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Employee Relations > Probation
Probation is a trial period in which employees demonstrate
their ability to perform the duties and responsibilities of their positions.
Specific guidelines for nonexempt
employees:
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All newly hired nonexempt
employees shall serve a six (6)-month probationary period.
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Upon the successful completion of
probation, the nonexempt employee receives a salary
increase.
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During the probationary period, the
supervisor, with the approval of the department head and written notification
to the Office of Human Resources, may separate the employee without
reason at any time with a two-week written notification. An employee
has the right to appeal the rejection within five (5) workdays of
receipt of the written notification on grounds of procedural deficiency.
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Under certain circumstances as described
in VII-1.21 – USM Policy on Probation for Nonexempt
Employees (7/12/1996), a promoted, transferred, or reinstated nonexempt
employee may be placed on probation. In such cases, the employee may
only be separated with cause and a thirty (30)-calendar day written
notification.
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Upon the request of the Department
Head or designee, the Director of Human Resources or designee may
extend an original or status change probationary period for a period
an additional six (6) months.
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Nonexempt employees
who have completed a probationary period shall not be required to
serve a new probationary period when transferring to the same position
in a different department
Specific guidelines for exempt employees:
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Newly hired exempt
employees shall serve a probationary period of one year.
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Under certain circumstances described
in Policy VII-9.01 on Implementation of Phase II-Exempt
of the USM Pay Program (January 2, 2000), promoted employees shall
also be required to serve a one (1)-year probation.
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During the probationary period, the
supervisor, with the approval of the Director of Human Resources,
may reject an employee without reason provided there is thirty
(30) calendar day notification and the notice occurs at least thirty
(30) calendar days prior to the expiration of the probationary period.
In such cases, the employee has the right to appeal the rejection
within five (5) working days of receipt of the written notification
on grounds of procedural deficiency. Information on appeals may be
obtained from the Office of Human Resources.
Pay on Completion of Probation
Upon satisfactory completion of probation, an employee shall be given
an increase in pay equivalent to the merit increase approved and funded
for the fiscal year in which the probationary period is completed.
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