Common use of Probation Clause in Contracts

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation Respondent’s salon license shall be placed on probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a period of twelve months from the execution date of this Agreement. The execution date is that date which accompanies the Board Chairperson’s signature. Upon notification of the Board’s approval of this Agreement, the Respondent shall immediately remit its salon license certificate to the Board so that a probationary appointment. ii. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member license may be terminated without cause upon the expiry of the first year of the two-year probationary periodissued. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of During the probationary period, the probationary faculty member is found Respondent shall comply with the following terms: (1) The Respondent shall comply with all relevant statutes and administrative rules in the course of its operations as a nail technology salon. Within its salon, the Respondent shall only permit nail technology services to be satisfactory for regular employment, then subject performed by persons who are properly licensed by the State of Iowa. The Respondent shall monitor and ensure its employees’ compliance with all applicable health and sanitation standards. (2) The Respondent shall file quarterly reports with the Board listing the salon’s nail technicians. The quarterly employee reports shall be typewritten and shall attest to the following information for each and every person who performed nail technology services within the Respondent salon during the three month period immediately preceding the report: a) The name of the employee who performed nail technology services b) The license number and expiration date for the employee’s Iowa cosmetology and/or nail technology license. c) The employee’s date of hire d) If applicable, the employee’s date of termination. The failure of the Respondent salon to provide complete and truthful information in the quarterly employee reports shall constitute a violation of this order. The Board or its designee may verify the information provided in the quarterly employee reports through an examination of Board records, by interviewing persons listed as salon employees, or by conducting unannounced inspections of the Respondent salon. (3) Upon request of the Board, the owner of the Respondent establishment shall appear before the Board to report on the status of the Respondent’s operations as a nail technology salon and to answer any questions or concerns the Board may have regarding the Respondent’s compliance with this Agreement. The Board shall provide the Respondent with reasonable notice of the date, time, and place for any requested appearance. The Respondent agrees that any such appearance would be governed by 645 Iowa Administrative Code section 9.7 (June 2, 1999) and that it waives any and all objections to the members of the Board both participating in the appearance and later participating as decision makers in a contested case proceeding. Upon full compliance with all terms and conditions prescribed under Sections A and B of this Agreement he/she order, the Respondent’s license to operate a nail technology salon shall be offered a regular position three months prior restored to the expiry its full privileges free and clear of his/her all probationary periodrestrictions. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation (a) For newly hired employees, the probationary period shall be: i) four hundred and five (405) hours worked for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment.full-time employees; ii) four hundred and five (405) hours worked or six (6) calendar months, whichever occurs first, for regular part-time employees; and, iii) four hundred and five (405) worked or eight (8) calendar months, whichever comes first, for casual part-time employees. The parties recognize that ongoing feedback about the nurse’s progress is important to the probationary nurse. Seniority shall then be credited as of the date of first entry into the service of the Employer and shall be cumulative. There will be a performance report made after sixty (60) calendar days of the probationary period having expired. The probationary period employee shall enjoy all of the rights and privileges prescribed in this Agreement except that she/he shall not have access to the grievance or arbitration provisions of the Agreement in the event that she/he is to provide an opportunity discharged, unless the probationary employee is released for the College to determine whether the faculty member will be satisfactory or unsatisfactory as exercising a regular faculty member. iiiright under this Agreement. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation Employer requests an extension of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject it will provide notice to the terms and conditions of this Agreement he/she shall be offered a regular position three months Union at least seven (7) calendar days prior to the expiry expected date of his/her probationary period. vi. If, after the final evaluation expiration of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her initial probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member It is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, understood and agreed that any extension to the probationary period will not exceed an additional (30) thirty tours worked and, where requested, the Employer will advise the nurse and the Union of the basis of such extension with recommendations for the nurse’s professional development. (b) The release of a probationary employee for reasons based on performance and ability to do the job, including skills, suitability and availability shall not be extended subject to the grievance procedure unless the probationary employee is released for: i) reasons which are arbitrary, discriminatory or in bad faith; ii) exercising a right under this Agreement. The Manor agrees to provide written reasons for the release of a probationary employee within seven (7) days of such release. A claim by a probationary employee that she/he has been unjustly released shall be treated as a grievance, provided the employee is entitled to grieve, if a written statement of such grievance is lodged by the length employee with the Manor at Step 3 within seven (7) days after the date the release is effected. Such grievance shall be treated as a special grievance as set out below. The Manor agrees to provide written reasons within seven (7) calendar days to the affected employee in the case of discharge or suspension and further agrees that it will not suspend, discharge or otherwise discipline an employee who has completed her/his probationary period, without just cause. A claim by an employee who has completed her/his probationary period that she/he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of such leave, grievance is lodged by the employee with the Manor at Step No. 3 within seven (7) calendar days after the date the discharge or until suspension is effected. Such special grievance may be settled under the end Grievance or Arbitration Procedure by: i) confirming the Manor's action in dismissing the employee; or ii) reinstating the employee with or without loss of a semester, whichever is greaterseniority and with or without full compensation for the time lost; or iii) by any other arrangement which may be deemed just and equitable. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation a) A newly hired full-time Employee may be considered to be on probation for Regular Facultya period of no more than six (6) months from the start date. i. All regular faculty members must successfully complete two i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (23) years additional months, for reasons that are outlined in writing to the Employee and the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing to the Employee and the Union. c) An Employee hired in a probationary appointmentsecond or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. iid) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The probationary period is to provide employment of an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member Employee may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause at any time during the two-year probationary periodperiod without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation After completion of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she seniority shall be offered a regular position three months prior to effective from the expiry last date of his/her probationary periodhire. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member e) Employees shall be advised in writinggiven regular, including reasons, three (3appropriate performance feedback throughout their probationary period by their supervisor. i) months Full-time Employees shall be evaluated mid-way through and just prior to the end of his/her the probationary period. vii. Where a probationary regular faculty member is laidii) Part-off, he/she time Employees shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until evaluated prior to the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss of pay. g) Should an Employee’s probation period be interrupted by a compensable injury or other approved leave of absence, the probation period will recommence upon the Employee’s return to work.

Probation. a. Probation ‌ 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of probation shall be one (1) year unless otherwise specified for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointmentcertain designated job classes. ii. The probationary 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period is to provide an opportunity for of probation in the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty memberjourney level class. iii. Where 25.1.2 In the conditions of Article 5.08.b have been met (with two (2) evaluations and event an employee is assigned to light duty status or is absent from work due to a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated lengthy illness or injury during his/her 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 status or lost due to such illness or injury. 25.1.3 Upon successful completion of a termination probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be grievable beginning at Step 2 (4.01.e) of the grievance procedurepromoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. v. If25.1.4 Regarding promotional probations, after employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the final evaluation of appointing authority, the appropriate Department Head 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 this MOU. 25.2.1 An employee rejected during the probationary faculty member is found period from a position to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement which he/she has been promoted or transferred shall be offered a regular position three months prior returned to the expiry of classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary periodperiod would be cause for dismissal. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator 25.3 An employee shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work be retained beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist only if the appropriate Department Head affirms that the services of continuous employmentthe employee have been found to be satisfactory. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation 12.8.1 A permanent appointment is considered to be probationary for Regular Faculty i. All regular faculty members must successfully complete two nine (29) years months. When an APT member who holds a permanent position is appointed to another position within the scope of the Bargaining Unit, the University may waive some or all of the nine (9) month probationary period. This shall be discussed at the time of appointment and stated in a probationary the letter of appointment. ii. The If the entire probationary period is to provide an opportunity not waived, the APT member’s original position will be filled on a term basis for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry duration of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty the APT member is terminated not successful in the new position, the member has the right to 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 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 his/her the probationary period, such a termination will the APT member’s performance and progress shall be grievable beginning at Step 2 (4.01.e) evaluated by the appropriate Director or equivalent and discussed with the APT member. The written evaluation shall become part of the grievance proceduremember’s official personnel file. v. If, after 12.8.3 At least one month prior to the final evaluation expiration of the probationary period, the probationary faculty member is found to APT member’s performance will be satisfactory for regular employmentreviewed by the appropriate Director or equivalent, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation who will recommend one of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President following: a) that the faculty member receive no further instructional work beyond appointment be made a permanent one; or b) that the end probationary period be extended, once, only for a period of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, up to three (3) months 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 end expiration of his/her an extended probationary periodperiod 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. vii. Where a 12.8.5 If at any time during the probationary regular faculty period it becomes clearly evident that the APT member is laid-offnot performing the job satisfactorily, he/she the appointment will be terminated. Seven (7) days’ notice shall receive pro rata recognition of time worked towards his/her probationary periodbe given if the incumbent has been in the position for less than fifteen (15) weeks. HoweverIf the incumbent has been in the position for fifteen (15) weeks or longer, at least one (1) year two weeks’ notice shall be given. 12.8.6 Prior to the expiration of the probationary period must consist the Human Resources Department will notify the APT member in writing of continuous employmentthe decision, with a copy to the Chair of the Faculty Association. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All 19.1 Employees appointed from eligibility lists, reinstated employees, and employees reassigned, according to the Vocational Rehabilitation Administrative Regulation, shall be subject to a period of probation. The regular faculty members must successfully complete two period of probation shall be twelve (212) years in months with the exception of the Firefighter I classification, which shall have a probationary appointmentregular period of probation which begins on the date of appointment and ends twelve (12) months after completion of recruit training. ii. The probationary period 19.1.1 In the event an employee is assigned to provide an opportunity for the College light duty status or is absent from work, due to determine whether the faculty member will be satisfactory a lengthy illness or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation planinjury, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete bi-weekly pay period for each complete bi-weekly pay period assigned to light duty status or is absent due to such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedureillness or injury. v. If19.1.2 Upon successful completion of a probationary period, after an employee shall be granted regular status in the final evaluation classification in which the probationary period is served. 19.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the Fire Chief may reject the probationer at any time during the probationary period, . Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of any state or federal laws. 19.2.1 An employee rejected during the probationary faculty member is found period from a position, to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement which he/she has been promoted or transferred, shall be offered a regular position three months prior returned to the expiry of classification in which he/she has regular status unless the reasons for his/her failure to complete his/her probationary periodperiod would be cause for dismissal, in which case the formal disciplinary process required by ARTICLE 23 - SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL shall be followed. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator 19.3 An employee shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work be retained beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist only if the Fire Chief affirms that the services of continuous employmentthe employee have been found to be satisfactory. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. 33.1 The probationary period is shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit member's work and for securing the most effective adjustment of the new bargaining unit member to provide an opportunity for his/her position. 33.2 During a bargaining unit member's probationary period, he/she serves in the College position of Lieutenant at the will and pleasure of the Sheriff. Accordingly, a probationary bargaining unit member who has been promoted may not grieve, or otherwise challenge by any other available procedure, any decision involving, demotion to determine whether his/her former position., 33.3 During the faculty initial probationary period, no bargaining unit member may request a voluntary transfer. 33.4 The Sheriff may evaluate the performance of bargaining unit members up to four (4) times per six (6) months during their probationary period. Any such evaluation may be discussed with the bargaining unit member and the bargaining unit member will be satisfactory or unsatisfactory counseled as a regular faculty memberto any problems that may reasonably cause him/ber not to be granted permanent status. iii33.5 In the event a bargaining unit member was promoted from a lower law enforcement rank to Lieutenant, that bargaining unit member shall serve a probationary period of six (6) months of continuous employment from the date of promotion. Where Effective immediately upon promotion, the conditions bargaining unit member will receive no less than the basic rate of Article 5.08.b have been met pay for Lieutenant. Within ninety (with two (290) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationdays of being promoted, a probationary faculty bargaining unit member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during voluntarily "retreat" to his/her probationary periodformer classification with no loss of previous seniority. If the bargaining unit member chooses to remain in the position of Lieutenant, such a termination will be grievable beginning at Step 2 (4.01.e) and does not voluntarily "retreat" to his/her former rank, upon the expiration of the grievance procedure. v. If, after the final evaluation of the six (6) month probationary period, the probationary faculty Sheriff may recommend retention of the bargaining unit member is found as Lieutenant. In the event the Sheriff fails to be satisfactory for regular employmentapprove retention, then subject the bargaining unit member shall automatically revert to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary periodformer position, without loss of (previous) rights or benefits. Such reversion may not be appealed through the grievance/ arbitration procedure. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. The probationary period is to provide an opportunity for 24.1 After the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions effective date of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationthis Agreement, a probationary faculty member term of no less than 26 weeks must be successfully served by any Employee appointed to any position. 24.2 The probationary term starts on the first day the Employee starts work in the position for which a probationary term is required to be served. 24.3 An Employee's probationary term may be extended once for another 26 week period to a total of 52 weeks upon the prior approval of the Managing Director of the Division in which the position belongs and the approval of the Executive Director or his designee. 24.4 If the probationary Employee's job performance is unsatisfactory, their appointment may be terminated without cause upon the expiry at any time after eight weeks and before completion of the first year of the two-year probationary probation period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A 24.5 If the probationary faculty member Employee's conduct is unsatisfactory, their appointment may be terminated without cause upon at any time during the expiry of the two-year probationary period. A . 24.6 If a probationary faculty member may be terminated with cause during Employee is absent from their position because of an approved leave greater than a total of five days, the two-year probationary period. If 's minimum and maximum periods shall be extended by the period(s) of such approved leave(s). 24.7 Unapproved leaves by a faculty member is terminated during his/her probationary Employee shall be considered as time served in the probationary period. 24.8 An Employee serving a probationary period shall not be covered by Article 21: Discipline, such or Article 26: Job Security of this Agreement with respect to the probationary position. Additionally, an Employee serving a termination probationary period shall not be covered by the provisions of Article 20: Contract' Grievance for matters related to their probationary performance. 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be grievable beginning at Step 2 (4.01.e) of entitled to return to the grievance procedure.former position: v. If, after a. If the final evaluation Employee requests such reinstatement within the first eight weeks of the probationary period, ; or b. If the probationary faculty member is found to be satisfactory for regular employment, then subject to Authority determines that the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary periodEmployee will not satisfactorily complete probation. vi. If, after the final evaluation 24.10 A probationary Employee shall receive written 'notice of the probationary period, the required levels of improvement as determined by the Responsible Administrator have fact that he or she has not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary periodsatisfactorily passed probation. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in A. Probationary employees are recognized as a probationary appointmentpart of the bargaining unit and entitled to the same union protections, rights, and benefits outlined within the MOU and within the Personnel Manual, Section 5 - Appointments and Probation, except where specifically excluded within this MOU. ii. B. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year period beginning from their first paid workday in a full-time, permanent position and will not include periods of time on paid or unpaid leave time exceeding five (5) consecutive workdays; however, paid leave time for vacation, sick time, legally required jury or witness duty, and/or holiday leave shall not extend an employee’s probationary period. C. A probationary employee may be terminated from employment at any time during the probationary period. The probationary employee shall not have the right to appeal this decision under any procedures set forth in this MOU or the Personnel Manual. D. While serving a probationary period, an employee may be promoted to a position in a higher classification during a probationary period. The employee shall serve a new complete probationary period for the new classification beginning with the date of appointment to the higher classification. 1. An employee who fails probation following a promotion shall be reinstated to the previous lower classification position from which the employee was promoted. If the cause for not passing probation was sufficient grounds for termination the employee shall be subjected to termination without reinstatement to the lower classification. 2. If an employee reverts to their previous lower classification during their probationary period, and the employee has not completed the probationary period for the lower classification, then the employee must consist of continuous employmentcomplete the remaining probationary period for the lower classification. viiiE. When additional time is needed to further evaluate an employee, the employee probationary period may be extended by the City Manager, upon the request of the Department Director, for a period not to exceed an additional six (6) months of actual and continuous service. 1. Where An extension of probation shall be made only if the initial probationary term has not expired. 2. If the City Manager determines that the probationary period should be extended, the probationary employee shall be given notice in writing prior to the expiration of the original probationary period with a written work Performance Plan to assist the employee in understanding their job duties they still are inefficient in completing. 3. If probation is extended, no merit increase shall be granted until the probationary period is completed. F. An employee on probation can request at any time a meeting with their supervisor to get a verbal update about their performance and request a City available training within the scope of the employee’s duties to help address areas where improvement is needed. Approval of the training is within the sole discretion of the Director of Public Works. G. Any certifications and/or license requirements of a probationary faculty member is on employee required to be achieved before the end of a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by provided in writing with any required deadlines (which may include the length job classification) at the start of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period. An employee may request from their supervisor or the Department Director a list of City-approved classes, courses, and workshops for achieving the certifications and/or licenses. H. Probationary employees may use the grievance procedure in accordance with Article 35 - Grievance.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii1. Any non-provisional employee whose services have been judged unsatisfactory based on the evaluation criteria may be placed on probation by the Superintendent no later than February 1st of any school year and continuing until May 1st of the same school year. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory sixty school days in length. Days may be added if deemed necessary to complete a program for improvement and to evaluate the probationer’s performance, as a regular faculty memberlong as the probationary period is concluded before May 15th of the same school year. Before probation is instituted, the following steps shall be implemented: a. The evaluator shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held no later than January 10th. The employee shall have the opportunity to have an Association representative in attendance at the conference. iiib. If an employee is being considered for probation, the recommendation to the Superintendent for probation must be made on or before January 20th. Where The recommendation for probation must be in writing and a copy of that recommendation be sent to the conditions employee. The recommendation for probation shall include the following: (1) A definition of Article 5.08.b have been met (with two the problem in terms of deficiencies based upon the evaluative criteria; (2) evaluations Expectations delineating levels of performance that would constitute acceptable performance in the problem areas defined; (3) A prescription for remediation which spells out a course of action and a remediation plantime expectations for the employee involved to reach an acceptable level of performance; and (4) A prescription for assistance which spells out courses of action whereby the employee will be assisted, with notification to the Association)counseled, and where tutored to improve the applicable Selection Committee recommends no further remediationlevel of performance to an acceptable level. (5) If the evaluator deems the employee unsatisfactory after February 1st, a probationary faculty member the employee may be terminated without cause upon placed on probation the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve following year; subsections (8-121) of a first year appointment- (4) will apply. iv. A probationary faculty member may be terminated without cause upon (6) The teacher’s presentation of additional evidence following the expiry of evaluation conference in accordance with sub-section D.4, above, shall not invalidate the two-year probationary period. A probationary faculty member may be terminated with cause during evaluator’s recommendation for probation unless it causes the two-year probationary periodevaluator to withdraw the recommendation for probation. If a faculty member it is terminated during determined by the Superintendent that probation is warranted, then the Superintendent shall notify the employee in writing and such notice shall include all the provisions of Step 2 above. The evaluator may ask for assistance from the Superintendent or his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of designee to supply additional resources during the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator c. Unless days have not been reached, the Responsible Administrator shall recommend added to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viiiin accordance with sub- section E.1, above, and communicated to the association, no later than May 5th, a summarized written evaluation report with recommendations for future action shall be furnished to the employee. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) daysIn the event that the report contains any information not previously made known to and discussed with the employee, the probationary period employee may submit a written, signed statement which shall be attached to the evaluation report and recommendation. Within five (5) working days from the receipt of the report, the employee may request and will be extended by given a hearing with the length Superintendent. The hearing shall be held within five (5) days of such leave, or until receipt of the end request. The pendency of a semester, whichever is greater. ix. Personal leaves of absence without pay this hearing request will not ordinarily be granted impair the Superintendent’s authority to faculty members during their probationary periodprovide notice of contract nonrenewal in accordance with state law.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. A. The probationary period is shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the employee's work and for securing the most effective adjustment of the new employee to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty memberposition of lieutenant. iiiB. During an employee's probationary period, the bargaining unit member serves in the position of lieutenant at the will and pleasure of the Office of the Sheriff. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationAccordingly, a probationary faculty bargaining unit member who has been promoted may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointmentnot grieve, or otherwise challenge by any other available procedure, any decision involving demotion to his former position. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of C. During the probationary period, the probationary faculty no bargaining unit member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered may request a regular position three months prior to the expiry of his/her probationary periodvoluntary transfer. vi. If, after D. The Sheriff or designee may evaluate the final evaluation performance of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty bargaining unit members monthly during their probationary period. Any such evaluation may be discussed with the bargaining unit member and the bargaining unit member may be counseled as to any problems that may reasonably cause him not to be granted permanent status. E. In the event an employee receives a promotion to lieutenant, that bargaining unit member shall serve a probationary period of six (6) months of continuous employment from the date of promotion. Effective immediately upon promotion, the bargaining unit member will receive no less than the current basic rate of pay for a lieutenant. Within ninety (90) days of being promoted, a bargaining unit member may voluntarily "retreat" to his former classification with no loss of previous seniority. Upon the expiration of said six (6) month time period, the appropriate official of the Office of the Sheriff may recommend retention of the bargaining unit member as a lieutenant. In the event the Office of Sheriff fails to approve retention, the bargaining unit member shall automatically revert to his former position, without loss of (previous) rights or benefits. Such reversion may not be appealed through the grievance/arbitration procedure. F. The probationary period for all newly hired bargaining unit members will be twelve (12) months of continuous, full-time employment. Prior to expiration of this time period, the Sheriff, or designee, shall either: approve retention of the bargaining unit member, at which time the bargaining unit member shall be granted permanent status or, in the event the Sheriff shall fail to approve retention, the bargaining unit member shall automatically be separated from employment, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established, pursuant to the Sheriff's policy and procedure. G. During a newly hired bargaining unit member’s probationary period, he serves at the will and pleasure of the Sheriff. Accordingly, a probationary bargaining unit member may not grieve, or otherwise challenge by any other available procedure, any decision involving discipline and/or discharge.

Probation. a. Probation 40.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for Regular Facultyclosely observing the bargaining unit member’s work and for securing the most effective adjustment of the new bargaining unit member to his/her position, and for “separating” bargaining unit members whose performance does not meet the required standards. i. All regular faculty 40.2 The standard probationary period for all new bargaining unit members must will be twelve (12) months of continuous employment (not counting worker’s compensation time Family Medical Leave Act time, military leave time, or time on suspension as a result of disciplinary action or Internal Affairs investigation) from the date that the bargaining unit member obtains certification and is working as a full-time bargaining unit member of BSO. Bargaining unit members will be considered probationary until they have satisfactorily performed the duties of a full- time certified law enforcement deputy for twelve (12) months and have successfully complete two completed the Field Training Deputy (FTD) Program. Prior to expiration of this time period, the Sheriff shall either: (1) approve retention of the bargaining unit member, at which time the bargaining unit member shall be granted permanent status; or (2) years extend the bargaining unit member’s probation for up to an additional six (6) months; or (3) in a probationary appointmentthe event the Sheriff shall fail to approve retention, the bargaining unit member shall automatically be separated from employment, said separation being absolutely final, with no rights of appeal to any authority including either the grievance/arbitration procedure contained herein, or any disciplinary review process established by the Sheriff’s policy and procedure. ii40.3 During a newly hired bargaining unit member’s probationary period, he/she, serves at the will and pleasure of the Sheriff. The Accordingly, a newly hired probationary period is to provide an opportunity for the College to determine whether the faculty bargaining unit member will be satisfactory may not grieve, or unsatisfactory as a regular faculty memberotherwise challenge by any other available procedure, any decision involving discipline and/or discharge. iii. Where 40.4 During the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation planinitial probationary period, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty bargaining unit member may be terminated without cause upon request a voluntary transfer. 40.5 The Sheriff may evaluate the expiry performance of the first year of the two-year bargaining unit members during their initial probationary period. A ‘no remediation’ recommendation must Any such evaluation may be based on explicit pedagogical and/or discipline considerations discussed with the bargaining unit member, and occur within months eight and twelve (8-12) of a first year appointmenthe/she will be counseled as to any problems that may reasonably cause him or her not to be granted permanent status. iv40.6 In the event a bargaining unit member received a promotion from a lower to a higher position, that bargaining unit member shall serve a probationary period of nine (9) months of continuous employment from the date of promotion (not counting worker’s compensation time, Family Medical Leave Act time, military leave time, or time on suspension as a result of discipline disciplinary action or Internal Affairs investigation). A probationary faculty Effective immediately upon promotion, the bargaining unit member will receive no less than the basic rate of pay for the promoted classification that is higher than the previous base rate of pay by at least five percent (5%) provided the increase is within the promoted job classification salary range maximum. Upon the expiration of said nine (9) month time period, the Sheriff or designee may be terminated without cause upon the expiry recommend retention of the two-year probationary periodbargaining unit member in the position to which he or she was promoted. A probationary faculty In the event the Sheriff fails to approve retention, the bargaining unit member may be terminated with cause during shall automatically revert to his/her former position, without loss of (previous) rights or benefits unless the two-year probationary period. If a faculty bargaining unit member is terminated during hisfor disciplinary reasons. Such reversion may not be appealed through the grievance/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance arbitration procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation (a) The probation period for Regular Faculty i. All regular faculty members must successfully complete two all classifications except those listed below shall be twelve (212) years in a probationary appointment. iimonths. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as classifications listed below shall have a regular faculty member. iii. Where the conditions of Article 5.08.b have been met six (with two (26) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year month probationary period. A ‘no remediation’ recommendation must • Accounting Clerk I • Accounting Clerk/Cashier I • Aquatic Leader I • Aquatic Leader II • Cashier & Registration Clerk I • Cashier & Registration Clerk II • Clerk I • Clerk Stenographer I • Clerk Typist I • Dishwasher • Facilities Maintenance Worker I • Food Services ▇▇▇▇ • Food Services Coordinator • Food Services Prep. ▇▇▇▇ • Information Clerk • Lifeguard/Instructor I • Lifeguard/Instructor II • Payroll Clerk I • Program Assistant • Purchasing Clerk I • Purchasing Clerk II • Recreation Facility Clerk • Storekeeper – Operations Centre • Taxes & Utilities Clerk I • Weight Room Attendant I and II An Employee hired from within the bargaining unit into a classification not listed above, and who has either acted in that position or worked for a minimum of six (6) months in the department where the position is located, shall only be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve required to serve a six (8-126) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her month probationary period. vi. If(b) Where an Employee moves from Permanent Part-time status to Permanent Full-time status in the same position, after in the final evaluation same department, the Employee shall be given credit for the time served as a probationary Employee in the Permanent Part-time position as follows: (i) If the full probation period for the Permanent Part-time position is completed: fifty percent (50%) of the probation period for the Permanent Full-time position shall be served. (ii) If a portion of the probation period for the Permanent Part-time position is completed: the probation period for the Permanent Full- time position will be reduced by the equivalent time served as a probationary periodEmployee in the Permanent Part-time position, but in no case shall this probation period be less than fifty percent (50%) of the probation for the Permanent Full-time position. Where an Employee moves from Permanent Part-time status to Permanent Full-time status in a position in another department, or where an Employee moves from Permanent Part-time status to Permanent Full-time status in a different position within the same department, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member Employee shall be advised required to complete the full probation period for the Permanent Full-time position they move into. The term "position", where used in writing, including reasons, three this Sub-section 4.02 (3b) months prior to the end of his/her probationary periodshall not mean "job classification". vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years The intent of the Evaluation Model is to provide assistance to those who do not meet Specified Criteria so that they become effective in their work. If the educator is placed on Probation, a probationary appointmentperiod of sixty days shall be established beginning on or before February 1 and ending no later than May 1. ii1. The purpose of the probationary period is to provide an give the educator opportunity to demonstrate improvements in his/her areas of deficiency. 2. A letter of probation shall clearly delineate the following: a) Details and dates of incidents indicating areas of deficiency. b) Statements by the evaluator showing reasons for recommendation of placement on probationary status. c) A specific delineation of educator and management activities which are designed to remove areas of deficiency; other relevant items which may assist the College educator in improvement of performance and release from probationary status; details of performance and release from probationary status; details and dates of conferences with the educator relative to determine corrective measures to be taken. d) The signature of the educator under a paragraph indicating his/her understanding of the content of the report. e) The signature of the Superintendent indicating concurrence with the evaluator’s recommendation of probation. 3. Immediately upon the signature of the Superintendent concurring with the recommendation for probation, a signed copy of the report shall be given to the educator and signed copy forwarded to the Personnel Office for inclusion in the educator’s file. A copy shall be retained by the Superintendent for action. 4. Any educator receiving the probationary notice shall be placed on a probationary status. All such educators shall be reevaluated on the Long Form prior to May 1 of the same year. It shall be at the discretion of the evaluator as to whether the faculty member Initial Long Form or the Fifth Year Long Form will be satisfactory or unsatisfactory as a regular faculty memberused with the educator. iii5. Where the conditions of Article 5.08.b have been met (with two (2) evaluations Evaluators shall assist in developing and carrying out a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause process for educator improvement during the two-year probationary period. If the educator so desires and the evaluator agrees, a faculty member is terminated during his/her committee mutually agreed upon by the educator and the evaluator may be formed consisting of persons who may be of assistance in this process. The purpose of this committee shall be solely to assist the educator in the improvement process. During the probationary period, such period the evaluator shall meet with the educator at least twice monthly to supervise and make a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final written evaluation of the probationary periodprogress, if any, made by the educator. 6. One of two alternative resolutions of probation shall be indicated on the Evaluation Report. The educator may be released from probation or recommended for non-renewal of contract. If the evaluator recommends release from probation, no further evaluations are required for that year. The following year the educator shall be placed on the Long Form Cycle. It will be at the discretion of the evaluator as to whether the Long Form or the Fifth Year Long Form will be used with the educator. If the evaluator recommends non-renewal of contract, one signed copy of the report shall be given to the educator and one signed copy forwarded immediately to the Personnel Office, which shall transmit the general conclusions and recommendation to the Superintendent immediately. If the Superintendent concurs with the recommendation, the probationary faculty member is found to educator shall be satisfactory notified, in accordance with the appropriate statutes of the State. All evaluation reports containing a recommendation for regular employment, then subject non-renewal of contract shall clearly delineate the following items: a) Reference to the terms applicable “Letter of Probation” and conditions subsequent Superintendent action. b) Details and dates indicating areas of this Agreement he/she shall be offered a regular position three months prior deficiency subsequent to the expiry “Letter of his/her Probation”. During the probationary period. vi. If, after period the final evaluator shall meet with the educator at least twice monthly to supervise and make a written evaluation of the probationary periodprogress, the required levels of improvement as determined if any, made by the Responsible Administrator have not been reached, educator. c) Details and dates of conferences with the Responsible Administrator shall recommend educator relative to corrective measures to be taken subsequent to the appropriate Vice-President that “Letter of Probation”. d) Statements by the faculty member receive no further instructional work beyond evaluator showing the end inability and/or unwillingness of his/her current probationary regular appointment. Where this occurs the faculty member educator to take the necessary action to eliminate the areas of deficiency. e) Additional documentation may be appended to the report if necessary and its inclusion shall be advised in writing, including reasons, three (3) months prior to specified on the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year face of the probationary period must consist of continuous employmentreport. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2a) years New employees in a probationary appointment. ii. The probationary period is job grades up to provide an opportunity and including grade four (4) shall be on probation for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior following hiring and on request by the University before the expiry of such period, the parties may mutually agree to extend such probationary period. Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the end probationary period would normally be three (3) months, and who has seven (7) continuous months of service with the University shall have his/her probationary period waived at the time of his/her appointment to his/her career position. (b) New employees in job grade five (5) and up to and including grade eleven (11), shall be on probation for the first six (6) months following hiring, and on request by the University before the expiry of such period, the parties may mutually agree to extend such probationary period. vii. Where Such extension may be for any period which is mutually agreed, but shall not exceed three (3) months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the probationary regular faculty member is laid-offperiod would normally be six (6) months, he/she and who has ten (10) continuous months of service with the University shall receive pro rata recognition of time worked towards have his/her probationary period waived at the time of his/her appointment to his/her career position. (c) New employees in job grade twelve (12) and above shall be on probation for the first nine (9) months following hiring, and on request by the University before the expiry of such period, the parties may mutually agree to extend such probationary period. HoweverSuch extension may be for any period which is mutually agreed, at least one but shall not exceed three (13) year of months. A term employee who is successful in obtaining a career position as specified in Article 16, Job Postings, for which the probationary period must consist would normally be nine (9) months, and who has twelve (12) continuous months of continuous employmentservice with the University and satisfactory performance assessments on his/her official human resources file shall have his/her probationary period waived at the time of his/her appointment to his/her career position. viii. Where a (d) An interim probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, review prior to the conclusion of the employee’s probationary period will be extended completed by the length of such leave, or until employee’s supervisor. This interim probationary review will take place on the following schedule. The interim probationary review shall be completed before the end of the second (2nd) month for an employee with a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their three (3) month probationary period., before the end of the fourth (4th) month for an employee with a six

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. The probationary period is to provide an opportunity for the College to determine whether the faculty member You will be satisfactory or unsatisfactory as on probation for a regular faculty member. iiiperiod of 6 months from the start date of your employment. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation planDuring this period, with notification either party may terminate your employment by providing 30 days prior notice in writing to the Association), and where other party After the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediationsix months’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary periodprobation, the probationary faculty member prior notice period required by either party for future termination is found to be satisfactory for regular employment, then 60 days subject to the terms and conditions of set forth herein below.  The employment offered under this Agreement he/she agreement shall be offered a regular position three months prior valid until either party terminates it by giving to the expiry other party the number of days of prior notice specified above. Such notice may be given at any time during the course of employment. You are employed by Publicis Sapient “at will” and not for any specific term.  In the event an employee requests for adjustment of his/her probationary period. viun-availed privilege leave against the stipulated notice period then the company may in its discretion agree to do so. If Publicis Sapient reserves the right, at its sole discretion, to terminate your employment without providing the required period of notice, by paying salary in lieu of notice.  Where you notified Publicis Sapient of your voluntary termination, Publicis Sapient reserves the right to accept your resignation anytime during the notice period stipulated above. You will be required to mandatorily provide minimum notice period of thirty (30)calendar days which will not be allowed to be adjusted against the un-availed privilege leave  You shall not be entitled to any salary or any benefits after the final evaluation effective date of termination of your employment with Publicis Sapient.  In the event you do not provide the required period of notice, before voluntarily terminating your employment, Publicis Sapient reserves its right to forfeit your salary as per the requisite notice period duration. In addition, Publicis Sapient will also be entitled to adjust any amounts outstanding against you from your salary, accrued vacation or expense reimbursements, as may be legally permissible.  You acknowledge that if you fail to provide the minimum notice period of thirty days as stated above, Publicis Sapient is bound to suffer substantial damages caused due to improper transition of work, delay in completion of project, hiring and training of your replacement as per our client’s requirements. Therefore considering the gravity of damages that could be suffered by the company, the company reserves its right to assess and recover such damages from you as it deems fit.  In case of breach of these Terms of Employment or misconduct (which includes amongst other things failure to return to work after vacation, absconding from work, taking actions injurious to Publicis Sapient’s business or reputation, undertaking fraudulent acts, obtaining a criminal conviction), Publicis Sapient may terminate your employment without prior notice and without any payment in lieu of notice, and all benefits shall be withdrawn with immediate effect.  There will be no waiver of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend aforesaid notice period requirements unless otherwise specified in this letter or subsequently communicated to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary periodyou. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation (a) The probation period for Regular Faculty i. All regular faculty members must successfully complete two all classifications except those listed below shall be twelve (212) years in a probationary appointment. iimonths. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as classifications listed below shall have a regular faculty member. iii. Where the conditions of Article 5.08.b have been met six (with two (26) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year month probationary period. A ‘no remediation’ recommendation must • Accounting Clerk I • Accounting Clerk/Cashier I • Aquatic Leader I • Aquatic Leader II • Cashier & Registration Clerk I • Cashier & Registration Clerk II • Clerk I • Clerk Stenographer ▇ • Clerk Typist I • Dishwasher • Facilities Maintenance Worker I • Food Services Cook • Food Services Coordinator • Food Services Prep. Cook • Information Clerk • Lifeguard/Instructor I • Lifeguard/Instructor II • Payroll Clerk I • Program Assistant • Purchasing Clerk I • Purchasing Clerk II • Recreation Facility Clerk • Storekeeper – Operations Centre • Taxes & Utilities Clerk I • Weight Room Attendant I and II An Employee hired from within the bargaining unit into a classification not listed above, and who has either acted in that position or worked for a minimum of six (6) months in the department where the position is located, shall only be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve required to serve a six (8-126) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her month probationary period. vi. If(b) Where an Employee moves from Permanent Part-time status to Permanent Full-time status in the same position, after in the final evaluation same department, the Employee shall be given credit for the time served as a probationary Employee in the Permanent Part-time position as follows: (i) If the full probation period for the Permanent Part-time position is completed: fifty percent (50%) of the probation period for the Permanent Full-time position shall be served. (ii) If a portion of the probation period for the Permanent Part-time position is completed: the probation period for the Permanent Full- time position will be reduced by the equivalent time served as a probationary periodEmployee in the Permanent Part-time position, but in no case shall this probation period be less than fifty percent (50%) of the probation for the Permanent Full-time position. Where an Employee moves from Permanent Part-time status to Permanent Full-time status in a position in another department, or where an Employee moves from Permanent Part-time status to Permanent Full-time status in a different position within the same department, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member Employee shall be advised required to complete the full probation period for the Permanent Full-time position they move into. The term "position", where used in writing, including reasons, three this Sub-section 4.02 (3b) months prior to the end of his/her probationary periodshall not mean "job classification". vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. The probationary period is to provide an opportunity for 24.1 After the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions effective date of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationthis Agreement, a probationary faculty member term of no less than 26 weeks must be successfully served by any Employee appointed to any position. 24.2 The probationary term starts on the first day the Employee starts work in the position for which a probationary term is required to be served. 24.3 An Employee’s probationary term may be extended once for another 26 week period to a total of 52 weeks upon the prior approval of the Managing Director of the Division in which the position belongs and the approval of the President or his designee. 24.4 If the probationary Employee’s job performance is unsatisfactory, their appointment may be terminated without cause upon the expiry at any time after eight weeks and before completion of the first year of the two-year probationary probation period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A 24.5 If the probationary faculty member Employee’s conduct is unsatisfactory, their appointment may be terminated without cause upon at any time during the expiry of the two-year probationary period. A . 24.6 If a probationary faculty member may be terminated with cause during Employee is absent from their position because of an approved leave greater than a total of five days, the two-year probationary period. If ’s minimum and maximum periods shall be extended by the period(s) of such approved leave(s). 24.7 Unapproved leaves by a faculty member is terminated during his/her probationary Employee shall be considered as time served in the probationary period. 24.8 An Employee serving a probationary period shall not be covered by Article 20: Discipline, such or Article 26: Job Security of this Agreement with respect to the probationary position. Additionally, an Employee serving a termination probationary period shall not be covered by the provisions of Article 21: Contract Grievance for matters related to their probationary performance. 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be grievable beginning at Step 2 (4.01.e) of entitled to return to the grievance procedure.former position: v. If, after a. If the final evaluation Employee requests such reinstatement within the first eight weeks of the probationary period; or b. If DASNY determines that the Employee will not satisfactorily complete probation. 24.10 A probationary Employee shall receive written notice of the fact that he or she has not satisfactorily passed probation. 24.11 An Employee, the who seeks reinstatement to their prior position at DASNY after resigning from DASNY, shall serve a new probationary faculty member period in that position. 24.12 An Employee, who is found to be satisfactory for regular employment, then subject laid off from DASNY and recalled to the terms and conditions of this Agreement he/she same position within one year, shall not be offered a regular required to serve another probationary period if the Employee had successfully completed probation for that position three months prior to the expiry of his/her probationary periodbeing laid off. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2A) years in Sworn deputies shall serve a probationary appointmentperiod of six (6) months, provided he or she has successfully completed police officer's training, commonly referred to as PTI. In the event he or she has not successfully completed PTI within the aforementioned six (6) month period, his or her probationary period shall continue until successful completion of PTI. ii. The (B) Correctional officers shall serve a probationary period is to provide an opportunity of six (6) months, provided he or she has successfully completed, within a six (6) month period, all required training for correctional officers. In the College to determine whether event a probationary correctional officer has not successfully completed all required correctional officer's training within six (6) months from the faculty member date of his initial employment, his or her probationary period will be satisfactory or unsatisfactory as a regular faculty membercontinue until he successfully completes all correctional training. iii. Where the conditions of Article 5.08.b have been met (with two (2C) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, Telecommunicators shall serve a probationary faculty member may be terminated without cause upon period of six (6) months provided he or she has successfully completed, within a six (6) month period, all required training for telecommunicators. In the expiry event a probationary telecommunicator has not successfully completed all required correctional telecommunicator training within six (6) months from the date of the first year of the two-year his initial employment, his or her probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointmentperiod will continue until he successfully completes all telecommunicator training. iv. A (D) Crime analysis and clerks shall serve a probationary faculty member may be terminated without cause upon period of six (6) months. (E) Cooks shall serve a probationary period of six (6) months. (F) Bailiffs/court security officer shall serve a probationary period of six (6) months. (G) Maintenance engineers and janitors shall serve a probationary period of six (6) months. (H) During the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will the employee shall be grievable beginning at Step 2 (4.01.e) of subject to dismissal for any reason without recourse to the grievance procedure. v. If, after . Upon the final evaluation completion of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she employee shall be offered a regular position three months prior granted seniority rights from his or her most recent date of hire. (I) Probationary employees will be entitled to the expiry eight (8) hours of his/her sick leave per month, but cannot start accumulating sick time until after completion of probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. ii. 34.1 The probationary period is shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit member's work and for securing the most effective adjustment of the new bargaining unit member to provide an opportunity for his/her position. 34.2 During a bargaining unit member's probationary period, he/she serves in the College position of Lieutenant at the will and pleasure of the Sheriff. Accordingly, a probationary bargaining unit member who has been promoted may not grieve, or otherwise challenge by any other available procedure, any decision involving, demotion to determine whether his/her former position. 34.3 During the faculty initial probationary period, no bargaining unit member may request a voluntary transfer. 34.4 The Sheriff may evaluate the performance of bargaining unit members up to four (4) times per six (6) months during their probationary period. Any such evaluation may be discussed with the bargaining unit member and the bargaining unit member will be satisfactory or unsatisfactory counseled as a regular faculty memberto any problems that may reasonably cause him/ber not to be granted permanent status. iii34.5 In the event a bargaining unit member was promoted from a lower law enforcement rank to Lieutenant, that bargaining unit member shall serve a probationary period of six (6) months of continuous employment from the date of promotion. Where Effective immediately upon promotion, the conditions bargaining unit member will receive no less than the basic rate of Article 5.08.b have been met pay for Lieutenant. Within ninety (with two (290) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationdays of being promoted, a probationary faculty bargaining unit member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during voluntarily "retreat" to his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) former classification with no loss of the grievance procedure. v. Ifprevious seniority. If the bargaining unit member chooses to remain in the position of Lieutenant, after and does not voluntarily "retreat" to his/her former rank, upon the final evaluation expiration of the six (6) month probationary period, the probationary faculty Sheriff may recommend retention of the bargaining unit member is found as Lieutenant. In the event the Sheriff fails to be satisfactory for regular employmentapprove retention, then subject the bargaining unit member shall automatically revert to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary periodformer position, without loss of (previous) rights or benefits. Such reversion may not be appealed through the grievance/ arbitration procedure. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty6.01 The employees covered by this Agreement who have completed their Probationary Period , and as a condition of continued employment, shall become members in good standing of the Union or a Local Union. i. (a) All regular faculty members must successfully complete two employees hired through the Union or Local Union shall present to the Employer, a referral slip from the Union or Local Union prior to commencing employment. All new employees shall be subject to the Probationary Period identified in this Article. (2b) years in Until a probationary appointmentemployee completes the Probationary Period of one­ hundred-twenty (1 20) calendar days, or 1 200 hours of active employment, his name shall not appear on any service list, and no grievance may be filed by a probationary employee respecting his termination. The termination of a probationary employee does not constitute a difference between the parties. The employment of a probationary employee may be terminated for any reason, at the sole and unquestioned discretion of the Employer, including, without limitation, unsuitability, subject only to the employee clearly demonstrating a violation of the Human Rights Code. ii(c) A probationary employee is not required to become a member of the Union or a Local Union until he has successfully completed the Probationary Period. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediationNotwithstanding this fact, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination employee will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of Dues Check-off as provided for in this Agreement he/she shall be offered a regular position three months prior to from the expiry commencement of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where (d) Notwithstanding that a probationary faculty employee is not required to become a member is on of the Union or a leave, including sick leave/STIP/LTD, for over sixty (60) daysLocal Union until after the successful completion of the Probationary Period, the probationary period Union or Local Union Initiation Fee (if any) will be extended by deducted in equal instalments over a six (6) month period, beginning with the length first month of such leaveemployment. Should the probationary employee be unsuccessful in completing his Probationary Period, any instalment(s) deducted on account of his Initiation Fee shall be returned to him. Otherwise, the amount of the ihstalment(s) deducted shall be remitted to the Union or a Local Union within fifteen (15) days of the date the probationary employee successfully completes his Probationary Period. After that, deductions will continue until the end of the six (6) month period with remittances to the union or a semester, whichever is greaterLocal Union to be made by the Employer by the fifteenth (15th) of the month following the month in which the deduction was made. Working Dues go to the Local for the duration of the Probationary Period. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of probation shall be one (1) year unless otherwise specified for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointmentcertain designated job classes. ii. The probationary 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period is to provide an opportunity for of probation in the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty memberjourney level class. iii. Where 25.1.2 In the conditions of Article 5.08.b have been met (with two (2) evaluations and event an employee is assigned to light duty status or is absent from work due to a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated lengthy illness or injury during his/her 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 status or lost due to such illness or injury. 25.1.3 Upon successful completion of a termination probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be grievable beginning at Step 2 (4.01.e) of the grievance procedurepromoted in accordance with ARTICLE 23 – APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. v. If25.1.4 Regarding promotional probations, after employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase). 25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the final evaluation of appointing authority, the appropriate Department Head 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 this MOU. 25.2.1 An employee rejected during the probationary faculty member is found period from a position to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement which he/she has been promoted or transferred shall be offered a regular position three months prior returned to the expiry of classification in which he/she has regular status unless the reasons for his/her failure to complete the probationary periodperiod would be cause for dismissal. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator 25.3 An employee shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work be retained beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist only if the appropriate Department Head affirms that the services of continuous employmentthe employee have been found to be satisfactory. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation A newly hired full-time or part time Employee shall be on probation for Regular Faculty i. All regular faculty members must successfully complete two the first six (26) years in months. After completion of the probationary period, seniority shall be effective from original date of employment. If a probationary appointment. ii. The full time or part-time Employee has completed the probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where relief Employee, the conditions of Article 5.08.b have been met (with two (2) evaluations and Employee will not be required to complete a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year second probationary period. If a faculty member relief employee is terminated during his/her hired in a full time or part time position prior to completion of the probationary period, such hours worked as a termination relief Employee will be grievable beginning at Step 2 (4.01.e) applied towards the completion of the grievance procedure. v. If, after the final evaluation six (6) month probationary period. After completion of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to Employee shall accumulate seniority on the terms and conditions basis of this Agreement he/she hours worked which shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of include the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member A newly hired relief Employee shall be advised in writing, including reasons, three on probation for the first six hundred (3600) hours worked. If a relief Employee works on a full-time contract for at least six (6) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member and is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least hired within one (1) year of the end date of the contract as a full-time or part-time Employee, the time spent on the contract will be deemed to be the probationary period must consist of continuous employment. viiiperiod. Where Probationary Employees may be represented by the Union; but, during the probationary period, the Employer shall have the right to transfer a probationary faculty member Employee without access to the grievance procedure on the part of the probationary Employee with respect to any such action. A probationary Employee may be dismissed where the Employer has exercised its discretion in good faith and determined that the Employee is not suitable for continued employment. Relief Employees on a leave, including sick leave/STIP/LTD, for over sixty (60) days, probation who turn down 2 consecutive shifts offered in the probationary period will may be extended deemed not suitable for continued employment based on lack of availability to work. The Union acknowledges and agrees that the Employer has the right to extend a probationary period if, in the opinion of the Employer, suitability for continued employment has not been fully demonstrated by the length of such leave, or until Employee by the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their the original probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in a probationary appointment. iiAny non-provisional employee whose services have been judged unsatisfactory based on the evaluation criteria may be placed on probation by the Superintendent no later than February 1st of any school year and continuing until May 1st of the same school year. The probationary period is to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory sixty school days in length. Days may be added if deemed necessary to complete a program for improvement and to evaluate the probationer’s performance, as a regular faculty memberlong as the probationary period is concluded before May 15th of the same school year. Before probation is instituted, the following steps shall be implemented: (1) The evaluator shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held no later than January 10th. The employee shall have the opportunity to have an Association representative in attendance at the conference. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations If an employee is being considered for probation, the recommendation to the Superintendent for probation must be made on or before January 20th. The recommendation for probation must be in writing and a remediation plan, with notification copy of that recommendation be sent to the Association)employee. The recommendation for probation shall include the following: (a) A definition of the problem in terms of deficiencies based upon the evaluative criteria; (b) Expectations delineating levels of performance that would constitute acceptable performance in the problem areas defined; (c) A prescription for remediation which spells out a course of action and time expectations for the employee involved to reach an acceptable level of performance; and (d) A prescription for assistance which spells out courses of action whereby the employee will be assisted, counseled, and where tutored to improve the applicable Selection Committee recommends no further remediationlevel of performance to an acceptable level. (e) If the evaluator deems the employee unsatisfactory after February 1st, a probationary faculty member the employee may be terminated without cause upon placed on probation the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve following year; subsections (8-12a) of a first year appointment- (d) will apply. iv. A probationary faculty member may be terminated without cause upon (f) The teacher’s presentation of additional evidence following the expiry of evaluation conference in accordance with sub-section D.4, above, shall not invalidate the two-year probationary period. A probationary faculty member may be terminated with cause during evaluator’s recommendation for probation unless it causes the two-year probationary periodevaluator to withdraw the recommendation for probation. If a faculty member it is terminated during determined by the Superintendent that probation is warranted, then the Superintendent shall notify the employee in writing and such notice shall include all the provisions of Step 2 above. The evaluator may ask for assistance from the Superintendent or his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of designee to supply additional resources during the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two Engagement of all ongoing and long-term (2six months or greater) years in non-ongoing employees will be subject to a probationary appointment. iiprobation period. The probationary probation period is to provide an opportunity for normally three months. However, the College to determine whether the faculty member will be satisfactory delegate may set a shorter or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation planlonger period, with notification having regard to the Association), nature and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry circumstances of the first year employment. The delegate must advise an employee in advance of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member his or her engagement: that his or her employment is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary period, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms satisfactory completion of a probationary period; the circumstances under which an extension of probation may occur; the maximum period of his or her probation; and conditions that, where a decision is made to terminate employment during the probation period, there are no provisions under the Public Service Act 1999 for an APS employee to seek a review of this the decision. A Probation Agreement he/she shall which sets out job expectations will be offered a regular position three months prior put in place within one month of commencement. Ongoing feedback will be provided to the expiry of his/her probationary period. viprobationer. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months At least two weeks prior to the end of his/her the probation period, a report will be prepared by the supervisor to provide an assessment of the employee’s conduct and work performance against the Probation Agreement. After satisfactory completion of the employee’s probationary period. vii, the delegate will confirm his or her engagement in writing. The delegate may extend the original probation period for a further period (normally three months) if it is identified that further performance issues remain unresolved. Where a probationary regular faculty member an employee’s performance, attendance or conduct is laid-off, he/she shall receive pro rata recognition of time worked towards his/her rated as unsatisfactory during the initial or extended probationary period, the delegate may terminate the employee’s employment. HoweverIn the event of a decision being made to terminate his or her employment during the probation period, at least one (1) year the probationer will be: notified in writing of that intention; provided with copies of all relevant documents relating to the assessment of his or her performance; and be given sufficient time to respond to the delegate’s decision before the decision is implemented and the probationary period must consist expires. Graduates, Cadets and Trainees are subject to separate probation arrangements which extend probation for the period of continuous employment. viiitheir respective programs. Where Employees on probation are excluded from the redeployment and redundancy provisions of this Agreement and the Authority’s Managing Underperformance Policy. Administration of probation processes will be in accordance with the Authority’s Probation Policy and Review of Workplace Decisions Policy. Occupational Health and Safety (OHS) All parties to this Agreement are committed to the safe operation of all equipment, to safe working practices and to a probationary faculty member is healthy work environment for all employees in accordance with applicable occupational health and safety obligations. The Authority will continue to support a safe and healthy workplace environment for all employees. The Authority and employees will fulfil their responsibilities under the Occupational Health and Safety Act 1991, as varied from time to time. All employees will take a proactive approach to minimise OHS risk in the workplace, with managers expected to take a lead role. OHS will be facilitated by appropriate measures including a Health and Safety Management Arrangement (HSMA) and OHS Committee. Dispute settlement procedures will be consistent with this Agreement, subject to Section 24 of the Occupational Health and Safety Act 1991. Health and Wellbeing The Authority encourages employees to achieve a work/life balance with a focus on their physical, mental and social wellbeing. The Authority will maintain an annual health and wellbeing week aimed at promoting a leave, including sick leave/STIP/LTD, range of health and wellbeing activities and information for over sixty (60) daysall employees. In addition to the program, the probationary Authority will provide employees with a $300 health and wellbeing allowance. The allowance will be payable annually as a lump sum, following receipt of an employee declaration that he or she intends to use the $300 payment for health and wellbeing purposes. Initial payment of the allowance will be made as soon as practicable after commencement of the Agreement, with subsequent payments being made at the beginning of each financial year. The allowance will be payable to: ongoing employees (including part-time employees), who are employed by the Authority as at 1 July each year; and non-ongoing employees (including part-time employees), who have been employed by the Authority for at least six months as at 1 July each year. Employees who are on LWOP (other than maternity, adoption and fostering leave without pay) for a period of six months or more as at 1 July each year will not be entitled to receive the allowance for that year. Screen-based Work Where an employee requires spectacles in order to undertake screen-based work, once every two years the Authority will provide for eye sight testing and reimbursement of the cost of prescription lenses (excluding spectacle frames) consistent with the limits in the Authority’s Screen-based Work Policy. Workplace Diversity The Authority is committed to embracing the principles of equity and diversity in its daily business. The Authority aims to provide an inclusive work environment by recognising and valuing individual differences, providing a fair, harmonious and safe workplace and offering opportunities for all employees to achieve their full potential. The Authority will endeavour to take into account the principles of workplace diversity in developing all policies, guidelines and procedures that impact on employees - including working arrangements, organisation structures, performance management, selection and recruitment and career development opportunities. Performance Management. The performance management scheme in the Authority is known as the Performance Management and Development Scheme (PMDS). The PMDS seeks to: act as a mechanism for actively seeking and providing two-way feedback that is constructive, fair and honest; promote continual informal communication and feedback; link career and salary advancement to individual performance; and provide for the setting of individual/team goals that support the strategic objectives of the Authority and for gaining the skills needed to achieve these goals. Managers should actively manage the performance of their employees and promptly address performance issues as they arise. All employees who are employed for a period of three months or more must enter into a Performance Management Plan (PMP) in accordance with the PMDS, and consistent with the Authority’s Capability Framework and Work Level Descriptors. The PMDS assessment period will be extended from 1 July to 30 June of the following year. PMPs for the forthcoming year must be agreed by 31 July or as otherwise agreed. Discussions between an employee and his or her manager regarding performance and development needs will provide the opportunity for two-way feedback between the employee and his or her manager. In forming a view on an employee’s performance, managers will take into account any personal circumstances which may have impacted on the employee’s performance. Where an employee’s work responsibilities change, the PMP must be varied in collaboration between the employee and manager to reflect those varied responsibilities. Formal review of performance against the PMP will be completed at least twice a year. To assist in achieving productivity improvements during the course of this Agreement, each review will be completed by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.agreed dates:

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two new employees shall be on probation until they have worked ninety (290) years in a probationary appointment. iiworkdays**. The Employees shall only be required to serve one (1) probationary period is with the district should they be re-hired to provide an opportunity 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 College to determine whether sole discretion of the faculty member Employer. A performance conference between the probationary employee and his/her immediate supervisor will be satisfactory or unsatisfactory as a regular faculty member. iii. Where held within the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first year of the two-year probationary period. A ‘no remediation’ recommendation must Probationary employees shall not be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve entitled to insurance benefits, to use paid leave days, to receive pay for holidays, however, upon completion of their probationary period the employees will be credited the paid leave days (8excluding holidays) from the date of initial employment. The crediting of paid leave days shall be prorated for employees starting mid-12) year. Employees, at the beginning of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her their probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) 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 grievance procedure. v. Ifcontract, after information and opportunities regarding the final evaluation 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 probationary faculty member is found 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 be satisfactory for regular employmentbeing placed in a full time position as a "permanent employee"), then subject to the terms and conditions of this Agreement he/she said driver's probationary period for a bus driver position shall be offered a regular position three months prior reduced to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend sixty (60) days and all entitlements related to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards his/her probationary period. However, at least one (1) year completion of the probationary period must consist shall be granted at that time. If a driver or sub driver from another school district or employer has at least five year (5) or more of continuous driving experience, the employee shall only serve a probationary period of thirty (30) days for insurance purposes only, but for seniority and salary schedule purposes these employees shall not accrue seniority until the 91st day of employment. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All Classified employees who have been recommended by the Director of Operations to be placed on probation and who are notified by the Superintendent that they have been placed on probation, subsequently, shall have their job performance officially evaluated at least twice by the Administrator charged with regular faculty members must successfully complete evaluation in the year succeeding the year that he/she is being placed on probation. One of the evaluations shall be conducted prior to December 15, in the year succeeding notification of probation, and the second official evaluation shall be conducted prior to March 10, of the year succeeding notification of probation. Bargaining Unit Members who have been placed on probation shall have their job performance officially evaluated at least two (2) years times by their immediate Supervisor in a probationary appointmentthe year following the year he/she was placed on probation. One of the evaluations shall be conducted prior to December 1, in the year following notification of probation, and the second official evaluation shall be conducted prior to February 1, of the year following notification of probation. iia. Classified employees may be placed on probation by the Superintendent or designee at any time for a period of up to one year, but not to exceed two years. The probationary period If the Superintendent or designee places the classified employee on probation, notification of such placement shall be given to the classified employee, Association President, the immediate Supervisor, the Director of Operations, and the Board of Education. If the classified employee is placed on probation as an outgrowth of the evaluation process identified above, the process as identified shall prevail. If, however, the reason for the recommendation for the classified employee to provide an be placed on probation and the subsequent placing on probation is due to conduct or actions on the part of the classified employee which are purported to be detrimental to the effectiveness of the educational process of the school or the district, the placement of the classified employee on probation may be at any time of the school year. If the placement occurs early enough in the school year and does not require the suspension of the employee from their normal duties, the procedure identified above will prevail. If such placement occurs after December 1 in the school year, the evaluation process can be accelerated so that sufficient opportunity for the College to determine whether correction of the faculty member purported actions may be given, or the probationary status may be continued for the next school year or the probation status may be dropped. If the probationary status is continued for the next school year, this second year will be satisfactory or unsatisfactory as a regular faculty member. iii. Where considered to be the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry of the first second year of the two-year maximum length of probationary periodstatus. A ‘no remediation’ recommendation must classified employee may be suspended from regular duty, with pay, until a formal hearing is held. If the classified employee, in the opinion of the Superintendent, purportedly has conducted himself/herself in a manner that cannot be condoned in any form, and until a formal hearing can be held, and in the opinion of the Superintendent, their presence in the school or their intention to resume their normal duties might prove disruptive to the educational process or might cause irreparable damage to other employees, the classified employee may be suspended. This suspension based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) the recommendation of a first year appointment. iv. A probationary faculty member the Superintendent to the Board of Education may be terminated without cause upon for up to ten days, or may demote the expiry employee by registered mail. Within ten days following the receipt of such notice by the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during his/her probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of the probationary periodemployee, the probationary faculty member is found to be satisfactory for regular employment, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised employee may file an appeal in writing, including reasonswith the Henry County Court of Common Pleas. After hearing the appeal, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-offCommon Pleas Court may affirm, he/she shall receive pro rata recognition of time worked towards his/her probationary period. Howeverdisaffirm, at least one (1) year and modify the action of the probationary period must consist Board of continuous employmentEducation. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2a) years in Each new worker shall serve a probationary appointment. iiperiod of nineteen (19) complete pay periods unless otherwise indicated in the appendices when it shall be twenty-five (25) complete pay periods or 12 months as denoted. The An incomplete pay period served on initial appointment shall not be counted. Upon successful completion of such probationary period is to provide an opportunity for period, the College to determine whether the faculty member will worker shall be satisfactory or unsatisfactory as deemed a regular faculty member. iiipermanent worker. Where the conditions A leave of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may absence without pay shall not be terminated without cause upon the expiry credited toward completion of the first year of the two-year worker's probationary period. A ‘no remediation’ recommendation The parties agree that probationary workers shall have all rights in this Agreement, unless otherwise specified, including full and complete access to the grievance procedure. Consistent with County Charter Section 704(e), probationary workers may not grieve suspensions, demotions, or dismissals. b) Classified probationary workers and unclassified workers who have not completed a period equal to the probationary period for a comparable classified position shall have the right to request and receive Department/Agency administrative review of disciplinary action taken during this period. Such review must be based on explicit pedagogical and/or discipline considerations and occur requested in writing within months eight and twelve ten (8-1210) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry working days of the two-year probationary perioddisciplinary action or it is waived. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during The department/agency head, or his/her designated representative, shall hear and make a decision in writing. Notice of disciplinary action must be served on the worker in person or by certified mail prior to the disciplinary action becoming effective. Notice shall be included in worker's personnel file and a copy sent to the Union and designated Chief ▇▇▇▇▇▇▇, and shall include: 1. Statement of the nature of the disciplinary action. 2. Effective date of the action. 3. Statement of the cause thereof. 4. Statement in ordinary and concise language of the act or omissions upon which the causes are based. 5. Statement advising the worker of the right to administrative review of such action and the right to Union representation. Such worker shall be given either five (5) days notice of discharge, or demotion, or five (5) days pay, except where circumstances require immediate action. c) A worker serving a new probation in the classified service, who transferred from the same classification in the unclassified service and had grievance rights pursuant to Section 6.2, shall retain those rights while serving in the new probation period in the classified service. d) A worker with permanent status, who is serving a subsequent probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. If, after the final evaluation of and who is released during the probationary period, shall retain the probationary faculty member is found right to be satisfactory for regular employment, then subject appeal such release to the terms Personnel Board and conditions of this Agreement he/she shall be offered a regular position three months prior the right to the expiry of return to his/her probationary period. viformer class in accordance with Section 6.9. If, after the final evaluation of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, three (3) months prior to the end of his/her probationary period. vii. Where a probationary regular faculty member is laid-off, he/she Such worker shall receive pro rata recognition a ten (10) working day notice of time worked towards his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employmentrelease. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation 12.8.1 A permanent appointment is considered to be probationary for Regular Faculty i. All regular faculty members must successfully complete two nine (29) years months. When an APT member who holds a permanent position is appointed to another position within the scope of the Bargaining Unit, the University may waive some or all of the nine (9) month probationary period. This shall be discussed at the time of appointment and stated in a probationary the letter of appointment. ii. The If the entire probationary period is to provide an opportunity not waived, the APT member’s original position will be filled on a term basis for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry duration of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty the APT member is terminated 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 his/her the probationary period, such a termination will the APT member’s performance and progress shall be grievable beginning at Step 2 (4.01.e) evaluated by the appropriate Director or equivalent and discussed with the APT member. The written evaluation shall become part of the grievance proceduremember’s official personnel file. v. If, after 12.8.3 At least one month prior to the final evaluation expiration of the probationary period, the probationary faculty member is found to APT member’s performance will be satisfactory for regular employmentreviewed by the appropriate Director or equivalent, then subject to the terms and conditions of this Agreement he/she shall be offered a regular position three months prior to the expiry of his/her probationary period. vi. If, after the final evaluation who will recommend one of the probationary period, the required levels of improvement as determined by the Responsible Administrator have not been reached, the Responsible Administrator shall recommend to the appropriate Vice-President following: a) that the faculty member receive no further instructional work beyond appointment be made a permanent one; or b) that the end probationary period be extended, once, only for a period of his/her current probationary regular appointment. Where this occurs the faculty member shall be advised in writing, including reasons, up to three (3) months 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 end expiration of his/her an extended probationary periodperiod 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. vii. Where a 12.8.5 If at any time during the probationary regular faculty period it becomes clearly evident that the APT member is laid-offnot performing the job satisfactorily, he/she the appointment will be terminated. Seven (7) days’ notice shall receive pro rata recognition of time worked towards his/her probationary periodbe given if the incumbent has been in the position for less than fifteen (15) weeks. HoweverIf the incumbent has been in the position for fifteen (15) weeks or longer, at least one (1) year two weeks’ notice shall be given. 12.8.6 Prior to the expiration of the probationary period must consist the Human Resources Department will notify the APT member in writing of continuous employmentthe decision, with a copy to the Chair of the Faculty Association. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.

Probation. a. Probation for Regular Faculty i. All regular faculty members must successfully complete two (2) years in A. A newly hired employee or an employee promoted from a class outside the bargaining unit to a class within the bargaining unit shall serve a probationary appointment. ii. The probationary period is of 12 months of active service during which he/she shall have the opportunity to provide an opportunity for the College to determine whether the faculty member will be satisfactory or unsatisfactory as a regular faculty member. iii. Where the conditions of Article 5.08.b have been met (with two (2) evaluations and a remediation plan, with notification demonstrate to the Association), and where the applicable Selection Committee recommends no further remediation, a probationary faculty member may be terminated without cause upon the expiry satisfaction of the first year of the two-year probationary period. A ‘no remediation’ recommendation must be based on explicit pedagogical and/or discipline considerations and occur within months eight and twelve (8-12) of a first year appointment. iv. A probationary faculty member may be terminated without cause upon the expiry of the two-year probationary period. A probationary faculty member may be terminated with cause during the two-year probationary period. If a faculty member is terminated during Fire Chief his/her suitability for the job. In the event the employee is, for any reason, absent from duty for any reason other than floating holidays or on light duty for an accumulated period equal to two weeks scheduled work hours or more, then all such time shall be added to the probationary period, such a termination will be grievable beginning at Step 2 (4.01.e) of the grievance procedure. v. IfB. A newly hired employee who, after the final evaluation of during the probationary period, does not demonstrate suitability for the class, as determined by the Fire Chief, shall be notified in writing of the reason(s) and shall be terminated. An employee promoted from a class outside the bargaining unit to a class within the bargaining unit who, during the probationary faculty member period, does not demonstrate suitability for the class as determined by the Fire Chief, shall be returned to his/her position held prior to the promotion or to another position at the same or lower level for which the employee is found determined to be satisfactory qualified, provided there is no cause for regular employment, then subject dismissal. An employee shall not have access to the terms and conditions grievance procedure regarding the termination during probation. C. An employee promoted or demoted from a class within the bargaining unit to a class within the bargaining unit shall serve a probationary period of this Agreement six months of active service during which he/she shall be offered a regular position three months prior have the opportunity to demonstrate to the expiry satisfaction of the Fire Chief his/her suitability for the job. In the event the employee is absent from duty for any reason other than scheduled leave or on light duty for an accumulated period equal to one week scheduled work hours or more, then all such time shall be added to and thereby extend the probationary period. vi. IfD. An employee promoted from a class within the bargaining unit to a class within the bargaining unit who, after the final evaluation of during the probationary period, does not demonstrate suitability for the required levels of improvement class, as determined by the Responsible Administrator have not been reachedFire Chief, the Responsible Administrator shall recommend be notified in writing and shall be demoted to the appropriate Vice-President that the faculty member receive no further instructional work beyond the end of his/her current former classification. A promoted employee serving a probationary regular appointment. Where this occurs period within the faculty member bargaining unit shall not be advised in writing, including reasons, three (3) months prior entitled to the end of appeal his/her non-successful probationary period. vii. Where a probationary regular faculty member is laid-off, he/she shall receive pro rata recognition of time worked towards period and his/her probationary period. However, at least one (1) year of the probationary period must consist of continuous employmentreturn to his/her former position. viii. Where a probationary faculty member is on a leave, including sick leave/STIP/LTD, for over sixty (60) days, the probationary period will be extended by the length of such leave, or until the end of a semester, whichever is greater. ix. Personal leaves of absence without pay will not ordinarily be granted to faculty members during their probationary period.