HUMAN RESOURCES DEVELOPMENT FUND. 24.01 The Employer and the Union are committed to learning and development for Support Staff. As part of this commitment, the Employer has established a Human Resources Development Fund (the Fund). As of April 1st of each year, the Fund will be allocated $400,000 to be administered by the Manager, Organizational Health and Effectiveness.
24.02 The primary purpose of the Fund is to enable employees to access learning opportunities (courses, workshops, seminars, in-school apprenticeship training or programs).
(a) The Fund does support opportunities that will:
(i) enhance their capacity to perform work, or
(ii) prepare for an expanded or different role.
(b) The Fund does not support:
(i) general interest courses (e.g., hobbies, crafts, recreational memberships),
(ii) job-specific training required for the employee’s current role,
(iii) training required by legislation for the employee’s current role,
(iv) University of Alberta credit courses (Article 23).
24.03 The parties encourage discussion between the employee and his/her supervisor, as part of the on-going performance management process, to identify learning and development plans and potential learning opportunities where the Fund may apply.
(a) A Regular or Auxiliary employee will be entitled to a maximum of $750 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 24.02.
(b) A Casual Level 2 employee will be entitled to a maximum of $500 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 24.02.
(c) Funding will include reimbursement for registration and course fees, course materials, examination fees and, where applicable, reasonable out- of-town expenses for travel, meals and accommodation, but will not normally cover membership fees.
(d) There will be no carry over of any unused portion of an employee’s maximum entitlement to a subsequent fiscal year.
24.05 A Regular employee may request permission to use his/her future annual entitlements to a maximum of $1,500 for:
(a) A specific program of studies offered by an approved post-secondary institution where the program is part of a long term learning plan that, in the judgment of the employee in consultation with his/her supervisor, meets the criteria outlined in clause 24.
HUMAN RESOURCES DEVELOPMENT FUND. 34.01 The Employer and the Union are committed to learning and development for Support Staff. As part of this commitment, the Employer has established a Human Resources Development Fund (the Fund). As of April 1st of each year, the Fund will be allocated $400,000 to be administered by the Manager, Staff Learning and Development.
34.02 The purpose of the Fund is to enable employees to:
(a) access learning opportunities (courses, workshops or seminars, excluding University credit courses under Article 33) that will improve the employee’s performance in his/her current position or develop future job related skills, or
(b) access non-credit University of Alberta courses that enhance employee wellness (e.g. physical education, stress management).
34.03 The parties encourage discussion between the employee and his/her supervisor to identify learning and development plans and potential learning opportunities where the Fund may apply, as part of the on-going performance management process. However, the cost of job-specific training required by the Employer or legislation cannot be charged to the Fund.
(a) A regular employee will be entitled to a maximum of $750 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 34.02.
(b) A regular employee may request permission to use his/her future annual entitlements to a maximum of $2,250 for a specific program of studies offered by an approved post-secondary institution where the program is part of a long term learning plan that, in the judgement of the employee in consultation with his/her supervisor, meets the criteria outlined in clause 34.
HUMAN RESOURCES DEVELOPMENT FUND. 25.01 The Employer and the Union are committed to learning and development for employees. As part of this commitment, the Employer agrees to provide a Human Resources Development Fund in the amount of $1,000 per regular employee per year.
25.02 The purpose of the Fund is to enable employees to access opportunities (courses, workshops or seminars) that will improve the employee’s performance in their current position or develop future job related skills.
25.03 The parties encourage discussion between the employee and the Staff Liaison to identify learning and development plans and potential learning opportunities where the Fund may apply as part of the on-going performance management process. However, the cost of job-specific training required by the Employer or legislation cannot be charged to the Fund.
(a) A regular employee, who has completed their probation period, will be entitled to a maximum of $1,000 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 25.02.
(b) A temporary employee hired for greater than 6 consecutive months, who has completed their probation period, will be entitled to a maximum of $550 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 25.02.
(c) Funding will include reimbursement for registration and course fees, course materials, examination fees and, where applicable, reasonable out-of-town expenses for travel, meals and accommodation, but will not normally cover membership fees.
(d) There will be no carry over of any unused portion of an employee’s maximum entitlement to a subsequent fiscal year.
25.05 Learning opportunities under this Article may be accessed during an employee’s regular hours of work, subject to the approval of the Staff Liaison. Where the learning opportunity is of mutual benefit to the employee and the Employer, the time off will be with pay. In other cases, make up time arrangements between the employee and the Staff Liaison will be finalized prior to approval being granted. An employee on an approved absence during regular hours of work is not eligible for overtime compensation until the equivalent of working hours missed have been made up.
(a) The Employer will pay course fees on behalf of the employee directly to the institution concerned.
(b) When an employee cancels, fails to attend or complete an approved learning opportunity without legitimate reasons, they will be fully responsible to reimburse the Fund for all costs asso...
HUMAN RESOURCES DEVELOPMENT FUND. The Employer and the Union are committed to learning and development for Support Staff. As part of this commitment, the Employer has established a Human Resources Development Fund (the Fund). As of April of each year, the Fund will be allocated to be administered by the Manager, Staff Learning and Development. The primary purpose of the Fund is to enable employees to access learning opportunities (courses, workshops, seminars, in-school apprenticeship training or programs).
HUMAN RESOURCES DEVELOPMENT FUND. 31.01 The Employer and the Union are committed to learning and development for employees. As part of this commitment, the Employer agrees to provide a Human Resources Development Fund in the amount of seven hundred and fifty ($750.00) dollars per employee per year.
31.02 The purpose of the Fund is to enable employees to:
(a) Access learning opportunities (courses, workshops or seminars, excluding University credit courses under Article 30) that will improve the employee’s performance in his/her current position or develop future job related skills;
(b) Access development opportunities when participating in rehabilitative employment as described in clause 29.05 (d) (ii), or
(c) Access non-credit University of Alberta courses that enhance employee wellness (e.g. physical education, stress management).
31.03 The parties encourage discussion between the employee and the Director of Operations to identify learning and development plans and potential learning opportunities where the Fund may apply, as part of the on-going performance management process. However, the cost of job-specific training required by the Employer or legislations cannot be charged to the Fund.
(a) A regular employee will be entitled to a maximum of seven hundred and fifty ($750.00) dollars per fiscal year to fund learning opportunities which meet the criteria outlined in clause 31.02.
(b) A regular employee may request permission to use his/her future annual entitlements to a maximum of two thousand two hundred and fifty ($2,250.00) dollars for a specific program of studies offered by an approved post-secondary institution where the program is part of a long term learning plan that, in the judgment of the employee in consultation with the Director of Operations, meets the criteria outlined in clause 31.02 Were the identical program of studies referred to in this clause is available at the University of Alberta, the employee will access that program. Where such a program is approved under this Article, the employee will not be eligible for funding in the following two (2) fiscal years.
(c) Funding will include reimbursement for registration and course fees, course materials, examination fees and, where applicable, reasonable out-of-town expenses for travel, meals and accommodations, but will not cover membership fees.
(d) There will be no carryover of any unused portion of an employee’s maximum entitlement to a subsequent fiscal year.
31.05 Learning opportunities under this Article may be a...
HUMAN RESOURCES DEVELOPMENT FUND. 19.01 The Employer and the Union are committed to learning and development for Support Staff. As part of this commitment, the Employer has established a Human Resources Development Fund (the Fund). As of April 1st of each year, the Fund will be allocated $400,000 to be administered by the Manager, Organizational Health and Effectiveness.
19.02 The primary purpose of the Fund is to enable employees to access learning opportunities (courses, workshops, seminars, in-school apprenticeship training or programs).
(a) The Fund does support opportunities that will:
(i) enhance their capacity to perform work, or
(ii) prepare for an expanded or different role.
(b) The Fund does not support:
(i) general interest courses (e.g., hobbies, crafts, recreational memberships),
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19.03 The parties encourage discussion between the employee and his/her supervisor, as part of the on-going performance management process, to identify learning and development plans and potential learning opportunities where the Fund may apply.
(a) A Core or Non-Established Employee will be entitled to a maximum of
(b) A Temporary Employee who has worked at least 1800 hours without having a three-term break in service will be entitled to a maximum of $500 per fiscal year to fund learning opportunities which meet the criteria outlined in clause 19.02.
(c) Funding will include reimbursement for registration and course fees, course materials, examination fees and, where applicable, reasonable out- of-town expenses for travel, meals and accommodation, but will not normally cover membership fees.
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HUMAN RESOURCES DEVELOPMENT FUND. The Employer and the Union are committed to learning and development for Support Staff. As part of this commitment, the Employer has established a Human Resources Development Fund (the Fund). As of April of each year, the Fund will be allocated to be administered by the Director, Individual and Effectiveness. The purpose of the Fund is to enable employees to: access learning opportunities (courses, workshops or seminars, excluding University credit courses under Article that will improve the employee’s performance in his/h,er current position or develop future job related skills, access development opportunities when participating in rehabilitative employment as described in clause 3 or access non-credit University of Alberta courses that enhance employee (e.g. physical education, stress management). The parties encourage discussion between the employee and his/her supervisor to identify learning and development plans and potential learning opportunities where the Fund may apply, as part of the on-going performance management process. However, the cost ofjob-specific training required by the Employer or legislation cannot be charged to the Fund.
