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8.2 Regular part-time appointed management unit employees who are required to work on a holiday shall be <br /> given either the preceding or following day off at no loss of pay. <br /> 8.3 Any regular full-time employee going to regular part-time employment will retain his or her sick leave and <br /> vacation benefits. However, the employee will accrue vacation and sick leave proportionally to the amount <br /> of time worked. Health benefits will also be paid in proportion to time worked. A regular full-time employee <br /> going to regular part-time employment in the same classification will not be required to serve a probationary <br /> period. <br /> ARTICLE 9 <br /> PROBATIONARY PERIOD <br /> 9.1 Objective <br /> The probationary period is an integral part of the examination process and is utilized for closely observing <br /> the employee's work, for securing the most effective adjustment of a new employee to his or her position, <br /> and for rejecting any probationary employee whose performance does not meet required work standards. <br /> 9.2 Duration <br /> All original and promotional appointments made of employees who are members of the management <br /> bargaining unit shall be subject to a one(1)year probationary period. <br /> 9.3 Extension of Probationary Period <br /> Upon written recommendation of a probationary employee's department head and approval of the Personnel <br /> Officer, a probationary period may be lengthened by an amount of time corresponding to an employee's <br /> leave of absence during the probationary period. <br /> 9.4 Regular Appointment <br /> At the end of the probationary period, if the department head desires to make a regular appointment of the <br /> probationary employee, he or she shall file with the Personnel Officer a written statement to the effect that <br /> the employee's services are satisfactory. If the employee's services are not satisfactory, the department <br /> head shall file a written statement rejecting the probationer, or requesting an extension as defined in Article <br /> 9.3. <br /> 9.5 Rejection of Probationer <br /> During the probationary period an employee may be rejected by his or her department head and terminated <br /> by the appointing authority without the right of review of any kind. Any employee rejected during the <br /> probationary period following promotion shall be reinstated to the position from which he or she was <br /> promoted, unless charges are filed and he or she is duly discharged. <br /> 6 <br />