Initial Trial Service Clause Samples

The Initial Trial Service clause establishes a preliminary period during which a service is provided on a trial basis before a full commitment is made. Typically, this clause outlines the duration of the trial, the scope of services included, and any limitations or conditions that apply during the trial phase, such as restricted features or limited support. Its core practical function is to allow the customer to evaluate the service's suitability and performance with minimal risk, thereby facilitating informed decision-making before entering into a longer-term agreement.
Initial Trial Service. New employees are hired contingent on successful completion of a ninety (90) day trial service period. Evaluation of the employee’s adjustment to work tasks, conduct, and other work rules, attendance and job responsibilities will be conducted during the trial service period.
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Initial Trial Service. The supervisor shall evaluate the employee's work habits and ability to perform his/her duties satisfactorily within the trial service period. At any time during the trial service period the SOCP may remove an employee. If the trial service indicates that such employee is unable or unwilling to perform his/her duties satisfactorily or that his/her work habits and dependability do not merit his/her continuance in the position, he/she shall be given a period of time to correct the deficiencies prior to removal. Upon request of the employee, he/she shall receive a written evaluation as to why he/she does not meet the criteria of the position.
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Initial Trial Service. 28 Initial trial service and on-call employees have no right to bump 29 or reassignment. However, an employee who has not completed an initial trial service 30 period following promotion may be reassigned or bump in and from the classification 31 previously held if the employee completed the initial trial service in that classification.
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Initial Trial Service. Except for employees employed as Prison Term Analysts (PTA), each employee appointed to a position in the bargaining unit by initial appointment to the Agency or promotion shall, with each appointment work an equivalent of six (6) full calendar months before achieving regular status. The time period, known as initial trial service, is an extension of the hiring process. An employee who has been on cumulative leave without pay for fifteen (15) days or more during initial trial service, or who has used donated hardship leave during initial trial service, will have the trial service period completion date adjusted until the employee has actually performed his/her regularly assigned duties for their position and classification an equivalent of six (6) full calendar months. The initial trial service completion date will be adjusted only by the number of days the employee was on leave without pay or using donated hardship leave. At management’s discretion and after evaluation, an employee’s initial trial service complete date may be extended in three (3) month blocks, up to a total of twelve (12) months of initial trial service. Notice of such extension shall be given to the affected employee and the Union. During this trial service extension, the employee will receive continued feedback.
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Initial Trial Service. Except for employees employed as Prison Term Analysts (PTA), each employee appointed to a position in the bargaining unit by initial appointment to the Agency or promotion shall, with each appointment work an equivalent of six (6) full calendar months before achieving regular status. The time period, known as initial trial service, is an extension of the hiring process. An employee who has been on cumulative leave without pay for fifteen (15) days or more during initial trial service, or who has used donated hardship leave during initial trial service, will have the trail service completion date adjusted until the employee has worked an equivalent of six (6) full calendar months. The initial trial service completion date will be adjusted only by the number of days the employee was on leave without pay or using donated hardship leave. At management's discretion and after evaluation, an employee's initial trial service complete date may be extended in three (3) month blocks, up to a total of twelve (12) months of initial trial service. Notice of such extension shall be given to the affected employee and the Union. During this trial service extension, the employee will receive continued feedback.
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Initial Trial Service. ‌ (New Employees Hired into budgeted positions of .500 FTE or greater). 14.2.3.1 Every new employee hired into the bargaining unit shall serve a trial service period of not more than six (6) months. The supervisor may move the employee to permanent status at any time within the six (6) months by completing the evaluation process. (See Article 11.4)‌ 14.2.3.2 A trial service employee with performance problems shall be given a written progress report and a minimum of ten‌
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Initial Trial Service 
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Initial Trial Service 
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Related to Initial Trial Service

  • TRIAL SERVICE Section 1. Each employee appointed to a position in the bargaining unit shall serve a trial service period upon: • initial appointment to state service; • promotion; • lateral transfer inside his/her Agency to a different classification; • lateral transfer between agencies; • or rehire within two (2) years of separation (including reemployment). Section 2. The trial service period is recognized as an extension of the selection process and is the time immediately following appointment and shall not exceed six (6) full months. For part-time employees trial service shall be 1,040 hours. Trial service will be nine (9) months for employees hired in the classification of Child Support Case Manager (Entry) in DOJ; Client Care Surveyor and Disability Analyst (Entry). Trial service will be twelve (12) months for new employees hired as Industrial Hygienist 1 and 2, Occupational Safety Specialist 1 and 2 in DCBS, and Adult Protective Service Specialist in Department of Human Services. Section 3. The supervisor shall evaluate the employee’s work habits and ability to perform his/her duties satisfactorily and provide the employee feedback within the trial service period. Trial service may be extended in instances where a trial service employee has been on a cumulative leave without pay for fifteen (15) days or more and then only by the number of days the employee was on such leave, or when the Appointing Authority has established a professional or technical training program for positions requiring graduation from a four (4) year college or university or the satisfactory equivalent thereof in training and experience, including but not limited to the training of accountants and auditors, and which is for the purpose of developing the skills or knowledge necessary for competent job performance in the specialized work of such Authority, the employee may be required to train under such program for a period not exceeding six (6) months and the trial service period for such employee shall be the length of the approved training program plus six (6) full months. An employee’s trial service may also be extended for the purpose of developing the skills and/or knowledge necessary for competent job performance. Written notice of the extension will be provided to the employee and a copy of the extension shall be forwarded to SEIU Headquarters and the Labor Relations Unit. Section 4. When, in the judgment of the Appointing Authority, performance has been adequate to clearly demonstrate the competence and fitness of the trial service employee, the Appointing Authority may at any time appoint the employee to regular status. Section 5. Trial service employees may be removed from service when, in the judgment of the Appointing Authority, the employee is unable or unwilling to perform his/her duties satisfactorily or his/her habits and dependability do not merit continuance in the service. Section 6. An employee who is removed from trial service following a lateral transfer or a promotion shall have the right of return to the Agency and the classification or comparable salary level, which the employee previously held, unless charges are filed and he/she is discharged as provided in Article 20--

  • Trial Service Period 1. Employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. Agencies may extend the trial service period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees in an in-training appointment will follow the provisions outlined in Subsection 4.5 C. 2. Any employee serving a trial service period will have their trial service period extended, on a day-for-a-day basis, for any day(s) that the employee is on leave without pay or shared leave, except for leave taken for military service. 3. An employee who is appointed to a different position prior to completing their trial service period will serve a new trial service period. The length of the new trial service period will be in accordance with Subsection 4.6 B, unless adjusted by the appointing authority for time already served in trial service status. In no case, however, will the total trial service period be less than six (6) consecutive months. 4. An employee serving a trial service period may voluntarily revert to their former permanent position within fifteen (15) days of the appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving a trial service period may voluntarily revert at any time to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 5. With five (5) working days’ written notice by the Employer, an employee who does not satisfactorily complete their trial service period will be reverted to a funded permanent position in the same agency, that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both (a) and (b) above, the employee being reverted must have the skills and abilities required for the vacant position. If possible, the reversion option will be within a reasonable commuting distance for the employee. If the Employer fails to provide five (5) working days’ notice, the reversion will stand and the employee will be entitled to payment of the difference in the salary for up to five (5) working days, which the employee would have worked at the higher level if notice had been given. Under no circumstances will notice deficiencies result in an employee gaining permanent status in the higher classification. 6. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be placed on the agency’s internal layoff list for positions in job classifications where they had previously attained permanent status. 7. An employee who is separated during their trial service period may request a review of the separation by the Director or Secretary of the agency or designee within twenty-one (21) calendar days from the effective date of the separation. The reversion of employees who are unsuccessful during their trial service period is not subject to the grievance procedure in Article 29, Grievance Procedure.