At-Will Employment: At all times during the introductory period, KSU or the employee may terminate the employment relationship with or without cause, as the employment relationship is at all times considered to be at will. Completion of the introductory period does not change the at-will nature of the employment relationship.

Holidays: Employees will be entitled to receive paid time off on all KSU holidays. However, holidays automatically extend the introductory period.

Paid Time Off: Employees in their introductory periods accrue paid vacation time, but cannot use such time until the completion of their introductory periods. Employees may, however, take unpaid leave upon approval by their supervisors'. Employees are entitled to take paid sick leave at any time, so long as they have accrued sufficient time to cover their absences. If sufficient sick leave is not available, an employee will be granted leave without pay. Any absences automatically extend the introductory period.

Rehire: Employees who are rehired by KSU are subject to a new introductory period.

Transfer to Another Position: An employee must remain in a position for at least six (6) months before he or she may voluntarily transfer to another position within KSU; thereafter, he or she will become subject to another introductory period.

During the first 30 days of the introductory period, an employee's supervisor shall provide the employee with a copy of the employee's job description and orient him or her to the position. The supervisor shall then establish written performance expectations and goals for the employee while he or she is in the position and identify criteria to be used to assess the employee's performance.

Throughout the introductory period, an employee's supervisor shall meet regularly with the employee to discuss the employee's performance and provide constructive feedback regarding whether the employee is meeting expectations or whether additional training is needed. The supervisor's feedback shall be recorded in writing.

Prior to the conclusion of the introductory period, an employee's supervisor shall determine if the employee's performance warrants continued employment in the position. The supervisor's determination shall be recorded in writing, and he or she shall send written notice to the Office of Human Resources (HR).

If an employee's performance is satisfactory by the conclusion of the introductory period, his or her supervisor shall advise HR in writing. HR shall then notify the employee that he or she has completed the introductory period and that he or she is now permitted to use accrued vacation leave.

If an employee's performance is not satisfactory by the conclusion of the introductory period, his or her supervisor must contact HR and take appropriate action. After consulting with HR, the supervisor may take one of the following actions:

Extend the Introductory Period by Up to 90 Days. If an employee shows potential but has not performed satisfactorily, his or her supervisor may, upon discussion with HR, extend the introductory period by up to 90 days. HR shall send the employee written notice that his or her introductory period is being extended and advise him or her that another evaluation will be conducted prior to the