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<br /> <br />00059814-1 <br /> 9 <br /> <br />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 /> <br />8.3 Any regular full-time employee going to regular part-time employment will retain his or hertheir sick leave <br />and vacation accruals previously earned. However, the employee will prospectively accrue vacation and <br />sick leave proportionally to the amount of time worked. Health benefits will also be paid in proportion to time <br />worked. A regular full-time employee going to regular part-time employment in the same classification will <br />not be required to serve a probationary period. <br /> <br />ARTICLE 9 - PROBATIONARY PERIOD <br /> <br />9.1 Objective <br /> <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 hertheir <br />position, and for rejecting any probationary employee whose performance does not meet required work <br />standards. Probationary employees shall be informed of required work standards, and receive regular and <br />timely feedback as it relates to such work standards. <br /> <br />9.2 Duration <br /> <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 /> <br />9.3 Extension of Probationary Period <br /> <br />A probationary period shall be automatically lengthened by an amount of time corresponding to an <br />employee’s leave of absence of thirty (30) or more consecutive calendar days during the probationary <br />period. If the reason for the release of a probationary employee is for misconduct that stigmatizes <br />his/hertheir reputation such that it is more difficult to obtain future employment, and the reason has been <br />provided to the employee or made public, the employee may be entitled to a “name clearing” meeting with <br />the appointing authority before the date of release. <br /> <br />9.4 Regular Appointment <br /> <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 shethey shall file with the Personnel Officer a written statement to the effect <br />that the employee's services are satisfactory. If the employee's services are not satisfactory, the <br />department head shall file a written statement rejecting the probationer. <br /> <br />9.5 Rejection of Probationer <br /> <br />During the probationary period an employee may be rejected by his or hertheir department head and <br />terminated by the appointing authority without the right of appeal of any kind, except as otherwise provided <br />in section 13.2.1. Any employee rejected during the probationary period following promotion shall be <br />reinstated to the position from which he or she wasthey were promoted, unless disciplinary charges are filed <br />and he or she isthey are duly discharged. <br /> <br />6.I. - Page 23 of 119 <br />437