Probationary And Trial Periods


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HUMAN RESOURCES MANUAL
POLICY
PROBATIONARY AND TRIAL PERIODS


PURPOSE

The purpose of the probationary/trial period is to:

1. provide the employee with an opportunity to become oriented to the new position and environment, and

2. provide a period of time during which the employee and the AIDS Committee of Toronto (ACT) can assess their mutual suitability for continued employment.

PERIOD

New Employees

All newly hired permanent full and part-time employees are on a probationary period for six calendar months from the date of commencement of employment.

All contract employees who successfully complete three or more months as a contract employee, and are hired into a permanent position that essentially involves the same duties, are required to complete a three month probationary period.

Transferred Employees (Within Bargaining Unit)

1. An employee who transfers to a new or vacant position must work a trial period of three calendar months from the date of transfer.

2. The transferred employee is permanent after this trial period unless during the trial period:

a) the employee feels unsuitable for the position and requests to return to the former position; or

b) ACT decides the employee is not suitable for the position and requires the employee to return to the former position.

3. In 2 a) or b) above, the employee returns to the former position and salary without loss of seniority and other employees promoted or transferred as a result of the rearranged position are returned to their former positions and salary without loss of seniority.

CONDITIONS OF PROBATION

1. All probationary employees are to receive a written, three month performance review.

2. Probationary employees are to be advised of performance deficiencies during their probationary period.

3. Before the end of the probationary period, ACT is to decide to:

a) confirm the employee's permanent status,

b) extend probationary status by up to 30 working days provided the extended probationary status is first agreed upon by the Union, or

c) terminate employment.

(Also see Collective Agreement, articles 15.1 to 15.5, and 18.7.)

Revised 1999