Understanding the Probationary Period

I often think back to my academy days and reflect on some of the lessons we learned. One topic that always stood out to me was the civil service rules surrounding the probationary period. I remember our TAC staff emphasizing that we were all probationary employees. When I asked what that meant, I was told we could be terminated for no cause or reason at all. As I asked more questions, I heard plenty of horror stories about people being fired before completing probation. I don't mind admitting that it made me a bit nervous, not because I doubted my ability to do the job, but because of the misinformation and stories circulating at the time.

Over the years, I have come to understand that the probationary period is intended to evaluate whether an employee can successfully perform the duties they were hired and trained to do. P#14529 During this time, you are considered an at-will employee, and the rules governing this status are outlined in the civil service manual. That is why it is critical for members to strictly follow policy and adhere to all rules, especially during probation. For example, if a probationary employee is arrested for a DUI or domestic battery, they will be scheduled for a hearing and may face non-confirmation. This means the department has determined the employee did not meet the standards required to successfully complete probation, resulting in termination.

By contrast, if a non-probationary employee faces similar charges, they are typically relieved of duty with pay during the investigation. If the charges are sustained, the standard discipline has generally been a 40-hour suspension, and the employee may continue their employment. In more serious situations, such as a felony arrest, an employee may be suspended without pay until the charges are reduced to a misdemeanor. At that point, pay may be reinstated. While these examples focus on criminal matters, it's important to understand that probationary status applies to overall performance as well. Repeated policy violations or ongoing minor infractions can also lead to non-confirmation. Simply put, the best way to avoid these outcomes is to follow policy, comply with lawful orders, and maintain professionalism at all times.

As your representative, my job is to help you maintain your employment and make sound decisions. There are many rules and policies to navigate, and at times, it can be challenging. Unfortunately, some lessons are learned the hard way. My advice is simple: listen to those who are working in your best interest and are committed to helping you succeed. Relying on the guidance of a fellow officer who has only been on the job a few months longer than you can lead to poor decisions. Experience matters. I often tell my 17-year-old son the same thing — don't rush to grow up or assume you have all the answers. A wise man once told me, "The greatest teacher in life is time and experience."