A. Timeframe and Purpose
Generally, the first 90 days of a new employee's employment is an orientation and review period (sometimes referred to as the probationary period). During this time both the employee and the supervisor should consider and evaluate the suitability of the placement. Supervisors are encouraged to use this period to review and discuss with the employee his or her progress in meeting the requirements of the position and in adapting to the work environment as a whole.
In certain instances, a longer orientation and review period of up to 180 days may be specified at the outset of the position.
B. Communication during Orientation and Review Period
Supervisors are encouraged to use the orientation and review period to review and discuss with the employee his/her progress in meeting the requirements of the position and adapting to the work environment as a whole. If it appears that the placement is not suitable for any reason, either party may terminate the relationship. However, the employee should be told prior to the end of the orientation and review period that his/her employment will be terminated. The disciplinary process is not required for termination.
In the case of termination during the orientation and review period, the employee's final day of work ordinarily should not occur later than the last day of the specified orientation and review period. All orientation and review period terminations should be discussed in advance with the local human resources office or with the Office of Labor and Employee Relations if no local human resources office exists. Termination of employment during the orientation and review period is not subject to review under the Procedures to Resolve Work-Related Problems policy (see Section IX (2) of this Manual).
However, if an employee thinks that he or she is a victim of sexual harassment or discrimination during the orientation and review period, he/she have the right to request a review pursuant to Section II (1) or Section II (2) of this Manual.
C. Extensions to the Orientation and Review Period
In some cases, 90 days may not be sufficient to evaluate the suitability of a placement. In certain instances, the complexity of the position or other departmental staffing and/or operational considerations may require an extension of the orientation and review period of up to 90 days to fully assess the suitability of the placement. The terms of the extension should be in writing, signed and acknowledged by the employee and discussed in advance with the local human resources office.
D. Paid Time Off during the Orientation and Review Period
Although paid time off (vacation, personal and sick days) begins to accrue immediately upon hire, employees are not eligible to take vacation or personal days during the orientation and review period except with the prior approval of their supervisor. Sick pay is accrued at the rate of one day per month of completed service and may be used once accrued.
E. University Transfers (Effective 11/1/04)
When an employee transfers from a position in one department to a position in another department, there will be a new orientation and review period as described above. The employee and supervisor are encouraged to regularly discuss and review the transfer and to identify and resolve any problems during this orientation and review period.
F. Transfers from Temporary (Non-Benefited) Positions
If a person is hired in a temporary or less than half-time position (see Section III) and is later transferred into a regular benefited job without an interruption in service, the applicable orientation and review period will not include prior credit for temporary or less than half-time service in that position. The new employee would still be required to successfully complete the applicable orientation and review period beginning with the effective date of the hire into the regular position.
Last updated: 04/16/2009