RETRAINING/JOB SECURITY Sample Clauses

RETRAINING/JOB SECURITY a. Employees becoming redundant due to technological change as defined in 24.01 shall be retrained to qualify for a new position or an existing vacant position, if retraining for such position shall be accomplished within three (3) months. By mutual agreement, the time may be extended. Prior to the expiry of the notice period, the employee may take the option of receiving severance pay, in accordance with 24.03(c) in lieu of retraining. b. Cost of the retraining shall be the responsibility of the College and the employee shall not be paid at a lower salary while retraining. c. In the event that the College cannot retrain an employee under 24.03(a), or if the employee elects, the affected employee shall receive two (2) weeks’ notice or pay in lieu of notice, where the employee has completed a period of employment of at least six (6) consecutive months; and after the completion of a period of employment of one (1) consecutive year, two (2) additional weeks notice for each subsequent completed year of employment up to a maximum of twenty (20) weeks notice or pay in lieu of notice. The election made under this Article must be forwarded in writing to the Human Resources Department and to the Union. Any employee not exercising this election within the given time limit shall be deemed to have elected severance pay.
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RETRAINING/JOB SECURITY. 12.2.1 Employees becoming redundant due to technological change as defined above shall be retrained to qualify for a new position or an existing vacant position, if retraining for such position shall be accomplished within three (3) months. By mutual agreement, the time may be extended. Prior to the expiry of the 3 months' notice period, the employee may take the option of receiving severance pay as described below. 12.2.2 Cost of the retraining shall be the responsibility of the Institution. 12.2.3 In the event that the Institute cannot retrain an employee, or if the employee elects, the affected employee shall receive one (1) month’s severance pay for the first five (5) years of service and one (1) additional month's pay for every full year of service thereafter, up to a maximum of six months’ pay.
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RETRAINING/JOB SECURITY. Employees becoming redundant due to technological change as defined in 24.01 shall be retrained to qualify for a new position or an existing vacant position, if retraining for such position shall be accomplished within three (3) months. By mutual agreement, the time may be extended. Prior to the expiry of the notice period, the employee may take the option of receiving severance pay, in accordance with 24.03(c) in lieu of retraining.
Sample 1
RETRAINING/JOB SECURITY a. Employees becoming redundant due to technological change as defined in Article 24.01 shall be retrained to qualify for a new position or an existing vacant position, if retraining for such position shall be accomplished within three (3) months. By mutual agreement, the time may be extended. Prior to the expiry of the notice period, the employee may take the option of receiving severance pay, in accordance with Article 24.03(c) in lieu of retraining. b. Cost of the retraining shall be the responsibility of the College and the employee shall not be paid at a lower salary while retraining. c. In the event that the College cannot retrain an employee under Article 24.03(a), or if the employee elects, the affected employee shall receive one (1) month's severance pay for the first five (5) years of service and one (1) additional months pay for every year of service thereafter up to a maximum of six months' pay. The election made under this Article must be forwarded in writing to the Human Resources Department and to the Union. Any employee not exercising this election within the given time limit shall be deemed to have elected severance pay.
Sample 1

Related to RETRAINING/JOB SECURITY

  • 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.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

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