106 Probationary Period
All newly-hired staff employees of the University are on probationary status for the first 90 calendar days of their employment. This is an opportunity for the staff member and supervisor to evaluate the suitability of the placement. During this period, the supervisor should endeavor to train and orient the employee in such a manner as to promote satisfactory performance. If for any reason at or before the end of this period the employee is dissatisfied with the job, or if it is determined that he or she is not suited for the work, he or she may resign or be terminated by the University without cause; in either case the employment record will bear the notation: "did not complete the probationary period."
If a new employee is performing marginally or appears unsuited to the job, the supervisor should discuss the situation with the Staffing and Career Development Representative before the expiration of the probationary period. The probationary period may be extended once for up to 90 additional calendar days with the approval of the Director of the Staffing and Career Development Office or the Senior Human Resources Representative (School of Medicine). A supervisor requesting an extension of the probationary period must do so in writing prior to the end of the original 90-day period, specifying the reason for the request. The employee must be advised of the extension and the reasons for it.
When a supervisor proposes to terminate a probationary employee, the reasons must be clearly stated to the Staffing and Career Development Office Representative who will normally process the termination without investigation, unless there is a basis for further inquiry. In any event, other disciplinary and termination procedures discussed in later sections do not apply to probationary employees. Probationary employees are not eligible to use the staff grievance procedure.
Employees who have successfully completed a probationary period and who are transferring to or being promoted into a new position will not be subject to another probationary period.
Former employees who are rehired will be considered new employees and will have another probationary period. This rule will not apply to a former employee who is rehired to the same job in the same department within one year after termination.
Employees on probationary status, who are otherwise eligible, begin accruing vacation as of the first day of employment. Vacation may not be used until six months of employment have been completed. Eligibility for personal days off and accrued sick days normally begins after satisfactory completion of the probationary period. Employees on probationary status, who are otherwise eligible, may enroll in benefit programs.
Unless otherwise required by law, employees on probationary status are not eligible for a leave of absence under Yale's Leaves of Absence policies; however, in extenuating circumstances, a request for a leave of absence for a period not to exceed 90 calendar days may be granted by an Associate Director of Human Resources. If an employee on probationary status is granted a leave of absence, the probationary period may be extended for up to 90 additional days. Paid time off is not accrued during probationary Leaves of Absence.