If employees are in a safety sensitive position, e.g. Equipment Operator, they may be reassigned or demoted to a non-safety sensitive position, or placed on leave status while participating in the Employee Assistance Program. If an employee is holding a special risk position, e.g. Deputy or Firefighter, they may be discharged or disciplined for the first positive confirmed drug test. All new employees must certify in writing that they have received, read, and understand the Drug Free Work Place Policy and Procedures. The probationary period is regarded as an important part of the employment selection and examination process and is used for evaluating employees' work quality, attendance and other job-related factors. It also gives employees the opportunity to decide whether they like their new job and surroundings.
Most classifications have a six-month probationary period.
However, Corrections Officer Trainee, Corrections Officer, Senior Lifeguard, Deputy I, Deputy II, Telecommunicator I, Firefighter and Airport Security Officer have a one year probationary period. During the probationary period, any unsatisfactory performance can result in an extension of probation or termination. The employee does not have the right to appeal either action except on the basis of illegal discrimination or due to factually incorrect information. Service Groups may also request authorization to extend probation due to extenuating circumstances which did not allow the employee to be fully evaluated during the normal probationary period. A written evaluation of the employee's job performance informs him or her of how well he is doing and what improvements he can make.