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A probationary period is the period of credited service an
employee who has received a probationary appointment shall
serve in order to qualify for a permanent appointment.
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A probationary employee is an employee serving a
period of probation.
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The probationary
period for full-time employees is normally one (1) year of
continuous credited service in a particular classification, unless extended by mutual agreement of the employee and the University, for employees new to the bargaining unit and for employees who apply for and are awarded a new position into a new bargaining unit classification. For employees whose positions are reclassified into any other bargaining unit classification, the one-year period begins from the first day of the pay period following the date the request for the classification review was received in the campus Human Resources Office. The probationary period for part-time employees is the equivalent of one (1) year of full-time service.
The preceding provisions shall apply to any current employee who has served the applicable probationary period as of thirty (30) days following ratification of this Agreement by the parties. |
Service Credit for Probation
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Part-time
temporary service shall not count as credited service for probation.
Full-time temporary service may count as credited service for
probation when granted by the President. |
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Time
spent by an employee in a temporary assignment to a higher or
lateral classification pursuant to provision 17.4, Article 17,
Assignment/Reassignment, may be credited towards probation if
the employee receives an appointment to that same higher or
lateral classification. |
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A year
of service for an employee in an academic year position is two
(2) consecutive semesters or three (3) consecutive quarters
of employment within an academic year. For an academic year
employee at a facility with a quarter system, year-round operation,
a year of service is any three (3) quarters in a period of four
(4) consecutive quarters. |
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A year
of service for an employee in a twelve (12) month position is
any consecutive twelve (12) months of full-time employment. |
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A year
of service for an employee in a ten (10) month or eleven (11)
month position is, respectively, ten (10) or eleven (11) months
of full-time employment within a twelve (12) month period of
time. The ten (10) or eleven (11) months of required service
for each twelve (12) month period shall be determined by the
President upon appointment of the employee. |
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When
a position is vacant and the campus policy requires that a recruitment
search be conducted, the employee selected for a position that
requires movement to a new classification may be required to
serve a new probationary period. The length of service required
for such a new probationary period shall be determined by the
President. |
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When a permanent CSU employee receives an appointment at
another campus in the same classification in which he/she
holds permanency, the President may reduce the length
of the probationary period to be served.
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If a
reclassification action is taken and an employee is placed in
a new classification, the employee may be required to serve
a new probationary period. The length of the probationary period normally shall be one (1) year, as provided in 14.3, but the length of the probation may be reduced by the President. |
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If a
full-time employee with permanent status in a lower
classification is advanced to a probationary appointment in
a higher classification at the same campus and is denied permanency
in the higher classification, he/she shall have the
right to return to the lower classification with permanent status
in that class. If the lower class has been abolished
or superseded and the University determines a comparable class
has been established, the employee shall have the right to move
to the lower equivalent class with permanent status in that class. |
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An employee who is absent on any combination of WC, IDL, NDI, LWOP, or paid sick leave for a cumulative total of more than twenty-two (22) workdays during his/her probationary period may have his/her probationary period extended, but by no more than the number of workdays he/she was absent in excess of twenty-two (22). |
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If an
employee who has made formal application for WC, IDL, or NDI
would gain permanent status between the time of application
for benefits and the granting or denial of benefits, and the
employee's performance justifies rejection, a rejection may
be processed in the usual manner. |
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Except
as otherwise provided for in this Agreement, the President shall
determine if there has been a break in service when a full-time
probationary employee is granted a partial leave of absence.
When a probationary employee takes a leave of absence or is
appointed to a new position, the President shall determine whether
the time served before the leave or new appointment is counted
in determining the remaining length of probationary service. |
| Rejection During Probation |
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14.16
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A probationary
employee may be separated from service at any time by
the President upon written notice of rejection during
probation. The employee should normally be given not less
than three (3) weeks notice of rejection during probation. |
| B. |
An employee rejected during
probation may not use Article 10, Grievance Procedure,
to grieve the decision to reject during probation. An
employee may utilize the provisions of Article 5, Reconsideration
Procedure, up to and including the Presidential level,
to appeal the decision to reject during probation. |
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The
award of permanent status shall only be by official
written notification of the President. No employee shall be
deemed to have been awarded permanent status in the
absence of such notification. |
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A full-time
employee may hold permanent status in only one (1)
classification at any given time. |
