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Article 25 - Employment Status 25.1 Definitions. A "temporary employee" shall mean: 25.1.1 A contracted employee hired to perform a specific job over a definable period of time (normally not to exceed one [1] year); or 25.1.2 A contracted employee hired to complete the term of a probationary or permanent employee who left for an extended period of time but is expected to return; or 25.1.3 An employee who, as a result of a combination of part-time assignments, works more than half of an annual workload. 25.2 Probationary Employee. A "probationary employee" shall mean an employee hired to fill a vacancy in a contracted bargaining unit position either newly created or caused by the termination of a contracted employee. 25.3 Permanent Employee. A "permanent employee" shall mean a contracted employee who has completed the probationary period. 25.4 Probationary Period. All new contracted employees except temporary employees shall serve a three (3) year probationary period. Such period must be complete and continuous academic years of employment accomplished during consecutive years unless the employee has been granted a leave of absence under the terms of this Agreement. 25.4.1 The College may, at its discretion, extend the probationary period one (1) year with reasons for such action given to the employee in writing. 25.4.2 For the purposes of this section, an employee will be considered to have completed a year of employment if he/she has been employed half time or more for more than half the number of working days in the normal academic year. 25.5 Nonrenewal. A probationary employee may be nonrenewed for any reason deemed in good faith sufficient by the College. Notice of such nonrenewal shall be sent by certified mail by March 15. 25.5.1 Upon request, the employee shall he provided a statement of the material reasons for the nonrenewal; and further, shall be entitled, upon request, to meet informally with the Board in executive session to discuss the reasons for the nonrenewal. 25.5.2 The substantive reasons or grounds for the nonrenewal shall not be subject to the grievance procedure. 25.6 Dismissal of Permanent Employee. Upon successful completion of the probationary period, an employee shall be considered permanent and may be discharged or dismissed only for just cause. 25.7 Placement on Notice. If the basis for dismissal or discharge action is performance related, the employee may be placed on notice for up to one (1) year before such action is made final. The employee shall be notified by March 15 of the College's intention to retain or dismiss. 25.8 Just Cause Discipline. Discipline: No employee shall he reprimanded in writing, suspended, or reduced in compensation without just cause. 25.9 Complaint Procedure. Any written complaint regarding an employee will be timely investigated and called to the attention of the employee within five (5) working days from the time the College determines there may be merit to the complaint. The employee will be given the opportunity to respond to and/or rebut such complaint. Contract Table of Contents | Search Agreement | Previous Article | Next Article Your Association | Current Contract | Newsletter | Bargaining | Bulletin Board | Contact LCCEA | Site Index