Petitioner, a probationary employee, could be discharged without a hearing so long as the termination was not made in bad faith. The evidence in this record supports the conclusion that petitioner was discharged for good reason and, accordingly, no hearing was necessary before terminating petitioner's employment (Matter of Johnson v Katz, 68 N.Y.2d 649). Nor was petitioner entitled to a so-called "name-clearing hearing", since petitioner has failed to demonstrate that the public employer publicly disclosed the stigmatizing reasons for petitioner's discharge (Matter of Lentlie v Egan, 61 N.Y.2d 874).
Concur — Kupferman, J.P., Carro, Asch, Kassal and Rosenberger, JJ.