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ARTICLE 21 <br /> PROBATIONARY PERIOD <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 <br /> secure the most effective adjustment of a new employee to the position, and to <br /> reject any employee whose performance does not meet the required work <br /> standards. Probationary employees are generally ineligible for employee <br /> requested transfers or promotions. Probationary employees who are permitted <br /> to transfer or promote shall have their new probationary period run concurrent <br /> with their existing probationary period. <br /> 21.2 The probationary period shall be six months from the employee's first day of work <br /> with the County or in the position to which the employee has been promoted. If <br /> the employee has completed the probationary period, the employee shall be <br /> placed on regular status. Absent objection by the Union, the County may extend <br /> the probationary period for up to three months. Such a decision shall be made at <br /> least two weeks before the end of the initial probationary period, and notice shall <br /> be provided to both the employee and the union representative. This extension <br /> will not affect the employee's eligiblity to use accrued vacation leave. <br /> 21.3 New hires who are selected to fill the position of Utilities Service Worker, Water <br /> Plant Operator Trainee, or Wastewater Plant Operator, but who do not possess <br /> the required state license/certification, must obtain the required <br /> license/certification within the time frame specified by the County at the time of <br /> hire. A new hire's failure to obtain the license/certification within the specified <br /> time frame shall be just cause for the employee's discharge. <br /> 21.4 Employees who are hired/promoted to the position of Utilities Service Worker, <br /> Water Plant Operator Trainee, or Wastewater Plant Operator, but who do not <br /> possess the required state license/certification, must obtain the required <br /> license/certification within the time frame specified by the County at the time of <br /> hire/promotion. Absent objection by the Union, the County may extend the time <br /> to obtain the license/certification. If an employee fails to obtain the <br /> license/certification within the specified time frame, a good faith effort will be <br /> made to return the employee to the position and status held immediately prior to <br /> the promotion. If the employee's former position is filled, the employee may be <br /> transferred to a vacant position 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 /> 21.5 Regular status denotes final appointment in a specific County position and <br /> classification following successful completion of the probationary period. <br /> 26 <br />