Procedure for Completing Payroll Authorizations for Probationary Employees

TO:	Deans, Directors and Department Heads

FROM:	Joan Geetter, Assistant Vice President

DATE:	January 13, 1989

As a result of recent requests, I am reissuing the instructions for completing payroll authorizations for probationary employees in the UCPEA bargaining unit or who are managerial exclusions. These procedures do not apply to tenure track positions.

New employees on General, 6.4 and 6.12 funds are hired on a probationary basis until they have completed a twelve-month working test period. (See Attachment 1, Article 16 of the UCPEA contract.) Following the satisfactory completion of this test period, signaled by filling out and forwarding an evaluation form (Attachment 2) to U-86, a second payroll authorization must be submitted to Personnel by the department indicating a "P" (permanent status) in the box marked "Ending Date."

Probationary status should be indicated on the initial payroll authorization in the space marked "Ending Date" in the following way:

a date must be entered corresponding to the date on which the twelve-month working test period will be completed, and
directly underneath the date the abbreviation "(prob)" in parentheses must be given, indicating that the employee will be eligible for permanent status immediately following the completion of the twelve-month test period.

This abbreviation "(prob)" will also insure that the employee receives the correct letter regarding his/her employment status at the University.

The indication of probationary status, which is "(prob)," should not be confused with the indication of permanent status, which if "P." For reference, I have included two sample payroll authorizations, Attachment 3 for a new employee on General funds and Attachment 4 for that same employee now being placed on the permanent staff after the completion of the twelve-month working test period.

Example: The employee shown on Attachment 3 has starting date of September 1, 1988, and will have an ending date of August 31, 1989, thus showing a complete twelve-month working test period. At the end of the successfully completed working test period, the second employment authorization (Attachment 4) must be submitted showing the permanent status of the employee, marked as "P."

An indication of probationary status is not appropriate for any employee funded by grants or contracts. These employees can be appointed for no more than one (1) year at a time or until the grant/contract end date, whichever comes first.

If you have any questions on how to fill out payroll authorizations for probationary employees, please do not hesitate to contact me at Extension 4038.

Attachment 1

Collective Bargaining Agreement between the University of Connecticut and the University of Connecticut Professional Employees Association (UCPEA)

July 1, 1986-June 30, 1989

Article 16

PROBATIONARY EMPLOYEES

A probationary employee is a new employee who has not completed a working test or trial period. Such a period shall not exceed one year.
Upon written request, each new employee shall be furnished a job description. Approximately half-way through and at the end of his/her probationary period, each employee shall be given a written evaluation of his/her performance which is not aggrievable under either 21.1.a or 21.1.b.
In event that a probationary employee is dismissed before the end of his/her probationary period, he/she shall receive two weeks notice or pay in lieu thereof.
In no case shall either the dismissal of an employee during his/her probationary period or the noncontinuation of an employee upon the completion of his/her probationary period be grievable under any article of this agreement including 21.b or grievable and arbitrable under 21.1.a. However, a probationary employee who is dismissed, or who is not continued, may appeal in person within ten (10) days to the office of the appropriate Vice President. The decision of the Vice President is final and not appealable to arbitration.