Failure To Complete Promotional Probation Sample Clauses

The 'Failure To Complete Promotional Probation' clause defines the consequences for an employee who does not successfully finish a probationary period following a promotion. Typically, this clause outlines whether the employee will return to their previous position, be subject to termination, or face other employment actions if they fail to meet the required standards during the probation. Its core function is to set clear expectations and procedures for both the employer and employee, thereby reducing uncertainty and ensuring a fair process in cases where a promotion does not work out as intended.
Failure To Complete Promotional Probation. Any permanent employee who is promoted into a higher classification and fails to successfully complete the six (6) month probation period in the new position, shall be employed in the classification from which he or she was promoted. The employee may be terminated if cause exists.
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Failure To Complete Promotional Probation. Any employee who, following promotion, fails to satisfactorily complete the six- month probationary period shall be permitted, to demote to their prior classification with permanent status in that class resuming with the effective date of the demotion.
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Failure To Complete Promotional Probation. Any employee who, following promotion, fails to satisfactorily complete the six- month probationary period or the extended probationary period described in paragraph 7.
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Related to Failure To Complete Promotional Probation

  • 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.

  • Failure to Complete If the Recipient fails, for any reason whatsoever, to complete all of the following by November 30, 2025, June 30, 2025, this Agreement shall terminate immediately and without further action, and all of the Parties’ rights and obligations shall become null and void, including, without limitation, the City’s obligation to pay the Award to the Recipient: (1) complete the Improvements in accordance with this Agreement; (2) apply for and receive from the City a full and binding certificate of occupancy for the Improvements; and (3) obtain all City, state, and federal certificates, licenses, permissions, and approvals necessary to occupy Property for the purposes identified in the Application Documents.

  • Failure to Meet Timelines Failure by the Union to comply with the timelines will result in the automatic withdrawal of the grievance. Failure by the Employer to comply with the timelines will entitle the Union to move the grievance to the next step of the procedure.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of: i. Prohibiting the use of all forms of tobacco products, including but not limited to cigarettes, cigars, pipes, water pipes (hookah), bidis, kreteks, electronic cigarettes, smokeless tobacco, snuff and chewing tobacco; ii. Designating the property to which this Policy applies as a "designated area,” which must at least comprise all buildings and structures where activities funded under this Grant Agreement are taking place, as well as Grantee owned, leased, or controlled sidewalks, parking lots, walkways, and attached parking structures immediately adjacent to this designated area; iii. Applying to all employees and visitors in this designated area; and iv. Providing for or referring its employees to tobacco use cessation services. B. If Grantee cannot meet these minimum standards, it must obtain a waiver from the System Agency.