Extension of Initial Probation Clause Samples
The "Extension of Initial Probation" clause allows an employer to prolong an employee's probationary period beyond its original end date. Typically, this clause outlines the conditions under which the extension can occur, such as unsatisfactory performance or the need for further evaluation, and specifies the maximum length of the extension. By providing a formal mechanism to extend probation, the clause gives employers additional time to assess an employee's suitability for the role, thereby reducing the risk of premature permanent employment decisions.
Extension of Initial Probation. The probationary period of an individual employee may be extended by the GM, upon the request of the DH, for a period not to exceed an additional six (6) months. Approval of such extension by the GM shall be in writing with notification to the employee involved prior to the end of the initial probationary period.
Extension of Initial Probation. The initial probationary period of an employee may be extended by the employing Department Head with the approval of the Human Resources Director. Extensions of an initial probationary period are discouraged and must be approved by the Human Resources Director or his designee in writing at least two (2) weeks before the end of the existing initial probationary period. Approval is made on a case-by-case basis and only for rare and extenuating circumstances. The employee must be notified in writing of the extension at least two (2) weeks before the end of the existing initial probationary period.
1. The initial probationary period may be extended for six (6) pay periods (approximately three (3) month increments) up to two (2) times. For example, a thirty-nine (39) pay period probationary period may be extended once to forty five (45) pay periods or twice to fifty-two (52) pay periods. If an employee changes classification by promotion, transfer or demotion during initial probation, extensions may also be made in the class into which the employee promoted, transferred or demoted.
2. The initial probationary period may be extended for any leave of absence (paid or unpaid) in excess of sixty (60) calendar days. If this occurs, the probationary period shall be delayed by the length of the leave of absence and the probationary period shall continue on the first day of the pay period following the return from leave.
Extension of Initial Probation. The initial probationary period of an employee may be extended by the employing Department Head with the approval of the Human Resources Director. Extensions of an initial probationary period are discouraged and must be approved by the Human Resources Director or his designee in writing at least two (2) weeks before the end of the existing initial probationary period. Approval is made on a case-by-case basis and only for rare and extenuating circumstances. The employee must be notified in writing of the extension at least two (2) weeks before the end of the existing initial probationary period. The initial probationary period may be extended in three (3) month increments up to 2 times. For example, an eighteen (18) month probationary period may be extended once to twenty-one (21) months or twice to two (2) years. If an employee changes classification by promotion, transfer or demotion during initial probation, extensions may also be made in the class into which the employee promoted, transferred or demoted.
Extension of Initial Probation. The initial probationary period of an employee may be extended by the employing Department Head with the approval of the Human Resources Director, except for employees in classes represented by the Law Enforcement representation unit. Extensions of an initial probationary period are discouraged and must be approved by the Human Resources Director or a designee in writing at least 80 hours before the end of the existing initial probationary period. Approval is made on a case-by- case basis and only for rare and extenuating circumstances. The initial probationary period for Deputy Coroners may be extended in 520 hour increments up to 2 times. A 1040 hour initial probationary period may be extended once to 1560 hours or twice to a total of 2080 hours. A 2080 hour initial probationary period may be extended once to 2600 hours or twice to 3120 hours. If an employee changes classification by promotion, transfer or demotion during initial probation, extensions may also be made in the class to which promoted, transferred or demoted.
Extension of Initial Probation. The initial probationary period of an employee may be extended by the employing Department Head with the approval of the Human Resources Director. Extensions of an initial probationary period are discouraged and must be approved by the Human Resources Director or a designee in writing at least 80 hours before the end of the existing initial probationary period. Approval is made on a case-by-case basis and only for rare and extenuating circumstances.
Extension of Initial Probation. The employing department/district head with the approval of the Human Resources Director may extend the initial probationary period of an employee. Extensions of an initial probationary period are discouraged and must be approved by the Human Resources Director or a designee in writing at least eighty (80) hours before the end of the existing initial probationary period. Approval is made on a case-by-case basis and only for rare and extenuating circumstances. The initial probationary period may be extended in three (3) month increments up to two (2) times. A twelve (12) month initial probationary period may be extended once to fifteen (15) months or twice to eighteen (18) months. If an employee changes classification by promotion, transfer or demotion during initial probation, extensions may also be made in the class to which promoted, transferred or demoted.