Probationary period clause samples

Article2.3 Party A shall timely review the performance of Party B prior to the expiration of the Probationary Period. If Party B fails to pass the performance review, Party B shall be considered as failing to meet recruitment conditions during the Probationary Period, in which case Party A shall be entitled to immediately terminate this Contract, without liability to make any payment of economic compensation to Party B.

Article2.3 Party A shall timely review the performance of Party B prior to the expiration of the Probationary Period. If Party B fails to pass the performance review, Party A shall be entitled to terminate this Contract.

The Chief Executive’s employment is subject to a three (3) month probationary period “Probationary Period”). The Company may terminate this Agreement with immediate effect at any time during, or at the end of the Probationary Period. In such event, the Company’s only liability to the Chief Executive will be in respect of unpaid remuneration or expenses.

The Executive’s employment is subject to a 3 month probationary period. The Company may terminate this Agreement with immediate effect at any time during or at the end of the probationary period. In such event the Company’s only liability to the Executive will be in respect of unpaid remuneration or expenses. The Executive may not terminate this Agreement under this provision.

The base for overtime salary of Party B shall be RMB ____ Yuan per day, including RMB _____ Yuan during the probationary period. In the case of any change in Party B's salary, the base overtime salary shall be adjusted accordingly. The transportation subsidy for overtime work on public and statutory holidays shall be RMB _____Yuan per day.

2.2 The first three months of your Appointment will be a probationary period during which your suitability for the position to which you have been appointed will be assessed. The Company reserves the right to extend your probationary period if in its opinion such extension is necessary. During your probationary period your Appointment may be terminated by the Company on four weeks’ notice or payment in lieu of notice. At the end of the probationary period you will be informed in writing if you have successfully completed your probationary period. The Company disciplinary procedures will not apply to you during your probationary period notice.

The first 90 days of your employment will be under a probationary period. During this period, both the company and you will determine whether you can perform the requirements of the job you have been assigned to.

The first 90 days of your employment will be under a probationary period. During this period, both the company and you will determine whether you can perform the requirements of the job you have been assigned to. Near the end of this probation, we will assess your performance in the form of a standard review.

The first six months of employment are considered a probationary period. Within the duration of this probationary period, the contract may be canceled by either party with a notification of four weeks to the end of the month.

3. Eligibility. Each Employee who remains an Employee following the expiration of the Probationary Period shall be eligible to participate in the Plan. Subject to the satisfaction of Section4, an Employee shall be eligible to participate in the Plan commencing in the first payroll period that falls entirely outside the Probationary Period. An Employee who has met the requirements of this Section3 and who subsequently ceases to be an Employee shall again be eligible to participate in the Plan when he again becomes eligible under this Section3.

3.Benefits. The Employee will be entitled to join the company-wide benefits package following the 90 day probationary period. This includes LTD, Life Insurance, Dental, Extended Health, and BC MSP.

Optional workdays beginning at 7:00 a.m., 7:30 a.m., 8:30 a.m. and 9:00 a.m. may be implemented by mutual consent of the employee and the Employer.Both parties recognize that scheduling will be necessary to ensure coverage of key positions.The primary consideration for implementing, or the Employer consenting to, optional workday schedules will be determined by the business needs of the Employer.If an insufficient number of employees consent to work the optional workday schedule, the Employer can assign appropriate personnel who have completed their probationary period.Assignment will be made on the basis of seniority with the least senior employee in the job classification being assigned.Employees shall be given a one (1) week notice prior to implementing a new workday schedule.With a one (1) week notice by either party, an employee shall revert back to the regular workday, unless the position has been assigned by the Employer and until such time that there is a less senior employee available in the job classification assigned.

The Employer may establish a Tuesday through Saturday work schedule between the hours of 8:00 a.m. through 6:00 p.m. Tuesday through Friday and 8:00 a.m. through 5:00 p.m. on Saturday at the straight time rate.The Tuesday through Saturday work schedule will be announced at least thirty (30) calendar days in advance.The changed work schedule will be at least thirty (30) calendar days in duration.Individuals assigned to the optional work schedule will be selected on a voluntary basis in order of seniority.If an insufficient number of employees volunteer to work the optional workweek, the Employer may assign appropriate personnel who have completed their probationary period.Assignments will be made on the basis of seniority with the least senior employee in the job classification being assigned.

volunteer to work the shift schedule, the Employer may assign appropriate personnel who have completed their probationary period. Assignments will be made on the basis of seniority with the least senior employee in the job classification being assigned.Temporary employees who have been employed ninety (90) calendar days may be assigned the shift schedule.

A probationary employee is one who has been hired by the Employer for regular employment, but who has had less than ninety (90) days continuous service with the Employer.All employees hired to fill a regular job will be regarded as probationary employees for the first ninety (90) days of their employment, except that if a temporary employee is hired for regular employment after serving for ninety (90) days or more in the position to which the employee is appointed, the employee will not be required to serve an additional probationary period.During this period of probationary employment for the newly hired employee, the employee may be laid off or discharged and such actions by the Employer shall not be subject to the provisions of Article 10 herein.The rights of employees who bid to a different position and who do not successfully complete the probationary period in the bid position shall be as specified in this Agreement.All employees hired to fill a regular job shall accrue service credits and seniority during such probationary period.This time may be extended by mutual agreement between the Employer and the Union.

After the effective date of this Agreement, regular employees who fill maintenance positions existing as of the effective date of this Agreement will be assigned to the seven day schedule no later than the end of their probationary period.Newly hired employees will normally be assigned to work the seven dayschedule at the end of their probationary period, but with prior mutual agreement between the Union and Employer, and when necessary for purposes of familiarization with Power Plant operations or maintenance duties, assignment to the seven day schedule may be delayed up to six (6) months from their date of hire.The intent of this paragraph as it refers to new hire and probationary regular employees is to ensure that employees are adequately trained and are given enough time to learn their jobs so that they may be fairly and objectively evaluated prior to the end of their probationary period.All such employees will be scheduled to work no less than eighty-four (84) hours in each two week pay period, inclusive of leave, holiday pay, leave without pay or other unpaid absence.No employee will be required to lose working time by reason of a change in jobs or shifts, except in cases of employee’s personal convenience or preference.

A probationary employee is one who has been hired by the Employer for regular employment, but who has less than ninety (90) days continuous service with the Employer.All employees hired to fill a regular job will be regarded as probationary employees for the first ninety (90) days.During this period of probationary employment, the newly hired employee may be laid off or discharged by the Employer, and such actions shall not be subject, to the provisions of Article 10 herein.All employees hired to fill a regular job shall accrue service credits and seniority during such probationary period.This time may be extended by mutual agreement between Management and Union.

Regular employees awarded a bid to a higher classification (except jobs under 3.4.3) will undergo up to a sixty (60) day probationary period.Any employee who successfully bids and fails the probationary period shall return to a position assigned by the Employer within the classifications listed in Article 3 Section 3.5.2 in which the employee occupied prior to the failed bid.

The most qualified bidder, as determined above, will be the successful bidder and will be awarded the trainee position.The successful bidder will undertake the formal Journeyman Upgrade Program established by the Alaska Joint Electrical Apprenticeship and Training Trust (AJEATT) and the Employer.The probationary period of the trainee will be six months, and at the end of this period the Employer will evaluate the employee.If the trainee successfully completes the probationary period, the trainee will move on to complete the remainder of the training program.If the trainee does not successfully complete the probationary period, the trainee shall return to a position assigned by the Employer within the classification listed in Article 3 “Reduction-in-Force” of the OPPA which the employee occupied prior to the failed probationary period.The Employer will then proceed to Step Four.