Section 17. Trial Employment Period: Difference between revisions

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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
{{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| heading = This is from an outdated collective bargaining agreement.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]] [[Category:Staff]]

Latest revision as of 09:45, 28 July 2021


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

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