Demotion of Probationary Terminal Supervisor Sample Clauses

The 'Demotion of Probationary Terminal Supervisor' clause outlines the conditions and procedures under which a terminal supervisor, who is still within their probationary period, may be demoted to a lower position. Typically, this clause specifies the performance standards or behavioral expectations that must be met during probation, and details the process for evaluating whether the supervisor has fulfilled these requirements. If the supervisor fails to meet the necessary criteria, the clause allows the employer to reassign them to a previous or alternative role without the need for the more stringent procedures required for permanent employees. This clause serves to protect the organization by ensuring that only suitable candidates retain supervisory roles, while providing a clear and fair process for addressing underperformance during the probationary period.
Demotion of Probationary Terminal Supervisor. Terminal Supervisors may be demoted from said position for any bona fide reason(s) at any time up to, or at the end of the initial two thousand eighty (2,080) hours or at any time up, or prior to the end of the extended probationary period, and the employee shall not have recourse through the grievance procedure. On summary discharge type offenses, which may require immediate Management action, Management’s decisions are subject to just cause review.‌
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Related to Demotion of Probationary Terminal Supervisor

  • Probationary Teachers Probationary teachers' order of reduction shall be according to program needs.

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.

  • Probationary Employment All employees will initially be engaged on a three month probationary period on a Grade as nominated by the employer with monthly reviews during which time the employee's suitability for continued employment will be assessed. During this period the employer undertakes to provide monthly feedback to the employee in terms of the employee's progress. At the end of this three month period or before at the discretion of the employer should performance not be satisfactory the employee's services will be terminated by giving one (1) days notice. Should the employee choose to resign one (1) weeks notice must be provided to the employer. This period can be extended with the mutual agreement of both the employer and employee prior to completion of the probationary period. Upon satisfactory completion of the probationary period, the employee's position will be confirmed in writing

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2