We have varying types of employees. At-will have no probationary period. Just-cause have this ( http://www.oakland.edu/upload/docs/UHR/AP_Manual_2007_Final.pdf): Probation – Just Cause AP’s. Persons who are hired into a Just Cause AP position will be on probation for a period of twelve (12) months beginning with the first date of active employment. If a probationary AP takes a leave longer than ten (10) working days, that same period of absence shall be added to the probationary period. Prior to the end of the probationary period, a probationary AP’s performance will be evaluated by the University, and the AP will be informed whether the AP’s employment will be continued by the University. If the AP successfully completes the probationary period, the AP will have employment security, without tenure in position, as described in paragraph II.2, above. Notwithstanding any provision in this Manual to the contrary, during the probationary period, the AP serves at the pleasure of the University and is an employee-at-will, meaning that employment may be terminated at any time, with or without cause, with or without prior notice, and without recourse. Because of this probationary status, there is no requirement that the notice of termination specify any reason for termination. ___ Those in the clerical technical bargaining unit are covered by this language in their contract: Probationary Employment Period. A Bargaining Unit employee shall be on probation (at-will employment status) until she/he has worked a total of six (6) consecutive months following her/his initial employment by the University or her/his re-employment after loss of seniority. No employee shall be permitted to bid for a vacant job during her/his probationary period. The probationary period shall not include any unpaid leave as described in Article XXI (Extended Leaves). If a probationary period is interrupted by an excused absence without pay in excess of one week, the probationary period shall be extended by the length of the excused absence. An employee who successfully completes the probationary period shall be entitled to full Bargaining Unit seniority retroactive to the date of hire exclusive of such unpaid absence. The employee will receive at least three progress evaluations during the probationary period, one approximately every two months. For the purpose of time off accruals, the probationary period will be deemed to have ended after the employee has worked a total of three (3) consecutive months following her/his initial employment by the University or her/his re-employment after loss of seniority.
On Tue, Feb 3, 2015 at 3:17 PM, Biagas, Lisa <[email protected]> wrote: > All, > > > > Please share your policy on probationary for staff. > > > > Thanks, > > > > L > > > > > > *_____________________________* > > *LISA R. BIAGAS, EdD, MBA, MS* > > *Vice President for Institutional Effectiveness and Planning* > > Tel: 732.987.2256 > > Fax: 732.987.2018 > > [email protected] > > www.georgian.edu > > 900 Lakewood Avenue > > Lakewood, NJ 08701-2697 > > > > [image: OIE Logo] > > > > ATTN: Please be aware that when you respond to an ACUPA-L e-mail, the > reply will be distributed to the ENTIRE list of members. If you do NOT want > to send an e-mail to everyone, please reply directly to the individual who > initiated the query (their e-mail address appears in the "From" line of > their original e-mail). > > If you wish to remove yourself from the ACUPA e-mail list, please go to > the following website and complete the form. We will remove you from the > list within 24 hours, during normal business hours. > > http://www.acupa.org/MembershipForm_Discontinue.html > > If you have questions about the ACUPA e-list, please contact Jamie Parris > at [email protected] > <[email protected]?subject=ACUPA%20e-list%20assistance> or > 607-255-6837. > > -- Theresa Rowe Chief Information Officer Oakland University
