Probation and Regular Status Sample Clauses

Probation and Regular Status. Subd. 1. New employees will be considered probationary employees until June 30, provided they have worked ninety (90) days from their hire date to June 30. If a school year ends prior to a probationary employee serving at least ninety (90) working days, such employee shall be on probation for the following school year, ending June 30. Working days shall include days actually worked, vacation, sick leave, paid holidays, and personal leave. During this time they have no seniority privileges and may be transferred, discharged or laid off. Upon completion of the probationary period, an employee will establish regular employee status unless otherwise notified in writing by the employer prior to that date.
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Probation and Regular Status. New Directors and Confidential Managers will be considered probationary for a period of one (1) year from their hire date as a Director and Confidential Manager employee. During this time they shall have no seniority privileges and may be transferred, discharged, or laid off. Upon completion of the probationary period an employee will establish regular employee status unless otherwise notified in writing by the employee prior to the end of the probationary period.
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Probation and Regular Status. New employees will be considered as probationary employees until June 30th if they have completed at least 120 work days of employment. If a school year ends prior to a probationary employee serving at least 120 work days, such employee shall be on probation for the following school year, ending June 30th. During this time they may be transferred, discharged or laid off. Upon completion of the probationary period, the employee will establish continuing employee status unless otherwise notified in writing by the employer prior to that date. Probationary employees will be evaluated by their immediate supervisor.
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Probation and Regular Status. Subd. 1. Probationary Periods – New Employee/Transfers/Promotions: New employees shall be considered as probationary employees until they have completed a probationary period of 12 months of continuous service in the school district during which time the school district shall have the unqualified right to assign or transfer to an open position, suspend without pay, discharge or otherwise discipline such employee; and during this probationary period, the employee shall have no recourse to the grievance procedure, insofar as assignment or transfer to open positions, suspension, discharge or other discipline is concerned. For part- time employees who have worked a minimum of two years for the district in the unit and who become full-time employees, the probationary period shall be six months. For all other matters pertaining to the conditions of employment, those employees who are recognized by Local 320 may request and be represented by the Exclusive Representative. Upon completion of the 12 months or 6 months of employment, the employee will establish regular employee status unless otherwise notified in writing by the employer prior to that date. Employees transferred or promoted to a new position shall be probationary in the new position for a period of three months while school is in session subject to the grievance procedure. An employee transferred or promoted to a building engineer position shall be probationary in the new position for a period of six months from the start date in position, subject to the grievance procedure. Employees who accept a new position will have ten workdays to decide to return to their previously held position.
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Probation and Regular Status. New School Executives will be considered probationary for a period of one (1) year from their hire date as a School Executive. During this time, they shall have no seniority privileges and may be transferred, discharged, or laid off. Upon completion of the probationary period an employee will establish regular employee status unless otherwise notified in writing by the employer prior to the end of the probationary period.
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Probation and Regular Status. New Student Management Specialists will be considered probationary for a period of one (1) year from their hire date as a Student Management Specialist. During this time they shall have no seniority privileges and may be transferred, discharged, or laid off at the discretion of the District. Upon completion of the probationary period an employee will establish regular employee status unless otherwise notified in writing by the employer prior to the end of the probationary period.
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Related to Probation and Regular Status

  • Transition to Retirement 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement. 24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as: (a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements)); (b) in writing between the parties; or (c) any combination of the above. 24.3 A transition to retirement arrangement may include but is not limited to: (a) a reduction in their EFT; (b) a job share arrangement; or (c) working in a position at a lower classification or rate of pay. 24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement: (a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case: (i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and (ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.

  • Termination of Agreement for Cause 5.1.1. If A/E breaches any of the covenants or conditions of this AGREEMENT, COUNTY shall have the right to terminate this AGREEMENT upon ten (10) days written notice prior to the effective day of termination. 5.1.2. A/E shall have the opportunity to cure the alleged breach prior to termination. 5.1.3. In the event the alleged breach is not cured by A/E prior to termination, all work performed by A/E pursuant to this AGREEMENT, which work has been reduced to plans or other documents, shall be made available to COUNTY.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if— i. the total Federal funding authorized to date under this award is $25,000 or more; ii. in the preceding fiscal year, you received— (A) 80 percent or more of your annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and iii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/answers/execomp.htm.) 2. Where and when to report. You must report executive total compensation described in paragraph b.1. of this award term: i. As part of your registration profile at ▇▇▇▇▇://▇▇▇.▇▇▇.gov. ii. By the end of the month following the month in which this award is made, and annually thereafter.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).