202. Introductory Employment Period
The introductory employment period for all staff is the first six (6) months of employment in a position that is new to the employee. Employment during the introductory period is considered to be at-will and may be terminated with or without cause, and with or without notice at any time by the employee or the University. This policy applies to new hires as well as current employees who have transferred to a new position. Leaves of absence which extend beyond five (5) working days may be considered in the calculation of the six (6) month period.
For certain positions, the first nine (9) months of employment will constitute the introductory period, which can be extended up to an additional three (3) months. The designation of such positions must be approved by the Department of Human Resources.
The introductory period is designed to allow the employee and supervisor an appropriate orientation, training and evaluation period to determine if a satisfactory working relationship can be established between the employee and the University. Upon completion of the introductory period, the employee’s performance will be reviewed. If it is determined that a satisfactory working relationship cannot be established, neither the employee nor the supervisor are obligated to continue employment. If at the end of six (6) months the supervisor determines that continuation of the introductory period is appropriate, the introductory period can be extended up to an additional three (3) months with prior approval from the Department of Human Resources. The introductory period may not exceed nine (9) months.
If the supervisor determines that the employee’s performance is satisfactory and decides to continue the employment relationship, he/she will advise the employee of any improvements expected of the employee. Completion of the introductory period does not entitle the employee to remain employed by the University for any definite period of time.
An employee may resign at any time during an introductory period with or without notice. Advance notice is not required, but is encouraged when possible, to allow for a smooth transition within the department.
If at any time during the introductory period the supervisor determines that the employee cannot meet the position requirements or that the individual’s performance is unacceptable, the University may terminate employment with or without notice. The hiring supervisor must consult with the Department of Human Resources prior to the termination.
Introductory employees new to the University whose employment is terminated by the University do not have recourse to the University's formal conflict resolution process, but may review the termination decision with a designated representative from the Department of Human Resources.
Introductory employees who have transferred from within the University may make use of both the informal and formal Conflict Resolution process.
Contact Human Resources if you have questions or if you would like more information about this policy. See also Conflict Resolution Policy (309).
Policy Approved: October 23, 1998
Last Updated: April 7, 2010
Maintainer: Human Resources