Common use of Retraining Leave Clause in Contracts

Retraining Leave. 14.13.1 When in the opinion of the District it is necessary for a regular bargaining unit member to be retrained (e.g., through employment, in-service, internship, or coursework, etc.) during an academic year, such leaves may be granted with the consent of the bargaining unit member subject to the following criteria: a) On-the-job experience is necessary to maintain recency in the field, improve teaching skills, and/or to keep up with changing technology. b) Changing community needs require retraining of the regular bargaining unit member for service in an existing or other area. c) There is a direct relationship to a bargaining unit member's current assignment. d) There is evidence that no other responsible alternative is available. 14.13.2 Whenever the intensive in-service training provides compensation, District compensation for the leave will be the difference between the current faculty contract and the training compensation. Existing bargaining unit member fringe benefits shall be maintained unless comparable benefits are provided by the in-service employer. Neither degree nor unit advancement credit for in-service training shall be granted. However, the period of time a bargaining unit member spends in in-service training shall count toward service increments. 14.13.3 In accordance with current and/or anticipated needs of the District, and in an effort to maintain continued employment within the District, the District and the Association acknowledge that the primary responsibility for in-service/retraining resides with the bargaining unit member. In support of this effort, the District will develop a retraining plan and may use reassigned time as appropriate in consultation with the bargaining unit member. 14.13.4 Schools, areas, and the Faculty Senate, acting as a committee of the whole, may make recommendations regarding in-service training projects. Such recommendations shall be presented through the Chief Instructional Officer to the superintendent/president for Governing Board approval.

Retraining Leave. 14.13.1 When in the opinion of the District it is necessary for a regular bargaining unit member to be retrained (e.g., through employment, in-service, internship, or coursework, etc.) during an academic year, such leaves may be granted with the consent of the bargaining unit member subject to the following criteria: a) On-the-job experience is necessary to maintain recency in the field, improve teaching skills, and/or to keep up with changing technology. b) Changing community needs require retraining of the regular bargaining unit member for service in an existing or other area. c) There is a direct relationship to a bargaining unit member's current assignment. d) There is evidence that no other responsible alternative is available. 14.13.2 Whenever the intensive in-service training provides compensation, District compensation for the leave will be the difference between the current faculty contract and the training compensation. Existing bargaining unit member fringe benefits shall be maintained unless comparable benefits are provided by the in-service employer. Neither degree nor unit advancement credit for in-service training shall be granted. However, the period of time a bargaining unit member spends in in-service training shall count toward service increments. 14.13.3 In accordance with current and/or anticipated needs of the District, and in an effort to maintain continued employment within the District, the District and the Association acknowledge that the primary responsibility for in-service/retraining resides with the bargaining unit member. In support of this effort, the District will develop a retraining plan and may use reassigned time as appropriate in consultation with the bargaining unit member.Association 14.13.4 Schools, areas, and the Faculty Senate, acting as a committee of the whole, may make recommendations regarding in-service training projects. Such recommendations shall be presented through the Chief Instructional Officer chief instructional officer to the superintendent/president for Governing Board approval.

Retraining Leave. 14.13.1 When in the opinion of the District it is necessary for a regular bargaining unit member to be retrained (e.g., through employment, in-service, internship, or coursework, etc.) during an academic year, such leaves may be granted with the consent of the bargaining unit member subject to the following criteria: a) On-the-job experience is necessary to maintain recency in the field, improve teaching skills, and/or to keep up with changing technology. b) Changing community needs require retraining of the regular bargaining unit member for service in an existing or other area. c) There is a direct relationship to a bargaining unit member's current assignment. d) There is evidence that no other responsible alternative is available. 14.13.2 Whenever the intensive in-service training provides compensation, District compensation for the leave will be the difference between the current faculty contract and the training compensation. Existing bargaining unit member fringe benefits shall be maintained unless comparable benefits are provided by the in-service employer. Neither degree nor unit advancement credit for in-service training shall be granted. However, the period of time a bargaining unit member spends in in-service training shall count toward service increments. 14.13.3 In accordance with current and/or anticipated needs of the District, and in an effort to maintain continued employment within the District, the District and the Association acknowledge that the primary responsibility for in-service/retraining resides with the bargaining unit member. In support of this effort, the District will develop a retraining plan and may use reassigned time as appropriate in consultation with the bargaining unit member. 14.13.4 Schools, areas, and the Faculty Senate, acting as a committee of the whole, may make recommendations regarding in-service training projects. Such recommendations shall be presented through the Chief Instructional Officer to the superintendent/president for Governing Board approval.