303 Probationary Period
Revision Effective: February 20, 2024
Supersedes: June 17, 2009 Revision
Newly Appointed Employees. New employees shall serve a probationary period beginning at the commencement of employment. The purpose of this period is to determine the employee's suitability for the appointed position. If a probationary employee's performance does not merit continued employment, the employee may be removed at any time during the probationary period.
Newly appointed employees may use accrued sick leave during their probationary period subject to the Board Sick Leave policy. Newly appointed employees will accrue vacation leave during their probationary period but may not use vacation leave until the completion of the probationary period.
Promoted Employees. Promoted employees shall also serve a probationary period. If a promoted employee's performance does not merit continued employment, he/she may be returned to his/her former position, or a similar position, during the second half of that probationary period. If the same or similar position is not vacant, the employee shall be treated as if the position to which the employee is being demoted had been abolished. In such case, the employee will be offered the appropriate displacement rights. No new probationary period is required following such a demotion. Such reduction is not disciplinary action and shall not preclude advancement to other vacant positions.
Promoted employees may continue to use accumulated sick leave and vacation leave during their promotional probational leave per Tri-County Board policies.
Probationary Period. The probationary period is one hundred twenty (120) days. Only time during which an employee is in active pay status shall be counted as part of the probationary period. Part-time employees who work a portion of each work day or week shall have a probationary period of one hundred twenty (120) calendar days following appointment.
Supersedes: June 17, 2009 Revision
Newly Appointed Employees. New employees shall serve a probationary period beginning at the commencement of employment. The purpose of this period is to determine the employee's suitability for the appointed position. If a probationary employee's performance does not merit continued employment, the employee may be removed at any time during the probationary period.
Newly appointed employees may use accrued sick leave during their probationary period subject to the Board Sick Leave policy. Newly appointed employees will accrue vacation leave during their probationary period but may not use vacation leave until the completion of the probationary period.
Promoted Employees. Promoted employees shall also serve a probationary period. If a promoted employee's performance does not merit continued employment, he/she may be returned to his/her former position, or a similar position, during the second half of that probationary period. If the same or similar position is not vacant, the employee shall be treated as if the position to which the employee is being demoted had been abolished. In such case, the employee will be offered the appropriate displacement rights. No new probationary period is required following such a demotion. Such reduction is not disciplinary action and shall not preclude advancement to other vacant positions.
Promoted employees may continue to use accumulated sick leave and vacation leave during their promotional probational leave per Tri-County Board policies.
Probationary Period. The probationary period is one hundred twenty (120) days. Only time during which an employee is in active pay status shall be counted as part of the probationary period. Part-time employees who work a portion of each work day or week shall have a probationary period of one hundred twenty (120) calendar days following appointment.
