BACK TO WORK SCHEME Sample Clauses

BACK TO WORK SCHEME. 21.1 Under this Clause 21, the Training Provider may exempt an individual from the following eligibility criteria: a) ‘upskilling’ (Clause 2.2(c)(v) of this Schedule 1); b) ‘two at level in a lifetime’ (Clause 2.3(c) of this Schedule 1); and/or c) ‘two “courses in…” in a lifetime’ (Clause 2.3(d) of this Schedule 1), where the Training Provider has sighted and retained a copy of the standard email issued by the State Revenue Office to the individual’s employer that confirms the individual’s status as a ‘Back to Work’ participant. 21.2 Where the Training Provider has granted an exemption under Clause 21.1, the associated training activity must be reported with the Eligibility Exemption Indicator in the NAT00120 file set to ‘Y’; and using the following Funding Source Identifiers - State Training Authority: a) ‘BWL’ (Apprentice/Trainee); or b) ‘BWP’ (General, non-Apprentice/Trainee).
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BACK TO WORK SCHEME. The Training Provider may exempt students from the upskilling (Clause 2.2(c)(v)), ‘two at level in a lifetime’ (Clause 2.3(c)) and/or the ‘two “courses in…” in a lifetime (Clause 2.3(d)) eligibility criteria, where the Training Provider has sighted and retained a copy of the standard email issued by the State Revenue Office to the student’s employer that confirms the student’s status as a ‘Back to Work’ participant.
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BACK TO WORK SCHEME. The Training Provider may exempt students from the upskilling (Clause 2.2(c)(v) of this Schedule 1), ‘two at level in a lifetime’ (Clause 2.3(c) of this Schedule 1) and/or the ‘two “courses in…” in a lifetime (Clause 2.3(d) of this Schedule 1) eligibility criteria, where the Training Provider has sighted and retained a copy of the standard email issued by the State Revenue Office to the student’s employer that confirms the student’s status as a ‘Back to Work’ participant. If the student is confirmed as a ‘Back to Work’ participant by the Training Provider under Clause 22.1 of this Schedule 1, the Training Provider must grant a fee concession to the student in accordance with the Guidelines about Fees.
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BACK TO WORK SCHEME. 21.1 Under this Clause 21, the Training Provider may exempt an individual from the following eligibility criteria: a) ‘upskilling’ (Clause 2.2(c)(v) of this Schedule 1); b) ‘two at level in a lifetime’ (Clause 2.3(c) of this Schedule 1); and/or c) ‘two “courses in…” in a lifetime’ (Clause 2.3(d) of this Schedule 1), where the Training Provider has sighted and retained a copy of the standard email issued by the State Revenue Office to the individual’s employer that confirms the individual’s status as a ‘Back to Work’ participant
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BACK TO WORK SCHEME. 21.1 Under this Clause 21, the Training Provider may exempt an individual from the following eligibility criteria: a) ‘upskilling’ (Clause 2.2(c)(v) of this Schedule 1); b) ‘two at level in a lifetime’ (Clause 2.3(c) of this Schedule 1); and/or c) ‘two “courses in…” in a lifetime’ (Clause 2.3(d) of this Schedule 1), where the Training Provider has sighted and retained a copy of the standard email issued by the State Revenue Office to the individual’s employer that confirms the individual’s status as a ‘Back to Work’ participant. 21.2 Where the Training Provider has granted an exemption under Clause 21.1, the associated training activity must be reported with the Eligibility Exemption Indicator in the NAT00120 file set to ‘Y’; and using the following Funding Source Identifiers - State Training Authority: a) ‘BWL’ (Apprentice/Trainee); or b) ‘BWP’ (General, non-Apprentice/Trainee). 21.3 The Training Provider must grant an Eligible Individual enrolled in training under the Back to Work Scheme a fee concession in accordance with Clause 4.7 of this Schedule 1 and the Guidelines about Fees. 21.4 For the purposes of Clause 13.30 of this Schedule 1, the ‘Maximum Fee Concession Contribution per hour’ for each course will be determined based on the ‘Indigenous Completions Initiative’ column of the Client Tuition Fee Contribution report (i.e. which provides a maximum across all qualification levels). 21.5 Where a Training Provider grants a fee concession pursuant to Clause 21.3 of this Schedule 1, the training activity must be reported with the Fee Exemption/Concession Type Identifier as: a) ‘H’ if the student presents a valid Healthcare Card, ‘P’ if the student presents a valid Pensioner Concession Card, ‘V’ if the student presents a valid Veteran Gold Card; or b) ‘O’ (other) if the student does not hold a valid Healthcare Card, Pensioner Card or Veteran Gold Card.
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Related to BACK TO WORK SCHEME

  • Modified Work/Return to Work (a) The normal retirement age is sixty-five (65) years of age. The Employer may continue to employ an employee beyond retirement age, if the Employer determines that the employee can satisfactorily perform the requirements of her classification. (Effective December 12, 2006, the parties agree this sub- section no longer applies). (b) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/light/ alternative work program, except as required by law.

  • Access to Work District representatives shall at all times have access to the Work, wherever it is, in preparation or in progress. Contractor shall provide safe and proper facilities for such access.

  • Right to Work For purposes of federal immigration law, you will be required to provide to the Company documentary evidence of your identity and eligibility for employment in the United States. Such documentation must be provided to us within three (3) business days of your Start Date, or our employment relationship with you may be terminated.

  • Modified Work/Return to Work Programs The Employer and the Union recognize the purpose of modified work/return to work programs, is to provide fair and consistent practices for accommodating nurses who have been ill, injured or permanently disabled, to enable their safe return to work. The parties undertake to provide safe and meaningful employment for all nurses based on the following objectives and principles:

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Requirement to Work Reasonable Overtime The Employer may require any Employee to work reasonable overtime at overtime rates and such Employee shall work overtime in accordance with such requirement.

  • Recall to Work 5.6.2.1 An employee recalled to work overtime after leaving the company’s premises (whether notified before or after leaving the premises) will be paid for a minimum of three hours work at the appropriate rates for each time the employee is so recalled. Except in the case of unforeseen circumstances arising, the employee will not be required to work the full three hours if the job the employee was recalled to perform is completed within a shorter period.

  • Alternative Work Schedule An alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or for hospital personnel an eighty (80) hour workweek in a fourteen (14) day period and other mutually agreed upon schedules that comply with applicable federal and state law. Employee work schedules normally include two (2) consecutive days off.

  • Right to Refuse Dangerous Work An employee shall have the right to refuse to work in dangerous situations.

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