Common use of Probation Clause in Contracts

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employment.

Probation. 17.01 New employees shall serve a probationary period of four hundred and fifty hours (450) worked for part-time employees or six hundred (600) hours or four (4) months for full-time employees, whichever comes first. All employees hired after this Agreement takes effect shallUpon completion of the probationary period, on an employee shall obtain seniority which shall be calculated from the employee's hiring date. This hiring date shall also be used to determine anniversaries, pay increments, vacations, etc. 7.02 On or before the fifth (5th) day expiry date of employment, receive from the Board a copy of this Agreementan employee's probationary period, the current job description for his/Employer will confirm that: a. the employee has successfully completed her position and written notice probationary period; or b. the employee is terminated. The purpose of the Immediate Supervisor probation period is to whom he/she provide an opportunity to determine whether a new employee has the ability and qualities to become a reliable, competent employee. It is required to report. Employees entitled to receive understood that the information contained in this section termination or suspension of a probationary employee shall sign an acknowledgement be at the sole discretion of the receipt employer and shall not be subject to arbitration. Such discretion shall not be exercised in a discriminatory manner. 7.03 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 7.04 During orientation the new employee shall work in addition to the regular number of employees. Orientation time will normally be served on all shifts the written information employee is expected to work. Orientation of one shift will be provided under this section, for all floors on a form prescribed by which the Superintendentemployee works. If an employee refuses is transferred to sign an acknowledgementa satellite kitchen then one shift of orientation will be provided, then a witness will sign acknowledging that the employee received the specified informationexcept in cases of emergency. 2. All new employees shall be placed on 7.05 Where a ninety (90) workday probation. All new employees shall, prior to their first day formal evaluation of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the an employee’s answers to questions on the job applicationperformance is carried out, the employee shall be returned provided with a copy to duty with back pay read and review. An employee who objects to resume his/her contract status in effect as performance appraisal may elect to attach a statement to the document setting out the details and reasons for those objections. It is understood that evaluations will operate independently of the beginning of such leavedisciplinary process set forth in Article 20. If within An employee shall have the period of such leave right, upon reasonable notice, to have access to and review their personnel file, and shall have the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the right to respond in writing to any document contained therein. The employee’s answers to questions on written response shall become part of their permanent record and will be produced at any time the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentdocuments in contention are presented for consideration.

Probation. 1. All employees 12.1 A newly hired after this Agreement takes effect shall, on employee shall be known as a probationary employee until she/he has actually worked and successfully completed six hundred and thirty-seven and one- half (637.5) hours of work. 12.2 On or before the fifth (5th) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice expiry date of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that initial probationary period, the Board receives Company will confirm, to the employee, the decision to: (a) confirm the employeeís appointment as having successfully completed her/his probation; or (b) terminate the employee. 12.3 It is recognized that probation is a corrected report period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of the Company, acceptable for continued employment after the probation period has been completed. It is therefore agreed that probationary employees may be terminated at any time during the probationary period in the sole and absolute discretion of the Company. Probationary employees will also have no right of recall from BCII and/or FBI which lay-off if they have been laid off during the Probationary Period. 12.4 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of Article 7.1. 12.5 While it is acknowledged that Probationary employees are bargaining unit employees and covered by this collective agreement, it is also understood that certain provisions of this Agreement do not inconsistent apply to probationary employees as expressly set out in this agreement. Without limiting the generality of the foregoing, it is understood that probationary employees have no entitlement to participation in group benefits, group RRSP, or sick leave entitlement. It is also understood that probationary employees will only be entitled to the statutory holidays and statutory vacations as prescribed by and in accordance with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as Employment Standards Act of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentOntario.

Probation. 112.8.1 A permanent appointment is considered to be probationary for nine (9) months. All employees hired after this Agreement takes effect shall, on or before When an APT member who holds a permanent position is appointed to another position within the fifth (5th) day scope of employment, receive from the Board a copy of this AgreementBargaining Unit, the current job description for his/her position and written notice University may waive some or all of the Immediate Supervisor nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period is not waived, the APT member’s original position will be filled on a term basis for the duration of the probationary period. If the APT member is not successful in the new position, the member has the right to whom revert back to the original position, or if he/she requests it, to the most suitable position available. Should the APT member not wish to implement reversion rights and no suitable position is required available, the member may elect to reporttake a severance package as outlined in Article 30.4 12.8.2 At least every three (3) months during the probationary period, the APT member’s performance and progress shall be evaluated by the appropriate Director or equivalent and discussed with the APT member. Employees entitled to receive the information contained in this section The written evaluation shall sign an acknowledgement become part of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified informationmember’s official personnel file. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested 12.8.3 At least one month prior to the first day expiration of work. Failure to schedule the BCII and FBI criminal records check within probationary period, the period set forth within this paragraph APT member’s performance will be cause for immediate termination without any notice reviewed by the appropriate Director or opportunity to be heard. After successfully completing probationequivalent, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy who will recommend one of the BCII and/or FBI reportfollowing: a) that the appointment be made a permanent one; or b) that the probationary period be extended, the employee shall immediately be placed on leave without pay or benefits once, only for a period of up to 90 three (3) months. In such cases the recommendation must include the reasons for the extension, and the plan to address the areas of concern that will be followed during the extension period; or c) that the appointment be terminated. 12.8.4 At least one month prior to the expiration of an extended probationary period the APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following: a) that the appointment be made a permanent one; or b) that the appointment be terminated. 12.8.5 If at any time during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the appointment will be terminated. Seven (7) days’ notice shall be given if the incumbent has been in the position for less than fifteen (15) weeks. If within that periodthe incumbent has been in the position for fifteen (15) weeks or longer, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee two weeks’ notice shall be returned given. 12.8.6 Prior to duty with back pay to resume his/her contract status in effect as the expiration of the beginning of such leave. If within probationary period the period of such leave Human Resources Department will notify the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action APT member in writing of the Board employing such employee shall be void without any further act by any partydecision, and without with a copy to the necessity Chair of proceedings under the contract to formally terminate such employee’s contract of employmentFaculty Association.

Probation. 19.01. All employees A new employee who is working in the Training Period of their position will be hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board as a copy of this Agreement, the current job description for his/her position and written notice Temporary Employee. The duration of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness temporary appointment will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety not exceed three (903) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from months after the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If During the employee denies the accuracy of the BCII and/or FBI reportTraining Period, the employee shall immediately will be placed evaluated based on leave entry level criteria as established by the company. New employees who do not meet the requirements of service during the Training Period may be terminated at any time. This termination will not be subject to Article 16 of this Collective Agreement. 9.02. Following the successful completion of the Training Period, an employee will achieve permanent status without a break in service, subject to completion of the probationary period. The normal probationary period for new employees will be:  Four (4) months for full-time employees; or  Six hundred and ninety-three (693) regular hours worked for part-time employees. For these employees, seniority will be determined pursuant to Clause 13.01. 9.03. Under extenuating circumstances, the Union and the Company may mutually agree to extend the employee’s probationary period. (a) An employee should not suffer a loss of pay or benefits if it is necessary to extend their probationary period for reasons unrelated to their performance. When an employee completes their probationary period, their pay increment will be retroactive to the date the employee would normally have received their increment. (b) In the event that the normal probationary period is extended, the employee and the Union will be advised of the Company’s reasons. The affected employee will receive a copy of their written performance appraisal upon request. 9.04. New employees who do not meet the requirements of the position during the probationary period of up to 90 dayswill be terminated. If within that a new employee is terminated during their probationary period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with termination may be grieved up to the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as conclusion of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action formal review level of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentDispute Resolution Process.

Probation. 8.1 Employees working in classifications listed in Appendix “A” shall serve a probationary period of twelve (12) months. Upon successful completion of a probationary period, an employee shall be considered to have part-time status in the classification in which the probationary period is served. 8.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness or injury during the probationary period, said employee’s probationary status may be extended beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or lost to illness or injury. 8.2 The work and conduct of probationary employees shall be subject to close scrutiny. All employees hired after this Agreement takes effect shall, on An employee shall be retained beyond the end of the probationary period only if the Chief of Police or before designee affirms that the fifth (5th) day work and conduct of employment, receive from the Board employee have been found to be satisfactory. If the work and conduct of a copy of this Agreementprobationary employee is found to be below standards to the Department, the current job description Chief of Police or designee may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, or the Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal will be limited to that which is required by law, ordinance or resolution. 8.3 Anaheim will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which he/she had regular status, unless the reasons for his/her position and written notice of failure to complete the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the probationary period set forth within this paragraph will would be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3dismissal. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up not returned to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job applicationhis/her former classification, the employee shall be returned to duty separated from employment with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentANAHEIM.

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an An employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed considered on leave without pay or benefits probation for a period of up six (6) calendar months if they are authorized, or an employee in the Administrative and Maintenance category and nine (9) months for an unauthorized worker. It is further understood and agreed that the Society shall not be precluded from releasing or terminating a probationary employee at any time during the probationary period including prior to 90 daysthe three (3) month review, it being agreed and understood that no probationary employee will be released in a discriminatory manner. If within that no written notice is received from the Society by the date of the expiration of the probation period, it shall be assumed that the Board receives employee has completed their probation period and acquired seniority. An employee will have no seniority rights during the probationary period. After completion of the probationary period, their seniority shall date back to the day on which their employment began. The dismissal and/or lay-off of a corrected report from BCII and/or FBI which probationary employee shall not be the subject of a grievance. The employee shall not serve more than one probationary period provided that there is not inconsistent with no break in employment. In the employee’s answers to questions on the job applicationevent of a continuous absence in excess of ten (10) working days or more, the probationary period would be placed on hiatus by the same number of working days as the leave. (a) A temporary employee who is subsequently hired to that position as a permanent employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within credited for the period of such leave their temporary employment up to a maximum of three (3) months towards their probationary period as a permanent employee provided that: 1. there is no interruption in active service in moving from the Board does not receive temporary position to the permanent position; 2. the employee reports to the same Supervisor and performs the same function as a corrected report from BCII and/or FBI which is not inconsistent with the permanent employee that they performed as a temporary employee’s answers to questions on the job application; 3. upon completion of said probationary period, the action of the Board employing such employee shall be void without any further act by any partycredited with seniority from last date of hire. (b) A temporary employee or a contract person who is subsequently hired to a position other than that which they occupied during the period of the temporary/contract employment shall be credited with service for the period of their temporary or contract employment provided that: 1. there is no interruption in active service in moving from the temporary or contract position to the permanent position; 2. the employee successfully completes a six (6) month probationary period. (c) When the Society decides to fill a position with a temporary employee, and without the necessity Society shall notify the Union in writing of proceedings under the contract to formally terminate such employee’s contract expected length of the temporary employment. (d) Where a person hired as a temporary employee is employed for a continuous period exceeding six (6) months, they shall be credited with seniority accrued retroactive to the date of commencement of employment for the purposes of Article 15.03 and 29.06 only.

Probation. 1The initial 6 months of your employment with the Employer will be a probationary period. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice The purpose of the Immediate Supervisor probationary period is to whom he/she is required allow you to reportdetermine whether you are satisfied with the position offered to you by the Employer and to allow the Employer to assess your suitability for the position. Employees entitled During your probationary period, either party may terminate the employment by giving to receive the information contained other party one week's notice in this section shall sign an acknowledgement writing or, in the case of the receipt Employer, by giving you a payment equivalent to one week's salary in lieu of the written information to be provided under this section, on a form prescribed by the Superintendentnotice. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that your employment continues after your probationary period, the Board receives notice period set out in the 'Leaving the Employer' provisions ofthis Agreement will apply to your employment. To assist you in your career development or to meet Macquarie's business needs, the Employer may change, from time to time, your position, duties, responsibilities, reporting line and work location and direct you to work for, or undertake duties for, another Macquarie entity. In exercising this right, the Employer will have regard to your skills, experience and personal circumstances. You may also, from time to time, be required to travel domestically or internationally in the performance ofyour duties. AVP Commission - Employment Agreement April 08 Macquarie may, at times, need to transfer employees from one Macquarie entity to another Macquarie entity for accounting, taxation, regulatory, licensing, business or other reasons. You consent, to the extent permissible by law, to your employment being transferred to another entity within Macquarie at the discretion of the Employer. You agree that you must: • perform the duties assigned to you to the best of your ability and knowledge; • serve Macquarie faithfully and diligently; • use all reasonable efforts to promote Macquarie's interests; • act in Macquarie's best interests; • comply with all lawful directions of the Employer; • perform your duties in a corrected report from BCII and/or FBI which manner that complies with all laws applicable to your position and is not inconsistent consistent with the employee’s answers authority and status of your position; and • report to questions on the job application, person or persons nominated by the employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentEmployer.

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5thi) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained Notwithstanding any other provision in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If Collective Agreement an employee refuses to sign an acknowledgementnewly hired as a permanent full time, then a witness will sign acknowledging that the permanent part time employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits probation for a period of up one hundred and ninety (190) days of actual work from the Date of Hire and shall be subject to 90 daysthe following terms and conditions as set out below. (a) The probationary period may be extended by mutual agreement between the Employer and the Union. (b) The parties agree that the purpose of the probationary period is to provide the Employer with the opportunity to assess the new Employee’s suitability for ongoing employment with the Employer, and at any time during the probationary period the Employee may be terminated at the sole discretion of the Employer. (c) After thirty days of employment the probationary employee will be provided with an oral evaluation. If within that At the conclusion of the probationary period the Employee will receive a written evaluation. (d) Upon completion of the probationary period, the principal will recommend to the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee that: (i) The Employee be given permanent status, (ii) The probationary period be extended. (e) A Term Employee shall be returned obliged to duty with back pay membership dues to resume his/her contract status in effect as the Union. (f) The seniority of a Term Employee shall commence following successful completion of the beginning of such leave. probationary period. (g) Term Employees shall have the right to grieve. (h) If within an Employee, who has not completed the period of such leave probationary period, is disciplined or dismissed, it shall be deemed to be for just cause and the Board does of Arbitration or single Arbitrator shall not receive a corrected report from BCII and/or FBI which is have the power to substitute any lesser discipline or penalty. Employees who have not inconsistent with completed the employee’s answers probationary period shall not have the right to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentgrieve.

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5tha) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on subject to a probationary period of ninety (90) workday probationcalendar days of employment from the date of hire or three hundred and fifty (350) hours worked, whichever occurs first. All new employees shall, prior A probationary employee who is not available to their first be scheduled for a period of time greater than seven (7) shifts during the ninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be schedule for work, pass to a Bureau maximum extension of Criminal Investigation one hundred and Identification sixty (BCII160) and a Federal Bureau hours worked or sixty (60) calendar days, whichever occurs first. In the event that the affected employee is absent or unavailable to work on the completion date of Investigation the initial seventy-five (FBI75) criminal records check calendar day probationary period, then the extended probationary period shall not commence until the date that the employee returns to be commenced and as proof that such criminal records check has commenced shall provide work for the administration with a receipt from Employer. (b) The purpose of the law enforcement office where probationary period is to determine, in the criminal records check was requested prior opinion of the Employer, the suitability of the employee for continued employment. (c) Only those employees who have successfully completed their probationary period are entitled to claim the first day rights arising out of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heardseniority. After the employee has successfully completing probationcompleted his/her probationary period, his/her seniority shall be computed calculated from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. (d) If a new employee is laid off prior to completing his/her probationary period, and the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a new employee, provided that the opportunity for recall occurs within a period of ten (10) consecutive months from the date of the employee’s layoff. (ii) If the employee denies returns to work for the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up Employer pursuant to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application(i) above, the employee shall be returned entitled to duty with back pay to resume be given credit towards the completion of his/her contract status in effect as probationary period for the hours worked and for the calendar days of employment from the beginning date of such leave. his/her initial hire to the date of his/her layoff. (iii) If within the period employee successfully completes his/her probationary period, his/her seniority shall be calculated from the date of such leave his/her initial hire prior to the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent layoff. (iv) If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the employee’s answers to questions on the job application, the action of the Board employing such employee Employer shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentterminated.

Probation. 19.01. All employees A new employee who is working in the Training Period of their position will be hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board as a copy of this Agreement, the current job description for his/her position and written notice Temporary Employee. The duration of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness temporary appointment will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety not exceed three (903) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from months after the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If During the employee denies the accuracy of the BCII and/or FBI reportTraining Period, the employee shall immediately will be placed evaluated based on leave entry level criteria as established by the company. New employees who do not meet the requirements of service during the Training Period may be terminated at any time. This termination will not be subject to Article 16 of this Collective Agreement. 9.02. Following the successful completion of the Training Period, an employee will achieve permanent status without a break in service, subject to completion of the probationary period. The normal probationary period for new employees will be: • Four (4) months for full-time employees; or • Six hundred and ninety-three (693) regular hours worked for part-time employees. For these employees, seniority will be determined pursuant to Clause 13.01. 9.03. Under extenuating circumstances, the Union and the Company may mutually agree to extend the employee’s probationary period. (a) An employee should not suffer a loss of pay or benefits if it is necessary to extend their probationary period for reasons unrelated to their performance. When an employee completes their probationary period, their pay increment will be retroactive to the date the employee would normally have received their increment. (b) In the event that the normal probationary period is extended, the employee and the Union will be advised of the Company’s reasons. The affected employee will receive a copy of their written performance appraisal upon request. 9.04. New employees who do not meet the requirements of the position during the probationary period of up to 90 dayswill be terminated. If within that a new employee is terminated during their probationary period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with termination may be grieved up to the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as conclusion of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action formal review level of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentDispute Resolution Process.

Probation. 17.1 Each new employee shall serve a probationary period of sixty (60) workdays. All Workdays shall be defined as days that the employee actually worked a full work day. Probationary employees hired shall be evaluated after this Agreement takes effect shallforty-five (45) work days. Following such evaluation, on the employee will be made aware of any issues/concerns regarding job performance, and provided with specific issues and concerns, as well as recommendations for improvement in writing. (In the event that the Building Principal or before his/her designee fails to evaluate the fifth bargaining unit employee, such failure shall not be subject to the grievance and arbitration procedure. Moreover, the content, findings, and determinations set forth in the evaluation shall not be subject to the grievance and arbitration procedure.) The Superintendent ▇▇▇, at his/her discretion, extend the probationary period for an additional sixty (5th60) day workday period. If the Superintendent or his/her designee does not notify the employee and the Union at the end of employmentthe initial sixty (60) workday period of the extension of the sixty (60) workday period, receive from the Board a copy probationary period shall end at such time. In the event that an employee's initial probationary period is extended, the employee and the Union will be advised of the reason(s) for the extension. During the employee's probationary period and, if applicable, extended probationary period, the employee may be dismissed or otherwise disciplined without access to the grievance and arbitration procedure of this Agreement. Upon completion of the probationary period and, if applicable, the current job description for extended probationary period, the seniority of the new employee shall commence from the employee's first day of continuous actual employment with the Board (i.e., from his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the not his/her date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar daysin a paid, regular assignment in a bargaining unit position covered by this Agreement. 37.2 The Board shall provide, by October 15th of each year, a complete list of bargaining unit employees' names with the most recent information the Board has regarding the respective employee's address, phone numbers, dates of hire, rates of pay, and insurance status. If the employee denies the accuracy of the BCII and/or FBI reportThe local union president shall also be advised, in writing, within two (2) weeks from their hire dates, the employee shall immediately be placed on leave without pay or benefits for a period names, addresses, phone numbers, dates of up to 90 days. If within that periodhire, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as rates of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any partypay, and without the necessity insurance statuses of proceedings under the contract to formally terminate such employee’s contract of employmentany new employees.

Probation. 13.7.1 Permanent employees, and employees for a fixed term of not less than six (6) months, may (at the employer's discretion) be subject to a three month probationary period, provided that an employee who is appointed to another position within the Organisation shall not be required to serve a new probationary period. 3.7.2 A probationary period is the time when a new employee is given a reasonable chance to learn what is required of him/her in the job and for the employer to assess whether the employee is performing or may be expected within a reasonable period of time to perform satisfactorily the duties assigned to his/her position. All employees hired after this Agreement takes effect shallIt is also a time for both parties to assess training needs. 3.7.3 A Probationary Review Committee (PRC) shall be established on the appointment of a new employee. The PRC shall comprise: i) the President; ii) one other member of the Council; and iii) a nominee of the employees; 3.7.4 No later than four weeks prior to the end of the probationary period the employee's supervisor shall complete a Probation Assessment Form. The Probation Assessment Form will be in such form as the Council may from time to time authorise or determine, on subject to any prior agreement between the employee and employer as to relevant performance targets or before the fifth (5th) day of employment, receive from the Board standards. The probationary employee shall be provided with a copy of this Agreementthe completed Probation Assessment Form. If the probationary employee so desires, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required permitted seven days to reportmake a submission, which shall be taken into account by the PRC. Employees entitled After considering the Probation Assessment Form, any submission made by the employee, and such other matters as the Committee (subject to receive direction by the information contained Council) may consider relevant (which other matters shall have been notified to the employee, who shall have been given an opportunity to comment and respond to them), the Committee shall make a recommendation to the Council to: i) confirm the probationer's employment; or ii) extend the probationary period by up to three months; or iii) terminate the probationer's employment. The Committee's recommendation shall be communicated to the employee in this section writing. 3.7.5 The employee shall sign an acknowledgement have the right to address a meeting of Council prior to Council deciding whether or not to implement the PRC's recommendation. The employee shall also have the right to be accompanied by a chosen representative, who may be a member or official of the receipt of Union at the written information to be provided under this section, on a form prescribed by the SuperintendentCouncil meeting. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that The Council shall give the employee received and/or the specified information. 2. All new employees shall be placed on employee's representative a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or reasonable opportunity to be heardheard before making any decision to implement the Committee's recommendation. After successfully completing probation, seniority shall be computed from In the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI reportevent that a probationary employee's employment is terminated, the employee will be provided with notice or payment in lieu of notice in accordance with clause 3.11.5 of this Agreement. 3.7.6 The procedure for notifying staff of unsatisfactory performance during the probationary period is understood to be integral to the probationary process. 3.7.7 A probationary employee may at any stage call upon the employer to convene the PRC to hear grievances in relation to the adequacy of the probationary period. In this instance the PRC shall immediately be placed on leave without pay or benefits seek to resolve the grievance as expeditiously as possible. Means of "resolution may include (but are not limited to: i) extending the probationary period to allow for further training; ii) counselling and advice for the probationary employee. 3.7.8 If a period probationary review has not commenced within the timeframe set out in this Agreement confirmation of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee employment shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentautomatic.

Probation. 112.8.1 A permanent appointment is considered to be probationary for nine (9) months. All employees hired after this Agreement takes effect shall, on or before When an APT member who holds a permanent position is appointed to another position within the fifth (5th) day scope of employment, receive from the Board a copy of this AgreementBargaining Unit, the current job description for his/her position and written notice University may waive some or all of the Immediate Supervisor to whom he/she nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period is required to report. Employees entitled to receive not waived, the information contained in this section shall sign an acknowledgement APT member’s original position will be filled on a term basis for the duration of the receipt probationary period. If the APT member is not successful in the new position, the member has the right to revert back to the original position, or if their requests it, to the most suitable position available. Should the APT member not wish to implement reversion rights and no suitable position is available, the member may elect to take a severance package as outlined in Article 30.4 12.8.2 At least every three (3) months during the probationary period, the APT member’s performance and progress shall be evaluated by the appropriate Director or equivalent and discussed with the APT member. The written evaluation shall become part of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified informationmember’s official personnel file. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested 12.8.3 At least one month prior to the first day expiration of work. Failure to schedule the BCII and FBI criminal records check within probationary period, the period set forth within this paragraph APT member’s performance will be cause for immediate termination without any notice reviewed by the appropriate Director or opportunity to be heard. After successfully completing probationequivalent, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy who will recommend one of the BCII and/or FBI reportfollowing: a) that the appointment be made a permanent one; or b) that the probationary period be extended, the employee shall immediately be placed on leave without pay or benefits once, only for a period of up to 90 three (3) months. In such cases the recommendation must include the reasons for the extension, and the plan to address the areas of concern that will be followed during the extension period; or c) that the appointment be terminated. 12.8.4 At least one month prior to the expiration of an extended probationary period the APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following: a) that the appointment be made a permanent one; or b) that the appointment be terminated. 12.8.5 If at any time during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the appointment will be terminated. Seven (7) days’ notice shall be given if the incumbent has been in the position for less than fifteen (15) weeks. If within that periodthe incumbent has been in the position for fifteen (15) weeks or longer, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee two weeks’ notice shall be returned given. 12.8.6 Prior to duty with back pay to resume his/her contract status in effect as the expiration of the beginning of such leave. If within probationary period the period of such leave Human Resources Department will notify the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action APT member in writing of the Board employing such employee shall be void without any further act by any partydecision, and without with a copy to the necessity Chair of proceedings under the contract to formally terminate such employee’s contract of employmentFaculty Association.

Probation. 111.01 The first 90 calendar days of employment shall be the probationary period during which the Company will assess whether a new employee, who has been evaluated, is suitable to be retained. All employees hired after this Agreement takes effect shallIt is understood that such new employee, on or before who sees his employment terminated during the fifth (5th) day of employmentprobationary period for just cause, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees not entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to grievance procedure. When probation has been completed, seniority will be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt counted from the law enforcement office where the criminal records check was requested prior to the first day of worktraining or first date of work for which an employee is paid. Failure The discharge or termination of a probationary employee shall be in the sole discretion of the employer provided such discharge or termination is not for reasons which are arbitrary, capricious or discriminatory. Should a probationary employee through no fault of their own miss sufficient time due to schedule the BCII and FBI criminal records check an illness, accident within the probationary period set forth within this paragraph the Company and the Union will meet to arrange an extension to the probationary period in order that the Company has sufficient time to access the employee’s ability to perform the job and in order to complete required Company and Airline specific training. 11.02 An employee transferring from one classification to another will be cause for immediate termination without any notice required to serve a trial period of fifteen (15) days worked in his new position. This trial period is to provide the Company time to evaluate the employee's suitability in the new classification. The employee may exercise his seniority in his/her previous classification if he/she chooses to return to it or opportunity should he fail to successfully complete his/her trial period. 11.03 Any person re-employed by the Company after having separated from its employment shall, when re-employed again, be hearda probationary employee as herein provided. After successfully completing probationA laid-off employee who retains seniority, seniority shall be computed from the date as provided by Article 12.00 hereof, or an employee on leave of hire. New employees absence, as provided by Article 13.00 hereof, shall not be eligible for insurance coverages until they deemed to have worked ninety (90) calendar daysseparated from employment and shall not again be a probationary employee should he/she return to work. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employment.

Probation. 117.01 All newly hired employees shall be considered on probation for a period of six (6) months. All employees hired after this Agreement takes effect shall, on or before Employment during probation will be credited to the fifth (5th) day employee for the calculation of continuous employment, receive from . Subject to mutual agreement between the Board a copy of this AgreementCompany and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the current job description Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her position job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notice notification of the Immediate Supervisor to whom successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information found to be provided under this sectionunsuitable for continuing employment. In determining the suitability of employment of a probationary employee, on a form prescribed by the Superintendent. If an employee refuses only factors that can reasonably be expected to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph affect work performance will be cause for immediate termination without any notice or opportunity to be heardevaluated. After successfully completing probation, seniority shall be computed from the date of hire. New employees Release on probation shall not be eligible for insurance coverages until they have worked ninety subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (903) calendar days. 3. If month trial period will be in effect during which time the employee denies who has moved to the accuracy of the BCII and/or FBI reportnew position who does not wish to remain in that position, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is does not inconsistent with the employee’s answers to questions on satisfy the job application, the employee shall requirements of that position will be returned to duty with back pay to resume his/her contract status in effect the former position. Any other employees whose positions were changed as a result of the beginning selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of such leave. If within rejection on probation who has worked for the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job applicationEmployer for less than three (3) months, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentgiven a one (1) week paid notice period.

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5tha) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a probation for the first ninety (90) workday probation. All new employees shall, prior to their first day calendar days of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed employment from the date of hire. New employees During this period, where an employee is absent or unavailable to work for more than thirty (30) calendar days, then the Employer may at its sole discretion extend the probationary period for a further thirty (30) days. In the event that: (i) the Employer decides to extend an employee’s probationary period pursuant to this provision, and (ii) the affected employee is absent or unavailable to work on the completion date of the initial ninety (90) day probationary period, then the extended probationary period of thirty (30) days shall not commence until the date that the employee returns to work for the Employer. (b) The purpose of the probationary period is to determine, in the opinion of the Employer, the suitability of the employee for continued employment. (c) Only those employees who have successfully completed their probationary period are entitled to claim the rights arising out of seniority. After the employee has successfully completed his/her probationary period, his/her seniority shall be eligible calculated from the date of hire. (d) Any employee in the bargaining unit who is granted a promotion or transfer by the Employer to a position within the bargaining unit shall be on a trial period for insurance coverages until they have worked ninety (90) calendar days. 3days or thirty (30) days worked, whichever comes first. If the employee denies the accuracy of the BCII and/or FBI reportDuring this period, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within must demonstrate that period, he/she can satisfy the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as requirements of the beginning work performance criteria for the job, to the satisfaction of such leavethe Employer. If If, within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employment.first sixty (60) calendar days or twenty

Probation. 1. a) Initial Probation i) All employees hired after this Agreement takes effect shallemployees, on or before the fifth (5th) day upon initial appointment, shall serve a probationary period of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed 962 hours from the date of hire. New employees shall not appointment which may be eligible extended once for insurance coverages until they have worked ninety (90) calendar daysup to 481 hours by mutual agreement of the parties in writing. 3ii) An employee, who voluntary transfers or promotes during her initial probationary period, shall complete her initial probation period while concurrently serving a subsequent probationary period in the new position. iii) During the first 962 hours of their initial probationary period employees may be terminated due to general unsuitability as deemed by the Executive Director. b) Subsequent Probation On subsequent appointment, the probationary period shall be 481 hours, which may be extended once for 481 hours by mutual agreement. c) Home Position i) Upon completion of an initial probation, Article 8.6 (a)(i), or subsequent probation, Article 8.6 (a)(ii), employees, other than persons hired externally into temporary or casual positions, shall be deemed to hold a home position. ii) An employee hired externally into a temporary position shall serve probation in that position. These employees do not have a home position and upon conclusion of the temporary position are placed on the employment list. These employees, where qualified, may request consideration to have their name placed on casual lists. d) Reversion i) An employee who does not successfully complete her subsequent probationary period shall revert to her home position at her former rate of pay, subject to any increases that she would have received had she remained in that position, with no loss of seniority. ii) Notwithstanding the above, an employee, who has completed an initial probationary period and is currently iii) A permanent employee displaced through the reversion provisions shall also have the right to revert to her former position at her former rate of pay, subject to any increments she would have received had she remained in that position. If the employee denies the accuracy of the BCII and/or FBI reportthere is no former position, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee Employee shall be returned to duty with back pay to resume his/her contract status considered on layoff and all rights as stated in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee Article 10 Lay-Off shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentapply.

Probation. 19.7.1 A term appointment does not have a probationary period. All employees hired after this Agreement takes effect shallThe appointment may be canceled at any time if the APT member is clearly not performing the job satisfactorily. Seven days notice shall be given if the incumbent has been in the position for less than fifteen (15) weeks. If the incumbent has been in the position for fifteen (15) weeks or longer, on or before two weeks notice shall be given. Should a position with a term appointment change and require a permanent appointment, have no significant change in duties and responsibilities, and should the fifth APT member who held the term position be successful in being appointed to the permanent position, time spent in the term appointment will count towards the successful completion of the probationary period. 9.7.2 A permanent appointment is considered to be probationary for nine (5th9) day months. When an APT member who holds a permanent position is appointed to another position within the scope of employment, receive from the Board a copy of this AgreementBargaining Unit, the current job description for his/her position and written notice University may waive some or all of the Immediate Supervisor nine (9) month probationary period. This shall be discussed at the time of appointment and stated in the letter of appointment. If the entire probationary period is not waived, the APT member’s original position will be filled on a term basis for the duration of the probationary period. If the APT member is not successful in the new position, the member has the right to whom revert back to the original position, or if he/she requests it, to the most suitable position available. Should the APT member not wish to implement reversion rights and no suitable position is required available, the member may elect to reporttake a severance package as outlined in Article 17.4 9.7.3 At least every three (3) months during the probationary period, the APT member’s performance and progress shall be evaluated by the appropriate Director or equivalent and discussed with the APT member. Employees entitled to receive the information contained in this section The written evaluation shall sign an acknowledgement become part of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified informationmember’s official personnel file. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested 9.7.4 At least one month prior to the first day expiration of work. Failure to schedule the BCII and FBI criminal records check within probationary period, the period set forth within this paragraph APT member’s performance will be cause for immediate termination without any notice reviewed by the appropriate Director or opportunity to be heard. After successfully completing probationequivalent, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy who will recommend one of the BCII and/or FBI reportfollowing: a) that the appointment be made a permanent one; or b) that the probationary period be extended, the employee shall immediately be placed on leave without pay or benefits once, only for a period of up to 90 daysthree (3) months. In such cases the recommendation must include the reasons for the extension, and the plan to address the areas of concern that will be followed during the extension period; or c) that the appointment be terminated. 9.7.5 At least one month prior to the expiration of an extended probationary period the APT member’s performance will be reviewed by the appropriate Director or equivalent who will recommend one of the following: a) that the appointment be made a permanent one; or b) that the appointment be terminated. 9.7.6 If at any time during the probationary period it becomes clearly evident that the APT member is not performing the job satisfactorily, the appointment will be terminated. Seven (7) days notice shall be given if the incumbent has been in the position for less than fifteen (15) weeks. If within that periodthe incumbent has been in the position for fifteen (15) weeks or longer, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee two weeks’ notice shall be returned given. 9.7.7 Prior to duty with back pay to resume his/her contract status in effect as the expiration of the beginning of such leave. If within probationary period the period of such leave Human Resources Department will notify the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action APT member in writing of the Board employing such employee shall be void without any further act by any partydecision, and without with a copy to the necessity Chair of proceedings under the contract to formally terminate such employee’s contract of employmentFaculty Association.

Probation. 1. All 14.01 Except as outlined below, new permanent full-time employees hired after this Agreement takes effect shallshall be considered probationary employees for the first three (3) months of their employment (for sales persons and part-time employees, on or before the fifth probationary period shall be four (5th4) day months of employment, receive from ). 14.02 The probationary periods referred to above may be extended with mutual agreement of the Board a copy Employer and the Union. 14.03 Probationary employees shall have all the benefits of this agreement during their probationary period, except where specifically excluded elsewhere in the Agreement, the current job description for . 14.04 Upon successful completion of his/her position and written notice probationary period, benefits, depending on length of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this sectionservice, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. . 14.05 New employees shall not in the Press Department may be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed employed on leave without pay or benefits a regular hire for a period of up one (1) week for the purpose of familiarization with equipment and the plant in general. This time will not be applied to 90 daysthe normal probation period. 14.06 New pressmen hired as regular situation holders shall be considered probationary employees for the first thirty (30) days of their employment. If within that Upon completion of their probationary period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions he/she will remain on the job applicationpriority board with a start date from the first date of hire. Should they not successfully complete their probationary period, he/she will be removed from the employee board and will not be used by the Company in the future. 14.07 New pressmen and bindery employees not being hired as regular situation holders shall be returned to duty with back pay to resume hisconsidered probationary employees for their first twenty (20) shifts worked or three months, whichever period is longer. Upon completion of their probationary period, he/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions she will remain on the job applicationpriority board with a start date from the first date of hire. Should they not successfully complete their probationary period, he/she will be removed from the action board and will not be used by the Company in the future. 14.08 Such employees shall have all the benefits of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentthis agreement during their probationary period.

Probation. 1. All employees hired after this Agreement takes effect shall, An Employee serve a probation period of six (6) months commencing on or before the fifth (5th) day of employment, receive from the Board training. No Employee be requited to serve more thin one (1)probationary period. .OZ When a copy of this Agreementprobationary might Attendant's performance is in question, the current job description for his/her position Company advise the Attendant and written notice the deficiencies and action to attention, and the Company also the Union. the months probationary period the Company reserves the sole right to make any decision regarding the retention or of the Immediate Supervisor probationary Employee. Therefore, any assessment of the Employee any decision to whom he/she retain or the during the probationary may not be or challenged, unless such action is found to be discriminatory, in bad File The Company shall an Employee for each Employeewith a section ail documents related to employment Upon reasonable notice to the Company, an Employee may review Employee in the presence of a or a member of the Human Resources Department The Employee also have the right to have a Union representativepresent while reviews Employee Letters of counsel or discipline that are two (2) or more old not be considered any future assessment of an Employee, and such documents will be removed the Employee’s In the event of subsequentcounsel or correspondence of the same nature being placed on an Employee’s file the two (2)year period of the previous counsel or discipline documents placed an Employee’s file, the previous documents on Employee until the two (2) year period of the subsequent has elapsed Aircraft Grooming Employees be required to reportperform light grooming at station stops. However,at stops where groomers are Employees entitled to receive the information contained in this section will be relieved of these duties. grooming shall sign an acknowledgement of the receipt crossing of the written information to be provided under this sectioncollection of newspapers and refuse, on a form prescribed by and the Superintendentcollection of items. If an employee refuses to sign an acknowledgementetc. In the absence of groomers, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph attempts will be cause for immediate termination without any notice or opportunity made to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar daysensure an on time departure. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employment.

Probation. 117.01 All newly hired employees shall be considered on probation for a period of six (6) months. All employees hired after this Agreement takes effect shall, on or before Employment during probation will be credited to the fifth (5th) day employee for the calculation of continuous employment, receive from . Subject to mutual agreement between the Board a copy of this AgreementCompany and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the current job description Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the Serco Canada Inc. Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her position job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notice notification of the Immediate Supervisor to whom successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information found to be provided under this sectionunsuitable for continuing employment. In determining the suitability of employment of a probationary employee, on a form prescribed by the Superintendent. If an employee refuses only factors that can reasonably be expected to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph affect work performance will be cause for immediate termination without any notice or opportunity to be heardevaluated. After successfully completing probation, seniority shall be computed from the date of hire. New employees Release on probation shall not be eligible for insurance coverages until they have worked ninety subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (903) calendar days. 3. If month trial period will be in effect during which time the employee denies who has moved to the accuracy of the BCII and/or FBI reportnew position who does not wish to remain in that position, the employee shall immediately be placed on leave without pay or benefits for a period of up to 90 days. If within that period, the Board receives a corrected report from BCII and/or FBI which is does not inconsistent with the employee’s answers to questions on satisfy the job application, the employee shall requirements of that position will be returned to duty with back pay to resume his/her contract status in effect the former position. Any other employees whose positions were changed as a result of the beginning selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of such leave. If within rejection on probation who has worked for the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job applicationEmployer for less than three (3) months, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract of employmentgiven a one (1) week paid notice period.

Probation. 1. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages probation until they have worked ninety (90) calendar workdays**. Employees shall only be required to serve one (1) probationary period with the district should they be re-hired to the same classification (except transportation, who shall only return within the same school year, without seniority to the goth day pay step if they have maintained required certification). For the purpose of this section only, any part of a day worked shall count as a workday including being paid to attend required training. During the probationary period the employee may be laid off or terminated for any reason or no reason at the sole discretion of the Employer. A performance conference between the probationary employee and his/her immediate supervisor will be held within the probationary period. Probationary employees shall not be entitled to insurance benefits, to use paid leave days. 3, to receive pay for holidays, however, upon completion of their probationary period the employees will be credited the paid leave days (excluding holidays) from the date of initial employment. The crediting of paid leave days shall be prorated for employees starting mid-year. Employees, at the beginning of their probationary period, will be furnished with a packet of materials from central office that will help facilitate a successful probationary period for them. These materials could include: classification handbooks, a copy of the contract, information and opportunities regarding the Hepatitis B vaccination process, appropriate job-related Board policies and a copy of any work rules that apply to their employment with the district. At the conclusion of the probationary period, the Employer will furnish the employee with a copy of the Master Agreement and applications for insurance benefits. **If a substitute driver has worked at least 90 days for the district (prior to being placed in a full time position as a "permanent employee"), then said driver's probationary period for a bus driver position shall be reduced to sixty (60) days and all entitlements related to completion of the probationary period shall be granted at that time. If the employee denies the accuracy a driver or sub driver from another school district or employer has at least five year (5) or more of the BCII and/or FBI reportdriving experience, the employee shall immediately be placed on leave without pay or benefits for only serve a probationary period of up to 90 days. If within that periodthirty (30) days for insurance purposes only, but for seniority and salary schedule purposes these employees shall not accrue seniority until the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in effect as of the beginning of such leave. If within the period of such leave the Board does not receive a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the action of the Board employing such employee shall be void without any further act by any party, and without the necessity of proceedings under the contract to formally terminate such employee’s contract 91st day of employment.