(A) Duration. Every employee shall be on probation for a minimum of six months following the employee’s initial employment date. The Director/Administrator may extend initial probation for up to six additional months, using forms HR provides. In no event shall the initial probationary period exceed one year.
(B) Rejection on initial probation. A Director/Administrator may reject an employee on initial probation at any time. An employee rejected on initial probation shall have no recourse through the grievance procedure. An employee rejected on initial probation shall receive two weeks severance pay.
(C) Performance review. At least two weeks before the end of an employee’s initial probationary period, the employee’s supervisor shall complete a performance review and forward it to HR. The supervisor shall not complete a performance review if the employee is to be rejected on probation. Failure to comply with this deadline may result in disciplinary action against the supervisor.
(2004 Code, § 48-35) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022)