CONTINUING EDUCATION AND TRAINING. A. It shall be the responsibility of the Director of Human Resources to cooperate with the Division/Office Directors, Unit employees and others to xxxxxx and promote programs of training for County service and in-service training of employees for the purpose of improving the quality of personal service rendered to the public and of aiding employees to equip themselves for advancement in the County service. Division/Office Directors will make every effort to grant an employee’s request to attend County sponsored training, based on the operational needs of the Division or Office.
B. To improve the quality of personal service rendered to the public and to aid employees in equipping themselves for advancement, any regular, full-time employee may request Educational Leave for the purpose of taking occupationally related courses or training. Requests for Educational Leave will be considered consistent with the Educational Leave procedures established by the County.
C. Employees covered by this Agreement may participate in the County's Educational Reimbursement Program. The eligibility requirements and the amount, type and condition precedent to obtaining reimbursement, will be established by the County.
CONTINUING EDUCATION AND TRAINING. Chief Engineers, Assistant Engineers & Helper A Janitors
a. Annual requirement of Continuing Education to be completed during work-time and all hours will be compensated at straight-time.
b. All must show certificate of completion for the allotted training.
c. Continuing Education Courses selected shall be subject to the approval of the Employer with consideration of the recommendations of the Chief Engineer.
d. Chief Engineers must complete eight (8) hours of continuing education annually; Assistant Engineers and must complete eight (8) hours of training annually.
e. Helper A Janitors will be required to complete eight (8) hours of training annually.
f. Failure to complete or refusal to enroll in the classes to meet the Continuing Education requirement shall be grounds for progressive discipline unless the employee cures said failure to complete or enroll within thirty (30) days’ receipt of notice from Employer.
g. Employers who employ part-time or shared employees shall compensate employees for continuing education hours, on a pro-rata basis, based on number of days worked in workweek. Employers shall provide worktime to attend continuing education classes in accordance with the schedule of the Training Fund classes. Helper A Janitors
a. All Helper A Janitors must complete a two-year Apprenticeship Program through the Local No. 1 Training Fund within thirty-six (36) months from the date of hire or written notice from employer. Enrollment in the Apprenticeship program must begin within six (6) months of the date of hire or written notice from the employer, as evidenced by written notice from the Training Fund to the Employer. Failure or refusal to enroll within the six-month period or complete the Apprenticeship Program within the thirty-six (36) month period shall be grounds for dismissal. If second shift employee work schedule prevents attendance at required Training Fund Classes, employer shall attempt to make a reasonable accommodation. By written agreement between the Employer, Employee and the Union the requirement to complete the two-year Apprenticeship Program can be waived, or time frame extended.
b. All newly hired Helper A Janitors will be hired at a rate of pay equal to ninety percent (90%) of the Helper A Janitor rate. After completing fifty percent (50%) of the Apprenticeship Program, pay will increase to ninety-five percent (95%) of the Helper A Janitor rate. Upon receiving a certificate of completion they will receive the full Helper A Jan...
CONTINUING EDUCATION AND TRAINING. “Continuing Education and Training” means activities to support educational programs, training projects, and/or other professional development programs directed toward: 1) improving the professional and clinical expertise of prevention and treatment facility staff, 2) the knowledge base of county employees who oversee the program agreement; and 3) to meet minimum standards and contract requirements.
CONTINUING EDUCATION AND TRAINING. Employees shall be eligible for tuition remission/reimbursement in accordance with the TUHS Policy, which may be revised by TUHS from time to time. Changes to the policy shall not be subject to the grievance and arbitration provisions of this Agreement. The Hospital agrees to meet to discuss the changes prior to implementation of any changes.
Section 2. Full-time employees may utilize, up to one thousand dollars ($1000.00) over three (3) years to attend or access continuing education conferences including online CEU programs, seminars, and/or certification examination fees with proof of successfully passing. Such seminars, conferences or certification must be related to their clinical field and be approved by the Department manager and Department of Human Resources. In no event shall the fiscal year expenditure exceed thirteen thousand five-hundred dollar s ($13,500). Employees must use vacation or personal time to attend.
Section 3. The Hospital shall continue to provide meaningful in-service education to all employees. When an employee is required to attend an in-service training, such employees shall be paid at their base rate. In the event in-service training is not provided on the evening or night shift, employees who are hired to work evenings or nights, will receive the applicable shift differential.
CONTINUING EDUCATION AND TRAINING. Provide assistance to the Administrator in the development of community service programs and courses as needed. How to determine number of programs:
1. Any program requiring a separate program review
2. Within the Liberal Arts each of the following is defined as a program: Humanities, Social Sciences, Math/Science, Language Arts (or equivalent) Benchmarks: 19+ 21 teaching equivalencies/yr 15-18 15 teaching equivalencies/yr 11-14 9 teaching equivalencies/yr <11 6 teaching equivalencies/yr A Program Coordinator has responsibility for managing various aspects of a program or its equivalent. Programs include all associate degree programs (unless the program is managed by the Division/Department Chair) and those special areas of emphasis within the non-degree programs as designated by the campus. Programs may also include major support activities or program initiatives such as service learning or freshman year experience which are not assigned as regular duties to a faculty member. The duties of the Program Coordinator may include assessment of program outcomes, program review, development and maintenance of relationships with business and industry, liaison with program accreditation or other external certification organizations, maintenance of laboratory facilities, shops and equipment, and overall coordination of the students, curriculum, and personnel associated with the program. For all designated campus programs, the amount of teaching equivalencies provided to the Program Coordinator is based on the specific duties assigned to the Coordinator and the size and scope of the program. Program Coordinators are not the same as those who serve as Division/Department Chairs, even though they may assist in carrying out some of the duties of Division/Department Chairs. When the workload of the Program Coordinator exceeds the work normally associated with non-instructional workload of a faculty member, then the amount on non-instructional equivalencies will be determined by the campus. The normal range shall be between 3 to 12 teaching equivalencies per academic year. Fractional equivalencies are permitted.
CONTINUING EDUCATION AND TRAINING. 20.01 The employer will provide financial assistance to full- time employees who enroll in and attend work-related educational and training programs. There are 2 kinds of programs, namely a conference or workshop offered by the Ministry or by a third party provider of 1 to 2 days duration or a course offered by an educational institution with classes in the evening or on weekends extending over a number of weeks. Financial assistance for a full-time employee shall be limited to one program every 24 months. The following conditions shall apply.
(1) Attendance at a conference or at a course shall be voluntary on the part of an employee.
(2) An employee who wants or agrees to attend a conference or a course shall complete and submit a request form to the Direct Supervisor for his/her review and possible approval at least 3 weeks before the conference or course begins.
(3) Wherever possible an employee will register for a conference or enroll in a course which does not conflict with his/her work day, shift or call in. If a conflict cannot be avoided the employer shall pay an employee at his/her regular rate while he/she attends the conference or the course. However, if attendance is on a Saturday the employer shall not pay the employee.
(4) With respect to a conference the employer shall pay for an employee’s registration, travel, meals and accommodation up to a maximum of $400.00 upon his/her submission of proper invoices and receipts.
(5) With respect to a course the employer shall reimburse an employee in respect of tuition fees, books and study materials up to a maximum of $200.00 per course upon his/her submission of an authorized transcript indicating successful completion of the course.
(6) Part-time employees are eligible for internal job related training offered through the organization providing it has been pre-authorized by their direct supervisor.
(7) In addition to the above, if the Employer directs an employee to attend a training course, then the Employer will cover the cost of the course, providing it is not related to the requirements of their job, condition of employment nor re- certifications. If employees are absent and therefore miss the training course, the employee is then responsible for completing the course at their own expense within a designated timeframe indicated by their supervisor.
CONTINUING EDUCATION AND TRAINING. Formation of Joint Labor-Management Committee
CONTINUING EDUCATION AND TRAINING. A. The District agrees to provide access to training to all employees in the bargaining units in order to provide the highest quality services to the District. Training programs either provided or required by law, ordinance or policy or to comply with a District interest, will be paid for by the District. Employees may apply for release time and/or registration fees to attend job related trainings. Approval will be based on budget limitations and requires the approval of the director of the impacted department or his/her designee.
B. Tuition reimbursement will be offered in compliance with the Board of Education policy.
C. The Union and the District will jointly train the Union representatives and facilities district supervisors on the administration of the CWA Agreement. This training will take place in August of each year unless both parties mutually agree to extend the date for the training. The purpose of the training is to ensure that all parties are made aware of the provisions in the CWA Agreement and are aligned in the intent and interpretation of the Agreement language. The Union and the District will each appoint two persons to serve on the joint training team.
CONTINUING EDUCATION AND TRAINING. Chief Engineers, Assistant Engineers & Helper A Janitors
a. Annual requirement of Continuing Education to be completed during work-time and all hours will be compensated at straight-time.
b. All must show certificate of completion for the allotted training.
c. Continuing Education Courses selected shall be subject to the approval of the Employer with consideration of the recommendations of the Chief Engineer.
d. Chief Engineers must complete eight (8) hours of continuing education annually; Assistant Engineers and must complete eight (8) hours of training annually.
e. Helper A Janitors will be required to complete eight (8) hours of training annually.
f. Failure to complete or refusal to enroll in the classes to meet the Continuing Education requirement shall be grounds for progressive discipline unless the employee cures said failure to complete or enroll within thirty (30) days’ receipt of notice from Employer. Helper A Janitors
a. All Helper A Janitors must complete a two-year Apprenticeship Program through the Local No. 1 Training Fund within thirty-six (36) months from the date of hire or written notice from employer. Enrollment in the Apprenticeship program must begin within six (6) months of the date of hire or written notice from the employer, as evidenced by written notice from the Training Fund to the Employer. Failure or refusal to enroll within the six- month period or complete the Apprenticeship Program within the thirty-six
CONTINUING EDUCATION AND TRAINING. Section 1. Employees shall be eligible for tuition remission/reimbursement in accordance with the TUHS Policy, which may be revised by TUHS from time to time. Changes to the policy shall not be subject to the grievance and arbitration provisions of this Agreement. The Hospital agrees to meet to discuss the changes prior to implementation of any changes.
Section 2. Full-time employees may utilize, up to one thousand dollars ($1000.00) over three (3) years to attend or access continuing education conferences including online CEU programs, seminars, and/or certification examination fees with proof of successfully passing. Such seminars, conferences or certification must be related to their clinical field and be approved by the Department manager and Department of Human Resources. In no event shall the fiscal year expenditure exceed thirteen thousand five-hundred dollars ($13,500). Employees must use vacation or personal time to attend. The Hospital will make available the schedule of seminars within the Health System. If a seminar is available within the Health System, employees will not be reimbursed for outside seminars.
Section 3. The Hospital shall continue to provide meaningful in-service education to all employees. When an employee is required to attend an in-service training, such employees shall be paid at their base rate. In the event in-service training is not provided on the evening or night shift, employees who are hired to work evenings or nights, will receive the applicable shift differential.
a. Full-time RNs and Professionals who have successfully completed their probationary period shall be paid a certification allowance of two thousand dollars ($2000.00) per year upon certification/re- certification in a clinical specialty, paid out at one thousand dollars ($1000.00) every six (6) months. Part time RNs and non-benefit RNs and part-time Professionals who have successfully completed their probationary period shall be paid a certification allowance of one thousand dollars ($1000.00) per year upon certification/re-certification in a clinical specialty, paid out at five hundred dollars ($500.00) every six (6) months.
b. The specialty certification must be germane to the nurse’s/professional’s assigned area of practice and be on the following list of certifications: American Association of Critical Care Nursing Board of Certification of Emergency Nursing Addictions Nurse Certification American Nurses Credentialing Center National Council for Thera...
