4.31 Probationary Period

Last Revised: March 21, 2022

Refer Questions to: Human Resources

Scope

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.

Policy

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 they are satisfied with the position. At the same time, the supervisor has an opportunity to determine whether the employee has demonstrated reasonable progress for successful performance in the position during the probationary period. Measuring successful performance includes not only performing responsibilities satisfactorily, but also making reasonable progress towards achieving an acceptable level of sign proficiency.

Since the probationary period also serves as an evaluation period, progress meetings should be held between the supervisor and the employee to discuss various aspects of the job. During this probationary period, the employee is expected to follow the job description outlined at the time of hire. Supervisors are responsible for overseeing performance during the probationary period and providing feedback as needed. 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.

An employee may apply, but is not guaranteed to be selected, for a position elsewhere within the University only after the conclusion of the probationary period if the employee decides that they are not satisfied with the job placement. All employees are expected to comply with any sign language requirements applicable to a position, regardless of whether they remain in a role or pursue other job opportunities within the University. Satisfactory completion of the probationary period is not a guarantee of continuous employment and does not alter any employee’s at-will employment status.

Approved by: Gallaudet University Board of Trustees

Procedures

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 face-to-face and in writing, no later than the final day of the probationary period, of the termination and the effective date of separation. No advance notice is required. Human Resources must be present in the meeting.
3. Verify return of University property and to request repayment of any money due to the University.

2. The employee may be 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 in accordance with applicable state law.

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.