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Each employee selected to fill a vacancy shall serve a probationary period which is an extension of the selection procedure. The intent of probation is to give the employee an opportunity to demonstrate his/her ability to perform the duties of the position. Any absences without pay shall automatically extend the probationary period. Absence covered by Workers' Compensation will not count towards completion of the probationary period.
Employees shall be required to serve a probationary period of six (6) months, except employees promoted during their probationary period shall be considered to have completed the probation in their previous classification on the effective date of such promotion. In the event the department head wishes more time to evaluate the employee's performance, the probationary period may be extended for an additional two (2) months, provided notice of the extension is agreed to by the Union not less than ten (10) working days prior to the expiration of the probationary period. If such an extension is requested, the department head shall meet with the employee, steward and supervisor to detail the work problems which resulted in the extension and the specific expectations which the employee must meet in order to pass probation.
Employees who are moved to a different classification (in which the employee has not previously served a probationary period) due to promotion, transfer, reclassification, voluntary demotion or recall shall serve a period of probation of six (6) months in their new classification. An employee who transfers in the same classification between departments may be required to serve an additional three (3) months probationary period if the employee has received disciplinary action at the level of written warning within the last three (3) calendar months or a higher level of discipline within the last six (6) months. Employees working in a trainee position for three (3) months or more, who successfully complete requirements for qualification for their intended position, shall then serve a four (4) month probationary period in that intended position. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position may apply for other positions which are not temporary. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid‑point evaluation. An employee may not apply for promotion during an initial probationary period.
An employee who transfers in the same classification between Administrative Units may be required to serve an additional three (3) months probationary period. In the event the Department Head wishes more time to evaluate the employee's performance, the probationary period may be extended for an additional two (2) months as provided in paragraph one. After completion of the initial period of probation with the Employer, an employee upon notice of non‑certification in a different classification, department, or Administrative Unit, shall be entitled to return to his or her next previous position or layoff list, if appropriate.
If an employee is not certified in a classification, that employee shall not be appointed to a vacancy in that class for six (6) months after the date of removal from the class. In this event, the employee shall accrue all seniority in the former classification. Failure to pass probation may be grieved under the provisions of Article 21, Settlement of Disputes, except that an employee serving an initial probation period may only grieve through Step 3, unless a violation of Article 26, Pledge Against Discrimination and Coercion, is charged. Each supervisor shall ensure that each employee receives adequate orientation
At the approximate mid‑point of the probationary period, the Employer shall conduct a performance counseling review of the employee's work performance and furnish the employee with a written copy of the evaluation. The Employer and the Union agree that this evaluation period does not preclude the non‑certification of an employee's initial probation prior to or after the mid‑point of the probationary period if it becomes apparent that the employee will not successfully complete the probationary period. If an employee serving other than an initial probationary period is not making satisfactory progress on the job after at least one (1) month, the employee shall receive at least one (1) documented performance review identifying job performance deficiencies and expected improvements prior to any decision to non‑certify. The employee shall be given an adequate period of time to demonstrate improved performance following the review.