Common use of Extension of Initial Probation Clause in Contracts

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.