Retraining. (a) 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.
(b) If an employee is redeployed to a position which 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 technical institute, nursing bridging programmes, etc.
Retraining. 35.9.1 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.
35.9.2 If an employee is redeployed to a position which is similar to his/her previous one, any retraining may be minimal, taking the form of on-the-job training such as induction or in-service education.
Retraining. The University may, at its discretion, provide opportunities for retraining of employees when it is in the University's best interests. Such opportunities may be provided to employees who are laid off, to those who are reassigned, or in other appropriate circumstances. These retraining opportunities may include enrollment in tuition-free courses under the provisions of Article 24.7, and Sabbaticals or Professional Development Leaves under this Article.
Retraining. Retraining involves a significant career move to another position in the University and some formal retraining. Salary and training expenses would not normally exceed the amount of the full severance payment. Before retraining commences agreement will be reached on the criteria for any bond conditions, if necessary, and for placement in the University (location, job type, salary range etc) where it is considered that the retraining will result in continuation of employment with the University.
Retraining a) In order to enhance the kaimahi prospects of re-employment, retraining is available for
b) kaimahi following an application for retraining with financial assistance.
c) The total retraining payment will not exceed an additional 10% of the gross lump sum redundancy payment that the kaimahi would be entitled to, noting the scheduled provision of EIT.
d) This will not be a cash payment but would be subject to reimbursement claims, or payment on invoice to the employer.
e) There will be no requirement that kaimahi seeking this option are required to be re- employed by the employer.
f) The parties agree that retraining is a worthwhile and efficient option and should not be unreasonably withheld.
Retraining. The Company shall co-operate with the Government of British Columbia and participate in every way possible in training or retraining of employees so affected.
Retraining. If any technological change permanently displaces any person in the performance of his job classification for Producer, and
(1) such person, as of the date of such displacement, is entitled under the provisions of Article 33 hereof (“Severance Pay”) to be credited with at least one (1) “qualified year” arising out of his employment by Producer; and
(2) such person is qualified to be retrained for an available job resulting from such technological change or for other jobs which Producer has available within Union’s jurisdiction, or within the jurisdiction of any other Union which is a party to the Memorandum of Agreement of 1965, or for any other available job opportunity with Producer, then: Producer agrees to endeavor to retrain such person for such available job at Producer’s expense, in which event the provisions of subparagraph (e), below, shall not apply. Xxxxx agrees, notwithstanding anything in this Agreement to the contrary, to permit such retraining and to cooperate with Producer with respect thereto. Union further agrees, for the benefit of other Union parties to the Memorandum of Agreement of 1965, in consideration of the inclusion in their respective contracts of a clause identical with this Article 43, to permit retraining within this Union’s jurisdiction of employees displaced from jobs within the jurisdiction of such other Union parties; provided, however, that such other Union parties’ displaced employees are qualified for retraining in this Union’s jurisdiction and provided, further, that such permission shall be on condition (applicable to this Article 43 only) that this Union has been notified of such available job and within forty-eight (48) hours thereafter (excluding Saturdays, Sundays and holidays) is unable to furnish competent available persons on the Industry Experience Roster to fill such available job. Any such person offered retraining pursuant to this subparagraph (d) shall, of course, have the right to reject the same, but any such rejection shall discharge Producer’s obligations under this Article 43 unless the job opportunity for which Producer offered retraining was at a lower rate of pay than the job from which employee is being displaced.
Retraining. Retraining of present faculty shall be considered by the President to avoid the necessity for layoff.
Retraining. Where retraining of employees is necessary, it shall be provided during normal working hours where possible.
Retraining a. The President will consider and may approve a training leave, in accordance with Article 17, Section G, for a faculty member who has received a notice of layoff. The retraining leave would occur during the faculty member's terminal year and provide the faculty member with an opportunity to become qualified for a position in a related or allied discipline. The President's decision shall not be grievable.
b. As an alternative, but not in addition to the retraining leave, the President may offer a sabbatical leave to a faculty member for the purpose of retraining in a field for which employment is available at the faculty member's university. This sabbatical would occur during the faculty member's terminal year. The President's decision to offer or not to offer the sabbatical leave shall not be grievable.
