Initial Six Months Probationary Period - HR Policy 602

Initial Six Months Probationary Period - HR Policy 602

Abstract:
All UAB non-academic UAB employees (exempt and non-exempt) will undergo a six-month probationary period upon commencement of employment. This policy provides information regarding the period including access to benefits and perfomance reviews.
Effective Date:
4/1/2009
Responsible Party:
Contacts:
Employee Relations
Administrative Category:
Applies To:
Staff
Material Original Source:

Policy 602 – Initial Six Months Probationary Period

Date Issued: 10/80
Date Revised: 04/09

The first six calendar months of employment of all non-academic employees, both exempt and non-exempt, are considered an initial probationary period. During the initial six months of employment at UAB an employee's performance and adherence to UAB policies and procedures will be closely monitored. The employee will be counseled and corrective action will be taken when necessary as an ongoing part of this new employment period. Supervisors will document good performance as well as unsatisfactory performance. During this time the employee will be able to learn about his or her assignment and will be able to determine whether he or she is satisfied with the position. If an employee decides that he or she is unhappy with the position or cannot adjust properly to the work assignment, the employee may resign with proper notice.

At the same time, the employee's supervisor will have the opportunity during the initial six months of employment to determine the employee's suitability for the position for which he or she was employed. If the employee's performance is not satisfactory, his or her employment may be terminated at any time during the initial six months probationary period. The University of Alabama at Birmingham may terminate employees for other causes or reasons without giving notice.

Prior to or at the completion of an employee's initial six months probationary period, the supervisor will hold a counseling session which includes a performance appraisal with the employee. A copy of the appraisal will be submitted to the HR Records Department and will be placed in the employee's official permanent personnel file.

If the employee's job performance during the initial six months probationary period has not been satisfactory but the supervisor decides that discharge is not justified, the probationary period may be extended for up to 90 calendar days. Counseling sessions will be held between the supervisor and the employee during this extended initial six months probationary period. All counseling sessions must be well documented with copies of the appropriate records sent to the HR Records Department for inclusion in the employee's official permanent personnel file. At the conclusion of this extended probationary period, the employee will be re-evaluated and his or her employment either will be terminated or will be continued based on performance.

At the end of the initial six months probationary period, an employee is eligible to receive the full benefits and privileges accorded to his or her position, except as noted when the probationary period is extended beyond six months.

At any time after an employee has completed the initial six months probationary period, disciplinary probation may be imposed for definite periods, not to exceed 90 calendar days, in order to allow serious evaluation of the employee's continuation at UAB. Neither extended probation nor imposed disciplinary probation affects the employee's accrued benefits or access to the formal Problem Resolution Process.

An employee serves only one initial six month probationary period. An employee transferring to another area of the University will serve a 90 day imposed probationary period which does not affect access to benefits. An employee whose status is changed from full-time temporary to regular, whether full-time or part-time, does not serve another initial six month probationary period. In this case, it is deemed that the time spent as a full-time temporary employee (as defined under status code definitions) is time enough to make a determination of work performance and suitability by both parties. This applies, however, only to those employees who are retained in the same department in which they performed their temporary service. This does not apply to individuals employed through the University Temporary Employment Services.