An Employee shall be considered to be on probation for the three (3) months actually worked.  An Employee shall serve probation only once with the same Supervisor(s).


The probationary period is intended to be a period of time for the Supervisor(s) to adequately evaluate the Employee’s skills and qualifications and to provide the Employee with feedback regarding their performance and suitability for the appointment. If, during the probationary period, a Supervisor considers that an Employee’s performance is unsatisfactory, the Supervisor shall provide such feedback in writing and give the Employee the opportunity to improve their performance.


The parties recognize that there may occasionally be circumstances in which the initial probationary period is not sufficient. In such circumstances, the Supervisor(s) may extend the probationary period by a further period, not to exceed six (6) weeks actually worked. Reasons for such extension, must be provided to the Employee and the Union in writing no later than two (2) weeks prior to the end of the initial probationary period.


In the event of a decision to dismiss a probationary Employee, the Employer will hold a meeting to advise the Employee.  The Employee shall be given two (2) working days’ notice of such meeting and shall be informed of their right to Union representation.


Reasons for the dismissal of a probationary Employee shall be in writing with a copy to the Union, and the Employee shall be provided with one (1) month’s notice or pay in lieu of notice.