(A) Duration. Every employee shall be on probation for a minimum of 12 months following the employee’s initial employment date. The Director/Chief may extend initial probation for up to six additional months based on employee performance and concurrence with HR.
(B) Leave. An employee on initial probation may accrue and use leave consistent to this chapter.
(C) Rejection on initial probation. The Director/Chief 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.
(D) 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 the Director/Chief who shall review and forward to HR. The supervisor shall not complete a performance review if the employee is to be rejected on probation; instead they shall file documentation with validation for separation from employment.
(Ord. 2022-15, passed 11-3-2022)