Every new employee goes through an initial period of adjustment in order to learn about the
Company and about his or her job. During this time the employee will have an opportunity to find
out if he or she is suited to, and likes his or her new position. Additionally, the initial employment
period gives the employee’s supervisor a reasonable period of time to evaluate the employee’s
work performance and attendance.
The initial employment period is ninety (90) days. During this time, the new employee will be
provided with training and guidance from the immediate supervisor and/or designated team
member. The employee may be discharged at any time during this period if the supervisor
concludes that the new employee is not progressing or performing satisfactorily. Under
appropriate circumstances, the initial employment period may be extended. Additionally, as is
true at all times during an employee’s employment with the Company, employment is not for any
specific time and may be terminated at will, by either the employee or the employer, with or
without cause and without prior notice.
At the end of the initial employment period, the employee and the immediate supervisor will
discuss the employee’s performance. The supervisor will complete a Three Month Evaluation
Form and make one of the following recommendations:
- Progress is satisfactory
- Reevaluate on a specified date
- Termination
When the employee’s progress is satisfactory, the employee will continue in LOYOLA’S
employment as an at-will employee.
When the supervisor notates areas of concern relative to the employee’s performance,
reevaluation may be scheduled for a specified date (no later than 90 days). The time frame is
based on the seriousness of the performance problem and the length of time required to improve
performance.
When the supervisor deems there are performance and/or attendance problems and the
employee may not be suited for the job, the supervisor must contact the Human Resources
Department to discuss the specific problems. If termination is decided, either the supervisor,
higher level manager in line of supervision, or the Human Resources Manager will inform the
employee of the termination.
The Three Month Performance Evaluation must be discussed with the employee. Both the
employee and the supervisor are required to sign the evaluation form before the supervisor
forwards it to the Human Resources Department. All employees are entitled to a copy of their
performance evaluation upon request.
The employee’s signature indicates they have seen the form and does not necessarily indicate
that they agree with its contents. If the employee refuses to sign the form, that should be so
noted in the presence of a witness.
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