Common use of Probation Clause in Contracts

Probation. a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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) 12.1 A newly hired fullemployee shall be known as a probationary employee until she/he has actually worked and successfully completed five hundred and sixty-time Employee may two and one-half (562.5) hours of work. 12.2 On or before the expiry date of the initial probationary period, the Company will confirm, to the employee, the decision to: (a) confirm the employee’s appointment as having successfully completed her/his probation; or (b) terminate the employee. (c) an employee who completes probation will be considered deemed to be a seniority employee and will then be placed at the bottom of the applicable seniority list and the position on the list will next be determined when the list is next posted in January or June as the case may be. (d) a seniority tie in such circumstances shall be resolved by alphabetical order of the employee’s surname. 12.3 It is recognized that probation for is a period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Company, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse in the sole and absolute discretion of the Company. Probationary employees will also have no right of recall from lay-off if they have been laid off during the Probationary Period. 12.4 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of Article 7.1. 12.5 While it is acknowledged that Probationary employees are bargaining unit employees and covered by this collective agreement, it is also understood that certain provisions of this Agreement do not apply to probationary employees as expressly set out in this agreement. Without limiting the generality of the foregoing, it is understood that probationary employees have no entitlement to participation in group benefits, group RRSP, or sick leave entitlement. It is also understood that probationary employees will only be entitled to the Grievance Procedure statutory holidays and statutory vacations as prescribed by and in accordance with the Employee provided that the provisions Employment Standards Act of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireOntario. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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. aOnce AJW Technique Inc. has exhausted the former AVEOS Fleet Performance Inc. seniority lists for applicable categories or after January 14, 2018, the Company will consider all new employees as new hires. Note: For further clarity, an example would be as follows: Once all employees from the former AVEOS Fleet Performance Inc. category 17 have been contacted and considered for employment opportunities as Machinist at AJW Technique Inc., the Company is not obliged to call any other category of the former AVEOS Fleet Performance Inc. for opportunities of employment as Machinist. AJW Technique Inc. is considered to have exhausted the applicable seniority list and may proceed in the hiring of a new employee. The probationary period for new employees within the bargaining unit is ninety (90) A newly hired full-time Employee may working days. If the employee is retained in service of the Company beyond that period, he will be considered permanent and his seniority date shall be retroactive to his date of hire. All new employees will be subject to a performance review based on probation for performance, attitude and aptitude. There will be a period minimum of two (2) performance reviews during this evaluation period. The Company reserves the right to extend the probationary periods where it feels further evaluation of the employee is required. In this case, the Company shall inform the union of its decision no more less than six seven (67) months from working days before the start date. i) The probation period may be extended by mutual agreement between end of the Employer and the Union for up to three (3) 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 second 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. d) During this probation, an Employee shall probationary period. Probationary employees will be entitled to all rights and privileges provided by this Agreement, unless detailed otherwise, with the only exception that he may be discharged by the Company without recourse to grievance procedure. A written notice to the Union’s Chief ▇▇▇▇▇▇▇ summarizing the decision will follow no later than seven (7) business days. A laid off employee who retains seniority as provided under Article 5 or an employee on leave of absence 5. Seniority‌‌ (Article 7) shall not be deemed to have separated from employment and shall not require being on probation, should the employee return to work. An employee who voluntarily transfers from one classification to another within the scope of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the shall serve a probationary period without recourse to of sixty (60) working days in the Grievance Procedure by new position. If probation fails, the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union and the Employee employee will be advised of the evaluation process three (3) days prior returned 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 payhis previous classification. 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) A newly hired full24.1 Employees appointed from eligibility lists, reinstated employees, employees promoted on or after the first day of the first full pay period in the first month following City Council adoption of this 2018-time Employee may 2022 MOU, and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be considered subject to be on probation for a period of no more than six probation. The regular period of probation shall be twelve (612) months from the start datemonths. i) The probation period 24.1.1 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, said employee’s probationary status may be extended by mutual agreement between beyond the Employer 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 an illness or injury. 24.1.2 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. 24.2 The work and the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee appropriate Department Head may be considered to be on probation for a period of 975 work hours from reject 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such a rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of any state or federal laws. 24.2.1 An employee rejected or laid off during the probationary period, seniority period from a position to which he/she has been promoted or transferred shall be effective from returned to the last date of hireclassification in which he/she has regular status unless the reasons for his/her failure to complete his/her probationary period would be cause for dismissal. e) Employees 24.2.2 The appropriate Department Head shall request the Human Resources Department to prepare a Personnel Action Form to separate or return to a former classification any employee to be rejected during a probationary period. 24.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and appropriate Department Head affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found 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 paybe satisfactory. 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. a6.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the bargaining unit employee’s work and for securing the most effective adjustment of the new employee to his/her position, and for separating bargaining unit employees whose performance does not meet the required standards 6.2 The standard probationary period for all new BSO employees will be twelve (12) A newly hired months of continuous employment from the date that the bargaining unit employee begins working as a paid full-time Employee may employee. 6.3 Bargaining unit employees in the job classification of Child Protective Investigator will be considered probationary until they have successfully completed pre-service training and have successfully performed the duties of a Child Protective Investigator for twelve (12) consecutive months thereafter. 6.4 Prior to expiration of the time period set forth in paragraph 6.2 for newly hired employees, the Sheriff shall either: (1) provide written retention of the bargaining unit employee granting regular employment status; (2) extend the bargaining unit employee's probation up to an additional six (6) months; or (3) in the event of the Sheriffs failure to provide written retention as set forth in (1) hereof, the bargaining unit employee shall automatically be separated from employment unless there is a vacant position available upon which he/she is qualified; if separated, 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 procedures (SPM). 6.5 A bargaining unit employee, during the probationary period, serves at the will and pleasure of the Sheriff. Accordingly, a probationary employee may neither grieve, nor otherwise challenge by any other available procedure, any decision by the Sheriff involving any disciplinary actions or discharge. Probationary bargaining unit employees, through the IUPA, are limited in their use of the grievance procedure contained in Article 7 to resolve only a contractual grievance through the IUPA, as defined in 7.2 exclusive of a disciplinary or discharge action. 6.6 During the initial probationary period, no employees may request a voluntary transfer. 6.7 The Sheriff or designee may evaluate the performance of bargaining unit employees at least four (4) times during their initial probationary period. All performance evaluations will be discussed with the bargaining unit employee. BSO will counsel the bargaining unit employee on probation for any concerns that may deny permanent status to said employee. 6.8 In the event a current bargaining unit employee receives a job classification change within the bargaining unit, that bargaining unit employee shall serve a probationary period of no more than six (6) months of continuous employment from the start date. i) The probation period may be extended by mutual agreement between effective date of the Employer and the Union for up to three (3) additional monthsjob classification change. Bargaining unit employees, for reasons that who 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time having performance issues during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout including those who may need to have their probationary period by their supervisorextended for further evaluation, will be notified within a reasonable time of when the performance issues become apparent. Bargaining unit employees will not be required to serve a probationary period if the job classification change is the result of bumping (as outlined in the layoff article) or reclassification. i6.9 Upon the expiration of said six (6) Full-month time Employees period, set forth in paragraph 6.8, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve such retention and the employee is not terminated for disciplinary reasons, the bargaining unit employee shall have the option to revert to his/her former job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be evaluated mid-way appealed through the grievance/arbitration procedure. 6.10 In the event an employee represented by the IUPA Supervisory Unit or an unrepresented employee receives a job classification change into a job classification within this bargaining unit, the employee shall serve a probationary period of six (6) months continuous employment from the effective date of the job classification change; provided, however, that bargaining unit employees who receive a job classification change to the job classification of Child Investigative Specialist will be considered probationary until they have successfully completed the academy and just they have successfully performed the duties of a Child Investigative Specialist for twelve (12) consecutive months thereafter. 6.11 Upon the expiration of said six (6) month time period, the appropriate official of BSO may recommend retention of the bargaining unit employee within the new job classification. In the event the Sheriff fails to approve retention, the bargaining unit employee shall have the option to revert back to his/her former job classification within the IUPA Supervisory Unit or unrepresented job classification as long as a vacancy exists. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the new job classification. Such reversion may not be appealed through the grievance/arbitration procedure. 6.12 Unless he/she is terminated for disciplinary reasons, an employee may voluntarily retreat within ninety (90) days to the previous position held prior to the end of job classification change as long as the probationary period. ii) Part-time Employees shall be evaluated previous position is within this bargaining unit, the IUPA Supervisory Unit, or in an unrepresented job classification. Upon reverting to his/her former job classification, the bargaining unit employee will receive the wages and benefits he/she received prior to moving to the end of their probationary periodnew job classification. Such reversion may not be appealed through the grievance/arbitration procedure. 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) A For newly hired employees, the probationary period shall be: i) two hundred and seventy (270) hours worked for full-time Employee may be considered to be on probation for a period of no more than employees; ii) two hundred and seventy (270) hours worked or six (6) months from calendar months, whichever occurs first, for regular part-time employees; and, iii) two hundred and seventy (270) hours worked or eight (8) calendar months, whichever comes first, for casual part-time employees. The parties recognize that ongoing feedback about the start datenurse’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 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 discharged, unless the probationary employee is released for exercising a right under this Agreement. (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 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 probation 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 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 grievance is lodged by the employee with the Manor at Step No. 3 within seven (7) calendar days after the date the discharge or suspension is effected. Such special grievance may be extended by mutual agreement between settled under the Employer and the Union for up to three (3) 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.Grievance or Arbitration Procedure by: i) The probation period may be extended by 487 work hours confirming the Manor's action in writing to dismissing the Employee and the Union. c) An Employee hired in a second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period.employee; or ii) Part-time Employees shall be evaluated prior to reinstating the end of 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 employee with or following the evaluation, with no without loss of payseniority and with or without full compensation for the time lost; or iii) by any other arrangement which may be deemed just and equitable. 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. a1. All employees hired after this Agreement takes effect shall, on or before the fifth (5th) A newly hired full-time Employee may be considered day of employment, receive from the Board a copy of this Agreement, the current job description for his/her position and written notice of the Immediate Supervisor to whom he/she is required to report. Employees entitled to receive the information contained in this section shall sign an acknowledgement of the receipt of the written information to be provided under this section, on probation a form prescribed by the Superintendent. If an employee refuses to sign an acknowledgement, then a witness will sign acknowledging that the employee received the specified information. 2. All new employees shall be placed on a ninety (90) workday probation. All new employees shall, prior to their first day of work, pass a Bureau of Criminal Investigation and Identification (BCII) and a Federal Bureau of Investigation (FBI) criminal records check to be commenced and as proof that such criminal records check has commenced shall provide the administration with a receipt from the law enforcement office where the criminal records check was requested prior to the first day of work. Failure to schedule the BCII and FBI criminal records check within the period set forth within this paragraph will be cause for immediate termination without any notice or opportunity to be heard. After successfully completing probation, seniority shall be computed from the date of hire. New employees shall not be eligible for insurance coverages until they have worked ninety (90) calendar days. 3. If the employee denies the accuracy of the BCII and/or FBI report, the employee shall immediately be placed on leave without pay or benefits for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months90 days. If within that period, for reasons that are outlined the Board receives a corrected report from BCII and/or FBI which is not inconsistent with the employee’s answers to questions on the job application, the employee shall be returned to duty with back pay to resume his/her contract status in writing to effect as of the Employee and beginning of such leave. If within the Union. b) A newly hired part-time Employee may be considered to be on probation for a period of 975 work hours such leave the Board does not receive a corrected report 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 second or subsequent position shall serve a probation period of three (3) months unless the Employee is taking on a second or additional position BCII and/or FBI which is substantially identical in another area or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probationnot inconsistent with the employee’s answers to questions on the job application, an Employee the action of the Board employing such employee shall be entitled void without any further act by any party, and without the necessity of proceedings under the contract to all rights and privileges formally terminate such employee’s contract of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireemployment. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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) A newly hired full-time 24.1 After the effective date of this Agreement, a probationary term of no less than 26 weeks must be successfully served by any Employee may be considered 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 on probation for a period of no more than six (6) months from the start dateserved. i) The probation period 24.3 An Employee's probationary term may be extended by mutual agreement between once for another 26 week period to a total of 52 weeks upon the Employer prior approval of the Managing Director of the Division in which the position belongs and the Union for up to three (3) additional months, for reasons that are outlined in writing to approval of the Employee and the UnionExecutive Director or his designee. b) A newly hired part-time Employee 24.4 If the probationary Employee's job performance is unsatisfactory, their appointment may be considered to be on terminated at any time after eight weeks and before completion of the probation for a period of 975 work hours from the start dateperiod. i) The probation period may be extended by 487 work hours in writing to 24.5 If the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period of three (3) months unless the Employee probationary Employee's conduct 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. d) During this probationunsatisfactory, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee their appointment may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the period. 24.6 If a probationary Employee provided that the provisions is absent from their position because of Clauses 11.01 and 13.01 (e) are followed. After completion an approved leave greater than a total of five days, the probationary period, seniority 's minimum and maximum periods shall be effective from extended by the last date period(s) of hiresuch approved leave(s). e) Employees 24.7 Unapproved leaves by a probationary Employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-considered as time Employees shall be evaluated mid-way through and just prior to the end of served in the probationary period. ii) Part-time Employees 24.8 An Employee serving a probationary period shall not be evaluated prior covered by Article 21: Discipline, or Article 26: Job Security of this Agreement with respect to the end probationary position. Additionally, an Employee serving a probationary period shall not be covered by the provisions of Article 20: Contract' Grievance for matters related to their probationary periodperformance. f) The Union 24.9 An Employee who has successfully completed the probationary period in a position and who is appointed to another probationary position, will be entitled to return to the former position: a. If the Employee requests such reinstatement within the first eight weeks of the probationary period; or b. If the Authority determines that the Employee will be advised not satisfactorily complete probation. 24.10 A probationary Employee shall receive written 'notice 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 fact that he or following the evaluation, with no loss of payshe has not satisfactorily passed probation. 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. aA. Probationary employees are recognized as a part 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. B. The probationary period shall be a one (1) A newly hired year period beginning from their first paid workday in a full-time, permanent position and will not include periods of time Employee may be considered to be on probation paid or unpaid leave time exceeding five (5) consecutive workdays; however, paid leave time for a period of no more than six (6) months from the start datevacation, sick time, legally required jury or witness duty, and/or holiday leave shall not extend an employee’s probationary period. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Union. b) C. 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employee may be terminated from employment at any time during the probationary period without recourse period. The probationary employee shall not have the right to appeal this decision under any procedures set forth in this MOU or the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the Personnel Manual. D. While serving a probationary period, seniority 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 effective reinstated to the previous lower classification position from which the last date of hireemployee 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. e2. 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 complete the remaining probationary period for the lower classification. E. 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) Employees months of actual and continuous service. 1. 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 regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just 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 employee required to be achieved before the end of a probationary period will be provided in writing with any required deadlines (which may include the probationary period. iijob classification) Part-time Employees shall be evaluated prior to at the end start of 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. f) The Union and H. Probationary employees may use 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, grievance procedure in accordance with no loss of payArticle 35 - Grievance. 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) A newly hired full-time Employee may be considered All new employees appointed to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) 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 second or subsequent position shall serve a probationary period of nine months, during which time they can be discharged without cause. Written notification of termination shall be provided to the employee. An employee may take any promotional examination while he/she is in either an original or promotional probationary period, except that an employee during the original probationary period shall not be selected over a bargaining unit employee who meets the minimum qualifications and achieves a passing score in the promotional examination process. 1. A promoted employee will be subject to a probation period of three six months. However, the promoted employee has thirty (330) months unless the Employee is taking on days to determine whether he or she wishes to continue in a second promoted status. Within that thirty (30) day period he or additional she may elect to return to his or her former position which is substantially identical in another area without loss of seniority or department in which case Articles 14.05(a) and 14.05(c) shall apply. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to dischargebenefits. The employment of an Employee Executive Director may be terminated at any time during before the expiration date of the probationary period without recourse to the Grievance Procedure by the Employee as fixed above, reject for cause, any person promoted provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority District shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior forthwith report to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) The Union employee and the Employee will be advised of Union in writing each rejection on probation, stating the evaluation process three (3) days prior to such evaluation taking placedate the rejection becomes effective and the reason for this rejection. The Union and/or A person promoted and then rejected during the Employee probation period shall have the right to request to meet for thirty (30) minutes prior or following assume the evaluation, with no loss of payposition from which he/she was promoted. g) Should 2. If an Employee’s employee has been laid off or demoted without fault on his or her part, and has completed his/her probationary period and is appointed to a position in the same classification or another classification in which he/she has previously served a probation period period, he/she shall not be interrupted by required to serve a compensable injury second probationary period. If an employee is laid off or other approved leave of absencedemoted without fault on his/her part during the probationary period, and is appointed to a position in the same classification from which he/she was laid off or demoted, the probation probationary period will recommence upon already served shall be carried over to the Employee’s return to worknew appointment. Recall shall be in accordance with paragraph C, ARTICLE 12 - LAYOFFS, BUMPING, RECALLS, SUSPENSIONS, DISCIPLINE, AND RESIGNATIONS.

Probation. a) 12.1 A newly hired fullemployee shall be known as a probationary employee until she/he has actually worked and successfully completed six hundred and thirty-time Employee may be considered seven and one- half (637.5) hours of work. 12.2 On or before the expiry date of the initial probationary period, the Company will confirm, to be on the employee, the decision to: (a) confirm the employeeís appointment as having successfully completed her/his probation; or (b) terminate the employee. 12.3 It is recognized that probation for is a period during which the Company has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Company, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse in the sole and absolute discretion of the Company. Probationary employees will also have no right of recall from lay-off if they have been laid off during the Probationary Period. 12.4 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of Article 7.1. 12.5 While it is acknowledged that Probationary employees are bargaining unit employees and covered by this collective agreement, it is also understood that certain provisions of this Agreement do not apply to probationary employees as expressly set out in this agreement. Without limiting the generality of the foregoing, it is understood that probationary employees have no entitlement to participation in group benefits, group RRSP, or sick leave entitlement. It is also understood that probationary employees will only be entitled to the Grievance Procedure statutory holidays and statutory vacations as prescribed by and in accordance with the Employee provided that the provisions Employment Standards Act of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hireOntario. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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. a7.01 New employees shall serve a probationary period of four hundred and fifty hours (450) A newly hired worked for part-time employees or six hundred (600) hours or four (4) months for full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsemployees, 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to dischargewhichever comes first. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After Upon completion of the probationary period, an employee shall obtain seniority which shall be effective calculated from the last employee's hiring date. This hiring date shall also be used to determine anniversaries, pay increments, vacations, etc. 7.02 On or before the expiry date of hirean employee's probationary period, the Employer will confirm that: a. the employee has successfully completed her probationary period; or b. the employee is terminated. The purpose of the probation period is to provide an opportunity to determine whether a new employee has the ability and qualities to become a reliable, competent employee. It is understood that the termination or suspension of a probationary employee shall be at the sole discretion of the employer and shall not be subject to arbitration. Such discretion shall not be exercised in a discriminatory manner. e) Employees 7.03 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 7.04 During orientation the new employee shall work in addition to the regular number of employees. Orientation time will normally be served on all shifts the employee is expected to work. Orientation of one shift will be provided for all floors on which the employee works. If an employee is transferred to a satellite kitchen then one shift of orientation will be provided, except in cases of emergency. 7.05 Where a formal evaluation of an employee’s performance is carried out, the employee shall be given regular, appropriate provided with a copy to read and review. An employee who objects to her performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior appraisal may elect to attach a statement to the end document setting out the details and reasons for those objections. It is understood that evaluations will operate independently of the probationary period. ii) Part-time Employees disciplinary process set forth in Article 20. An employee shall be evaluated prior have the right, upon reasonable notice, to the end of have access to and review their probationary period. f) The Union personnel file, 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 respond in writing to meet any document contained therein. The employee’s written response shall become part of their permanent record and will be produced at any time the documents in contention are presented for thirty (30) minutes prior or following the evaluation, with no loss of payconsideration. 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) A newly hired full-The probation period for regular employees shall be the first 913.5 hours of employment. (b) Where an extended period of time Employee may be considered for assessment of job performance appears to be on probation for a period of no more than six (6) months from mutual benefit, the start date. i) The probation period may be extended by mutual agreement between up to an additional 913.5 hours. It is the intent of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Unionlimit such extensions as much as possible. b(c) A newly hired partWhere a regular employee is a successful in-time Employee may service applicant to a posted position he/she shall be considered to be placed on probation trial for a period of 975 work hours from 280 hours. Conditional on satisfactory service, the start dateemployee shall be declared permanent after the period of 280 hours. In the event the successful applicant proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the new job classification, he/she shall be returned to his/her former position, wage or salary rate, without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to his/her former position, wage or salary rate, without loss of seniority. i(d) Notwithstanding articles pertaining to the probation period, regular employees shall not be eligible to apply for another regular posted position within their initial probation period, except by mutual agreement of the parties. (e) The College President may reject any probationary employee for just cause. A rejection during probation period may shall not be extended by 487 work hours in writing to considered a dismissal for the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period purpose 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. d) During Article 29.4 of this probation, an Employee agreement. The test of just cause for rejection shall be entitled to all rights and privileges a test of this Agreement except with respect to discharge. The employment suitability of an Employee may be terminated at any time during the probationary period without recourse employee for continued employment in the position to the Grievance Procedure by the Employee which he/she has been appointed, provided that the provisions factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels he/she has been aggrieved by the decision of Clauses 11.01 and 13.01 (e) are followed. After completion of the Employer to reject the employee during the probationary period, seniority shall be effective from he/she may grieve the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end decision at Step 3 of the probationary period. ii) Part-time Employees shall be evaluated prior to the end grievance procedure as outlined in Article 31.7 of their probationary period. f) The Union and the Employee will be advised this agreement within 10 working days of the evaluation process three (3) date on which the rejection occurred or within 10 working days prior to such evaluation taking place. The Union and/or of the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluation, with no loss employee receiving notice of payrejection. 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) A 17.01 All newly hired full-time Employee may employees shall be considered to be on probation for a period of no more than six (6) months from months. Employment during probation will be credited to the start date. i) The probation period may be extended by employee for the calculation of continuous employment. Subject to mutual agreement between the Employer Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notification of the successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary employee, only factors that can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (3) additional months, for reasons that are outlined month trial period will be in writing effect during which time the employee who has moved to the Employee and new position who does not wish to remain in that position, or does not satisfy the Unionjob requirements of that position will be returned to the former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. b) A newly hired part-time Employee may be considered to be 17.07 Every employee terminated by reason of rejection on probation who has worked 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 second or subsequent position shall serve a probation period of Employer for less than 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. d) During this probationmonths, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. ia one (1) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary week paid notice period. ii) Part-time Employees shall be evaluated prior to the end of 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) A newly hired full17.01 YSB shall conduct an orientation program for all first-time Employee may be considered Employees prior to be on probation for a period the mid-point of no more than six (6) months from the start dateprobationary period. i) The probation period may 17.02 In pursuing ▇▇▇'s commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be extended by mutual agreement between identified through consultation and posted as they occur. 17.03 YSB shall provide program specific training and orientation for all Employees. 17.04 YSB shall provide a written appraisal of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing employee’s performance prior 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority . Such appraisal shall be effective used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisory meetings during this probationary period. 17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the last date of hirecommencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time employee, a second probationary period is not required. Where the Employee is appointed to a full time position during the part time probationary period, the employee shall be required to complete the unfinished portion of the initial probation period. e) 17.06 Employees shall be given regular, appropriate performance feedback throughout receive written notice when they have completed their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to period. If no notice is received at the end of the probationary period, the probationary period shall be deemed to have been completed. ii) Part-time Employees 17.07 A current Employee who obtains a new position in a Bargaining Unit shall be evaluated prior to allowed a trial period of twelve (12) weeks. If at the end of their probationary this twelve (12) week trial period. f) The Union and , YSB or the Employee will be advised of determines that the evaluation process three (3) days prior to such evaluation taking place. The Union and/or Employee in question is not suitable for the new position, the Employee shall have the right be transferred back to request to meet for thirty (30) minutes prior or following the evaluation, his/her former position with no loss of payseniority, sick leave, vacation credits or other health and welfare benefits. The employee shall receive formal supervisory meetings monthly during this trial period. g17.08 (F.T.) Should an Employee’s probation period Vacation leave shall be interrupted by a compensable injury or other approved instituted upon completion of the probationary period. Vacation entitlement shall be calculated as of the date of last hire. All Employees shall be entitled to sick leave of absence, the probation period will recommence upon the Employee’s return to workcredits as specified in Article 25.

Probation. 6.01 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. (a) A newly All employees hired fullthrough 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. (b) Until a probationary employee completes the Probationary Period of one­ hundred-time Employee 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 considered 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. (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. Notwithstanding this fact, a probationary employee will be on probation subject to the Dues Check-off as provided for in this Agreement from the commencement of employment. (d) Notwithstanding that a period probationary employee is not required to become a member of no more than the Union or a Local Union until after the successful completion of the Probationary Period, the Union or Local Union Initiation Fee (if any) will be deducted in equal instalments over a six (6) months from month period, beginning with the start date. ifirst month of employment. Should the probationary employee be unsuccessful in completing his Probationary Period, any instalment(s) The probation period may deducted on account of his Initiation Fee shall be extended by mutual agreement between returned to him. Otherwise, the Employer and amount of the ihstalment(s) deducted shall be remitted to the Union for up to three or a Local Union within fifteen (315) additional months, for reasons that are outlined in writing to days of 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during date the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followedemployee successfully completes his Probationary Period. After completion of the probationary periodthat, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to deductions will continue until the end of the probationary period. iisix (6) Part-time Employees shall be evaluated prior month period with remittances to the end of their probationary period. funion or a Local Union to be made by the Employer by the fifteenth (15th) 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 month following the evaluation, with no loss month in which the deduction was made. Working Dues go to the Local for the duration of paythe Probationary Period. 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) A newly hired full-time Employee may be considered to be on probation for 7.1 Each new employee shall serve a probationary period of no more than six sixty (660) months from workdays. Workdays shall be defined as days that the start dateemployee actually worked a full work day. Probationary employees shall be evaluated after forty-five (45) work days. Following such evaluation, the employee will be made aware of any issues/concerns regarding job performance, and provided with specific issues and concerns, as well as recommendations for improvement in writing. (In the event that the Building Principal or his/her designee fails to evaluate the bargaining unit employee, such failure shall not be subject to the grievance and arbitration procedure. Moreover, the content, findings, and determinations set forth in the evaluation shall not be subject to the grievance and arbitration procedure. i) The probation Superintendent ▇▇▇, at his/her discretion, extend the probationary period may be extended by mutual agreement between for an additional sixty (60) workday period. If the Employer Superintendent or his/her designee does not notify the employee and the Union for up to three (3) 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the initial sixty (60) workday period of the extension of the sixty (60) workday period, the probationary period. ii) Part-time Employees period shall be evaluated prior to end at such time. In the end of their event that an employee's initial probationary period. f) The Union period is extended, the employee and the Employee Union will be advised of the evaluation process three reason(s) for the extension. During the employee's probationary period and, if applicable, extended probationary period, the employee may be dismissed or otherwise disciplined without access to the grievance and arbitration procedure of this Agreement. Upon completion of the probationary period and, if applicable, the extended probationary period, the seniority of the new employee shall commence from the employee's first day of continuous actual employment with the Board (3i.e., from his/her first day of work, not his/her date of hire) days prior to such evaluation taking placein a paid, regular assignment in a bargaining unit position covered by this Agreement. 7.2 The Board shall provide, by October 15th of each year, a complete list of bargaining unit employees' names with the most recent information the Board has regarding the respective employee's address, phone numbers, dates of hire, rates of pay, and insurance status. The Union and/or local union president shall also be advised, in writing, within two (2) weeks from their hire dates, the Employee shall have the right to request to meet for thirty (30) minutes prior or following the evaluationnames, with no loss addresses, phone numbers, dates of hire, rates of pay, and insurance statuses of any new employees. 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) A newly hired full-time Employee may be considered to be on probation 3.7.1 Permanent employees, and employees for a period fixed term of no more not less than six (6) months from months, may (at the start dateemployer's discretion) be subject to a three month probationary period, provided that an employee who is appointed to another position within the Organisation shall not be required to serve a new probationary period. 3.7.2 A probationary period is the time when a new employee is given a reasonable chance to learn what is required of him/her in the job and for the employer to assess whether the employee is performing or may be expected within a reasonable period of time to perform satisfactorily the duties assigned to his/her position. It is also a time for both parties to assess training needs. 3.7.3 A Probationary Review Committee (PRC) shall be established on the appointment of a new employee. The PRC shall comprise: i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3President; ii) 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion one other member of the probationary period, seniority shall be effective from Council; and iii) a nominee of the last date of hire.employees; e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just 3.7.4 No later than four weeks prior to the end of the probationary period.period the employee's supervisor shall complete a Probation Assessment Form. The Probation Assessment Form will be in such form as the Council may from time to time authorise or determine, subject to any prior agreement between the employee and employer as to relevant performance targets or standards. The probationary employee shall be provided with a copy of the completed Probation Assessment Form. If the probationary employee so desires, he/she is permitted seven days to make a submission, which shall be taken into account by the PRC. After considering the Probation Assessment Form, any submission made by the employee, and such other matters as the Committee (subject to direction by the Council) may consider relevant (which other matters shall have been notified to the employee, who shall have been given an opportunity to comment and respond to them), the Committee shall make a recommendation to the Council to: i) confirm the probationer's employment; or ii) Part-time Employees extend the probationary period by up to three months; or iii) terminate the probationer's employment. The Committee's recommendation shall be evaluated prior communicated to the end of their probationary periodemployee in writing. f) 3.7.5 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 employee shall have the right to request address a meeting of Council prior to meet for thirty (30) minutes prior Council deciding whether or following not to implement the evaluationPRC's recommendation. The employee shall also have the right to be accompanied by a chosen representative, who may be a member or official of the Union at the Council meeting. The Council shall give the employee and/or the employee's representative a reasonable opportunity to be heard before making any decision to implement the Committee's recommendation. In the event that a probationary employee's employment is terminated, the employee will be provided with no loss notice or payment in lieu of paynotice in accordance with clause 3.11.5 of this Agreement. g) Should an Employee’s probation 3.7.6 The procedure for notifying staff of unsatisfactory performance during the probationary period is understood to be interrupted by a compensable injury or other approved leave of absence, integral to the probation period will recommence probationary process. 3.7.7 A probationary employee may at any stage call upon the Employee’s return employer to workconvene the PRC to hear grievances in relation to the adequacy of the probationary period. In this instance the PRC shall seek to resolve the grievance as expeditiously as possible. Means of "resolution may include (but are not limited to: i) extending the probationary period to allow for further training; ii) counselling and advice for the probationary employee. 3.7.8 If a probationary review has not commenced within the timeframe set out in this Agreement confirmation of employment shall be automatic.

Probation. a) A newly hired full-time Employee may be considered to 10.1 New Employees will be on probation for a period of no more than six ninety (690) months calendar days from the start datedate they begin employment. i) The probation period 10.2 During the probationary period, the Employee will be considered temporary and may be extended by mutual agreement between transferred or discharged at the Employer discretion of the Company and the Union for up to three (3) additional months, for reasons that are outlined in writing such transfer or discharge shall not be subject to the Employee grievance and the Unionarbitration procedures of this Agreement. b) A newly hired part-time Employee may be considered to be on probation for a 10.3 Upon the completion of their 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 second 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. d) During this probation, an Employee shall be entitled to considered a regular Employee and all rights and privileges provisions of this Agreement except with respect to dischargeshall apply. Seniority shall date from the Employee's starting date of employment. 10.4 Employees who have completed their period of probation may be disciplined or discharged for just cause. In the event that an Employee who has completed their probationary period is disciplined or discharged by the Employer, and the Employee believes that it is without just cause, the matter may be handled as a grievance under the “Grievance and Arbitration” Section of this Agreement. The employment Union agrees that just cause includes, but is not limited to: (a) theft or dishonesty (b) falsification of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions records (c) willful damage of Clauses 11.01 and 13.01 property (d) assault (e) are followed. After completion use of alcohol or illegal drugs while working (f) working while under the influence of alcohol or illegal drugs (g) chronic lateness or absenteeism (h) any criminal activity while on the job (i) willful insubordination or failure to comply with Company rules (j) unexcused or excessive absenteeism or tardiness (k) failure to report off (l) unsatisfactory work performance (m) using tobacco or any tobacco products on company premises (n) an employee classified as “on-air talent” who is not meeting the artistic needs of the probationary periodstation, seniority shall be effective from as determined by management. In the last date event the Company seeks to discharge an employee, classified as “on-air talent”, for “just cause” under this “artistic needs” provision, the Company will first issue the employee a written corrective action plan to describe the deficiencies and desired improvement. If, at the conclusion of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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 absencecalendar days, the probation period required improvement has not been achieved, the Company will recommence upon inform the Employeeemployee of the continued deficiencies, and will conduct an additional meeting with the employee in ten (10) business days to determine if the required improvement has been achieved. If the employee’s return to workdeficiencies persist, as determined by management, the discharge for “just cause” shall occur.

Probation. a(i) A newly hired full-time Employee may be considered to You will be on probation probation* for a period of no more than six (6) months 180 Days from the start date. i) The probation period may date of joining which can be extended by mutual agreement between the Employer and the Union company at its sole discretion in case your performance does not meet requisite standards or for up to three (3) 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 second any other reason as deemed fit 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure proper by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followedcompany. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to At the end of the probationary probation period your services with the company would be deemed confirmed unless specifically extended by the company in writing, within the said period of 180 Days *No probation period for Band D and above (ii) During the period of probation including during the extended period of probation, if any, your services are liable to be terminated by either party at any time without cause with 60 days written notice or paying to the other party, in advance or simultaneously with letter, salary in lieu of such notice or salary for such period by which the notice period falls short of. However, if the exigencies of work, business or client commitments so requires; or if you are handling any sensitive, critical, confidential or time bound assignment / project / work; or if you want to leave in the middle of work, without serving your full notice period, wherein your presence, involvement or participation is required or is deemed necessary by the Management; or if any work is pending at your end; or if Management does not find suitable replacement or substitute in your place; or if satisfactory, full and proper hand-over and/or knowledge transfer is not given by you to the satisfaction of the Management; or if your not serving full notice period may have adverse impact on the business, client or work commitments or on your team, the Company may decline to relieve you earlier than the expiry of the entire period of notice. Your exit formalities will be initiated, and your relieving and experience letters will be issued subject, inter alia, to your fulfilling the aforesaid requirements. For removal of all doubts, it is hereby clarified that the term salary for the purposes of notice or notice period shall mean gross salary, which shall include basic salary, all the allowances, benefits and perquisites as per Appendix 1. ii(iii) PartIn case, during your notice period, you abruptly stop reporting to duties or if you abscond from duties or absent unauthorizedly or absent without authorization without prior information to, and prior permission from, the Management, the Management shall mark you as ‘absenting unauthorizedly’ / ‘unscheduled off’ and you shall not be entitled to any salary / wages for aforesaid period. In aforesaid situation, Company shall not be under any obligation to issue your relieving and experience letters. The term ‘unscheduled off’ shall mean ‘absenting unauthorizedly’ or ‘unauthorized absence’. (iv) Further, on your giving the notice of resignation, the Company may at its sole discretion relieve you from such date, as it may deem fit, even before the expiry of notice period, by paying salary in lieu of notice period, based on the business needs of the Company which may include without limitation client requirements or any security reasons or any productivity issues or your presence on Company premises including without limitation on the production / operation floor bringing in any negative impact on the working environment. The Company may take appropriate decision on such or similar situation. Alternatively, Company may instruct you to proceed on garden leaves with salary during the period of your notice. (v) Company shall recognize and accept the resignation tendered via official Company email (for removal of all doubts, it is hereby clarified that you are not, and shall not be, entitled / authorized / permitted to use client email for sending your resignation) or hard-time Employees copy resignation only. Therefore, any resignation submitted or informed via personal email, verbally, via sms, via telephone, via social media, or any other mode whatsoever shall not be recognized or taken notice of by the Company and same shall thus be not binding upon the Company. (vi) Waiver of notice period is at the sole discretion of the Company. If Company exercises such discretion then notice period shall be evaluated prior to waived of by the end of their probationary periodCompany in writing only therefore any verbal assurance given by, or discussion with, supervisor, manager, Human Resources team, etc. would not be binding upon the Company or its management. f(vii) The Union and You having received at least one (1) dose of a COVID-19 vaccine, which has received at least emergency use authorization from the Employee will be advised Government 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 payIndia. 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(i) A Notwithstanding any other provision in this Collective Agreement an employee newly hired full-as a permanent full time, permanent part time Employee may be considered to employee shall be on probation for a period of no more than six one hundred and ninety (6190) months days of actual work from the start dateDate of Hire and shall be subject to the following terms and conditions as set out below. i(a) The probation probationary period may be extended by mutual agreement between the Employer and the Union for up to three (3) 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 The parties agree that the purpose of the probationary period is to be on probation provide the Employer with the opportunity to assess the new Employee’s suitability for a period of 975 work hours from ongoing employment with the start date. i) The probation period may be extended by 487 work hours in writing to the Employee Employer, and the Union. c) An Employee hired in a second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee may be terminated at the sole discretion of the Employer. (c) After thirty days of employment the probationary employee will be provided that with an oral evaluation. At the provisions conclusion of Clauses 11.01 and 13.01 the probationary period the Employee will receive a written evaluation. (ed) are followed. After Upon completion of the probationary period, seniority the principal will recommend to the Board that: (i) The Employee be given permanent status, (ii) The probationary period be extended. (e) A Term Employee shall be effective from obliged to pay membership dues to the last date of hireUnion. e(f) Employees The seniority of a Term Employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end commence following successful completion of the probationary period. ii(g) Part-time Term Employees shall be evaluated prior to the end of 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 paygrieve. g(h) Should If an Employee’s probation , who has not completed the probationary period, is disciplined or dismissed, it shall be deemed to be for just cause and the Board of Arbitration or single Arbitrator shall not have the power to substitute any lesser discipline or penalty. Employees who have not completed the probationary period be interrupted by a compensable injury or other approved leave of absence, shall not have the probation period will recommence upon the Employee’s return right to workgrieve.

Probation. a) A 17.01 All newly hired full-time Employee may employees shall be considered to be on probation for a period of no more than six (6) months from months. Employment during probation will be credited to the start date. i) The probation period may be extended by employee for the calculation of continuous employment. Subject to mutual agreement between the Employer Company and the Union the probationary period for any given employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the Employer shall notify the employee, in writing, of such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be met by the employee during such extension. 17.02 A probationary period will only apply upon initial appointment to the Serco Canada Inc. Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her job duties and the Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee will be given written notification of the successful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary employee, only factors that can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, a three (3) additional months, for reasons that are outlined month trial period will be in writing effect during which time the employee who has moved to the Employee and new position who does not wish to remain in that position, or does not satisfy the Unionjob requirements of that position will be returned to the former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. b) A newly hired part-time Employee may be considered to be 17.07 Every employee terminated by reason of rejection on probation who has worked 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 second or subsequent position shall serve a probation period of Employer for less than 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. d) During this probationmonths, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. ia one (1) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary week paid notice period. ii) Part-time Employees shall be evaluated prior to the end of 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) A newly hired full-time Employee may be considered to be on probation for Each new worker shall serve a probationary period of no more than six nineteen (619) complete pay periods unless otherwise indicated in the appendices when it shall be twenty-five (25) complete pay periods or 12 months from as denoted. An incomplete pay period served on initial appointment shall not be counted. Upon successful completion of such probationary period, the start date. i) worker shall be deemed a permanent worker. A leave of absence without pay shall not be credited toward completion of the worker's probationary period. The probation period may be extended by mutual agreement between the Employer parties agree that probationary workers shall have all rights in this Agreement, unless otherwise specified, including full and the Union for up to three (3) additional months, for reasons that are outlined in writing complete access to the Employee and the Uniongrievance procedure. Consistent with County Charter Section 704(e), probationary workers may not grieve suspensions, demotions, or dismissals. b) A newly hired part-time Employee may be considered to be on probation for Classified probationary workers and unclassified workers who have not completed a period of 975 work hours from the start date. i) The probation period may be extended by 487 work hours in writing equal to the Employee and the Union. c) An Employee hired in a second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of 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 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 requested in writing within ten (10) working days of the disciplinary action or it is waived. 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 meet for thirty (30) minutes prior or following the evaluationdisciplinary action becoming effective. Notice shall be included in worker's personnel file and a copy sent to the Union and designated Chief ▇▇▇▇▇▇▇, with no loss and shall include: 1. Statement of paythe nature of the disciplinary action. g2. 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) Should an Employee’s 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 be interrupted by in the classified service. d) A worker with permanent status, who is serving a compensable injury or other approved leave of absencesubsequent probationary period, and who is released during the probation period will recommence upon probationary period, shall retain the Employee’s right to appeal such release to the Personnel Board and the right to return to workhis/her former class in accordance with Section 6.9. Such worker shall receive a ten (10) working day notice of release.

Probation. a) A newly hired full-time An Employee may be considered to be on serve a probation for a period of no more than six (6) months from commencing on the start date. i) The probation period may day of training. No Employee be extended by mutual agreement between requited to serve more thin one (1)probationary period. .OZ When a probationary might Attendant's performance is in question, the Employer Company advise the Attendant and the Union deficiencies and action to attention, and the Company also the Union. the months probationary period the Company reserves the sole right to make any decision regarding the retention or of the probationary Employee. Therefore, any assessment of the Employee any decision to retain or the during the probationary may not be or challenged, unless such action is found to be discriminatory, in bad File The Company shall an Employee for up each Employeewith a section ail documents related to three (3) additional months, for reasons that are outlined in writing employment Upon reasonable notice 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 second 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. d) During this probationCompany, an Employee shall be entitled to all rights and privileges may review Employee in the presence of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion a or a member of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end of the probationary period. ii) Part-time Employees shall be evaluated prior to the end of their probationary period. f) Human Resources Department 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 also have the right to request to meet for thirty have a Union representativepresent while reviews Employee Letters of counsel or discipline that are two (302) minutes prior or following more old not be considered any future assessment of an Employee, and such documents will be removed the evaluation, with no loss Employee’s In the event of pay. g) Should subsequentcounsel or correspondence of the same nature being placed on an Employee’s probation file the two (2)year period be interrupted by a compensable injury of the previous counsel or other approved leave of absencediscipline documents placed an Employee’s file, the probation previous documents on Employee until the two (2) year period of the subsequent has elapsed Aircraft Grooming Employees be required to perform light grooming at station stops. However,at stops where groomers are Employees will recommence upon be relieved of these duties. grooming shall of the Employee’s return crossing of the collection of newspapers and refuse, and the collection of items. etc. In the absence of groomers, attempts will be made to workensure an on time departure.

Probation. a) A newly hired full-time Employee may be considered to be on probation for a period of no more than six (6) months from the start date.Initial Probation i) The probation All employees, upon initial appointment, shall serve a probationary period of 962 hours from the date of appointment which may be extended once for up to 481 hours by mutual agreement between of the Employer and parties in writing. ii) An employee, who voluntary transfers or promotes during her initial probationary period, shall complete her initial probation period while concurrently serving a subsequent probationary period in the Union for up new position. iii) During the first 962 hours of their initial probationary period employees may be terminated due to three (3) additional months, for reasons that are outlined in writing to general unsuitability as deemed by the Employee and the UnionExecutive Director. b) A newly hired part-time Employee may Subsequent Probation On subsequent appointment, the probationary period shall be considered to be on probation for a period of 975 work hours from the start date. i) The probation period 481 hours, which may be extended once for 481 hours by 487 work hours in writing to the Employee and the Unionmutual agreement. c) An Employee hired in a second Home Position i) Upon completion of an initial probation, Article 8.6 (a)(i), or subsequent probation, Article 8.6 (a)(ii), employees, other than persons hired externally into temporary or casual positions, shall be deemed to hold a home position. ii) An employee hired externally into a temporary position shall serve probation in that position. These employees do not have a probation period home position and upon conclusion of three (3) months unless the Employee is taking temporary position are placed 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 applythe employment list. These employees, where qualified, may request consideration to have their name placed on casual lists. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor.Reversion i) Full-time Employees An employee who does not successfully complete her subsequent probationary period shall be evaluated mid-way through and just prior revert to the end her home position at her former rate of the probationary period. ii) Part-time Employees shall be evaluated prior pay, subject to the end of 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 any increases that she would have the right to request to meet for thirty (30) minutes prior or following the evaluationreceived had she remained in that position, with no loss of payseniority. gii) Should Notwithstanding the above, an Employee’s probation employee, who has completed an initial probationary period be interrupted by a compensable injury or other approved leave and is currently iii) A permanent employee displaced through the reversion provisions shall also have the right to revert to her former position at her former rate of absencepay, subject to any increments she would have received had she remained in that position. If there is no former position, the probation period will recommence upon the Employee’s return to workEmployee shall be considered on layoff and all rights as stated in Article 10 Lay-Off shall apply.

Probation. (a) All new employees shall be subject to a probationary period of ninety (90) calendar days of employment from the date of hire or three hundred and fifty (350) hours worked, whichever occurs first. A newly hired full-time Employee may be considered probationary employee who is not available to be on probation scheduled for a period of no more time greater than six seven (67) months from shifts during the start dateninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be schedule for work, to a maximum extension of one hundred and sixty (160) hours worked or sixty (60) calendar days, whichever occurs first. In the event that the affected employee is absent or unavailable to work on the completion date of the initial seventy-five (75) calendar day probationary period, then the extended probationary period shall not commence until the date that the employee returns to work for the Employer. i(b) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) 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 purpose 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse is to determine, in the Grievance Procedure by opinion of the Employee provided that Employer, the provisions suitability of Clauses 11.01 and 13.01 the employee for continued employment. (ec) Only those employees who have successfully completed their probationary period are followedentitled to claim the rights arising out of seniority. After completion of the employee has successfully completed his/her probationary period, his/her seniority shall be effective calculated from the last date of hire. e(d) Employees If a new employee is laid off prior to completing his/her probationary period, and the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a new employee, provided that the opportunity for recall occurs within a period of ten (10) consecutive months from the date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given regular, appropriate performance feedback throughout their credit towards the completion of his/her probationary period by their supervisorfor the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. i(iii) Full-time Employees If the employee successfully completes his/her probationary period, his/her seniority shall be evaluated mid-way through and just calculated from the date of his/her initial hire prior to the end of the probationary periodlayoff. ii(iv) Part-time Employees If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be evaluated prior to the end of their probationary periodterminated. 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) A newly hired full-time Employee may 11.01 The first 90 calendar days of employment shall be considered the probationary period during which the Company will assess whether a new employee, who has been evaluated, is suitable to be on probation for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional monthsretained. It is understood that such new employee, 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The who sees his employment of an Employee may be terminated at any time during the probationary period without recourse for just cause, is not entitled to the Grievance Procedure by grievance procedure. When probation has been completed, seniority will be counted from the Employee first day of training or first date of work for which an employee is paid. The discharge or termination of a probationary employee shall be in the sole discretion of the employer provided such discharge or termination is not for reasons which are arbitrary, capricious or discriminatory. Should a probationary employee through no fault of their own miss sufficient time due to an illness, accident within the probationary period the Company and the Union will meet to arrange an extension to the probationary period in order that the provisions of Clauses 11.01 Company has sufficient time to access the employee’s ability to perform the job and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hirein order to complete required Company and Airline specific training. e11.02 An employee transferring from one classification to another will be required to serve a trial period of fifteen (15) Employees shall be given regular, appropriate performance feedback throughout their probationary days worked in his new position. This trial period by their supervisor. i) Full-is to provide the Company time Employees shall be evaluated mid-way through and just prior to evaluate the end of employee's suitability in the probationary new classification. The employee may exercise his seniority in his/her previous classification if he/she chooses to return to it or should he fail to successfully complete his/her trial period. ii) Part11.03 Any person re-time Employees shall employed by the Company after having separated from its employment shall, when re-employed again, be evaluated prior to the end of their a probationary period. f) The Union and the Employee will be advised of the evaluation process three (3) days prior to such evaluation taking placeemployee as herein provided. The Union and/or the Employee shall have the right to request to meet for thirty (30) minutes prior A laid-off employee who retains seniority, as provided by Article 12.00 hereof, 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 employee on leave of absence, the probation period will recommence upon the Employee’s as provided by Article 13.00 hereof, shall not be deemed to have separated from employment and shall not again be a probationary employee should he/she return to work.

Probation. a) 11.01 A newly hired full-time Employee may employee shall be considered known as a probationary employee until they have actually worked and successfully completed four hundred and twelve and a half (412.5) hours of work. 11.02 On or before the expiry date of the initial probationary period, the Employer will confirm, to be on the employee, the decision to: (a) confirm the empl their probation; or (b) terminate the employee. 11.03 It is recognized that probation for is a period during which the Employer has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Employer, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse to in the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 sole and 13.01 (e) are followed. After completion absolute discretion of the probationary period, seniority shall be effective Employer. Probationary employees will also have no right of recall from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Fulllay-time Employees shall be evaluated mid-way through and just prior to the end of off if they have been laid off during the probationary period. ii) Part-time Employees shall 11.04 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be evaluated prior to the end awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of their probationary periodArticle 5.01. f) The Union 11.05 While it is acknowledged that probationary employees are bargaining unit employees and covered by this Collective Agreement, it is also understood that certain provisions of this Agreement do not apply to probationary employees as expressly set out in this agreement. Without limiting the Employee will be advised generality of the evaluation process three (3) days prior foregoing, it is understood that probationary employees have no entitlement 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 payparticipation in group benefits. 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) A newly hired full-time Employee may 25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be considered subject to be on probation for a period of no more than probation. The regular period of probation shall be six (6) months from the start dateunless otherwise specified for certain designated job classes. i) The 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 of probation period in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, said employee's probationary status may be extended by mutual agreement between beyond the Employer regular period of probation in the amount of one 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 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 promoted in accordance with ARTICLE 23 ― APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.2 The work and the Union for up conduct of probationary employees shall be subject to three (3) additional monthsclose scrutiny and evaluation, for reasons that are outlined in writing and, if found to be below standards satisfactory to the Employee and appointing authority, the Union. b) A newly hired part-time Employee appropriate department head may be considered to be on probation for a period of 975 work hours from reject 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated probationer at any time during the probationary period without recourse period. Such rejections shall not be subject to the Grievance Procedure by the Employee provided that review or appeal unless such rejection is alleged to be contrary to the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of this Memorandum. 25.2.1 An employee rejected during the probationary period, seniority period from a position to which he/she has been promoted or transferred shall be effective from returned to the last date of hireclassification in which he/she has regular status unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. e) Employees 25.3 An employee shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to retained beyond the end of the probationary period. ii) Part-time Employees shall be evaluated prior to period only if the end of their probationary period. f) The Union and appropriate department head affirms that the Employee will be advised services of the evaluation process three (3) days prior employee have been found 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 paybe satisfactory. 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) A newly hired full-time Employee may be considered to All new employees shall be on probation for until they have worked ninety (90) workdays**. Employees shall only be required to serve one (1) probationary period with the district should they be re-hired to the same classification (except transportation, who shall only return within the same school year, without seniority to the goth day pay step if they have maintained required certification). For the purpose of this section only, any part of a day worked shall count as a workday including being paid to attend required training. During the probationary period of no more than six (6) months from the start date. i) The probation period employee may be extended by mutual agreement laid off or terminated for any reason or no reason at the sole discretion of the Employer. A performance conference between the Employer probationary employee and his/her immediate supervisor will be held within the Union for up to three (3) 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 second or subsequent position probationary period. Probationary employees 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. d) During this probation, an Employee shall not be entitled to all rights and privileges insurance benefits, to use paid leave days, to receive pay for holidays, however, upon completion of this Agreement except with respect to dischargetheir probationary period the employees will be credited the paid leave days (excluding holidays) from the date of initial employment. The employment crediting of an Employee may paid leave days shall be terminated prorated for employees starting mid-year. Employees, at any time during the beginning of their probationary period, will be furnished with a packet of materials from central office that will help facilitate a successful probationary period without recourse for them. These materials could include: classification handbooks, a copy of the contract, information and opportunities regarding the Hepatitis B vaccination process, appropriate job-related Board policies and a copy of any work rules that apply to their employment with the Grievance Procedure by district. At the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion conclusion of the probationary period, seniority the Employer will furnish the employee with a copy of the Master Agreement and applications for insurance benefits. **If a substitute driver has worked at least 90 days for the district (prior to being placed in a full time position as a "permanent employee"), then said driver's probationary period for a bus driver position shall be effective from the last date of hire. ereduced to sixty (60) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through days and just prior all entitlements related to the end completion of the probationary period. ii) Part-time Employees period shall be evaluated prior to 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 driving experience, the end employee shall only serve a probationary period of 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 days for insurance purposes only, but for seniority and salary schedule purposes these employees shall not accrue seniority until the evaluation, with no loss 91st day of payemployment. 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) A newly hired full-The probation period for regular employees shall be the first 913.5 hours of employment. (b) Where an extended period of time Employee may be considered for assessment of job performance appears to be on probation for a period of no more than six (6) months from mutual benefit the start date. i) The probation period may be extended by mutual agreement between up to an additional 913.5 hours. It is the intent of the Employer and the Union for up to three (3) additional months, for reasons that are outlined in writing to the Employee and the Unionlimit such extensions as much as possible. b(c) A newly hired part-time Employee may Where a regu ar employee is a successful in‐service applicant to a posted position he/she shall be considered to be placed on probation trial for a period of 975 work hours from 280 hours. Conditional on satisfactory service, the start dateemployee shall be declared permanent after the period of 280 hours. In the event the successful applicant proves unsatis actory in the position during the trial period, or if the employee is unable to perform the duties of the new job classification, he/she shall be returned to his/her former position, wage or salary rate, without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to his/her former position, wage or salary rate, without loss of seniority. i(d) Notwithstanding articles pertaining to the probation period, regular employees shall not be eligible to apply for another regular posted position within their initial probation period, except by mutual agreement of the parties. (e) The College President may reject any probationary employee for just cause. A rejection during probation period may shall not be extended by 487 work hours in writing to considered a dismissal for the Employee and the Union. c) An Employee hired in a second or subsequent position shall serve a probation period purpose 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. d) During Article 29.4 of this probation, an Employee Agreement. The test of just cause for rejection shall be entitled to all rights and privileges a test f suitability of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse employee for continued employment in the position to the Grievance Procedure by the Employee which he/she has been appointed, provided that the provisions factors involved in suitability could reasonably be expected to affect work performance. (f) Where an employee feels he/she has been aggrieved by the decision of Clauses 11.01 and 13.01 (e) are followed. After completion of the Employer to reject the employee during the probationary period, seniority shall be effective from he/she may grieve the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just prior to the end decision at Step 3 of the probationary period. ii) Part-time Employees shall be evaluated prior to the end grievance procedure as outlined in Article 31.7 of their probationary period. f) The Union and the Employee will be advised this Agreement within 10 working days of the evaluation process three (3) days prior to such evaluation taking place. The Union and/or date on which the Employee shall have the right to request to meet for thirty (30) minutes prior rejection occurred or following the evaluation, with no loss of paywithin 10 working rejection. 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) 11.01 A newly hired full-time Employee may employee shall be considered known as a probationary employee until they have actually worked and successfully completed four hundred and twelve and a half (412.5) hours of work. 11.02 On or before the expiry date of the initial probationary period, the Employer will confirm, to be on the employee, the decision to: (a) confirm the employee’s appointment as having successfully completed their probation; or (b) terminate the employee. 11.03 It is recognized that probation for is a period during which the Employer has the right to assess an employee to determine whether such employee is, in the sole discretion of no more than six (6) months from the start date. i) The Employer, acceptable for continued employment after the probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) additional months, for reasons has been completed. It is therefore agreed 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee probationary employees may be terminated at any time during the probationary period without recourse to in the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 sole and 13.01 (e) are followed. After completion absolute discretion of the probationary period, seniority shall be effective Employer. Probationary employees will also have no right of recall from the last date of hire. e) Employees shall be given regular, appropriate performance feedback throughout their probationary period by their supervisor. i) Fulllay-time Employees shall be evaluated mid-way through and just prior to the end of off if they have been laid off during the probationary period. ii) Part-time Employees shall 11.04 An arbitrator has no jurisdiction to reinstate or award any other remedy to a probationary employee in the case of discharge, suspension, or layoff of such probationary employee, subject to any remedy that may be evaluated prior to the end awarded if it can be established that a probationary employee had been discharged, suspended or laid off in violation of their probationary periodArticle 5.01. f) The Union 11.05 While it is acknowledged that probationary employees are bargaining unit employees and covered by this Collective Agreement, it is also understood that certain provisions of this Agreement do not apply to probationary employees as expressly set out in this agreement. Without limiting the Employee will be advised generality of the evaluation process three (3) days prior foregoing, it is understood that probationary employees have no entitlement 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 payparticipation in group benefits. 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) All new employees shall be subject to a probationary period of ninety (90) calendar days of employment from the date of hire or three hundred and fifty (350) hours worked, whichever occurs first. A newly hired full-time Employee may be considered probationary employee who is not available to be on probation scheduled for a period of no more time greater than six seven (67) months from shifts during the start dateninety (90) calendar day probationary period and who has not completed the three hundred and fifty (350) hours worked during that period shall have his/her probationary period extended by the length of time the employee was not available to be schedule for work, to a maximum extension of one hundred and sixty (160) hours worked or sixty (60) calendar days, whichever occurs first. i(b) The probation period may be extended by mutual agreement between the Employer and the Union for up to three (3) 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 purpose 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse is to determine, in the Grievance Procedure by opinion of the Employee provided that Employer, the provisions suitability of Clauses 11.01 and 13.01 the employee for continued employment. (ec) Only those employees who have successfully completed their probationary period are followedentitled to claim the rights arising out of seniority. After completion of the employee has successfully completed his/her probationary period, his/her seniority shall be effective calculated from the last date of hire. e(d) Employees If a new employee is laid off prior to completing his/her probationary period, and the Employer had not yet reached a determination concerning the suitability of the employee for continued employment, then the following provisions shall apply: (i) The Employer shall recall the employee to work within his/her classification before hiring a new employee, provided that the opportunity for recall occurs within a period of ten (10) consecutive months from the date of the employee’s layoff. (ii) If the employee returns to work for the Employer pursuant to (i) above, the employee shall be entitled to be given regular, appropriate performance feedback throughout their credit towards the completion of his/her probationary period by their supervisorfor the hours worked and for the calendar days of employment from the date of his/her initial hire to the date of his/her layoff. i(iii) Full-time Employees If the employee successfully completes his/her probationary period, his/her seniority shall be evaluated mid-way through and just calculated from the date of his/her initial hire prior to the end of the probationary periodlayoff. ii(iv) Part-time Employees If the employee fails to return to work upon his/her recall pursuant to (i) above, his/her employment with the Employer shall be evaluated prior to the end of their probationary periodterminated. 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. aA probationary period for a current employee who changes classification through the bid procedure (a bid is defined as the process of applying for a position through a job posting), excluding demotional bids within the same classification series, shall be referred to as “trial period”. 6.3.1 During the trial period, which shall be forty-five (45) A newly hired full-time Employee may actually worked days, the employee’s immediate supervisor will prepare progress reports. Such employee shall be considered provided a written progress report after twenty (20) actually worked days. The employee must sign a copy of this report before it goes to the Personnel Office. The signature does not necessarily mean the employee agrees with the report, but merely the employee has read and discussed it with the supervisor. No comments can be added to the progress report after the employee has signed it. The employee or the evaluator’s immediate supervisor will have the option to have a second evaluation performed in the same manner as was the initial evaluation. If a second evaluation is performed, the initial evaluator’s immediate supervisor and the employee shall sign it in each other’s presence. If during the trial period, the employee’s work performance has been determined to be on probation unsatisfactory, the employee will be given written notice advising him/her that his/her work performance has been unsatisfactory. If the employee is given an unsatisfactory progress report after twenty (20) actually worked days, that employee will thereafter be evaluated within ten (10) actually worked days and given another progress report. If an employee in a trial period fails to meet the requirements for a period of no more than six (6) months from the start date. i) The probation period may be extended by mutual agreement between the Employer and the Union for position, is laid-off, or he/she chooses to return to his/her previous position up to three (3) 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 second 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. d) During this probation, an Employee shall be entitled to all rights and privileges of this Agreement except with respect to discharge. The employment of an Employee may be terminated at any time during the probationary period without recourse to the Grievance Procedure by the Employee provided that the provisions of Clauses 11.01 and 13.01 (e) are followed. After completion of the probationary period, seniority shall be effective from the last date of hire. e) Employees shall day his/her previous position is posted, he/she will be given regular, appropriate performance feedback throughout returned to their probationary period by their supervisor. i) Full-time Employees shall be evaluated mid-way through and just previous position held prior to the end promotion (same total hours, same job classification and wage schedule placement) if such position still exists. The employee being displaced by such trial period employee will be returned to his/her previous position. Such displacement shall occur (domino effect) until all employees that are displaced due to the return of the probationary periodtrial period employee are returned to their previous positions, without regard to seniority. ii) Part-time Employees shall be evaluated prior to the end of 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.