Employee Mentorship Program Sample Clauses

Employee Mentorship Program. The Organization shall seek to build an employee mentorship program at the Organization beginning no later than six (6) months after the ratification of this Agreement. The program will start as a pilot mentorship program aimed at growth and advancing professional opportunities, with a particular focus on identifying mentorship opportunities for Black, Indigenous, and people of color, with at least two-thirds (⅔) of the chosen mentees being from within the bargaining unit. Within four (4) months of the ratification of this Agreement, the Labor Management Committee will develop recommendations for the Organization to establish the employee mentorship program. Recommendations will include, but are not limited to, budgets, structure, and format of the mentoring program, and processes to identify, grow, and retain mentees and mentors within the program.
Sample 1
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Employee Mentorship Program. ‌ The Organization will continue operating the employee mentorship program at the Organization after the ratification of this Agreement. The program serves the purpose of fostering growth and advancing professional opportunities, with a particular focus on identifying mentorship opportunities for Black, Indigenous, and people of color, with at least two-thirds (2⁄3) of the chosen mentees being from within the bargaining unit. The LMC will continue to make recommendations that include, but are not limited to, budgets, structure, and format of the mentoring program, and processes to identify, grow, and retain mentees and mentors within the program.
Sample 1
Employee Mentorship Program. The Organization shall adopt a pilot for an employee mentorship program at the Organization beginning no later than six (6) months after the ratification of this Agreement. The program will be aimed at growth and advancing professional opportunities, with a particular focus on identifying mentorship opportunities for Black, Indigenous, and people of color, with at least two- thirds (⅔) of the chosen mentees being from within the bargaining unit. Within no more than (6) months of the ratification of this Agreement, the Labor Management Committee will develop recommendations for the Organization to establish the pilot employee mentorship program. Recommendations will include, but are not limited to, budgets, structure, and format of the mentoring program, and processes to identify, grow, and retain mentees and mentors within the program. The duration of the pilot program will be greater than or equal to the duration of this Agreement. At the conclusion of the program, the Labor Management Committee and Equity Review Board will make a recommendation regarding the program’s renewal. SECTION I: REQUIRED COMPETENCIES TO WORK AT AN ORGANIZATION COMMITTED TO ADVANCE RACIAL JUSTICE, EQUITY, AND INCLUSION TO BUILD AN ANTI-RACIST INSTITUTION Annual training opportunities and opportunities for continued personal learning will continue to be provided to facilitate staff knowledge and skills for centering and advancing racial justice, equity, and inclusion to build an anti-racist institution. The Organization is committed to developing a more cohesive and consistent approach to annual training, while acknowledging that organizational and individual needs evolve, within 6 months of the ratification of this Agreement; provided that in the event that this six-month period expires on or after Labor Day, such approach must be developed no later than December 31 of such year. These trainings must provide opportunities for staff to understand and acknowledge how white supremacy and dominant systems of power have shaped this country, culture and institutions, and must provide frameworks to further the Organization’s commitment to build an anti-racist organization. Upon request by an employee, necessary language accommodations will be made available for the employee with regard to attendance at onboarding or for other first-time training with respect to a tool or program needed by the employee to complete substantive job responsibilities. Such accommodations will be made upon at...
Sample 1

Related to Employee Mentorship Program

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • 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.

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 39.01 For the purpose of this Article,

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