During Probation Sample Clauses

The "During Probation" clause defines the terms and conditions that apply to an employee while they are in their initial probationary period with an employer. Typically, this clause outlines the duration of probation, the expectations for performance and conduct, and the rights of both parties regarding notice periods or termination during this time. For example, it may specify that either party can end the employment with shorter notice or that certain benefits are not available until probation is successfully completed. The core function of this clause is to provide a clear framework for evaluating new employees and to allow both employer and employee flexibility to end the relationship if the arrangement is not satisfactory during the early stages.
During Probation. When an employee is demoted to his/her former class during the probationary period following a promotion, his/her pay shall be restored to the rate he/she would be earning if the promotion had not been granted (taking into account any increase that the employee would have received in his/her former class.) In the event an employee is demoted during his/her probationary period, he/she shall be eligible for any increases he/she normally would have received had he/she not been promoted. Provided, however, that this subparagraph shall not apply when employees previously employed under Appendix C of this Agreement are hired in permanent positions.
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During Probation. It is agreed that the release or discharge of a probationary Employee may be carried out at the discretion of the Employer at any time during the probationary period, without recourse to the Grievance Procedure, unless the Union claims discrimination as noted in Article 4 as the basis for termination. The probationary Employee shall be entitled to all other rights and benefits of this Agreement.
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During Probation. Paid sick leave may not be taken during the first six (6) months of employment. If leave is required, it must be taken without pay. Beginning at the start of the seventh (7th) month of employment, paid sick leave is available for use to the amount accrued.
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During Probation the employee shall be entitled to all rights and privileges of this Agreement except that: (a) they may terminate their employment or be dismissed from their employment without notice; (b) they shall not have access to the grievance and/or arbitration procedure in the event of their dismissal, layoff or failure to recall their after layoff; (c) they will have no seniority rights except as those described in 2.02; (d) the employee shall not be eligible for paid sick leave or group insurance benefits; (e) they shall not be permitted to participate in the Company Pension Plan except as those described in 2.02;
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During Probation. Where an employee ceases to be employed by reason of rejection during the probationary period and such employee has completed more than one (1) year of continuous employment the employee shall receive one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty- seven (27) weeks.
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During Probation. It is agreed that the discipline, release or discharge of a probationary Employee may be carried out at the discretion of the Employer at any time during the four (4) month probationary period. It is further agreed that this shall be deemed to be a lesser standard for the purposes of the Employment Standards Act. The probationary Employee shall be entitled to all other rights and benefits of this Agreement.
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During Probation. Paid sick leave may not be taken during the first six (6) months of employment. If leave is required, it must be taken without pay. Beginning at the start of the seventh (7th) month of employment, paid sick leave is available for use to the amount accrued.
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Related to During Probation

  • Probation Period It is understood and agreed that the first ninety days of employment shall constitute a probationary period during which period the Employer may, in its absolute discretion, terminate the Employee's employment, for any reason without notice or cause.

  • Probation At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

  • Rejection During Probation ‌ (a) The Employer may reject any probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Clause 10.

  • Promotional Probation a. An employee on promotional probation may be failed at any time without right of appeal or hearing, except as provided in C.3., below, and except that failing an employee on promotional probation must not be arbitrary, capricious or unreasonable. b. An employee who fails promotional probation shall receive a performance evaluation stating the reason for failure of promotional probation. c. When an employee fails his or her promotional probation, the employee shall have the right to return to his or her former class provided the employee was not in the previous class for the purpose of training for a promotion to a higher class. When an employee is returned to his or her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. A regular employee who accepts promotion to a limited-term position, other than at the direction of the employee's agency/department head, shall not have the right to return to his or her former class. d. If the employee's former class has been deleted or abolished, the employee shall have the right to return to a class in his or her former occupational series closest to, but no higher than, the salary range of the class which the employee occupied immediately prior to promotion and shall serve the remainder of any probationary period not completed in the former class.

  • 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.