ACCESS TO THE VTG FOR RETRENCHED EMPLOYEES Sample Clauses

ACCESS TO THE VTG FOR RETRENCHED EMPLOYEES. The Victorian Government supports retrenched employees by providing those from eligible businesses the opportunity to build on their current skills or retrain through the Victorian Training Guarantee. Individuals who have been retrenched from participating businesses are provided with access to government subsidised training if they do not meet the ‘up-skilling’ requirement of the Victorian Training Guarantee. Such individuals are provided with a letter of exemption from a Regional Manager, Industry Engagement from the Department, taking the form of either:
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ACCESS TO THE VTG FOR RETRENCHED EMPLOYEES. The Victorian Government supports retrenched employees by providing those from eligible businesses the opportunity to build on their current skills or retrain through the Victorian Training Guarantee. Individuals who have been retrenched from participating businesses are provided with access to government subsidised training if they do not meet the „up-skilling‟ requirement of the Victorian Training Guarantee. Such individuals are provided with a letter of exemption from a Regional Market Facilitation Manager from DEECD, taking the form of either:  a Workers in Transition Program letter (dated prior to 3 November 2014) or  a Training Referral Letter (dated on or after 3 November 2014).
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ACCESS TO THE VTG FOR RETRENCHED EMPLOYEES. The Victorian Government supports retrenched employees by providing those from eligible businesses the opportunity to build on their current skills or retrain through the Victorian Training Guarantee. Individuals who have been retrenched from participating businesses are provided with access to government subsidised training if they do not meet the ‘up-skilling’ requirement of the Victorian Training Guarantee. Such individuals are provided with a letter of exemption from a Regional Manager, Industry Engagement from the Department, taking the form of a Training Referral Letter (dated on or after 1 January 2015). Purpose To set out the RTO’s roles and responsibilities with respect to administering assistance to retrenched employees who have been referred to the RTO with a letter of exemption from the upskilling requirement set out at Clause 2.6(b)(v) of Schedule 1 of the VET Funding Contract. Roles and Responsibilities of the RTO The RTO will work with individuals or groups of retrenched workers referred to it by a Regional Manager, Industry Engagement from the Department to ensure their current skills are assessed/recognised in order to access appropriate government subsidised training in recognised qualifications. Individuals referred to the RTO should be encouraged to undertake training in a skills shortage occupation or for jobs where there are demonstrated local or regional employment opportunities. The RTO must: Screen referred individuals to determine the vocational interests of the student; Provide career information to referred individuals; Assess referred individuals’ eligibility for a government subsidised training place under the Victorian Training Guarantee; and Enrol referred individuals in accordance with the requirements set out in the Guidelines about Determining Student Eligibility and Supporting Evidence. Recognition of Prior Learning for retrenched employees Where the RTO (Approved RPL Provider List RTOs only) delivers government subsidised recognition of prior learning (RPL) to referred individuals, the RTO agrees to: facilitate new skills acquisition by using RPL in conjunction with training. For example, where a referred individual is provided with some transferable skills to enter new industry/job and requires some training to complete a new qualification. RPL of 100% of the qualification is not supported in this case. make every reasonable effort to help improve the skill levels of retrenched Victorians to transition to new employmen...
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Related to ACCESS TO THE VTG FOR RETRENCHED EMPLOYEES

  • Leave of Absence for Employees Who Serve as Local Coordinators for the Ontario Nurses' Association An employee who serves as Local Coordinator for the Ontario Nurses' Association shall be granted leave of absence without pay up to a total of thirty-five (35) days annually. Leave of absence for Local Coordinators for the Ontario Nurses' Association will be separate from the Union leave provided in (a) above.

  • Access to Employees Staff representatives of the Union shall be allowed to visit work areas of employees during working hours and confer on conditions of employment to the extent that such visitations do not disrupt the work activities of the area being visited. Prior to entering the work area, the representative shall receive permission from the appropriate department head or his/her designee stating the reason(s) for such visitations. Permission shall not be unreasonably denied.

  • CONDITIONS FOR EMERGENCY/HURRICANE OR DISASTER - TERM CONTRACTS It is hereby made a part of this Invitation for Bids that before, during and after a public emergency, disaster, hurricane, flood, or other acts of God that Orange County shall require a “first priority” basis for goods and services. It is vital and imperative that the majority of citizens are protected from any emergency situation which threatens public health and safety, as determined by the County. Contractor agrees to rent/sell/lease all goods and services to the County or other governmental entities as opposed to a private citizen, on a first priority basis. The County expects to pay contractual prices for all goods or services required during an emergency situation. Contractor shall furnish a twenty-four (24) hour phone number in the event of such an emergency.

  • Employee Access to Personnel File An employee shall have the right to read and review his/her personnel file on reasonable notice and by written request to the Human Resources Manager. An employee may request and shall receive a copy of any record or document contained in the employee’s personnel file.

  • Transfer of Pregnant Employees Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions.

  • Refresh Provision for Permanent Employees Permanent Employees returning from LTD or workplace insurance leave to resume their regular working hours must complete eleven (11) consecutive working days at their regular working hours to receive a new allocation of sick/short-term disability leave. If the Employee has a recurrence of the same illness or injury, s/he is required to apply to reopen the previous LTD or WSIB claim, as applicable. The Local union and Local school board agree to continue to cooperate in the implementation and administration of early intervention and safe return to work processes as a component of the Short-Term Leave and Long-Term Disability Plans. In the event the Employee exhausts his/her sick/short-term disability leave allocation from the previous year and continues to work part-time, their salary will be reduced accordingly and a pro-rated sick/short-term allocation for the employee’s working portion of the current year will be provided. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours. Any changes to hours of work during a fiscal year shall result in an adjustment to the allocation.

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • District’s Evaluation of Consultant and Consultant’s Employees and/or Subcontractors The District may evaluate the Consultant in any way the District is entitled pursuant to applicable law. The District’s evaluation may include, without limitation:

  • Excluded Employees Employees excluded from the bargaining unit who work for an Employer signatory to this Agreement may participate in any of the foregoing benefits under rules and regulations established by the Trustees. The trustees shall determine the contributions required for such benefits.

  • Personnel Selection Leave 35.6.1 Where an employee participates in a personnel selection process for a position in the Public Service, as defined in the Financial Administration Act, the Council shall grant leave of absence with pay for the period during which the employee's presence is required for purposes of the selection process, and for such further period as the Council considers reasonable for the employee to travel to and from the place where his presence is so required.

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