Section 17. Trial Employment Period - Revision history

Ellie: add staff category

2021-07-28T16:45:10Z

add staff category

← Older revision		Revision as of 09:45, 28 July 2021
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	The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharged without recourse to the grievance procedure. The appropriate manager or supervisor has the authority to dismiss or retain said employee and must submit reasons for continuance or dismissal to the Executive Director in a written report. The Board of Directors has the authority to dismiss or retain a Manager and must submit reasons for continuance or dismissal to the Executive Director in a written report		The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharged without recourse to the grievance procedure. The appropriate manager or supervisor has the authority to dismiss or retain said employee and must submit reasons for continuance or dismissal to the Executive Director in a written report. The Board of Directors has the authority to dismiss or retain a Manager and must submit reasons for continuance or dismissal to the Executive Director in a written report
	[[Category:Purely Historical]]		[[Category:Purely Historical]] [[Category:Staff]]

Ellie: Replace redirect with informative infobox

2021-07-28T16:39:34Z

Replace redirect with informative infobox

← Older revision		Revision as of 09:39, 28 July 2021
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	#~~REDIRECT~~ [[Employee_Association_Contract#VII._Appeals.2C_Grievances.2C_Disputes]]		{{Infobox
			\| heading = This is from an outdated collective bargaining agreement.
			\| body = It is subsumed by [[Employee_Handbook#8._Trial_Employment_Period\|8. Trial Employment Period]] for non-EA employees and [[Employee_Association_Contract#VII._Appeals.2C_Grievances.2C_Disputes\|VII. Appeals, Grievance, Dispues]] for EA employees. The 2011 text is preserved below for historical value.
			}}
			The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharged without recourse to the grievance procedure. The appropriate manager or supervisor has the authority to dismiss or retain said employee and must submit reasons for continuance or dismissal to the Executive Director in a written report. The Board of Directors has the authority to dismiss or retain a Manager and must submit reasons for continuance or dismissal to the Executive Director in a written report
			[[Category:Purely Historical]]

Ellie: change to redirect

2021-07-28T15:38:25Z

change to redirect

← Older revision		Revision as of 08:38, 28 July 2021
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	~~The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire~~. ~~During such period, the employee may be discharged without recourse to the grievance procedure~~. ~~The appropriate manager or supervisor has the authority to dismiss or retain said employee and must submit reasons for continuance or dismissal to the Executive Director in a written report~~. ~~The Board of Directors has the authority to dismiss or retain a Manager and must submit reasons for continuance or dismissal to the Executive Director in a written report~~		#REDIRECT [[Employee_Association_Contract#VII._Appeals.2C_Grievances.2C_Disputes]]

xx>Willkrantz: Created page with 'The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharge…'

2011-04-03T00:52:22Z

Created page with 'The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharge…'

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The trial employment period for employees shall be up to one hundred and eighty (180) days from the most recent date of hire. During such period, the employee may be discharged without recourse to the grievance procedure. The appropriate manager or supervisor has the authority to dismiss or retain said employee and must submit reasons for continuance or dismissal to the Executive Director in a written report. The Board of Directors has the authority to dismiss or retain a Manager and must submit reasons for continuance or dismissal to the Executive Director in a written report