Common use of Probation Clause in Contracts

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreementAgreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement Agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. (f) The probationary period for employees who perform delegated functions will be six months worked or the equivalent number of hours worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) . The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) . The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) . The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) . Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) . The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) . The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) . The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) . Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. The probationary period for employees who perform delegated functions will be six months worked or the equivalent number of hours worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) Article 10 of this the agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory regular body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement 8—Grievances commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. (f) The probationary period for employees who perform delegated functions will be six months worked or the equivalent number of hours worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreementAgreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement Agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) 12.2 of this agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 13 (GrievancesGrievance and Arbitration) of this agreement commencing at Step 32.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants hired into a delegated social worker position will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a regulatory bodyfull-time employee, whichever occurs last, measured from the date of receipt of their delegation letter. (c) The probationary period for employees hired into non-delegated positions providing non-administrative client services will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (cd) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (de) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (ef) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) Article 10 of this the agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory regular body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement 8 - Grievances commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will shall be a test of suitability of .of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) . The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six (6) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee; whichever occurs last. The probationary period for all other employees shall be three (3) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed nine six (6) calendar months. . The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three (c3) months. Where an employee feels she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. The probationary period for all other employees will who perform delegated functions shall be three six (6) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. (a) The Employer may reject 16.01 A newly hired employee will be known as a probationary employee until she/he has completed a period of six (6) months continuous active employment. A probationary employee may be terminated where, in the sole opinion of the Employer, she/he is considered unsuitable, or her/his performance is considered unsatisfactory and such termination shall be deemed to be for just cause. The Employer Such employee shall have no recourse to the grievance and arbitration provisions of this Agreement and an Arbitrator shall have no jurisdiction to entertain a grievance concerning the discharge of a probationary employee unless such discharge was alleged to be discriminatory. If retained after the probationary period, the employee’s seniority shall be effective from the original date of employment. 16.02 Performance appraisals will provide be completed by the reasons employee’s immediate supervisor at the end of the first three (3) months of employment, and two (2) weeks prior to the end of the sixth (6th) month of employment. Such appraisals shall be conducted in accordance with Article 12.03 of this Agreement, except for the rejection in writing. A rejection during probation will not be considered a dismissal for timelines stipulated therein. 16.03 On or before the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability expiry date of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoingperiod, the probationary period Employer will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or confirm to the equivalent number of hours worked as based on the normal hours of work of a full-time employeeemployee in writing, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not copied to exceed three months. Following discussion with the Union, the Union will not unreasonably deny decision to: a) Confirm the extension.appointment as having completed the probation; or (eb) Where an employee feels they have been aggrieved Terminate the employee. If no written notice is received from the Employer by the decision end of business hours on the date of the Employer to reject the employee during expiry of the probationary period, they may grieve it shall be assumed that the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3employee has successfully completed his/her probation period.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) SECTION 30.1 The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for supervisory closely observing the employee's work and for securing the most effective adjustment of the new employee to his/her position, and for "separating" employees and professional employees (registrants of a regulatory body) will be six months worked or whose performance does not meet the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar monthsrequired standards. (c) SECTION 30.2 The standard probationary period for all other new employees will be three months worked or the equivalent number of hours worked as based shall commence on the normal hours of work of date that the employee begins working for the Fire-Rescue Department as a paid full-time state certified Firefighter, and shall continue until the employee actually works 110 shifts. After the employee works the 110th shift, the Personnel Director shall either: (1) approve, in writing, retention of the employee, whichever occurs last. Notwithstanding at which time the foregoingemployee shall be granted permanent status; or (2) in the event the Personnel Director shall fail to approve retention of the employee, the probationary period will not exceed six calendar monthsemployee shall automatically be separated from employment with the City, said separation being absolutely final, with no rights of appeal to any authority, including the grievance/arbitration procedure contained herein. (d) The Employer, with SECTION 30.3 During the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the above-described probationary period, they annual leave shall accrue to the employee's benefit, but may grieve not be taken until after the decision pursuant beginning of the second year of continuous employment with the Fire-Rescue Department. SECTION 30.4 During the above-described probationary period, the employee may be reprimanded, discharged and/or otherwise disciplined for any reason (except union activity) and it is also agreed that the provisions of the grievance procedure, shall not be available as it relates to discipline or dismissal; however, the above said employee shall have access to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3as it relates to any other matter. SECTION 30.5 No probationary employee shall be evaluated more than four

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause Article 11.2 (- Dismissal and Suspension) Suspension of this agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) - Grievances of this agreement commencing at Step 3.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of hired into a regulatory body) delegated social worker position will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last, measured from the date of receipt of their delegation letter. (c) The probationary period for employees hired into non-delegated positions providing non- administrative client services will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employees, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (cd) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (de) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (ef) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have the employee has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they the employee may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause Article 11.2 (Dismissal and Suspension) of this agreementAgreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time full-­time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time full-­time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement Agreement commencing at Step 3.

Probation. A. All newly-hired employees shall be subject to a three (a3) The Employer may reject a month probationary employee for just causeperiod. The Employer will provide purposes of said probationary period is to enable the reasons for Township to evaluate the rejection employee's work performance and conduct in writingorder to determine whether or not the employee merits permanent employment status. A rejection If, at any time during probation will not be considered a dismissal for or at the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability end of the probationary period, the conduct and/or performance of the employee for continued employment is found to be unsatisfactory, the Township has the right to terminate the employee. The decision of the Township regarding the termination of employees who are probationary in status shall not be subject to the position to which they grievance procedure nor shall probationary employees have been appointed, provided that the factors involved any other recourse in suitability could reasonably be expected to affect work performancelaw or equity. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. B. Notwithstanding the foregoingaforesaid, the probationary period will not exceed nine calendar months. Township Committee may, in its sole discretion, determine that there is a need for an additional three (c3) The probationary period for all other employees will be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the month probationary period for a further particular employee and assign said employee such additional period. In the event that such extension shall be given to an employee, and the Township later determines the employee has met the appropriate standards, the Township may, in its sole discretion, end the probationary period not at any time, giving said employee the status of a permanent employee from the end of the first three (3) month period. C. Personal days, vacation benefits, holiday pay, and any other employee benefits given to exceed permanent employees under this contract, will begin to accrue for probationary employees after the three months. Following discussion (3) months of service with the UnionTownship, but cannot be taken until after permanent status is obtained unless approved by the Township Administrator or designee. However, there are benefits given to permanent employees, which may also be granted to probationary employees during their term of probation as set forth in this Agreement. ▇. ▇▇▇▇▇▇ said first three (3) month period of probation, the Union will employee shall not unreasonably deny have any of the extensionemployee benefits given permanent employees unless set forth in this Agreement. E. Probationary employees with three (e3) Where an employee feels they have been aggrieved by the decision or more months of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3service are eligible for holiday pay.

Probation. 11.1 All employees appointed to a position within the bargaining unit shall be probationary for a period of nine (a9) months from the date of appointment. 11.2 Upon successful completion of the probationary period an employee shall receive credit for seniority purposes from the original date of hire. 11.3 The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for parties agree that the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three months worked or is to provide the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six calendar months. (d) The Employer, employer with the agreement of opportunity to assess the Unionnew employee's suitability for ongoing employment and that if, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee at any time during the probationary period, they may the employer determines that, for any reason, the employee is not suitable for ongoing employment with the employer, the employer may, at its discretion terminate the employee. 11.4 Notwithstanding Article 15, the Employer, at its discretion, shall have the right to dismiss an employee during the probationary period of the employee and the action taken by the Employer shall be deemed to be just cause for discharge. The probationary employee shall have no right to grieve and no arbitration board or single arbitrator shall have the decision pursuant jurisdiction to hear a grievance with regard to the grievance procedure outlined dismissal. 11.5 A probationary employee shall have no seniority rights during the employee's probationary period. 11.6 A probationary employee shall be entitled to all the benefits and rights contained in Article 9 (Grievances) of this agreement commencing in accordance with the terms and conditions relating to such benefits and rights unless otherwise provided in this agreement. 11.7 A probationary employee shall be obligated to pay membership dues to the Union during any probationary period. 11.8 A successful application for promotion or transfer through job postings shall undergo an assessment period of three (3) months and shall receive the salary of the promoted position. 11.9 Should a promoted or transferred employee not successfully complete the assessment period, or through mutual agreement, initiated by either the Employee or Supervisor, prior to the end of the assessment period, the employee shall return to their former position without loss of seniority and at Step 3their former salary.

Probation. (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will shall not be considered a dismissal for the purpose of Clause 11.2 (Article 11.2—Dismissal and Suspension) Suspension of this agreement. The test of just cause for rejection will shall be a test of suitability of the probationary employee for continued employment in the position to which they have she has been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will shall be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will shall be three months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will shall not exceed six calendar months. (d) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three months. Following discussion with the Union, the Union will not unreasonably deny the extension. (e) Where an employee feels they have she has been aggrieved by the decision of the Employer to reject the employee during the probationary period, they she may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) 9—Grievances of this agreement commencing at Step 3.

Probation. ‌ (a) The Employer may reject a probationary employee for just cause. The Employer will provide the reasons for the rejection in writing. A rejection during probation will not be considered a dismissal for the purpose of Clause 11.2 (Dismissal and Suspension) of this agreement. The test of just cause for rejection will be a test of suitability of the probationary employee for continued employment in the position to which they have been appointed, provided that the factors involved in suitability could reasonably be expected to affect work performance. (b) The probationary period for supervisory employees and professional employees (registrants of a regulatory body) will be six months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed nine calendar months. (c) The probationary period for all other employees will be three (3) months worked or the equivalent number of hours worked as based on the normal hours of work of a full-time employee, whichever occurs last. Notwithstanding the foregoing, the probationary period will not exceed six (6) calendar months. (dc) The Employer, with the agreement of the Union, may extend the probationary period for a further period not to exceed three (3) months. Following discussion with the Union, the Union will not unreasonably deny the extension. (d) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3. (e) Where an employee feels they have been aggrieved by the decision of the Employer to reject the employee during the probationary period, they may grieve the decision pursuant to the grievance procedure outlined in Article 9 (Grievances) of this agreement commencing at Step 3.