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12.1 All newly hired employees shall be required to serve a period of job probation. An Employee shall accumulate seniority from his/her date of hire, but it shall not be available to use until completion of this initial probationary period. Additionally, any employee moving to a different position shall be subject to a new probationary period. No probationary period shall be required of an employee who bumps back into any position in a class in which he or she has previously passed probation. No probationary period shall be required of an employee who returns within five (5) years to a position in a class within the department in which he/she has previously passed probation. Employees who have not completed an initial probationary period and are serving a new probationary period as a result of moving to a different position shall accumulate seniority during such a probationary period and this seniority shall be available for use. All probationary periods shall be for seven hundred and twenty (720) straight time compensated hours, except:
Note: “Straight time compensated hours” shall not include hours paid for Worker’s Compensation.
12.2 During any period of job probation in this unit, an employee shall not have access to the grievance procedure for the purpose of grieving failure to pass probation unless the employee charges that such failure to pass probation is in violation of Article 6. Grievances of this type must be filed within 14 calendar days of receipt of the failure to pass probation notice. An employee who has already passed a probationary period for one position and is failing to pass probation during the probationary period for a position to which the employee has been promoted or transferred shall have the right to return to his or her former position and upon proper notification to the employer the employee shall have the right to have his/her master seniority hours restored to the level prior to the transfer or promotion. If this former position does not exist, the employee shall first take a vacancy that exists in the classification in the immediate geographic area; if a vacancy does not exist, the employee shall bump the least senior in the classification in the employee’s former department; if that does not exist, the employee shall bump the least senior in the classification in the immediate geographic area; if that does not exists, the employee shall be placed on the layoff list. All rights to a vacancy or bumps require the employee to meet the minimum qualifications.
12.3 A new employee who is promoted by the employer’s action during his/her initial probationary period shall be considered to have passed this initial probationary period after successfully completing a combined total of seven hundred and twenty (720) straight time compensated hours in both the original position and the position to which he/she was promoted. An employee who successfully completes his/her initial probationary period in this manner, and who later fails to pass probation in the new position (such probationary period being a total of seven hundred and twenty (720) straight time compensated hours from the date of appointment to the new position) shall have the right to return to the former position with seniority credit for hours worked in the new position. An employee returned to the original position prior to the successful completion of the total of seven hundred and twenty (720) straight time compensated hours in both positions shall be considered as still serving his/her initial probationary period, and this probationary period shall continue until he/she has successfully completed the total of seven hundred and twenty (720) straight time compensated hours in both positions.
12.4 The supervisor shall use the probationary period to inform employees of their job responsibilities and duties and of the departments' expectations; to evaluate the employee's work performance; and to inform employees of their work performance.