Common use of Trial Periods Clause in Contracts

Trial Periods. 18.1 At any time during a continuing appointment, if there is cause for concern about an employee’s performance as a result of unfavourable evaluation reports or other just cause, the employee may be placed on a trial period not exceeding six months for staff, and two teaching semesters for faculty. 18.2 At the time of notification of placement on a trial period, the Employer shall provide written notice to the employee of the performance issues, the length of the trial period, the trial period interim evaluation date (pursuant to Article 18.3) and identify performance expectations. As such, the employee and appropriate exempt supervisor shall develop a written plan of action outlining the steps needed to address the area(s) of concern and/or actions needed to remedy the situation. Such a plan must be in writing, signed by both the employee and NVIT. 18.3 Half way through the trial period, the exempt supervisor shall conduct an evaluation with the employee to provide feedback on progress and an interim assessment. 18.4 Upon successful completion of the trial period, the employee shall return to a continuing appointment without term. 18.5 If the trial period is not completed successfully termination will occur as per Article 14, Discipline, Suspension, Dismissal. By mutual agreement between the employee and NVIT, a second trial period (not exceeding the time allowed in the first trial period) is considered an appropriate alternative to termination. 18.6 There shall be no more than one (1) trial period in succession, except as provided for in 18.5 above. 18.7 There shall be no more than two (2) trial periods within any two (2) year period. 18.8 An employee has the right to dispute NVIT’s decision to terminate their employment after the trial period and may file a grievance at Step Three of the grievance procedure.

Trial Periods. 18.1 At any time during a continuing appointment, if there is cause for concern about an employee’s performance as a result of unfavourable evaluation reports or other just cause, the employee may be placed on a trial period not exceeding six months for staff, and two teaching semesters for faculty. 18.2 At the time of notification of placement on a trial period, the Employer shall provide written notice to the employee of the performance issues, the length of the trial period, the trial period interim evaluation date (pursuant to Article 18.3) and identify performance expectations. As such, the employee and appropriate exempt supervisor shall develop a written plan of action outlining the steps needed to address the area(s) of concern and/or actions needed to remedy the situation. Such a plan must be in writing, signed by both the employee and NVITEmployer. 18.3 Half way through the trial period, the exempt supervisor shall conduct an evaluation with the employee to provide feedback on progress and an interim assessment. 18.4 Upon successful completion of the trial period, the employee shall return to a continuing appointment without term. 18.5 If the trial period is not completed successfully termination will occur as per Article 14, Discipline, Suspension, Dismissal. By mutual agreement between the employee and NVITEmployer, a second trial period (not exceeding the time allowed in the first trial period) is considered an appropriate alternative to termination. 18.6 There shall be no more than one (1) trial period in succession, except as provided for in 18.5 above. 18.7 There shall be no more than two (2) trial periods within any two (2) year period. 18.8 An employee has the right to dispute NVITthe Employer’s decision to terminate their employment after the trial period and may file a grievance at Step Three of the grievance procedure.