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Relationship of Non-Exempt Employee to College
Policy: 7.1 Probationary Period/Letter of Employment
Adoption Date: February 23, 2026 Revised
PROBATIONARY PERIOD
Appointment to a staff position is made on the basis of qualification, merit, and ability. At the time of initial employment, a new staff member will be provided a complete description of the job to be performed. The staff employee is responsible for each of the duties outlined and for updating the job description as it changes.
A new staff member is required to serve sixty working days during the probationary period before final certification as a status employee. Prior to the end of the probationary period, each staff employee will be evaluated by his/her supervisor. The evaluation will be done on a standard evaluation form furnished by the Human Resources department. The purpose of these evaluations is to determine if the employee should continue employment. During the probationary period, a staff employee may be dismissed without notice if the ability and qualifications necessary to provide satisfactory service are not demonstrated. Successful completion of the employee probationary period is not a guarantee of a right to employment. Probationary periods may be extended at the discretion of the supervisor and the Chief Human Resource Officer.
LETTER OF EMPLOYMENT
All non-exempt employees are employed on an at-will basis and may be terminated at any time, with or without notice, at the discretion of the College, consistent with applicable law. Nothing in a letter of employment altars or modifies the at-will employment relationship. A letter of employment does not create a contract, guarantee of continued employment, or any property interest in a position. Employees employed under the terms of a letter of employment have no property rights in their job or position, and such employees may be dismissed at will. Letters of employment are issued by the Human Resources Office. Employees must sign and return the letter of employment, along with a signed copy of the employee’s job description to the Human Resources Office no later than fourteen calendar days from the date of issuance.
OUTSIDE EMPLOYMENT
Full‑time members of the faculty and staff are asked to inform their respective supervisor and cabinet member of any outside employment planned during the term of the individual contract or letter on an annual basis. This outside employment cannot interfere with job duties at Howard College.
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