking (as in the case of certification by waiver classes) the individual’s New Mexico Law Enforcement Academy Certification Test score will be used and the higher score will have seniority over the lower score. When all of the above criteria are equal, seniority will be determined by the drawing of names out of a hat and each subsequent name shall have seniority over the other names in the hat. The first person being drawn shall have seniority over the other names in the hat and each subsequent name shall have seniority over the remaining names until all names are drawn.
C. A person is probationary until they have satisfactorily completed their certification and for an additional twelve (12) months after hire into the respective campus. Such probationary period shall be time worked exclusive of injury, any leave of absence, or unpaid status. It is recognized that probationary employees are at-will employees. During such probationary period an employee may, at UNM’s discretion and with or without cause, be released from employment and such releases are not grievable. It is understood by the parties that while probationary employees are not included in t...
Seniority and Probationary Period. 4-6.1 Article 32.5(a) shall continue to apply to casual employees who have achieved seasonal status. Seasonal employees shall retain their casual seniority date. It is understood that seniority shall not be affected by a casual employee achieving or losing his/her status as a seasonal employee. Similarly once an employee has completed his/her probationary period he/she shall not be subject to a further probationary period as the result of achieving or losing status as a seasonal employee.
Seniority and Probationary Period. 16.01 Seniority shall be established on the basis of actual shifts worked, irrespective of status.
16.02 An employee shall cease to have seniority rights, and employee status with the Employer shall be terminated for all purposes, if the employee:
(a) voluntarily terminates his/her employment;
(b) is laid off by the Employer for a period exceeding eighteen consecutive (18) months;
(c) being an employee on the recall list, fails to report for work within ten (10) days after being notified by the Employer of a job offer the refusal of which would result in the employee being dropped from the recall list in accordance with Article 6.03 (e);
(d) is absent from work for three (3) consecutive days without providing a satisfactory reason to the Employer;
(e) fails to report for work after an authorized leave of absence without providing an explanation satisfactory to the Employer;
(f) is discharged for just cause and such discharge is not reversed through the grievance procedure;
(g) retires.
16.03 A seniority list shall be posted annually and a copy shall be provided to the union. If there are no objections within thirty (30) days of the posting, the list shall be deemed to be accurate. Seniority lists shall be posted in all workplaces.
16.04 New employees shall be considered probationary employees for the first three (3) months of their employment. The Union and the Employer agree that the probation period can be extended for a further three (3) month period with the consent of the Union, which consent will not be unreasonably withheld. The employer may dismiss a probationary employee for any reason provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. In such a case he/she shall not have the right to have the dismissal grieved under the grievance and arbitration procedures of this agreement.
Seniority and Probationary Period. All new employees shall serve a probationary period of sixty
Seniority and Probationary Period. 14.01 The Board shall provide to the Union and post in all work locations annually no later than March 31 of each year an up to date Seniority list. The Seniority list will be arranged from the most senior to the most junior Employee and include Seniority Date and position title. Seniority shall be Date of Hire as reflected on Seniority lists of predecessor Bargaining Units. Any questions regarding the accuracy of the Seniority list in the area of new Employee names, removal of Employee names due to termination death, etc., and adjustments to dates required with Employees returning from leave must be submitted in writing to the Manager of Human Resources within 30 calendar days from date of issue or the list shall be deemed to be accurate. Where two or more Employees have the same Date of Hire, and job classification ranking to be determined by lottery conducted in the presence of a Union representative. The Seniority list will also include any Employees on lay-off status with recall rights as outlined in Article 18.
14.02 An Employee will have no Seniority and shall be considered on probation until the Employee has worked and successfully completed six (6) consecutive months of work since the last Date of Hire as a probationary Employee. In the event of an interruption in service of less than sixty (60) calendar days, the probationary period may be extended by the length of the interruption. If the interruption of service not including natural breaks is greater than sixty (60) calendar days, the Board may require the Employee to work a new probationary period. The probationary period may be extended for an additional period of up to six (6) months by mutual consent of the parties. Reasons for the extension will be provided to the Employee in writing.
14.03 During the probationary period, Employees shall be entitled to all rights and privileges of this Agreement. The just cause standard for the discipline, demotion, or discharge of a probationary Employee shall be substantially less than the corresponding standard for a Permanent Employee.
14.04 After completion of the probationary period, Seniority shall be effective from the Date of Hire and the Employee will be added to subsequent Seniority lists.
14.05 If an Employee is absent from work because of sickness, accident or leave of absence, approved by the Board, he/she shall not lose Seniority rights. An Employee shall only lose his/her Seniority rights in the event:
1) He/she is discharged for just cause...
Seniority and Probationary Period. 8.01 (i) Seniority as referred to in this agreement shall mean length of continuous service with the Ontario Housing Corporation and all Housing Authorities and will accumulate upon completion of a probationary period of not less than sixty (60) working days including temporary service, as specified in 8.01(ii) and excluding absence for which Workers Compensation benefits are received.
Seniority and Probationary Period. Section 7.1, Definition of Seniority. Seniority shall be based on the length of time from the last date of beginning continuous full-time employment in any position covered by this Agreement, less adjustments for approved leaves of absence without pay of more than thirty (30) calendar days, unless otherwise required by state or federal law. Military leaves of absences shall not affect seniority.
Seniority and Probationary Period. 16.01 Upon completion of their probationary period, seniority for full-time employees shall be established on the basis of date of hire, and seniority for part-time employees shall be established on the basis of actual shifts worked.
16.02 An employee shall cease to have seniority rights, and employee status with the Employer shall be terminated for all purposes, if the employee:
(a) voluntarily terminates his/her employment;
(b) is laid off by the Employer for a period exceeding the time limits outlined in 6.02 (d);
(c) being an employee on the recall list, fails to report for work within five (5) working days after being notified by the Employer of a job offer the refusal of which would result in the employee being dropped from the recall list in accordance with Article 6.02 (d);
(d) is absent from work for three (3) consecutive days without providing a satisfactory reason to the Employer;
(e) fails to report for work after an authorized leave of absence without providing an explanation satisfactory to the Employer;
(f) is discharged for just cause and such discharge is not reversed through the grievance procedure; or
