Training/Orientation. All teachers and evaluators must be trained on the evaluation system. This will facilitate common foundational knowledge across the District.
Training/Orientation. The Union and the Employer agree to ad hoc joint committees to develop recommendations to the Employer to improve training and orientation for all employees.
Training/Orientation. Where training and/or orientation is provided by the Employer in order to facilitate implementation of changes to services or equipment, Operators who attend such training outside their normal working hours shall be paid at straight time rates for the time spent in such training. A minimum payment of one (1) hour will apply.
Training/Orientation. All SSP employees and evaluators must be trained on the evaluation system. This will facilitate common foundational knowledge across the District.
Training/Orientation. Lessor shall provide training and orientation to the PLCB following substantial completion of the project at a time agreeable to the PLCB. Topics shall include all mechanical and electrical equipment and devices covering the start-up, programming, maintenance, shut-offs, etc. of all.
Training/Orientation. A. All required training and orientation shall be considered part of the workload for the term, with the exception of pedagogy courses in which an ASE is required to be enrolled. Said pedagogy courses and training requirements shall not be used to reduce the number of ASE appointments.
B. The University may require, at its sole discretion, an ASE to satisfactorily complete required training to continue appointment as an ASE. The University may, at its sole discretion, require that an ASE who has not satisfactorily completed required training repeat training without the repeated training counting in workload.
C. Unpaid activities for which academic credit is given, or that are academic program requirements for all students in the program, or are training required to meet minimum eligibility requirements (e.g. English language tests), are not considered employment activities and not covered by this agreement.
Training/Orientation. 20.1 IMCW shall provide training and orientation to new employees.
20.2 The orientation period may be reduced or extended by IMCW after consultation with the Employee, the primary preceptor, the nurse manager and the educator.
20.3 IMCW shall provide written orientation information and a copy of the appropriate orientation checklist and evaluation forms. IMCW may also provide additional information and documentation related to the orientation to each Employee during the orientation.
20.4 During the orientation period, the new Employee shall be assigned a primary preceptor. However, nothing in this Article prohibits IMCW from assigning additional and/or substitute preceptors to new employees consistent with this Agreement.
20.5 IMCW will make a reasonable effort to ensure that the new Employee’s schedule shall be identical to his or her preceptor for the duration of the orientation. However, IMCW may designate a new preceptor as needed to provide training and patient care.
20.6 The Employee will not be considered in the staffing numbers until all material orientation requirements have been completed.
20.7 When an employee transfers to another unit or is either rehired by IMCW and/or returns from leaves of absence, IMCW shall offer training and orientation based upon IMCW’s assessment of the needs of the employee and after consultation with the employee.
Training/Orientation. 1. The Employer will consult with the Guild in developing an orientation program for new employees. In addition to the orientation program, the Employer will work with the Guild to develop policies around onboarding of new employees and job specific training. The timeline for program development will be established in consultation with the Labor Management Committee by December 31, 2023.
2. The Employer will provide a thorough new hire orientation that includes, but is not limited to, a review of the following:
a. Overview of SEIU Local 500: history of the organization, an organizational chart and contact information for all colleagues, overview of the various chapters and connection to the International Union;
b. Policies and processes: accessing benefits, requesting leave, travel, submitting mileage and expense reimbursements;
c. Job specific training: orientation to relevant software, access to relevant files, job description and expectations, performance appraisal, and any additional training that would be helpful;
d. A copy of this collective bargaining agreement.
3. New Hire Orientation will start immediately after a new employee’s start date and will be completed as soon as possible, but no later than the first month.
4. New hires will be encouraged to have an up to 30-minute meeting with each person on their team within the first ten (10) working days of the employee’s start date.
5. New hires will have access to sixty (60) minutes with a Guild representative, without the presence of the employer, within five (5) working days from their start date, during the work day.
6. SEIU Local 500 is committed to LGBTQ+ and reproductive rights. To that end, SEIU Local 500 will provide information on covered procedures available from the current employer health plans with new employees.
Training/Orientation. All New Leaf staff shall review the document Ministry of Children, Community and Social Services Serious Occurrence Reporting Guidelines, 2019 along with the Policy / Procedure statement upon hire and at least annually thereafter. Records of this training / orientation will be maintained in each employee personnel file. Categories of Serious Occurrence:
Training/Orientation a. The County will coordinate, at its cost, all training required for the Municipality to implement the RISE Initiative program during the term of the Agreement.
