Common use of Trial Service Period Clause in Contracts

Trial Service Period. 1. 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, will serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. 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. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees a. All other employees with permanent status who are promoted, or who voluntarily demote, or who accept a transfer or demotion layoff option into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies may extend the , which will begin immediately upon appointment, except as noted below. b. Employees appointed or promoted to Campus Security classifications are subject to a trial service period for an individual employee as long as the extension does not cause the total period to exceed of twelve (12) months. Employees in an in-training appointment will follow months from the provisions outlined in Subsection 4.5 C.date of employment. 2. Any employee serving a c. During the trial service period period, the University will have their provide trial service period extendedemployees with performance expectations and standards, position description, training and assistance related to their job duties, and performance counseling/review by their supervisor. d. The University, at its sole discretion, may extend an employee’s trial service period, on a day-for-a-day basis, for any day(s) that the employee is on sick leave, leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to e. Following a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employerpromotion, an employee who does not satisfactorily complete their trial service period, either as determined by the University or at the employee’s request, will be given or provided a fifteen (15) day written notification stating the reason, and their option to: (1) fill a vacancy or a position held by a probationary employee in the previous classification; (2) fill a vacancy or a position held by a probationary employee in any previous classification in which the employee held permanent status; (3) if the employee has no option to take a vacant position at the same salary range, the employee must be given an opportunity to take a vacant position in a lower class in an occupational category/class series in which the employee has held permanent status, in descending salary order. The employee does not have to have held permanent status in the lower class in order to be offered the option to take a vacant position in the class; (4) be placed on the University-wide layoff list. (5) All other employees who do not complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal University-wide layoff list for positions in job classifications where they had previously attained permanent statuslist. 7. An employee f. Employees who is separated are reverted during their the trial service period may request will have the right to file a review grievance. The grievance will be limited to Steps One (1) and Two (2) of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedureprocedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he/she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure31.

Trial Service Period. 1. A. Employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion promoted into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow be provided with a written explanation for the provisions outlined in Subsection 4.5 C.extension. Extension of probation period shall not be a normal practice. 2. B. Any employee serving a trial service period will have their said 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. C. An employee who is appointed promoted to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. D. An employee serving a trial service period may voluntarily revert to their that employee’s former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant is vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With E. Within five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant is vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. F. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff rehire list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their the 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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their the trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 2927, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment 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, will serve a trial service period of six (6) consecutive months. Agencies 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. 2. An employee moving to a different position within the same job classification that requires different skills and abilities may be required to serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.Article 4.2 D. 23. All employees with permanent status who are promoted or who voluntarily accept a transfer or demotion into the job classification of Campus Police Officer will serve a trial service period of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. 4. 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. 5. With three (3. An ) working days’ written notice by the University, an employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new does not successfully complete his or her trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to offered a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer University fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status he or she held prior to the trial service period may request that their the Human Resources Office to place his or her name be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their serving a trial service period may request a review of the separation by the Director voluntarily revert to his or Secretary of the agency or designee her former position within twenty-one sixty (2160) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The University may consider requests after the sixty (60) day period. After sixty (60) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position 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 employees an employee who are is unsuccessful during their his or her trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees All employees with permanent status who are promoted, promoted or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, will bargaining unit positionwill serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training appointment will follow the provisions outlined in Subsection 4.5 C.is not required. 2. Any employee Employees 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. 3. An With three (3) working days’ written notice by the University, an employee who is appointed to a different position prior to completing does not successfully complete their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to offered a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer University fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 64. An employee Employees who has have no reversion options or does do not revert to the highest classification in which they previously attained permanent status held prior to the trial service period may request that the Human Resources Office to place their name be placed names on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 75. An employee who is separated during their serving a trial service period may request a review of the separation by the Director or Secretary of the agency or designee voluntarily revert to their former position within twenty-one sixty (2160) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The University may consider requests after the sixty (60) day period. After sixty (60) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position 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 employees an employee who are is unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ days written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he/she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure31. 6.1 Objective‌‌‌

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. 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. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure31.

Trial Service Period. 1. 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, will serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 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. An employee who is appointed to a different position prior to completing their his or her trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his or her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their his or her trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they he or she previously attained permanent status may request that their his or her name be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their his or her trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees All employees with permanent status who are promoted, promoted or who voluntarily accept a transfer or demotion into a the job classification for which they have not previously attained permanent status, of Campus Police Officer will serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training appointment will follow the provisions outlined in Subsection 4.5 C.is not required. 2. 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. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six With three (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their trial service period will be reverted to offered a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 64. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status the employee held prior to the trial service period may request that Human Resource Services to place their name be placed on the agency’s internal layoff list for positions in job classifications where they the employee had previously attained permanent status. 75. An employee who is separated during their serving a trial service period may request a review of voluntarily revert to the separation by the Director or Secretary of the agency or designee employee’s former position within twenty-one fifteen (2115) calendar days from after the effective date of appointment, provided that the separationposition 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 employees an employee who are is unsuccessful during their trial service period is not subject to the grievance procedure in Article 2930, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of twelve (12) consecutive months. The appointment letter will indicate the length of the trial service period. The Employer may reduce the trial service period to no less than six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.. 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. An employee’s trial service period will not be extended due to time spent on temporary layoff unless there is mutual agreement between the Employer and the employee. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An Any employee serving a trial service period may voluntarily revert to their his or her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled filled, abolished or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency classification as determined by the Employer that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using use the order listed above. In both (a) and (b) above, with the Employer will determine determining the position the employee may revert to and the to. The employee must have the skills and abilities required for the position. If possible, the The reversion option will be within a reasonable commuting distance for the employee. 54. With five (5) working days’ prior written notice by the Employer, an employee who does not satisfactorily successfully complete their his or her trial service period will may be reverted offered an opportunity to revert to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his or her name be placed on the agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.Article

Trial Service Period. 1. Employees a. All other employees with permanent status who are promoted, or who voluntarily demote, or who accept a transfer or demotion layoff option into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies may extend the , which will begin immediately upon appointment, except as noted below. b. Employees appointed or promoted to Campus Security classifications are subject to a trial service period for an individual employee as long as the extension does not cause the total period to exceed of twelve (12) months. Employees in an in-training appointment will follow months from the provisions outlined in Subsection 4.5 C.date of employment. 2. Any employee serving a c. During the trial service period period, the University will have their provide trial service period extendedemployees with performance expectations and standards, position description, training and assistance related to his/her job duties, and performance counseling/review by his/her supervisor. d. The University, at its sole discretion, may extend an employee’s trial service period, on a day-for-a-day basis, for any day(s) that the employee is on sick leave, leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to e. Following a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employerpromotion, an employee who does not satisfactorily complete their his/her trial service period, either as determined by the University or at the employee’s request, will be given or provided a fifteen (15) day written notification stating the reason, and his/her option to: (1) revert to his/her former position provided an offer of employment has not been made to another individual; (2) fill a vacancy or a position held by a probationaryemployee in the previous classification; (3) fill a vacancy or a position held by a probationaryemployee in any previous classification in which the employee held permanent status; (4) if the employee has no option to take a vacant position at the same salary range, the employee must be given an opportunity to take a vacant position in a lower class in an occupational category/class series in which the employee has held permanent status, in descending salary order. The employee does not have to have held permanent status in the lower class in order to be offered the option to take a vacant position in the class; (5) be placed on the University-wide layoff list. (6) All other employees who do not complete his/her trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status.University-wide layoff 7. An employee f. Employees who is separated are reverted during their the trial service period may request will have the right to file a review grievance. The grievance will be limited to Steps One (1) and Two (2) of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedureprocedure.

Trial Service Period. 1. Employees with permanent status who are promoted, or who voluntarily voluntary accept a transfer or demotion into a job classification for which they have not previously attained permanent status, status will serve a trial service period of six (6) consecutive months. Agencies may extend This period is to allow the Employer the opportunity to observe and assess the employee’s work and to train and aid the employee in adjusting to the position in order to determine if the employee will be granted permanent status in the position. A. If an employee is absent for a cumulative total of more than fifteen (15) days during the trial service period for an individual employee as long as period, the extension does not cause Employer will extend the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. Any employee serving a employee’s trial service period will have their trial service period extended, on a day-for-a-day basis, basis for any day(s) that the total accumulated number of days on which the employee is on leave without pay or shared leavewas absent. Upon mutual agreement between the Employer and PSE, except for leave taken for military service. 3. An employee who is appointed to a different position prior to completing their an employee’s trial service period will serve a new trial service period. The length of the new trial service period will may be in accordance with Subsection 4.6 B, unless adjusted extended by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than up to six (6) consecutive months. 4. An B. Prior to a reversion, the Employer will provide written notice that an employee serving a who has not successfully completed his or her trial service period may voluntarily shall be offered an opportunity to revert to their former permanent a bargaining unit position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. 1. Vacant or filled by with a non-permanent temporary employee and is within a job classification in which the employee’s trial service employee previously held permanent job classification.status; or b. Vacant or filled by a non-permanent employee 2. Vacant, at or below the trial service employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent classification series as the position in which the trial service employee and is within the employee’s previously held permanent job classificationstatus. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. C. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. D. An employee who has not successfully completed his or her trial service period and who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name to be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their E. Employees involuntarily reverted from trial service period may request a review will have the right to grieve their reversion to step 2 of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies 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. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.. 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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six With three (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their his or her trial service period will be reverted to offered a funded permanent position in the same agency, college/district that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 64. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status he or she held prior to the trial service period may request that their the Human Resources Office to place his or her name be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 75. An employee who is separated during their serving a trial service period may request a review of the separation by the Director voluntarily revert to his or Secretary of the agency or designee her former position within twenty-one fifteen (2115) calendar days from after the effective date of appointment, provided that the separationposition 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 in the same 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 employees an employee who are is unsuccessful during their his or her trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure28.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment 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, will serve a trial service period of six (6) consecutive months. Agencies 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. 2. An employee moving to a different position within the same job classification that requires different skills and abilities may be required to serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.Article 4.2 D. 23. All employees with permanent status who are promoted or who voluntarily accept a transfer or demotion into the job classification of Campus Police Officer will serve a trial service period of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. 4. Any employee Employees serving a trial service period will have his or her 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. 5. With three (3. An ) working days’ written notice by the University, an employee who is appointed to a different position prior to completing does not successfully complete his or her their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to offered a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer University fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 6. An employee Employees who has have no reversion options or does do not revert to the highest classification in which he or she they previously attained permanent status held prior to the trial service period may request that the Human Resources Office to place his or her name their name be placed names on the agency’s internal layoff list for positions in job classifications where he or she they had previously attained permanent status. 7. An employee who is separated during their serving a trial service period may request a review of the separation by the Director voluntarily revert to his or Secretary of the agency or designee her their former position within twenty-one sixty (2160) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The University may consider requests after the sixty (60) day period. After sixty (60) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position 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 employees an employee who are is unsuccessful during his or her their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment 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, will serve a trial service period of six (6) consecutive months. Agencies 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. 2. An employee moving to a different position within the same job classification that requires different skills and abilities may be required to serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.Article 4.2 D. 23. Any employee All employees with permanent status who are promoted or who voluntarily accept a transfer or demotion into the job classification of Campus Police Officer will serve a trial service period of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. 4. Employees 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. 5. With three (3. An ) working days’ written notice by the University, an employee who is appointed to a different position prior to completing does not successfully complete their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to offered a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer University fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 6. An employee Employees who has have no reversion options or does do not revert to the highest classification in which they previously attained permanent status held prior to the trial service period may request that the Human Resources Office to place their name be placed names on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their serving a trial service period may request a review of the separation by the Director or Secretary of the agency or designee voluntarily revert to their former position within twenty-one sixty (2160) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The University may consider requests after the sixty (60) day period. After sixty (60) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position 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 employees an employee who are is unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ days written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he/she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure31.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. 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. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.31.‌

Trial Service Period. 1. Employees a. All other employees with permanent status who are promoted, or who voluntarily demote, or who accept a transfer or demotion layoff option into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies may extend the , which will begin immediately upon appointment, except as noted below. b. Employees appointed or promoted to Campus Security classifications are subject to a trial service period for an individual employee as long as the extension does not cause the total period to exceed of twelve (12) months. Employees in an in-training appointment will follow months from the provisions outlined in Subsection 4.5 C.date of employment. 2. Any employee serving a c. During the trial service period period, the University will have their provide trial service period extendedemployees with performance expectations and standards, position description, training and assistance related to his/her job duties, and performance counseling/review by his/her supervisor. d. The University, at its sole discretion, may extend an employee’s trial service period, on a day-for-a-day basis, for any day(s) that the employee is on sick leave, leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to e. Following a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employerpromotion, an employee who does not satisfactorily complete their his/her trial service period, either as determined by the University or at the employee’s request, will be given or provided a fifteen (15) day written notification stating the reason, and his/her option to: (1) revert to his/her former position provided an offer of employment has not been made to another individual; (2) fill a vacancy or a position held by a probationary employee in the previous classification; (3) fill a vacancy or a position held by a probationary employee in any previous classification in which the employee held permanent status; (4) if the employee has no option to take a vacant position at the same salary range, the employee must be given an opportunity to take a vacant position in a lower class in an occupational category/class series in which the employee has held permanent status, in descending salary order. The employee does not have to have held permanent status in the lower class in order to be offered the option to take a vacant position in the class; (5) be placed on the University-wide layoff list. (6) All other employees who do not complete his/her trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status.University-wide layoff 7. An employee f. Employees who is separated are reverted during their the trial service period may request will have the right to file a review grievance. The grievance will be limited to Steps One (1) and Two (2) of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedureprocedure.

Trial Service Period. 1. 25.2.1 Employees with permanent status in a bargaining unit position who are promoted, promote or who voluntarily accept a transfer or demotion into demote to a job classification for within the bargaining unit in which they have not previously attained permanent status, status will serve a trial service period of six (6) consecutive months. Agencies may This period is to allow the University the opportunity to observe and assess the employee’s work and to train and aid the employee in adjusting to the position in order to determine if the employee will be granted permanent status in the position. Employees will be provided a position description and performance expectations for the new position. 25.2.2 The University will extend the employee’s trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, basis for any day(s) that the employee is on sick leave, leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to a different position prior to completing their 25.2.3 Employees will be given reasonable written notification, when the University believes they are in danger of failing trial service period for performance related issues. The notice will serve specify performance goals that will assist the employee in achieving a new successful conclusion to the trial service period. The length of the new University may extend trial service period up to thirty (30) days in order to more adequately evaluate an employee who is in danger of failing trial service. Specific reasons for the extension will be provided to the employee in accordance with Subsection 4.6 B, unless adjusted by writing. Prior to reversion the appointing authority for time already served in University will provide written notice to an Employee that they have not successfully completed his/her trial service statusperiod. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily That notice shall include an opportunity to revert to their former permanent a bargaining unit position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. (a) Vacant or filled staffed by a non-permanent probationary employee and is within a job classification in which the employee’s trial service employee previously held permanent job classification.status; or b. Vacant or filled by a non-permanent employee (b) Vacant, at or below the trial service employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent classification series as the position in which the trial service employee and is within the employee’s previously held permanent job classificationstatus. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. (c) In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has (d) If no reversion options or does not revert to are available the highest classification in which they previously attained permanent status Employee may request that their name to be placed on the agency’s internal appropriate layoff list for bargaining unit positions in job classifications where they in which he or she had previously attained permanent status. 7. An employee who is separated during their 25.2.4 Employees involuntarily reverted from trial service period may request a review will have the right to grieve their reversion according to the standards and procedures set forth in this Article. The grievance will be limited to Steps One and Step Two of the separation by grievance procedure. However, the Director or Secretary Appointing Authority will consult with the Labor Relations Officer prior to issuing a formal determination of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Proceduregrievance.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he/she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 2927, Grievance Procedure.

Trial Service Period. 1. 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, will serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. 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. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status.status.‌ 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five (5) working days’ prior written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. range.‌ In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of twelve (12) consecutive months. The appointment letter will indicate the length of the trial service period. The Employer may reduce the trial service period to no less than six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.. 2. 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. An employee’s trial service period will not be extended due to time spent on temporary layoff unless there is mutual agreement between the Employer and the employee. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An Any employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled filled, abolished or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency classification as determined by the Employer that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using use the order listed above. In both (a) and (b) above, with the Employer will determine determining the position the employee may revert to and the to. The employee must have the skills and abilities required for the position. If possible, the The reversion option will be within a reasonable commuting distance for the employee. 54. With five (5) working days’ prior written notice by the Employer, an employee who does not satisfactorily successfully complete their trial service period will may be reverted offered an opportunity to revert to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they had previously attained permanent status. 76. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 32. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. 24 A. Employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion promoted into a job classification for 25 which they have not previously attained permanent status, will serve a trial service 26 period of six (6) consecutive months. Agencies The Employer may extend the trial service 27 period for an individual employee as long as the extension does not cause the total 28 period to exceed twelve (12) months. Employees in an in-training appointment will follow be provided with a written 29 explanation for the provisions outlined in Subsection 4.5 C.extension. Extension of trial service period shall not be a normal 30 practice. 2. 32 B. Any employee serving a trial service period will have their said trial service period 33 extended, on a day-for-a-day basis, for any day(s) that the employee is on leave 34 without pay or shared leave, except for leave taken for military service. 3. 36 C. An employee who is appointed promoted to a different position prior to completing their trial 37 service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. 39 D. An employee serving a trial service period may voluntarily revert to their that employee’s 40 former permanent position within fifteen (15) days of the appointment, provided that 41 the position has not been filled or an offer has not been made to an applicant. An 42 employee serving a trial service period may voluntarily revert at any time to a 43 funded permanent position in the same agency that is: a. Vacant is vacant or filled by a non-permanent employee 44 and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With 46 E. Within five (5) working days’ written notice by the Employer, an employee who does 47 not satisfactorily complete their trial service period will be reverted to a funded 48 permanent position in the same agency, that is: a. Vacant is vacant or filled by a non-permanent employee and is 49 within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer 50 fails to provide five (5) working days’ notice, the reversion will stand and the 51 employee will be entitled to payment of the difference in the salary for up to five (5) 1 working days, which the employee would have worked at the higher level if notice 2 had been given. Under no circumstances will notice deficiencies result in an 3 employee gaining permanent status in the higher classification. 6. 5 F. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed 6 on the agency’s internal layoff rehire list for positions in job classifications where they had previously 7 attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment 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, will serve a trial service period of six (6) consecutive months. Agencies 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. An employee moving to a different position within the same job classification that requires different skills and abilities may be required to serve a trial service period. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2Article 4.2 D. All employees with permanent status who are promoted or who voluntarily accept a transfer or demotion into the job classification of Campus Police Officer will serve a trial service period of twelve (12) months following the successful completion of the Washington State Criminal Justice Training Commission’s basic law enforcement academy, or twelve (12) months if academy training is not required. 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. . With three (3. An ) working days’ written notice by the University, an employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new does not successfully complete his or her trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to offered a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer University fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status he or she held prior to the trial service period may request that their the Human Resources Office to place his or her name be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their serving a trial service period may request a review of the separation by the Director voluntarily revert to his or Secretary of the agency or designee her former position within twenty-one sixty (2160) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The University may consider requests after the sixty (60) day period. After sixty (60) days, an employee serving a trial service period may voluntarily revert at any time to a vacant position 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 employees an employee who are is unsuccessful during their his or her trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive monthsmonths performing assigned duties. Agencies The Employer agrees to comply with the trial service period that the Office of the State Human Resources Director has designated for each classification. An employee moving to a different position within the same job classification that requires different job skills and abilities will serve a trial service period. The Employer may extend the trial service period for an individual employee or for all employees in the classification, as long as the extension does not cause the total period to exceed twelve (12) months, on a case-by-case basis. Employees in The Employer agrees to notify the Union when it intends to extend the trial service period of an in-training appointment will follow the provisions outlined in Subsection 4.5 C.employee beyond six (6) months. 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. An employee who is appointed to a different position With prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their all employees failing a trial service period will may be reverted offered an opportunity to revert to a funded permanent position in the same agency, that is: a. Vacant or filled by a probationary or non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a probationary or non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 64. An Any employee failing a trial service period who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his or her name be placed on the agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation5. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure30.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies 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) consecutive months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.Article 4.2 D. 2. Any An 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 prior written notice by the Employer, all employees that have not successfully completed a trial service period may be offered an opportunity to revert to a position in the same institution that is: a. Vacant and is within the trial service employee’s previously held job classification; or b. Vacant at or below the employee’s 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 job classification of the vacant position, the employee will be required to complete a trial service period. 4. An employee who is appointed has no reversion options or does not revert to a different position the classification he or she held prior to completing their the trial service period will serve a new trial service period. The length of may request the new trial service period will be Human Resources Office to place his or her name on the layoff list for positions in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service job classifications where he or she had previously attained permanent status. In no case, however, will the total trial service period be less than six (6) consecutive months. 45. An employee serving a trial service period may voluntarily revert to their his or her former permanent position within fifteen (15) calendar days of after the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period The Employer may voluntarily revert at any time to a funded permanent position in consider requests after the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary rangefifteen (15) day period. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.After fifteen

Trial Service Period. 1. Employees a. All other employees with permanent status who are promoted, or who voluntarily demote, or who accept a transfer or demotion layoff option into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies may extend the , which will begin immediately upon appointment, except as noted below. b. Employees appointed or promoted to Campus Security classifications are subject to a trial service period for an individual employee as long as the extension does not cause the total period to exceed of twelve (12) months. Employees in an in-training appointment will follow months from the provisions outlined in Subsection 4.5 C.date of employment. 2. Any employee serving a c. During the trial service period period, the University will have their provide trial service period extendedemployees with performance expectations and standards, position description, training and assistance related to his/her job duties, and performance counseling/review by his/her supervisor. d. The University, at its sole discretion, may extend an employee’s trial service period, on a day-for-a-day basis, for any day(s) that the employee is on sick leave, leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to e. Following a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employerpromotion, an employee who does not satisfactorily complete their his/her trial service period, either as determined by the University or at the employee’s request, will be given or provided a fifteen (15) day written notification stating the reason, and his/her option to: (1) revert to his/her former position provided an offer of employment has not been made to another individual; (2) fill a vacancy or a position held by a probationary employee in the previous classification; (3) fill a vacancy or a position held by a probationary employee in any previous classification in which the employee held permanent status; (4) if the employee has no option to take a vacant position at the same salary range, the employee must be given an opportunity to take a vacant position in a lower class in an occupational category/class series in which the employee has held permanent status, in descending salary order. The employee does not have to have held permanent status in the lower class in order to be offered the option to take a vacant position in the class; (5) be placed on the University-wide layoff list. (6) All other employees who do not complete his/her trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal University-wide layoff list for positions in job classifications where they had previously attained permanent statuslist. 7. An employee f. Employees who is separated are reverted during their the trial service period may request will have the right to file a review grievance. The grievance will be limited to Steps One (1) and Two (2) of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedureprocedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months. Employees The Agency will provide the reason(s) in an in-training appointment will follow writing to the provisions outlined in Subsection 4.5 C.employee and Association. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) calendar days of the appointment, provided that the position has not been filled or an employment offer has not been made to made. With approval of the Appointing Authority, an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. . c. The reversion option, if any, will be determined by the Employer Agency using the order listed above. In both (a) and (b) above, the Employer Agency will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five (5) working days’ prior written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they his/her had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.27.‌

Trial Service Period. 1. Employees with permanent status who are promoted, or who voluntarily voluntary accept a transfer or demotion into a job classification for which they have not previously attained permanent status, status will serve a trial service period of six (6) consecutive months. Agencies may extend This period is to allow the Employer the opportunity to observe and assess the employee’s work and to train and aid the employee in adjusting to the position in order to determine if the employee will be granted permanent status in the position. A. If an employee is absent for a cumulative total of more than fifteen (15) days during the trial service period for an individual employee as long as period, the extension does not cause Employer will extend the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. Any employee serving a employee’s trial service period will have their trial service period extended, on a day-for-a-day basis, basis for any day(s) that the total accumulated number of days on which the employee is on leave without pay or shared leavewas absent. Upon mutual agreement between the Employer and PSE, except for leave taken for military service. 3. An employee who is appointed to a different position prior to completing their an employee’s trial service period will serve a new trial service period. The length of the new trial service period will may be in accordance with Subsection 4.6 B, unless adjusted extended by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than up to six (6) consecutive months. 4. An B. Prior to a reversion, the Employer will provide written notice that an employee serving a who has not successfully completed his or her trial service period may voluntarily shall be offered an opportunity to revert to their former permanent a bargaining unit position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. 1. Vacant or filled by with a non-permanent temporary employee and is within a job classification in which the employee’s trial service employee previously held permanent job classification.status; or b. Vacant or filled by a non-permanent employee 2. Vacant, at or below the trial service employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent classification series as the position in which the trial service employee and is within the employee’s previously held permanent job classificationstatus. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. C. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 6. An X. Xx employee who has not successfully completed his or her trial service period and who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name to be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 7. An employee who is separated during their E. Employees involuntarily reverted from trial service period may request a review will have the right to grieve their reversion to step 2 of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies 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) consecutive months. If the Employer extends an individual employee’s trial service period, the Employer will provide the employee with written reasons for the extension. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C.Article 4.2 D. 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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six With three (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (53) working days’ written notice by the Employer, an employee who does not satisfactorily successfully complete their his or her trial service period will be reverted to offered a funded permanent position in the same agency, college/district that is: a. Vacant or filled by a non-permanent employee and is within the trial service employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) aboveeither case, the employee being reverted must have the skills and abilities required for the vacant position. If possiblethe employee has not attained permanent status in the vacant position, the reversion option employee will be within required to complete a reasonable commuting distance for the employeetrial service period. If the Employer fails to provide five three (53) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five three (53) 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. 64. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status he or she held prior to the trial service period may request that their the Human Resources Office to place his or her name be placed on the agency’s internal layoff list for positions in job classifications where they he or she had previously attained permanent status. 75. An employee who is separated during their serving a trial service period may request a review of the separation by the Director voluntarily revert to his or Secretary of the agency or designee her former position within twenty-one fifteen (2115) calendar days from after the effective date of appointment, provided that the separationposition has not been filled or an offer has not been made to an applicant. The reversion of employees who are unsuccessful during their trial service period is not subject to Employer may consider requests after the grievance procedure in Article 29, Grievance Procedure.fifteen (15) day period. After fifteen

Trial Service Period. 1. Employees Except for those employees in an in-training appointment, 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, will serve a trial service period of six (6) consecutive months. Agencies The Employer may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. Employees in an in-training appointment will follow The employee may choose to notify the provisions outlined in Subsection 4.5 C.union. 2. Any employee serving a trial service period will have their his/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. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their his/her former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An With the Appointing Authority’s approval, an employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 54. With five a minimum three (53) working days’ days written notice by the Employer, an employee who does not satisfactorily successfully complete their his/her trial service period will be reverted has the right to revert to a funded permanent position position, if available, in the same agency, agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.; or b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee being reverted may revert to and the employee must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) 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. 65. An Any unsuccessful employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their his/her name be placed on the agencyAgency’s internal layoff list and into the General Government Transition Pool Program for positions in job classifications where they he/she had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation6. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure27.