Common use of Termination of Probationary Employee Clause in Contracts

Termination of Probationary Employee. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work), and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his or her employment with the Department. If, during the portion of the initial probationary period subsequent to recruit school, the Department has reason to believe, based upon the evaluations of supervisory personnel, that a probationary employee's employment should be terminated, the Employer shall advise the employee and the Association in writing at least 30 calendar days before the termination of the probationary period. The employee, if he or she desires to contest such determination, shall, within five calendar days of receipt of notice, request a conference with the immediate superior of the person making the determination to terminate his or her employment. After such conference, the reviewing officer shall make his or her determination within five calendar days and either rescind or affirm the order of termination, immediately providing written notice to the employee affected. If the employee desires to contest this determination, he or she shall, within five calendar days of receipt of notice, file a request for a hearing with the Director. A hearing will be conducted within five calendar days by the Director or his or her designee. Within five calendar days of the conclusion of the hearing, the Director may either rescind or affirm termination, notifying the employee affected. No employee who has requested a review or a hearing shall be terminated from employment until after completion of the conference and hearing procedures, and until receipt of the Director's final determination. The Director's determination shall not be appealable through the grievance procedure of this agreement.

Termination of Probationary Employee. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations shall extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work), ) and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his or his/her employment with the Department. If, during the portion of the initial probationary period subsequent to recruit school, the Department has reason to believe, believe based upon the evaluations of supervisory personnel, personnel that a probationary employee's ’s employment should be terminated, the Employer shall advise the employee and the Association in writing at least 30 calendar days before the termination of the probationary period. The employee, if he or he/she desires to contest such determination, shall, within five calendar days days, of receipt of notice, notice request a conference with the immediate superior of the person making the determination to terminate his or his/her employment. After such conference, the officer reviewing officer same shall make his or his/her determination within five calendar days and either rescind the order of termination or affirm the order of terminationsame, immediately providing written notice to the employee affected. If the employee desires to contest this determination, he or he/she shall, within five calendar days of receipt of notice, file a request for a hearing with the Director. A hearing will be conducted within five calendar days by the Director or his or his/her designee. Within , and within five calendar days of the conclusion of the said hearing, the Director may either rescind such termination or affirm terminationthe same, notifying the employee affected. No employee who has requested a review or a hearing shall be terminated from employment until after completion of the conference and hearing procedures, and until receipt of the Director's ’s final determination. The Director's ’s determination shall not be appealable through the grievance procedure of this agreement.

Termination of Probationary Employee. Not less than three written evaluations shall be prepared by the post commander or other assigned personnel summarizing job performance of all probationary employees at established intervals, which report shall be reviewed with the probationary employee. These evaluations shall extend, but are not limited to, such subjects as work performance, attendance, personality, temperament, ability to deal with the public (if the probationary employee is assigned such work), ) and other related areas of police work. These evaluations may be considered by the Employer in determining to retain the employee or to terminate his or his/her employment with the Department. If, during the portion of the initial probationary period subsequent to recruit school, the Department has reason to believe, believe based upon the evaluations of supervisory personnel, personnel that a probationary employee's employment should be terminated, the Employer shall advise the employee and the Association in writing at least 30 calendar days before the termination of the probationary period. The employee, if he or he/she desires to contest such determination, shall, within five calendar days days, of receipt of notice, notice request a conference with the immediate superior of the person making the determination to terminate his or his/her employment. After such conference, the officer reviewing officer same shall make his or his/her determination within five calendar days and either rescind the order of termination or affirm the order of terminationsame, immediately providing written notice to the employee affected. If the employee desires to contest this determination, he or he/she shall, within five calendar days of receipt of notice, file a request for a hearing with the Director. A hearing will be conducted within five calendar days by the Director or his or his/her designee. Within , and within five calendar days of the conclusion of the said hearing, the Director may either rescind such termination or affirm terminationthe same, notifying the employee affected. No employee who has requested a review or a hearing shall be terminated from employment until after completion of the conference and hearing procedures, and until receipt of the Director's final determination. The Director's determination shall not be appealable through the grievance procedure of this agreement.