Human Resources Policies

POLICY: Introductory Period
Policy Number: HR-40
Effective Date: July 2002
Revisions: June 2002, July 2000
Responsible Officer: Associate Dean, Planning and Operations


PURPOSE:
This policy was established to provide employees ample time to become familiar with performance expectations.

I. POLICY:
The first ninety (90) days of employment for all regular full-time or part-time nonfaculty staff is considered an Introductory Period. Completion of the introductory period does not guarantee continued employment and does not change the atwill nature of the employment relationship.

II. ELIGIBILITY:
This policy applies to all non-faculty employees.

III. GUIDELINES:
A. The Introductory Period is used to determine if performance is satisfactory and if continued employment is warranted.

B. If termination occurs during the Introductory Period, the employee does not receive payment for accrued vacation leave.

C. If an employee, still in the Introductory Period, is not meeting the required standards of the position, the Introductory Period may be extended for up to three (3) additional months. The Introductory Period may not be extended for longer than a total of six (6) months.

D. An employee must remain in a position at least 6 months before voluntarily transferring to another position within the College of Medicine; thereafter, the employee will be subject to a new Introductory Period, unless the new supervisor specifically waives it.

E. Individuals rehired to the College of Medicine after a separation of over ninety (90) days must complete a new Introductory Period.

F. During the Introductory Period employees may accrue but cannot use paid time off; in unusual circumstances, the supervisor has discretion to grant an employee unpaid time off.

IV. PROCEDURES:
A. An employee receives notice of the Introductory Period in the formal letter of offer.

B. Throughout the Introductory Period, the supervisor should meet with the new employee to communicate job responsibilities, practices and standards, procedures, and overall job performance. Employees will be evaluated on or about ninety (90) days after employment. Thereafter, employees will be evaluated on a schedule as determined by the University.

C. If performance is not satisfactory, the supervisor should consult with a representative of the Human Resources Department and take appropriate action as soon as it becomes apparent.

Additional Information: Inquiries regarding this policy can be directed to the Human Resources
Department.