(a) The probationary period shall be considered an integral part of the employee selection and examination process. During the probationary period, the employee’s supervisor shall review, examine and monitor the conduct, capacity, efficiency, skill, responsibility, integrity, and effectiveness of the employee to determine whether the employee is fully qualified for employment in the classification and position to which the employee has been appointed.

(b) All employees, except the borough attorney, the borough clerk, and the borough manager appointed to regular positions with the borough, are on probation.

(c) If at any time during the probationary period the probationary employee does not satisfactorily meet the requirements of the job for any reason, the probationary employee may be terminated from that position. At management’s option, the supervisor may propose the use of subsection (h) of this section. If retained after six months in the same position, such employees shall thereafter be considered a regular employee.

(d) During the probationary period described in this section, the employee is not covered by KGBC 3.15.200 or 3.15.210 and has no right to appeal a suspension without pay, demotion or removal.

(e) Any employee who is promoted shall be given a reasonable trial period, not to exceed 65 days, to become acquainted with the job and to demonstrate ability to fill the job satisfactorily. If, during this trial period, the employee demonstrates unsatisfactory ability for the job or at the employee’s request, the employee shall be returned to the employee’s former job without loss of benefits. If an employee accepts a position vacated by an employee who has been promoted or transferred, the appointment shall be conditioned upon the successful completion of the promoted or transferred employee’s trial period.

(f) A probationary employee is not and shall not be considered to be a temporary employee. Temporary employees are not eligible for group insurance, paid annual leave, paid sick leave, holiday pay, personal days, or pay increases. Up to three months of time served as a temporary employee may be counted toward the employee’s six month probationary period.

(g) Hours of work shall be specified by job title. The number of hours of work may vary for different positions, but shall be uniform for all employees within the same job title.

(h) After written evaluation and upon written mutual agreement among the employee, the employee’s supervisor and the manager, the probationary period of a new employee may be extended for up to one additional period not to exceed 90 work days. Upon successful completion of the extended probationary period, the employee shall thereafter be considered a regular employee. [Ord. No. 1095, §§1 – 3, 4-5-99; Ord. No. 956B, §1, 5-1-95. Code 1974 §30.20.018.]