Common use of PROBATIONARY AND TEMPORARY EMPLOYEES Clause in Contracts

PROBATIONARY AND TEMPORARY EMPLOYEES. A. All members of the department shall be appointed first as probationary employees. No person shall be appointed as a regular employee until satisfactorily completing a probationary period. New permanent employees hired in the Unit shall be probationary employees throughout a one-year period from their date of hire. B. Newly hired employees will be assigned to station 1 their probationary periods. After three months, (90 days) new hires may be sent to a sub-station on a temporary daily assignment on an equal rotating basis. For the purposes of this article only, probationary employees will not count as staffing for the first 3 months of employment. C. All probationary employees shall be evaluated and counseled daily for the first three (3) months by their Lt./Captain. These daily evaluations may be extended past three months at the discretion of the Lt./Captain. D. At the end of three months a comprehensive evaluation will be done by the probationary employee’s Lt./Captain. Additional evaluations will be conducted at 3 months, 6 months, 9 months, and 12 months until completion of probationary period. E. Two weeks prior to completion of the probationary period (one year), the Battalion Chief or Training Officer shall make a written recommendation to the Chief specifying whether the probation should be extended, or if the probationary employee should terminated or moved to permanent employee status. In the event probationary employees are on a non-paid status, or on light duty and are unable to carry out regular fire fighting duties, because of off duty illness or injury, the probationary period will be extended by the number of duty tours missed. Example: if a probationary employee is on a non-paid status and misses five (5) duty tours, the probation period will be extended until the probationary employee works an additional five (5) duty tours. F. Seniority among probationary employees within the bargaining unit will be determined by the date of hire. In circumstances in which two or more members have the same date of hire, seniority will be determined by the date and time of application. G. Failure to provide such an evaluation shall be a grievance item. A copy of any memorandum on the employee’s job performance placed in the employee’s personnel file shall be provided to employee. The employee shall have the right to discuss such memorandum with his/her immediate supervisor. After meeting with the supervisor, if the employee is of the opinion that the information contained in the memorandum is unwarranted, he/she shall have the right to discuss the matter with the Chief. H. The union shall represent permanent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment as set forth in Article 1 of this agreement, except employees discharged and disciplined for other than Union activity. Union representation for disciplined probationary employees shall not go beyond Step 3 of the grievance procedure. I. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full time temporary or part time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.

PROBATIONARY AND TEMPORARY EMPLOYEES. A. a. All members of the department shall be appointed first as probationary employees. No person shall be appointed as a regular employee until satisfactorily completing a probationary period. New permanent employees hired in the Unit shall be probationary employees throughout a one-year period from their date of hire. B. Newly hired b. The City and the Union agree to utilization of the agility test specified in the continuation of Appendix G for employees on probationary status. If the test is to be changed in any way, the City shall inform the Union, and will be assigned bargain on the proposed changes. Any change in location or provider that does not affect the standard, the City will meet and confer with the Union prior to station 1 their probationary periods. After three months, (90 days) new hires may be sent to a sub-station on a temporary daily assignment on an equal rotating basis. For the purposes of this article only, probationary employees will not count as staffing for the first 3 months of employmentchanges. C. All probationary employees shall be evaluated and counseled daily for the first three (3) months by their Lt./Captain. These daily evaluations may be extended past three months at the discretion of the Lt./Captain. D. At the end of three months a comprehensive evaluation will be done by the probationary employee’s Lt./Captain. Additional evaluations will be conducted at 3 months, 6 months, 9 months, and 12 months until completion of probationary period. E. Two weeks prior to c. Upon completion of the probationary period (one year), the Battalion Chief or Training Officer they shall make a written recommendation to the Chief specifying whether the probation should be extended, or if the probationary employee should terminated or moved to become permanent employee statusemployees. In the event probationary employees are on a non-paid status, or on light duty and are unable to carry out regular fire fighting duties, because of off duty illness or injury, the probationary period will be extended by the number of duty tours missed. Example: if a probationary employee is on a non-paid status and misses five (5) duty tours, the probation period will be extended until the probationary employee works an additional five (5) duty tours. F. d. Seniority among probationary employees within the bargaining unit will be determined by the date of hire. In circumstances in which two or more members have the same date of hire, seniority will be determined by the date and time of application. G. e. All probationary employees shall be evaluated and counseled every three (3) months. Failure to provide such an evaluation shall be a grievance item. A copy of any memorandum on the employee’s employees' job performance placed in the employee’s employees' personnel file shall be provided to employeeemployees. The employee employees shall have the right to discuss such memorandum with his/her their immediate supervisor. After meeting with the their supervisor, if the employee is employees are of the opinion that the information contained in the memorandum is unwarranted, he/she they shall have the right to discuss the matter with the Chief. H. f. The union shall represent permanent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment as set forth in Article 1 of this agreement, except employees discharged and disciplined for other than Union activity. Union representation for disciplined probationary employees shall not go beyond Step 3 of the grievance procedure. I. g. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full full-time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full full-time temporary or part part-time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.

PROBATIONARY AND TEMPORARY EMPLOYEES. A. All members of the department shall be appointed first as probationary employees. No person shall be appointed as a regular employee until satisfactorily completing a probationary period. New permanent employees hired in the Unit shall be probationary employees throughout a one-year period from their date of hire. B. Newly Probationary (newly hired employees employees) will be assigned to station 1 various stations during their probationary periodsyear. After three monthsOnce the probationary employee counts as staffing, (90 days) new hires may the probationary employee will be sent assigned to a sub-station on a temporary daily assignment on an equal rotating basisfill any citywide vacancies. For the purposes of this article only, probationary employees will not count as staffing for the first 3 months ninety (90) days of employment. a. A probationary employee must be assigned on an apparatus with an officer or acting officer. If due to apparatus fleet issues, there are not enough seat- belted positions at Station 1, a probationary employee may be sent to a sub- station during the first ninety (90) days. C. All probationary Probationary employees shall be evaluated and counseled daily for the first three (3) months by their Lt./Captainassigned company officer during their entire probationary period when working in an operational capacity. These Training or other non-operational days are excluded from daily evaluations may evaluation. The evaluation form will be extended past three months at forwarded to the discretion of the Lt./Captain. D. Training Officer. At the end of three months a comprehensive evaluation will be done by the probationary employee’s Lt./CaptainLieutenant and / or Captain. Additional evaluations will be conducted at 3 six (6) months, 6 months, 9 nine (9) months, and 12 eleven (11) months until completion of probationary period. E. Two weeks i. During the nine (9) month to twelve (12) month period of probation the employee must successfully complete the transport ambulance training program. a. Current employees will be considered eligible for ambulance staffing. D. Approximately, thirty (30) days but no less than 14 days prior to completion of the probationary period one (one 1) year), the Battalion Chief or Training Officer shall make a written recommendation to the Fire Chief specifying whether the probation should be extended, or if the probationary employee should terminated or moved to permanent employee status. . E. In the event a probationary employees are employee is on a non-paid status, status or on light duty restriction and are is unable to carry out regular fire fighting duties, because of off duty illness or injury, operational duties the probationary period will be extended by the number of duty tours 24-hour shifts missed. This extension applies equally if the non-paid status or on light duty restriction was the result of an on-duty or off-duty illness or injury. a. Example: if a probationary employee is on a non-paid status or on light duty restriction and misses five (5) duty tours24-hour shifts, the probation period will be extended until the probationary employee works an additional five (5) duty tours24- hour shifts. F. Seniority among probationary employees within the bargaining unit will be determined by the date of hire. In circumstances in which two or more members have the same date of hire, seniority will be determined by the date and time of application. G. Failure Within two (2) weeks of an employee’s successful completion of probation, the employee will be assigned to provide such an evaluation shall be a grievance item. non-bid position at the full discretion of the Fire Chief. H. A copy of any memorandum on the employee’s job performance placed in the employee’s personnel file shall be provided to employee. The employee shall have the right to discuss such memorandum with his/her immediate supervisor. After meeting with the supervisor, if the employee is of the opinion that the information contained in the memorandum is unwarranted, he/she shall have the right to discuss the matter with the Fire Chief. H. I. The union shall represent permanent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment as set forth in Article 1 of this agreement, except employees discharged and disciplined for other than Union activity. Union representation for disciplined probationary employees shall not go beyond Step 3 of the grievance procedure. I. J. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full time temporary or part time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.

PROBATIONARY AND TEMPORARY EMPLOYEES. A. All members 15.1 Employees shall be classified as probationary employees during the first ninety (90) calendar days of their employment. Employees who terminate their employment with the Hospital and are thereafter rehired shall be classified as probationary employees during the first ninety (90) calendar days following the date of their re-employment. Probationary employees are not covered under this agreement. 15.2 During the probationary period, supervision will determine whether the probationary employee has demonstrated that he is qualified to become a regular employee. 15.3 A temporary Employee is an Employee hired to work, full or part time, normally for a period up to six (6) months or for longer than six months if the parties agree. The temporary Employee and the Union shall be informed by Employer at the time of hire of the department Employee’s temporary status. Temporary Employees are not covered under this agreement. 15.4 If a temporary employee attains regular employment status, he shall automatically be covered under this agreement. Upon becoming a regular employee, his seniority shall date back to his date of hire as a temporary employee and his probationary period shall be appointed first as probationary employees. No person shall be appointed as a regular employee until satisfactorily completing a probationary period. New permanent employees hired in waived. 15.5 Any decision involving the Unit shall be employment or continued employment of probationary employees throughout a one-year or extension of the probationary period from their date of hire. B. Newly hired employees will be assigned to station 1 their probationary periods. After three months, (90 days) new hires may be sent to a sub-station on a temporary daily assignment on an equal rotating basis. For the purposes of this article only, probationary employees will not count as staffing for the first 3 months of employment. C. All probationary employees shall be evaluated and counseled daily for the first three (3) months by their Lt./Captain. These daily evaluations may be extended past three months at is entirely within the discretion of the Lt./Captain. D. At Hospital; provided that the Hospital may extend the probationary period of an employee beyond the initial ninety (90) day probationary period, in increments of thirty (30) days, totalling a maximum of an additional ninety (90) days if the employee agrees to such extension. The decision to extend the probationary period shall be made by the end of three months a comprehensive evaluation will be done by the 90th day; the 120th day; and the 150th day. In situations involving extension of the probationary employee’s Lt./Captain. Additional evaluations will be conducted at 3 monthsperiod, 6 months, 9 months, the Hospital recognizes that it is in the best interest of the Department and 12 months until completion of probationary the employee to make its determination within the shortest time period. E. Two weeks prior to completion of 15.6 At any time during the probationary period (one year)period, the Battalion Chief or Training Officer shall make a written recommendation to the Chief specifying whether the probation should be extended, or if the probationary employee should terminated or moved to permanent employee status. In the event probationary employees are on a non-paid status, or on light duty and are unable to carry out regular fire fighting duties, because of off duty illness or injury, the probationary period will be extended by the number of duty tours missed. Example: if a probationary employee is on a non-paid status and misses five (5) duty tours, the probation period will be extended until the probationary employee works an additional five (5) duty tours. F. Seniority among probationary employees within the bargaining unit will be determined by the date of hire. In circumstances in which two or more members have the same date of hire, seniority will be determined by the date and time of application. G. Failure to provide such an evaluation shall be a grievance item. A copy of any memorandum on the employee’s job performance placed in the employee’s personnel file shall be provided to employee. The employee Hospital shall have the right to discuss such memorandum with his/her immediate supervisorterminate the employment of any probationary employee. After meeting with the supervisor, if the employee Such decision to terminate is of the opinion that the information contained in the memorandum is unwarranted, he/she shall have the right final. There will be no recourse to discuss the matter with the Chief. H. The union shall represent permanent probationary employees for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment and other conditions of employment as set forth in Article 1 of this agreement, except employees discharged and disciplined for other than Union activity. Union representation for disciplined probationary employees shall not go beyond Step 3 any step of the grievance procedureprocedure provided in this Agreement. I. Temporary employees hired in the unit shall accumulate seniority on the basis of the months they serve in the bargaining unit. If temporary employees are hired as full time employees, the time served as a temporary employee will count as probationary time. If temporary employees are laid off, they shall be hired back on the basis of their total seniority in the bargaining unit. No employee in the bargaining unit shall be employed in the full time temporary or part time temporary position for a period greater than ten (10) consecutive months. If at the end of that time the person is still employed, that person shall become permanent or released from City employment and if so released, the temporary position shall be abolished and not be recreated for a period of at least one (1) year.