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Probationary Period Policy 415.06

Probationary Period Policy 415.06
Johnson County Community College
Series: 400 Personnel
Section: Hiring and Onboarding

Applicability: This Policy applies to all Johnson County Community College (“JCCC” or the “College”) employees, except those employees who are “teachers” as defined in the Teachers’ Continuing Contract Act, K.S.A. 72-2252 et seq., whose probationary period and notice of non-renewal or termination shall be in accordance with the Act, as amended.

Purpose: The purpose of this Policy is to describe the probationary period for College employees, except “teachers.”

Statement:

The probationary period for employment at JCCC is as follows:

Employment Type Probationary Period
Full-time regular (hourly or salaried) 12 calendar months from the first date of employment.
Part-time regular (hourly or salaried) 12 calendar months from the first date of employment.
Temporary (hourly or salaried; full-time or part-time) Entire duration of employment.

The applicable probationary period, as determined by Human Resources, will restart when employment changes from one type to another at any time (e.g., part-time employee goes to full-time, grant-funded employee converts to College-paid employee, bargaining unit member moves to non-bargaining unit member, etc.) or an employee changes positions with the College.

Additionally, any probationary period for an employee may be extended by action of the employee’s supervisor, upon consultation with a director over Human Resources, for a period not to exceed an additional six (6) calendar months, to begin immediately upon completion of the current probationary period.

Time on leave with or without pay for more than 30 consecutive calendar days shall not count toward the probationary period. Upon the employee’s return from leave, time shall again accrue toward the probationary period until the total probation time equals the time required for the position.

During any probationary period, employees may be terminated, or demoted for any reason immediately following written notice. Such notice shall specify the date of the determination, the nature of the determination, and the effective date. Completion of the probationary period does not entitle any employee to remain employed by the College nor guarantee continued employment for any definite period of time. After completion of the probationary period, employees may be terminated or demoted in accordance with the Suspension, Demotion and Termination Policy 415.08.

Date of Adoption:
Revised: 3/25/2010, 5/14/2015, 6/16/2016 (Effective 07/01/2016), 10/26/2017 (effective 11/01/2017), 04/20/2023, 12/12/2024