Education Assistance for Bargaining Unit Employees Sample Clauses

Education Assistance for Bargaining Unit Employees. It is agreed between the District and the Union that the District shall provide bargaining unit employees financial assistance in paying for the cost of tuition, textbooks and registration fees for occupationally related school courses under the following terms and conditions: 1. To receive educational assistance a bargaining unit employee must continue to work for the District on a full time basis while taking courses. 2. The District will contribute to the cost of tuition, textbooks and registration fees for occupationally related educational courses. However, education assistance is limited to fifteen hundred dollars ($1,500) per year per eligible bargaining unit employee for classes that begin in that calendar year. 3. All courses must be taken at an accredited educational institution. 4. To be eligible for educational assistance payments, a bargaining unit employee must obtain prior approval from the General Manager. The General Manager, in his/her sole discretion shall determine the appropriateness of the request with regard to the relationship between the proposed education courses and the bargaining unit employee’s occupation at the District. The General Manager’s decision to approve or disapprove a request for educational assistance is final. 5. Educational assistance payments applicable to courses begun in a particular calendar year will be made following the successful completion of the course and receipt by Human Resources of an official record of grades for the courses. Employees shall submit the official record of grades to Human Resources as soon as possible after completion of the course but, in no case more than sixty (60) days following completion of the course, to be eligible for educational assistance payments. If an employee timely submits for educational assistance payments for courses begun in the prior calendar year in the next calendar year, it will be without prejudice to the employee’s eligibility for educational assistance payments for qualifying courses begun in the new calendar year (i.e. just because an employee receives $1,500 in January of Year X for a course begun the prior calendar year does not prejudice the employee’s ability for an additional up to $1,500 educational assistance payment in Year X for courses begun in Year X).
Sample 1
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Education Assistance for Bargaining Unit Employees. It is agreed between the District and the Union that the District shall provide bargaining unit employees financial assistance in paying for the cost of tuition, textbooks and registration fees for occupationally related school courses under the following terms and conditions: 1. To receive educational assistance a bargaining unit employee must continue to work for the District on a full time basis while taking courses. 2. The District will contribute to the cost of tuition, textbooks and registration fees for occupationally related educational courses. However, education assistance is limited to $1,250 per year per eligible bargaining unit employee. 3. All courses must be taken at an accredited educational institution. 4. To be eligible for educational assistance payments, a bargaining unit employee must obtain prior approval from the General Manager. The General Manager, in his/her sole discretion shall determine the appropriateness of the request with regard to the relationship between the proposed education courses and the bargaining unit employee’s occupation at the District. The General Manager’s decision to approve or disapprove a request for educational assistance is final. 5. Educational assistance payments will be made upon the successful completion of the course. Receipts and an official record of grades for courses must be submitted to the General Manager as soon as possible after completion of the course.
Sample 1
Education Assistance for Bargaining Unit Employees. Union Bulletin Board Space
Sample 1

Related to Education Assistance for Bargaining Unit Employees

  • Employee Assistance Plan The District will provide an Employee Assistance Plan (EAP) which allows each employee to refer themselves confidentially to the EAP provider. To protect confidentiality, any data which the provider transmits to the District shall be summary only. The Employee Assistance Plan will include individual and/or family counseling.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE When a teacher has been falsely accused of child abuse or sexual misconduct, the Board will assist the teacher by: a. working with the teacher to develop a plan which facilitates a smooth return to the teaching profession; b. providing additional funding if required to the Employee Family Assistance Program to ensure availability of counselling assistance to the employee and the employee‘s family; c. providing, upon request by the employee, available factual information to parents and students; d. providing restitution of lost wages resulting from the suspension of the teacher.

  • EMPLOYMENT ASSISTANCE I understand that the College has not made and will not make any guarantees of employment or salary upon my graduation. The College will provide me with placement assistance, which will consist of identifying employment opportunities and advising me on appropriate means of attempting to realize these opportunities. I authorize HCI College’s representatives to contact potential employers for the purpose of advocating on my behalf and release my name and job application materials, including, but not limited to, my cover letter, resume, and transcript to prospective employers. I authorize HCI College and its third-party vendors to contact my employer to verify pertinent employment information for my graduate record.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • CONTRACT EMPLOYEES Contained in Annexure D.

  • Employee and Family Assistance Plan The CODC PRO Care Plan is an industry-funded employee and family assistance plan for employees and their eligible family members according to the participation of sponsoring organizations and employers as well as Plan eligibility rules. Employees must be enrolled in the Plan by their employer to become eligible for Plan benefits, subject to the Plan eligibility rules. An individual employee cannot self-enroll in the Plan. i. Employers are required to remit the Contract Administration and Industry Development fees and the monthly CODC Employer Report Form to CODC by the 15th of the month following the month in which the hours were worked. ii. Employers must also submit the monthly Employee Data Report to the PRO Care plan by the 15th of the month following to facilitate the confidential determination of eligibility by the EFAP provider. There are three ways to submit this data:  entering the data directly on the CODC website at xxx.xxxx.xx/xxxxxxx  uploading an excel spreadsheet in the required format to the website (a sample spreadsheet can be downloaded from the website)  Forwarding an excel spreadsheet in the required format electronically to xxxxxxx@xxxxxxx.xxx. Hard copies of data will not be accepted.

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