4.31 Probationary Period

This policy applies to regular and extended temporary staff in all offices and divisions of Gallaudet University, unless specifically covered by collective bargaining agreements made between Gallaudet University and certified bargaining agents.

The first six calendar months in a new position for staff employees are considered a probationary period. This includes both the first six months of employment, and the first six months after voluntarily transferring into a new position. During this time, employees have an opportunity to learn more about their assignments and to determine whether or not they are satisfied with the position. At the same time, the supervisor has an opportunity to determine whether or not the employee has the potential for successful performance in the position. The potential for successful performance includes not only the potential for performing responsibilities satisfactorily, but also the potential for achieving an acceptable level of sign proficiency.

Since the probationary period also serves as an orientation period, counseling sessions should be held between the supervisor and the employee to discuss various aspects of the job. If at any time during the probationary period the supervisor feels that the employee is not suitable for the position, the supervisor may terminate the employment. An employee who is terminated during the probationary period has no rights of appeal under the Dispute Resolution Procedures.

If at any time during the probationary period the employee decides that he/she is not satisfied with the job placement or that he/she cannot adjust properly to the work assignments, the employee may apply for a position elsewhere on campus. This action does not change the conditions for meeting the sign language requirement within the established time frame. If, by the end of the probationary period the employee elects to remain in the position, he/she may not be employed by another unit on campus until he/she has been in the department for a total of 12 months from the date of hire, unless the appointment is for less than one year's duration.

Satisfactory completion of the probationary period is not a guarantee of continuous employment and does not alter any employee’s at-will employment status.

1.  If an employee is to be terminated during the probationary period, the supervisor should:

1. Contact the senior administrator, Human Resources, and the Director of Equal Opportunity Programs to review the events leading to termination.
2. Inform the employee verbally and in writing, no later than the final day of the probationary period, of the termination and the effective date of separation. No notice is required.
3. Instruct the employee to arrange an exit interview with Human Resources for a review of benefits.
4. Prepare a Separation Personnel Action Form and verify return of University property and to request repayment of any money due to the University.

2.  The employee is eligible for one week of severance pay to the extent provided for in A&O 4.32.

3.  Involuntarily terminated employees receive their final paycheck on the next business day.

4.  Collection procedures may be implemented if the employee does not return all University property or has not satisfied all financial obligations with the University.