Re-Training. The College will work with the employee in the re-employment pool to retrain them for other occupational opportunities.
Re-Training. Employees who have been absent, or have been working assignments outside of the Detention Center for an extended period, may be required to undergo re-training as deemed necessary by the employer.
Re-Training. Re-training shall include both formal instruction and practical evaluation, and may be necessary due to certain circumstances as follows:
1. The operator is observed operating the MEWP in an unsafe manner.
2. The operator is involved in an accident or near-miss incident.
3. The operator receives an evaluation revealing unsafe practices.
4. There is a change in workplace conditions affecting the safe operation of a MEWP.
5. The operator is assigned to drive a different type of MEWP.
Re-Training. 25.8.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining.
25.8.2 If an employee is redeployed to a position that is similar to his or her previous one, any retraining may be minimal, taking the form of on the job training such as induction or in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a tertiary or other institution.
Re-Training. A joint Re-Training Committee will be established comprised of three (3) representatives appointed by the Facilities Bargaining Association and three (3) representatives appointed by HEABC to implement the terms of this Framework Agreement pertaining to the re-training fund. The principles governing the Committee’s decisions and the application of the re-training funds are:
i. Re-training must be for an area of need in the Facilities Subsector as determined and approved by the Employer. The Committee may discuss re-training for areas of need in the Community Bargaining Association.
ii. Employee must be qualified and capable before being able to bid on a vacancy upon completion of any re-training.
iii. The funds shall cover the cost of the course and, where appropriate, a reasonable stipend for current employees in the Health Sector to assist with living expenses while enrolled in the course. The joint committee will determine the value and application of the stipend.
iv. During the re-training period, the employee will be placed on a casual list at his/her current Health Sector Employer and:
(a) can access work during the re-training period if the employee is qualified; or
(b) if not qualified, is deemed unavailable until the re-training is concluded.
v. Commitment to stay in the Health Sector upon conclusion of re-training and posting into a vacancy. Failure to stay in the Health Sector for a period equivalent to three (3) times the length of the re-training period results in a prorated share of reimbursing the Fund for the cost of the re- training and, where applicable, the stipend payments.
vi. Should no regular on-going vacancy be available, a re-trained employee must register on one casual list in any one (1) of the six (6) Health Authorities across the province upon completion of training to facilitate access to a regular on-going vacancy. The casual list must be for an occupation in which the employee received re-training. The employee will retain the ability to have his/her service and seniority restored for six (6) months following the completion of the re-training if the employee is successful in posting into a regular on-going vacancy.
vii. HEABC and the Facilities Bargaining Association will work with public sector post-secondary institutions to maximize the training opportunities for the employee and the Employer.
Re-Training. The employer may, following application from the employee, agree to offer the option of re- training including financial assistance up to the maintenance of full salary plus appropriate training expenses in order to enhance the employee's prospect of re-employment. The total cost to the employer, including any costs other than salary with respect to the re-training which may be paid by the employer, shall not exceed 110% of the value of the severance payment the employee would otherwise be entitled to under this agreement. The parties agree that re- training is worthwhile and efficient option and should not be unreasonably withheld.
Re-Training. Upgrading skills to retain employment and to stay competitive in the workplace to keep up with technological advancements.
Re-Training. The Company shall continue the past practice of retraining employees so affected.
Re-Training. When the Employer introduces a technological change, the Employer shall provide a reasonable amount of relevant training to those employees retained in employment after the change so that they are capable of working with the new technology.
Re-Training. Employees displaced due to technological changes will be considered on job posting for training and/or apprenticeship program provided the employee meets with the qualification requirements of the Company and the provisions of the collective agreement. Every effort will be made to make use of displaced employees.
