Cultural Training Sample Clauses

Cultural Training. All cultural training sessions conducted by the Band for law enforcement training areopen to attendance by the Sheriff’s Deputies and any local municipality police officers with state jurisdiction within Mille Lacs County. The Band shall provide at least one P.O.S.T. approved annual training on multiple days/times of 4 to 8 hours in length regarding cultural issues relevant and important to Mille Lacs Band members, and it shall be mandatory for the Sheriff’s Deputies to attend one cultural training session per year, based upon the availability of Sheriff’s personnel as determined by the Sheriff.
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Cultural Training. (CCT) (For offshore agents only, if applicable) Cultural training shall be added to the Initial / New Hire Training program for CSRs located outside of the U.S. and Canada. Unless otherwise stated in a SOW, the number of hours per CSR for cultural training, if applicable, will be **** hours in the Philippines. ****, and CCT training, if applicable, will be addressed in the forecasting process outlined in Section 4. Any CSRs that have already taken and passed Vendor’s CCT are not required to re-take CCT.
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Cultural Training. In the winter of 2021, a first training session will be held. It will focus on the communities' ways of operating, resources and history. The main purpose of the training is to enable employees to develop a specific knowledge of the communities' reality in which they are called upon to intervene. However, this involves more than an intellectual understanding. We also want our staff to experience the ANICINAPE realities and history. This is why we organize a series of Blanket Ceremonies for our staff. It will be very emotional and we will go beyond theoretical training. We'll share an unforgettable and memorable experience that will positively influence our intervention workers. One of the courses focused on the principles and implementation of federal Bill C- 92. The second one addressed youth protection and parents' rights. These training courses have truly responded to a need. The partners now have the same information base, which will facilitate the coordination of services and the integration of these new principles into their practices in general and in the assistance and support provided to clients. This also created an opportunity to get together, to get to know each other and to build bridges between our organizations. c. 24)/ formerly Bill-92), in force since January 1, 2020, recognizes the constitutional right of Indigenous peoples to self-government, which includes, in particular, the authority to enact legislation on child and family services, including youth protection services, and the power to enforce and monitor the provision of such services. The government of Quebec is challenging the validity of the federal legislation, despite a recent decision of the Canadian Human Rights Tribunal (2016) which concluded that the Canadian Constitution confers exclusive jurisdiction of the federal Parliament to enact laws on "Indians", including those of a social nature. In fact, court decisions in Ontario, Manitoba, British Columbia and even Quebec refer to the principles and standards applicable under federal law. The federal Act was passed in response to the legacy of Indian residential schools, the over-representation of Indigenous children in child welfare systems (the '60s scoop...), Canada's endorsement of the United Nations Declaration on the Rights of Indigenous Peoples, and the calls for action by the Truth and Reconciliation Commission to establish national standards for the well-being of Indigenous children. When necessary, an ANICINAPE Act r...
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Cultural Training. Cultural training will assist you and your partner in understanding the culture of the host country, as well as prepare for the highs and lows that typically accompany the international assignment. VASCO will pay for two days of cultural training for you and your partner. You will need language training to build credibility in the workplace and to better navigate your host country. You and your partner will receive 100 hours of language training. As this assignment constitutes a business need you may require more than 100 hours of such training, which will be treated as a business expense. While on assignment the intention is that you will pay the same amount in taxes on your employment income as if you had remained at home. To achieve this, VASCO will withhold from your pay an amount that approximates your home country taxes. This is referred to as hypothetical tax. At the end of the year, the hypothetical tax will be compared with your estimated home country taxes and a settlement made. In return, VASCO will pay all actual home and Switzerland income taxes on your behalf. A tax preparation service will be available to you and your partner through BDO Xxxxxxx LLP. The tax advisor will advise you and VASCO of any adjustment to your hypothetical tax liability and prepare all U.S. and Switzerland tax returns and reconciliation as required by law. You will receive a payment of USD 30,000 immediately prior to the start of your assignment as a car allowance. The decision to lease or buy an automobile (and the residual gain or loss) will be your responsibility. VASCO will reimburse for one car for the loss on the sale of the personal automobiles. This loss will be limited to the difference between the wholesale and retail value of the car as determined by a reputable car valuation handbook. A maximum allowance of USD 5,000 per year of the assignment may be used to obtain work permits, for professional development and networking, or to maintain licenses or certifications during the assignment period for your partner. VASCO will pay the cost to return to the U.S. for you and your partner twice during each 12-month period. Reimbursements will be made according to VASCO’s business travel policy. If possible, home leave should be scheduled to coincide with a business trip to the home country to minimize overall travel costs. Alternative travel or cash substitution is not permitted. You will observe the work schedule in effect at your place of assignment. Holidays wil...
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Cultural Training. Cultural training is designed to reduce the effects of culture shock and to assist you and your Spouse/Partner and Qualified Dependents with adapting to the new work and home environment. Depending on the host country, Cboe may provide cultural training to facilitate adaptation to the country of assignment. Cultural training will be provided through either online training courses or classroom style in-person sessions. Training may be provided prior to departure to the host location or shortly after arrival. Your Aires representative will discuss the available options. ​ Spousal/Family Transition Assistance Cboe recognizes the wide range of needs unique to each family during this transition. To assist you and your Spouse/Partner and Qualified Dependents in transitioning to the new location, Cboe offers spouse and family transition services to ease the transition to the new location. Based on demonstrated need, assistance to your Qualified Dependents may be provided up to a maximum of $2,500. The following is an example of expenses/benefits that may qualify for reimbursement with the appropriate receipts: ● Assessment of skills ​ ​ Aires – Proprietary and Confidential 13 ​ International Relocation– Global Permanent Transfer Benefit Summary ● Licensing requirements for professionals ● Networking strategies ● Resume production ● Interviewing techniques and follow-up ● Educational courses ● Volunteer Services ● Expat Social Groups ● Elder care resources ● Childcare resources Contact your Aires consultant for additional information. ​
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Cultural Training. A cultural orientation will be provided to you and your spouse to promote an understanding and appreciation of the business practices, culture and values of the host country and to facilitate your transition.
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Related to Cultural Training

  • General Training 417. The City will use its best efforts to provide Local 21 represented employees with up to forty (40) hours of paid time off for job-related training and/or professional development, which shall include one day of professional development of an employee’s choice, not to be unreasonably denied. Such time may include departmental-sponsored training and/or professional development; DHR sponsored training and/or professional development; and/or outside training and/or professional development approved by appointing officer or designee. The foregoing includes but is not limited to mandatory continuing education and/or training requirements.

  • Technical Training The CAISO and the Participating TOs shall respond to reasonable requests for support and provide relevant technical training to each other’s employees to support the safe, reliable, and efficient operation of the CAISO Controlled Grid and to comply with any NERC or WECC operator certification or training requirements. Examples of such technical training include, but are not limited to: (1) the theory or operation of new or modified equipment (e.g., control systems, Remedial Action Schemes, protective relays); (2) computer and applicator programs; and (3) CAISO (or Participating TO) requirements. The Parties shall enter into agreements regarding the timing, term, locations, and cost allocation for the training.

  • Initial Training Training is important. It is also a matter widely discussed in books and articles. So the agreement should cover this issue if only to satisfy the worries of the Franchisee. We have used it as ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .

  • Safety Training Pursuant to Missouri Revised Statute Section 292.675, Contractors and subcontractors who sign a contract to work on public works projects must provide a 10-hour OSHA construction safety program, or similar program approved by the Department of Labor and Industrial Relations, to be completed by their on-site employees within sixty (60) days of beginning work on the construction project. Contractors and subcontractors in violation of this provision will forfeit to the public body $2,500 plus $100 a day for each employee who is employed without training. Public bodies and contractors may withhold/assess these penalties from the payment due to those contractors and subcontractors if found to be in non-compliance.

  • Job Training ‌ The Employer and the Union shall establish a Joint Committee on Training and Skill Upgrading for the following purposes: (1) for planning training programs for those employees affected by technological change; (2) for planning training programs to enable employees to qualify for new positions being planned through future expansion or renovation; (3) for planning training programs for those employees affected by new methods of operation; (4) for planning training programs in the area of general skill upgrading. Whenever necessary, this Committee shall seek the assistance of external training resources such as the Federal Human Resources Development Canada and Provincial Ministry of Labour, or other recognized training institutions.

  • CULTURAL DIVERSITY The Cultural Diversity Requirement generally does not add units to a student's program. Rather, it is intended to be fulfilled by choosing courses from the approved list that also satisfy requirements in other areas of the student’s program; the exception is that Cultural Diversity courses may not satisfy Culture and Language Requirements for B.S. students. For example, COMM 6 – Intercultural Communication, can fulfill (3) units of the Behavioral Science requirement and (3) units of the Cultural Diversity requirement. This double counting of a class may only be done with the Cultural Diversity requirement. Courses in Cultural Diversity may be taken at the lower- division or upper-division level.

  • Cultural ceremonial leave may be taken as whole or part days off. Each day, or part thereof, shall be deducted from: a) the Employee's annual leave entitlements (where applicable); b) the Employee’s accrued long service leave entitlements, but in full days only; or c) accrued days off or time in lieu.

  • Staff Training 3.3.5.1 The CONTRACTOR shall provide regular and ongoing comprehensive training for CONTRACTOR staff to ensure that they understand the goals of Centennial Care 2.0, including the integration of physical, Long-Term Care and Behavioral Health, the provisions and limitations of the ABP and the requirements of this Agreement. As issues are identified by the CONTRACTOR and/or HSD, the CONTRACTOR shall provide timely and targeted training to staff. 3.3.5.2 The CONTRACTOR shall provide an initial orientation and training as well as ongoing training, including training targeted to different types of staff, to ensure compliance with this Agreement. Including targeted training regarding: 3.3.5.2.1 Care Coordination; 3.3.5.2.2 Nursing Facility Level of Care Determinations; 3.3.5.2.3 Setting of Care Submissions; 3.3.5.2.4 Community Benefit Services and Supplemental Questionnaire; and

  • First Aid Training In the interests of the occupational safety and health of employees, the Employer will undertake an in-service program of first aid training aimed at providing a first aid officer for each department.

  • Cultural Leave Where such leave is approved by the employer, teachers participating in recognised cultural activities within New Zealand or outside New Zealand are entitled to leave with pay on the same conditions as for sports leave.

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