UH-Victoria

Office of the Vice President for
Administration and Finance

SECTION: HUMAN RESOURCES INDEX: C-23

SUBJECT: PROBATIONARY PERIOD FOR REGULAR STAFF EMPLOYEES


POLICY

The University of Houston-Victoria (UHV) requires an initial probationary period for all new benefits-eligible staff employees. This probationary period allows time for adjustment on the job and an opportunity to determine whether it will be in the best interests of the employee and the University for the employment relationship to continue. During the probationary period, the supervisor has an opportunity to determine if the employee has the skills and abilities necessary to perform the duties required in the position, and the new employee may assess whether a working relationship should continue.

This policy applies to all new benefits-eligible staff employees with the exception of the following positions:  Provost and Vice President for Academic Affairs, Vice President for Administration and Finance, Associate Vice President for University Advancement, and School Deans.  These positions serve at the pleasure of the President.  If a designated position involves a faculty appointment, the faculty appointment will be subject to university faculty policies and procedures.

Non-Exempt Staff Employee, Benefits-Eligible

A nonexempt, benefits-eligible staff employee is probationary during the first six (6) months of continuous employment at the university, or during the first six (6) months of reemployment following a break in service for any reason other than a recall to work after an approved reduction in force.

Exempt Staff Employee, Benefits-Eligible

An exempt, benefits-eligible staff employee is probationary during the first twelve (12) months of continuous employment at the university, or during the first twelve (12) months of reemployment following a break in service for any reason other than a recall to work after an approved reduction in force.

During the probationary period, the supervisor will monitor the employee's performance to determine whether employment should continue. At any time during the probationary period, an employee may be dismissed with or without cause, and without application of the discipline and dismissal procedures, except that the dismissal may not be based on illegal discrimination or retaliation.

  

PROCEDURES

Probation begins on the first day of work. If an employee is transferred or promoted to another area of supervision during the initial probationary period, the probationary period will be extended.   If the probationary period is interrupted by any leave of absence, the probationary period will be extended by the amount of time taken for the leave.

If an employee has completed the initial six-month or twelve-month probationary period and is subsequently transferred, promoted, or hired into another position within the university, the employee is not required to repeat the probationary period and the university's discipline and dismissal procedures will apply.

Information pertaining to the discipline and dismissal of a benefits-eligible staff employee who has completed the initial probationary period is found in policy C-14, "Discipline and Dismissal Regular Staff Employees."

If the supervisor determines during the probationary period that the employment relationship should not be continued, the employment relationship should be terminated as soon as possible after that determination is made. Department heads may authorize dismissal of a probationary employee after consultation with their cabinet-level supervisor and the Director of Human Resources/ Affirmative Action. A department head will then give the employee written notice of dismissal and its effective date and time. A dismissed probationary employee is not entitled to contest dismissal unless evidence can be presented to indicate that the dismissal is based on illegal discrimination or retaliation and that the claim merits inquiry. The availability of the grievance process in such cases will be determined by the Director of Human Resources/Affirmative Action.

The initial probationary period is different from any probationary period instituted as a disciplinary action against an employee. See university policy C-14, Discipline and Dismissal Regular Staff Employees.

Approved:

Signature obtained                10/23/06
Tim Hudson, Ph.D.                Date
President

Next review date:  October 2008
Origination: Human Resource Department

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