Probationary Period

The hiring, transfer, promotion and placement of an Employee will be subject to a probationary period of six (6) months. Special job classifications may require a longer probationary period.

This probationary period provides for job adjustment (including on-the-job training), performance review and an opportunity for both the Employee and the University to determine whether or not to continue the relationship.

Employment may be terminated by the Employee or by the University for any reason at any time during the probationary period. A probationary Employee may not use the Staff Grievance Procedure.

Subject to approval from the Department of Human Resource Services, a supervisor may request an extension of an Employee's probationary period. Such an extension would allow for additional training, review and evaluation.

An Employee's probationary status does not affect his/her enrollment in the benefit plans.

Satisfactory completion of the probationary period does not negate the at-will nature of the continuing employment relationship.

Newly hired Employees are not entitled to use vacation time during the six (6) month probationary period. However, at the end of the six (6) month probationary period, they are credited with vacation time retroactive to the initial employment date. Sick leave is available for use as it is accrued. Holidays that occur during the probationary period will be paid according to the Employee's eligibility. Floating holidays are not available to Employees in a probationary status. Upon successful completion of the probationary period, Employees may use their floating holiday(s). Employees hired after June 1st of a calendar year will not be eligible for floating holiday(s).