Trial Periods
Rate this Article
(Average Rating: 0)
Show Properties
First Published :Mon Dec 01 18:33:23 GMT 2014
Last Modified :Tue May 28 16:16:42 GMT 2019
Last Published :Tue May 28 16:16:42 GMT 2019
Summary :
Reference for all current, new and newly transferred/promoted staff with inquiries about probationary periods
Audience: Employees, Staff
Response
Primary Information
All newly hired staff employees, including re-hires, must successfully complete a trial period before they are eligible to use the University’s paid time off day programs for vacation, sick, and personal days, or the University’s job protection policy. During their trial periods, new hires are entitled to paid time off only for University-observed holidays. New hires terminated during their trial periods may not contest their terminations through the internal grievance process.
The trial period normally runs for three (3) months from the date of hire, but a supervisor, in consultation with the Human Resources Department, may extend an employee’s trial period for up to an additional three (3) months. If this occurs, the supervisor must notify the employee in writing. The total trial period should not exceed six (6) months.
If an employee is promoted or transferred to another position, a new trial period will commence, during which the employee will be eligible for sick, vacation and job protection benefits (thus no waiting period to use paid time off ) but may not contest termination through the internal grievance process. Rehires, however, return to new hire status and will not be eligible for using vacation or sick time during the trial period.
For any questions or concerns, please contact your Human Resource Business Partner.
Please reference the Tufts HR website and the Employee Handbook for more information on the University’s Trial Period policy. |
Information
Keywords
Trial period, probation, vacation, time off, PTO