REJECTION FROM PROBATION Sample Clauses

POPULAR SAMPLE Copied 1 times
REJECTION FROM PROBATION. Rejection during a probationary period is not a disciplinary action.
View SourceView Similar (15)
REJECTION FROM PROBATION. Rejection from probation is defined as the removal of the employee from the classification in which the probationary period is being served. Rejection from probation is not grievable.
View SourceView Similar (12)
REJECTION FROM PROBATION. Any employee who is in a probationary status may be rejected during the probationary period without cause. Any employee who has gained regular status and thereafter accepts a promotion may be rejected during the probationary period without cause. However, said employee shall retain all other rights of a regular employee in the position held prior to promotion (including the right of return to the former position). Those rights can only be affected for cause.
View SourceView Similar (4)
REJECTION FROM PROBATION. Any employee who is in a probationary status may be rejected during the probationary period without cause. Any employee who has gained permanent status and thereafter accepts a promotion may be rejected during the probationary period without cause; provided, however, said employee shall retain all other rights of a permanent employee in the position held prior to promotion. Those rights can only be affected for cause. 14.4.1 The probationary period for a new City employee shall be twelve (12) months. The City may extend the probationary period for an equal period of time in case of absence of thirty (30) days or more for extended sick or accident leave. 14.4.2 The probationary period for an existing employee who accepts a promotion shall be six (6) months.
View Source

Related to REJECTION FROM PROBATION

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the ▇▇▇▇▇▇▇ or the Union.

  • Return from Leave (a) On return from leave, an employee will be placed in their former position. (b) Vacation entitlement, not vacation pay, will continue to accrue while an employee is on leave pursuant to Clause 21.1 (Maternity Leave) or Clause 21.2 (Parental Leave).

  • Return from Leave of Absence (a) Before a Nurse may return to work from a leave granted under Article 9.00, she or he must provide a minimum of four (4) weeks written notice of the specific date of his or her return to work, or such shorter time as mutually agreed. (b) Upon return from an approved Unpaid Leave of Absence, a Nurse shall be reinstated to her or his former position unless the position has been discontinued, in which case the Nurse shall be appointed to an equivalent position. (c) This clause requiring four (4) weeks written notice, does not apply to other leaves granted by an express provision of this Collective Agreement with different requirements for written notice.

  • Failure to Return from Leave Any employee who has been granted any type of unpaid leave of absence and who, for any reason, fails to return to work at the expiration of said leave of absence shall be considered as having resigned her or his position with the County, and her or his position shall thereupon be declared vacated, except and unless she or he has furnished evidence that she or he was unable to return to work for reasons protected by applicable Federal or State laws.