RETRAINING AND REDEPLOYMENT Sample Clauses

RETRAINING AND REDEPLOYMENT. Every reasonable effort shall be made by the MCMC to redeploy an employee whose position is made redundant to another vacant position that the employee is or will become capable of performing with appropriate training. Where an employee needs retraining to take a redeployed position and is willing to undertake such training the MCMC in consultation with the employee will decide on any training required to fulfil the position. The vacant position(s) shall be identified by MCMC. Preference will be given to redeployment to a vacant position(s) at the same classification level. However, where the MCMC considers it impossible to offer an employee redeployment to a vacant position at the same classification level, the MCMC may offer redeployment to a vacant position at a lower classification level but will maintain the employee's existing rate of pay indefinitely. The MCMC shall make available to an employee all relevant information pertaining to the vacant positions; including duties, banding, responsibilities, reporting arrangements and work location. Any application by the employee for appointment to any position must be made within seven (7) working days of notification and provision of information related to the position. Where two (2) or more employees apply for the same position appointment shall be determined in accordance with the agreed selection procedures and practices of MCMC. Where an employee elects to transfer into a vacant position, the option of retrenchment will remain open for a period of two (2) months from the date of the transfer.
Sample 1
RETRAINING AND REDEPLOYMENT. The following procedures will be followed in the event of a permanent position becoming declared redundant: (a) Every reasonable effort will be made by Council to redeploy an employee whose position is redundant to an appropriate vacant position. Where an employee needs retraining to take a redeployed position, and is willing to undertake such training, Council, in consultation with the employee, will decide on the training required to fill the position. (b) Council shall establish a centrally managed redeployment process with the aim of finding appropriate job placement for any employee whose position is declared redundant. The redeployment process shall be undertaken over a 4-week period commencing from the written notification to an employee of a decision to declare the position redundant. (c) Vacant position(s) will be identified by Council. Preference will be given to redeployment to a vacant position at the same classification level. However, where Council deems it not practicable to offer the employee redeployment to a vacant position at the same classification level, Council may discuss other arrangements with the employee and/or the employee's nominated representative. (d) Council will make available to the employee's nominated representative any relevant information pertaining to a vacant position that has been notified to the employee. (e) Any application by the employee for appointment to any position notified to him/her must be made within seven (7) working days of notification and provision of information related to the position. (f) Where two or more employees seeking redeployment apply for the same position, appointment will be determined in accordance with Council's recruitment and selection procedures and practices. (g) Other than where previously agreed, where there is a matter of salary maintenance, this may be discussed with an employee and/or employee nominated representative. Salary maintenance is capped at 2 weeks for each year of service up to a maximum of 48 weeks, with a minimum of 12 weeks. (h) Where an employee accepts redeployment to another position, a maximum trial period of ten
Sample 1

Related to RETRAINING AND REDEPLOYMENT

  • 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.

  • Xxxxx Disaster Protection In accordance with the requirements of the Flood Disaster Protection Act of 1973 (42 U.S.C. 4001), the Subrecipient shall assure that for activities located in an area identified by the Federal Emergency Management Agency (FEMA) as having special flood hazards, flood insurance under the National Flood Insurance Program is obtained and maintained as a condition of financial assistance for acquisition or construction purposes (including rehabilitation).

  • NATURAL DISASTER LEAVE Where a permanent employee is unable to attend work because of a natural disaster, i.e. bushfire or flood, they will be entitled to be paid ordinary pay for the shift they would otherwise have worked on that day. This entitlement will apply once per calendar year and is not cumulative from year to year.

  • Call Protection If the Commitments are voluntarily terminated or reduced by the Borrower pursuant to Section 2.06(b) at any time on or prior to the first anniversary of the Effective Date, the Borrower shall on the date of any such termination or reduction pay to the Administrative Agent, for the ratable benefit of the Lenders, an amount equal to two percent (2%) of the aggregate principal amount of such termination or reduction.

  • TRAINING AND RELATED MATTERS The parties recognise that in order to increase the efficiency and productivity of the company a significant commitment to structured training and skill development is required. Accordingly the parties commit themselves to: a) The parties to this Agreement recognise the importance of the apprenticeship system to the construction industry. It is agreed that every employer party to this Agreement who employs five (5) or more tradespersons in any one classification shall undertake to employ at least one (1) apprentice or make arrangements to host an apprentice from an agreed group apprenticeship scheme. Where an employer does not currently have an apprentice as per this provision, reasonable time shall be allowed to enable the employer to comply with this clause. Further, the parties are committed to a strong ratio of apprentices in the industry. Apprenticeship levels on a specific project may be discussed at the Project Pre-Commencement Conference (refer Clause 16). b) Providing employees with the opportunity to acquire additional skills within relevant career path structures through appropriate structured training based on nationally endorsed (i.e. Construction Training Australia endorsed) competency standards and curriculum; c) Actively encouraging employees to seek formal recognition of their skills (i.e. recognition of prior learning); and d) Using training providers accredited and acceptable to the parties. The CFMEU, MBAV and other employer associations are legitimately engaged in providing training to industry and it is hereby agreed that all parties will properly recognise and accept the validity of nationally accredited training as provided by the other parties. e) The parties will consult on the development of training programs which are consistent with the following: • Training provided will be consistent with the company’s business requirements, relevant to the work of the employees, consistent with the skills development of each employee and with applicable national competency standards. • Training may be taken either on or off the job with all reasonable steps being taken to conduct training in normal working hours. • If an approved training activity is undertaken during ordinary working hours, the employee/s concerned shall not suffer any loss of pay. • Approved training activities undertaken outside of ordinary hours will be paid at single time or will, at the employee’s option, be taken as time off in lieu of payment. Provided that the scheduling of time off must be consistent with the needs of the business and be by agreement with the company. • Training costs of courses approved by the company will be met by the company. • The company will not be asked to meet the costs of training undertaken by employees which was not approved by the company. • Leave of absence granted pursuant to this clause shall count as service for all purposes of the award and this agreement. • Accredited members of the union will be allowed up to 5 days per year, without loss of pay, to attend trade union educational courses conducted or approved by the union. (see appendix H) f) The parties to this Agreement recognise the importance of the role that Apprentices/Trainees fulfill within the industry and, more importantly, a role that they will fulfill as trades persons following the conclusion of the indentures. To this end the Victorian Building Industry Consultative Committee will investigate ways of enhancing employment prospects for Apprentice/Trainees. In addition it is agreed that, where appropriate, employers will use their best endeavours to employ Apprentices/Trainees in order to ensure appropriate trade persons levels for the future.

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until he/she has received proper training and instruction. (b) The Employer shall provide sufficient and adequate training and/or orientation to any employee working in a new or unfamiliar work area or position.

  • Soldiers' and Sailors' Civil Relief Act The Mortgagor has not notified the Seller, and the Seller has no knowledge of any relief requested or allowed to the Mortgagor under the Relief Act or any similar state statute;

  • Portability (a) Employees are able to maintain their participation in the scheme should they transfer their employment between Catholic schools or to the Catholic Education Office. (b) The employee is obliged to notify the principal prior to appointment of their participation in the Deferred Salary Scheme and the date that leave is due to be taken. (c) Participation in the Deferred Salary Scheme shall not impede an application for employment in a Catholic school.