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classification. <br />20.3 An employee who is temporarily assigned a position in a higher classification shall be <br />paid his regular rate of pay for the first five working days. If such assignment continues <br />beyond five working days, the employee shall receive the minimum rate of pay of the <br />higher classification or a 5% raise, whichever is greater for any work over five days. <br />20.4 An employee who is temporarily assigned to a crew leader or supervisory position will <br />be paid one-half hour at time and one-half for each day of the assignment. <br />21.1 The probationary or "working test" period is an integral part of the hiring and <br />promotion process. It is utilized to closely observe the new employee's work, to secure <br />the most effective adjustment of a new employee to the position, and to reject any <br />employee whose performance does not meet the required work standards. <br />Probationary employees are generally ineligible for employee requested transfers or <br />promotions. <br />21.2 The probationary period shall be six months from the employee's first day of work with <br />the County or in the position to which the employee has been promoted. If the <br />employee has completed the probationary period, the employee shall be placed on <br />regular status. <br />21.3 Regular status denotes final appointment in a specific County position and <br />classification following successful completion of the probationary period. <br />21.4 Newly hired probationary employees may be dismissed at any time at the discretion <br />of the County and are not entitled to the grievance/ arbitration procedures or payments <br />of sick leave or vacation leave at time of termination. <br />21.5 If an employee who is serving a probationary period incurred as a result of a promotion <br />is found to be unqualified to perform the duties of the higher position, a good faith <br />effort will be made to return the employee to the position and status held immediately <br />prior to the promotion. If the employee's former position is filled, the employee may <br />be transferred to a vacant positron for which the employee qualifies. If no vacancy <br />exists for which the employee is qualified, the employee will be placed in a lay-off <br />status with recall rights. <br />14 <br />