Probationary Period Rejection Clause Samples

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Probationary Period Rejection. The Employer may reject an employee who has not completed a probationary period. Upon request by the employee, a meeting to explain such action shall be held with a representative of the Employer. At the request of the employee a representative of the Union shall attend such meeting. Such rejection is not subject to the grievance procedure, except in cases involving discrimination, under Article 2.
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Probationary Period Rejection. An appointing authority may reject an employee who has not completed a probationary period. Upon request by the employee and within ten (10) business days of notice, a meeting to explain such action shall be held with a representative of the Employer. At the employee's request a representative of the Union shall attend such meetings. Such rejection is not subject to the grievance procedure, except in cases involving discrimination, under Article 21.
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Probationary Period Rejection. An Appointing Authority may reject an employee who has not 33 completed a probationary period. Upon request by the employee and within 10 business days of 34 notice, a meeting to explain such action shall be held with a representative of the Employer. At 35 the employee’s request a representative of the Union shall attend such meetings. Such 36 rejection is not subject to the grievance procedure, except in cases involving discrimination, 37 under Article 2. 38 39 40 41 42 43 44 45 46 47 1 Tentatively Agreed To: 3 For the Union: For the Employer: 4 6 ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ 7 Date: Date: 8 7/14/2023 7/14/2023 9
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Probationary Period Rejection. An appointing authority may reject an employee who 40 has not completed a probationary period. Upon request by the employee and within 10 41 business days of notice, a meeting to explain such action shall be held with a 42 representative of the Employer. At the employee’s request a representative of the Union 43 shall attend such meetings. Such rejection is not subject to the grievance procedure, 44 except in cases involving discrimination. For the Employer: ▇▇▇▇▇ ▇. ▇▇▇▇ Date: 4/18/2023 ▇▇▇▇▇▇ ▇▇▇▇▇▇ Date:4/13/2023 47 DocuSign Envelope ID: 61785C90-19A1-48BA-9B49-666E179E1443 1 Article XX – Shore Leave 3 When the vessel is operating and dispatched away from homeport for a period in excess of 4 twenty-four (24) hours, employees earn eight (8) hours of shore leave for every seven (7) days 5 at sea (1.143 hours per day). Homeport is defined as the University of Washington. Shore Time 6 commences and is payable beginning on the day of departure from homeport through the day of 7 return to homeport. Crew members embarking or disembarking from the ship in other ports will 8 receive shore leave on applicable days beginning with one travel day en route to the vessel and 9 ending after one travel day departing the vessel. Shore leave is paid or accrued on all sea days 10 including holidays and weekends. For the Employer: ▇▇▇▇▇ ▇. ▇▇▇▇ Date:4/11/2023 ▇▇▇▇▇▇ ▇▇▇▇▇▇ Date: 4/11/2023 1 Appendix I 2 Job Classifications 18969 23246 MARINE ENGINEER 1ST ASSISTANT 5254 18970 23247 MARINE ENGINEER 2ND ASSISTANT 434548 18971 23248 MARINE ENGINEER 3RD ASSISTANT 4042 18978 23255 MARINER 1 2426 18977 23254 MARINER 2 293133 18974 23251 MATE CHIEF 5254 18975 23252 MATE SECOND 434548 18976 23253 MATE THIRD 4042 18981 23258 MESS ATTENDANT 2830 18972 23249 OILER MARINE 293133 18980 23257 SECOND COOK – ▇▇▇▇▇ 3335 18979 23256 SHIP’S ▇▇▇▇▇▇▇ 4042 18973 23250 WIPER 2426 3 All employees will be placed at a step on the new range that is closest to, but not under, their 4 current step value. 8 9 For the Employer: ▇▇▇▇▇ ▇. ▇▇▇▇ Date: 4/21/2023 ▇▇▇▇▇▇ ▇▇▇▇▇▇ Date:4/20/2023 10 11 1 MEMORANDUM OF UNDERSTANDING 2 BETWEEN 3 THE UNIVERSITY OF WASHINGTON (UNIVERSITY) 4 AND 5 THE INLANDBOATMEN’S UNION (IBU) 7 MOU – 2023 TARGETED RECRUITMENT AND RETENTION WAGE INCREASES 9 During negotiations for the 2023-2025 successor agreement, the parties agreed to the 10 following recruitment and retention wage increases, effective July 1, 2023: 12 I. Effective July 1, 2023, Mariner 2 (Job Code 18977 and 23254) s...
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Related to Probationary Period Rejection

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • Extension of Probationary Period III.10.3.5.1 Notwithstanding the various provisions above which define a maximum period of probationary service, a member who has had a pregnancy leave during her probationary period under IV.13.6.2