EMPLOYER PROVIDED TRAINING OPPORTUNITIES Sample Clauses

EMPLOYER PROVIDED TRAINING OPPORTUNITIES. Any member who receives voluntary training outside the Division of Police for a job assignment for which the City incurs costs of more than fifteen hundred dollars ($1,500.00) in any twelve (12)-month period shall remain in that job classification for a minimum of eighteen (18) months after the completion of such training. The fifteen hundred dollars ($1,500.00) shall include tuition; course fees, course materials and equipment; travel expenses; and per diem. If the member fails to remain in the job classification for the eighteen (18) month period for any reason, except for a promotion within the Public Safety Department, death or disability retirement, the member will be required to repay such training costs on a pro-rated basis for each month remaining of the eighteen (18) month period. The cost of training to be repaid to the City is the amount resulting from dividing eighteen (18) months by the months not served (e.g., the cost of the training divided by eighteen (18) months and then multiplied by the number of months not served). Any amounts due to the City under this pay back requirement shall be deducted from the member’s final paycheck. The member shall make arrangements with the Appointing Authority before the last day of employment for payment of any additional balance due. A member may request exemption from repayment as a result of separation from City service as outlined in this Section because of a catastrophic situation. The member’s request must be submitted up to the Director of Public Safety whose decision will be final and cannot be grieved. However, a meeting may be held between the member and the Division Human Resources Manager to discuss the exemption request to clarify relevant facts.
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EMPLOYER PROVIDED TRAINING OPPORTUNITIES. Any employee who receives training for a job assignment for which the City incurs costs of more than fifteen hundred dollars ($1,500.00) in any twelve (12)-month period shall remain in that job assignment for a minimum of two (2) years after the completion of such training. The fifteen hundred dollars ($1,500.00) shall include tuition, course fees, travel expenses, per diem, the value of compensated time away from work as well as any overtime paid to the employee while attending such training, and the cost of any specialized equipment which may need to be custom fitted or ordered for the employee to perform such job assignment. If the employee fails to remain in the job assignment for the two (2) year minimum for any reason, except for a promotion within the employee's Department, he/she will be required to repay such training costs. Any amounts due to the City under this pay back requirement shall be deducted from the employee's periodic paychecks (in amounts not to exceed five percent (5%) of gross wages per paycheck). Any amounts still owing in the event of termination of employment shall be deducted from the employee's final pay check or from the employee's terminal leave pay. The employee shall make arrangements for payment of any additional balance due with his/her Appointing Authority before his/her last day of employment. The Director of Human Resources will review exemptions to the repayment on a case by case basis.
Sample 1

Related to EMPLOYER PROVIDED TRAINING OPPORTUNITIES

  • Training Opportunities The requirements of Section 3 of the Housing and Urban Development Act of 1968, as amended, 12 U.S.C. 1701u ("Section 3"), requiring that to the greatest extent feasible opportunities for training and employment be given to lower income residents of the project area and agreements for work in connection with the project be awarded to business concerns which are located in, or owned in substantial part by persons residing in, the areas of the project. Borrower agrees to include the following language in all subcontracts executed under this Agreement:

  • Job Opportunities Section 1: Temporary Assignments Unforeseen circumstances may arise on a shift, which would require an Employee to be temporarily assigned to work other than that he would normally perform. Should such circumstances arise, the Company shall first canvass for volunteers from those employees who are able to perform the work. Should there be more volunteers than are needed, the Company shall assign the work to the volunteer with the highest seniority. Should there be no volunteers; the Company shall assign the work to the lowest seniority employee able to perform the work. Temporary Assignments may be filled according to the process set out in this Article for a period of up to forty-five (45) days. Thereafter, the Temporary Assignment will be posted on a plant wide basis and made available to the most senior employee able to perform the work. In the event that the Temporary Assignment is going to exceed forty-five (45) days, and this fact is known at the time the vacancy first becomes available, the Company will post the Temporary Assignment in accordance with Section 2 at the time the Temporary Assignment first becomes available. If an Employee is temporarily required to fill a higher paid job, the Employee will receive the higher rate of pay for all hours spent performing the job, if he or she performs the job in excess of two (2) hours per shift. If an Employee is temporarily required to fill a lower paid job, his or her rate of pay shall not be reduced. In the event additional temporary assignments are required, the job will be filled in accordance with the process provided above. Subsequent to the completion of a Temporary Assignment, an Employee will be returned to his or her previous position, subject to seniority considerations.

  • Promotional Opportunities Each university shall promote upward mobility of employees by announcing opportunities as they occur. In all cases, it is the employee’s responsibility to make proper application for such positions. If an employee meets the minimum and special qualifications for a position, he/she will be considered.

  • Commercial Opportunities 1. The airlines of each Party shall have the right to establish offices in the territory of the other Party for the promotion and sale of air transportation.

  • Employee Travel 26.5.1 Upon being offered an assignment involving travel between two (2) or more work sites, a substitute teacher will be informed of the travel requirements.

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

  • Employee Training The Provider shall provide periodic security training to those of its employees who operate or have access to the system. Further, Provider shall provide LEA with contact information of an employee who LEA may contact if there are any security concerns or questions.

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • Employee Personnel Files 1. There shall be only two files established for maintenance of employee performance and discipline records. The official personnel file, secured at the SPS office and the working building/program file secured at the building/program.

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