Common use of STAFF TRAINING POLICY Clause in Contracts

STAFF TRAINING POLICY. ‌ 33:01 The Board agrees to pay for training and tuition costs as follows: (a) The need for specialized training for employees will continue. This will necessitate continued training to supply new skills and to update existing skills. The policy of the Ottawa Police is to provide specialized on-duty training, detached-duty training, and to encourage off-duty training. The training is directed to augmenting specialized qualifications in various fields of law enforcement. The policy of assisting an employee during a training period is widespread not only in industry and government but also in law enforcement agencies throughout North America. (b) The control of money spent on training will be exercised through the Ottawa Police operation budget. The Ottawa Police Education Section will be responsible for determining educational budget forecasts. The Ottawa Police Services Board will be made aware of, and sanction, all budget requests, including those for educational purposes before the budget is approved by City Council. This is in keeping with the Police Services Act, 1990. Transfer of funds from one account into the training account during the course of the budget year will only be permitted with approval of the Ottawa Police Services Board. (c) Essentially, the determination of who shall be granted assistance for training will be the responsibility of the Chief of Police, subject to the provision of funds within the current budget. (a) TRAINING REQUIRING A LEAVE OF ABSENCE WITH PART PAY (a) To be eligible, an employee must have been in the employ of the Ottawa Police for three (3) years prior to considerations for requiring a leave of absence. (b) The training is to be in a field directly related to the employee’s responsibilities in the Service. (c) Where this training is required by the Ottawa Police, payment should be as follows: (i) The employee shall be able to receive seventy-five percent (75%) of his/her salary during the training period, which period is not to exceed two (2) full academic years; (ii) During the normal school breaks, the employee will be expected to return to his/her regular position with the Ottawa Police during which time the employee will receive full salary; (iii) During the leave of absence, the employee will continue to accrue annual and sick leave proportionate to actual working months within the total period of leave of absence and will be eligible for all other benefits as outlined under the terms of the Collective Agreement with the Association to which he/she belongs; (iv) The employee’s salary will be adjusted by general increases negotiated by the staff association to which he/she belongs but will not be eligible to receive a statutory increase until he/she has completed twelve (12) full working months; (v) The employee will enter into an agreement to remain with the Ottawa Police after completion of his studies for a period equal to twice the period for which he/she received training. For example, an employee who has received seventy-five percent (75%) of his/her salary plus benefits for two

STAFF TRAINING POLICY. ‌ 33:01 34:01 The Board agrees to pay for training and tuition costs as follows: (a) The need for specialized training for employees will continue. This will necessitate continued training to supply new skills and to update existing skills. The policy of the Ottawa Police is to provide specialized on-duty training, detached-duty training, and to encourage off-duty training. The training is directed to augmenting specialized qualifications in various fields of law enforcement. The policy of assisting an employee during a training period is widespread not only in industry and government but also in law enforcement agencies throughout North America. (b) The control of money spent on training will be exercised through the Ottawa Police operation budget. The Ottawa Police Education Section will be responsible for determining educational budget forecasts. The Ottawa Police Services Board will be made aware of, and sanction, all budget requests, including those for educational purposes before the budget is approved by City Council. This is in keeping with the Police Services Act, 1990. Transfer of funds from one account into the training account during the course of the budget year will only be permitted with approval of the Ottawa Police Services Board. (c) Essentially, the determination of who shall be granted assistance for training will be the responsibility of the Chief of Police, subject to the provision of funds within the current budget. (a) TRAINING REQUIRING A LEAVE OF ABSENCE WITH PART PAY (a) To be eligible, an employee must have been in the employ of the Ottawa Police for three (3) years prior to considerations for requiring a leave of absence. (b) The training is to be in a field directly related to the employee’s responsibilities in the Service. (c) Where this training is required by the Ottawa Police, payment should be as follows: (i) The employee shall be able to receive seventy-five percent (75%) of his/her salary during the training period, which period is not to exceed two (2) full academic years; (ii) During the normal school breaks, the employee will be expected to return to his/her regular position with the Ottawa Police during which time the employee will receive full salary; (iii) During the leave of absence, the employee will continue to accrue annual and sick leave proportionate to actual working months within the total period of leave of absence and will be eligible for all other benefits as outlined under the terms of the Collective Agreement with the Association to which he/she belongs; (iv) The employee’s salary will be adjusted by general increases negotiated by the staff association to which he/she belongs but will not be eligible to receive a statutory increase until he/she has completed twelve (12) full working months; (v) The employee will enter into an agreement to remain with the Ottawa Police after completion of his studies for a period equal to twice the period for which he/she received training. For example, an employee who has received seventy-five percent (75%) of his/her salary plus benefits for twotwo (2) academic years would undertake to remain with the Ottawa Police for a full forty-eight (48) months; (vi) If an employee fails to carry out his/her undertaking with the Ottawa Police, the Ottawa Police will recover from the employee the total amount of money spent by the Ottawa Police in enabling the employee to take this training; (vii) The training is to be given by an accredited school, college or university; (viii) Every effort should be made by the employee to obtain bursaries. The salary provision of the Ottawa Police should be such that in no case would the salary plus the bursary exceeds the amount which would be the employee’s normal salary. Should the total of both exceed the employee’s normal salary, the percentage payable by the Ottawa Police shall be reduced proportionately. (b) TRAINING REQUIRING A LEAVE OF ABSENCE WITHOUT PAY Employees may apply for leave of absence without pay for full-time attendance at university or college for the furtherance of post-secondary education in fields of study not required by their employment but of a nature to enhance the employee’s value to the Ottawa Police. Applications for this leave shall be in accordance with Ottawa Police Standing Orders and the Chief of Police shall base his recommendation to the Board for the granting or denial of same on the employee’s demonstrated potential for the assimilation of such study and its future value to his/her career progression in the Ottawa Police.