AgdaPkt 2016-12-12 Closed and Joint SA PFA

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6.3.E. - Page 29 8.2 Regular part-time appointed management unit employees who are required to work on a holiday shall be given either the preceding or following day off at no loss of pay. 8.3 Any regular full-time employee going to regular part-time employment will retain his or her sick leave and vacation benefits. However, the employee will accrue vacation and sick leave proportionally to the amount of time worked. Health benefits will also be paid in proportion to time worked. A regular full-time employee going to regular part-time employment in the same classification will not be required to serve a probationary period. ARTICLE 9 PROBATIONARY PERIOD 9.1 Objective The probationary period is an integral part of the examination process and is utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to his or her position, and for rejecting any probationary employee whose performance does not meet required work standards. Probationary employees shall be informed of required work standards, and receive reqular and timely feedback as it relates to such work standards. 9.2 Duration All original and promotional appointments made of employees who are members of the management bargaining unit shall be subject to a one (1) year probationary period. 9.3 Extension of Probationary Period Upon written recommendation of a probationary employee's department head and approval of the Personnel Officer, a probationary period may be lengthened by an amount of time corresponding to an employee's leave of absence during the probationary period. 9.4 Regular Appointment At the end of the probationary period, if the department head desires to make a regular appointment of the probationary employee, he or she shall file with the Personnel Officer a written statement to the effect that the employee's services are satisfactory. If the employee's services are not satisfactory, the department head shall file a written statement rejecting the probationer, or requesting an extension as defined in Article 9.3. 9.5 Rejection of Probationer During the probationary period an employee may be rejected by his or her department head and terminated by the appointing authority without the right of review of any kind. Any employee rejected during the probationary period following promotion shall be reinstated to the position from which he or she was promoted, unless charges are filed and he or she is duly discharged.