Common use of UNIVERSITY TRAINING PROGRAM Clause in Contracts

UNIVERSITY TRAINING PROGRAM. A. The University and the Union agree that it is important to work together to establish programs which will give employees an opportunity to improve their skills so that they can be qualified for a better position. When funding permits, and with the consent of the supervisor or investigator, an employee may take job related courses during working hours. B. Employees shall be entitled to take one computer course ("Q" course) per year offered by the Division of Continuing Education. For those classes approved as work-related, employees receive time off with pay to attend classes. For those classes not directly work-related, employees may use vacation or personal time for those classes taken during their regularly scheduled work hours. C. In the event the University requires an employee to undergo training in his/her present position, such training shall be provided by the University during work time. D. The parties will establish a joint labor-management committee consisting of an equal number of representatives each to investigate training needs and employment opportunities of the bargaining unit. In order to upgrade employee skills and enhance productivity, and to qualify employees for better positions, the University will create a fund to develop training programs and provide education and training for members of the bargaining unit, in addition to other education and training benefits provided in the agreement. June 1, 2022: $175,000 June 1, 2023: $175,000 with an additional $5000 increase if needed, as determined by the committee due to increased applicants and usage. June 1, 2024: $175,000 with an additional $10,000 increase if needed, as determined by the committee due to increased applicants and usage. Unspent funds in any year will be carried over to the following year. The committee will jointly agree on allocations from the Fund, based upon the jointly identified needs of employees and the University, subject to the following guidelines: 1. Subject to the funding limitation set forth above for each calendar year, the parties agree that employees who have completed six months employment with the University may apply for funding for education or training programs, and will be awarded funds to be used for such programs. (The six month rule will not apply to training programs/courses given to a particular work unit.) Applications will be considered prior to the beginning of the summer, fall and spring terms each year. In addition, any employee in the layoff pool, who was employed for a minimum of one year prior to layoff , shall be eligible for funding under this article subject to all applicable requirements. The course(s) shall not provide the basis for reimbursement under state unemployment programs. All applications filed outside of the normal academic semester schedule will be considered on a case by case basis. (This will help address the increasing interest for CME training courses which often are offered sporadically during the year.) 2. The following are approved types of education and training programs covered by this agreement: a. Tuition for any program given by Columbia or given at another college or university. b. Tuition for the Computer Technology and Applications Program (CTA) given by the School of Continuing Education and Special Programs. (It is understood that the provisions of Article 33 of the agreement do not apply to Continuing Education programs.) c. Training programs and education and training in order to upgrade employee skills and enhance productivity, and to qualify employees for better positions. 3. Allocation of funds, when and where possible, shall be approximately representative of the job series within the Bargaining Unit (i.e. Libraries, Clerical and Technical). 4. Employees are responsible for the cost of non-tuition fees, books, or course materials. 5. Employees are responsible for applying for and being admitted to any approved program set forth in paragraph 2. Eligibility for tuition payments under this agreement for use in the Columbia CTA program does not guarantee admission to that program. 6. Employees normally will be expected to take courses during non-work time. Provided that they have supervisor approval and consistent with operational needs, employees who are taking courses during the normal work day may request to use vacation or floating holidays, or may request time off without pay, or may make up the time, in order to attend the course. Consistent with operational needs, time off (with or without pay) will not be unreasonably denied. 7. In the event that the request for benefits under this agreement exceeds the available funding, the labor-management committee will determine how to allocate the funding. The committee will endeavor to maximize the number of employees who receive at least some benefit. Bargaining unit seniority may be considered along with other factors in allocation of funds. 8. a. Costs covered by scholarships or grants to the employee are not covered by this agreement.

UNIVERSITY TRAINING PROGRAM. A. The University and the Union agree that it is important to work together to establish programs which will give employees an opportunity to improve their skills so that they can be qualified for a better position. When funding permits, and with the consent of the supervisor or investigator, an employee may take job related courses during working hours. B. Employees shall be entitled to take one computer course ("Q" course) per year offered by the Division of Continuing Education. For those classes approved as work-related, employees receive time off with pay to attend classes. For those classes not directly work-related, employees may use vacation or personal time for those classes taken during their regularly scheduled work hours. C. In the event the University requires an employee to undergo training in his/her present position, such training shall be provided by the University during work time. D. The parties will establish a joint labor-management committee consisting of an equal number of representatives each to investigate training needs and employment opportunities of the bargaining unit. In order to upgrade employee skills and enhance productivity, and to qualify employees for better positions, the University will create a fund to develop training programs and provide education and training for members of the bargaining unit, in addition to other education and training benefits provided in the agreement. The fund will consist of: June 1, 20222019: $175,000 160,000 June 1, 20232020: $175,000 with an additional $5000 increase if needed, as determined by the committee due to increased applicants and usage. 165,000 June 1, 20242021: $175,000 with an additional 170,000 The tuition reimbursement for each applicant will be up to a maximum of $10,000 increase if needed2000 for each semester (Fall, as determined by the committee due to increased applicants and usageSpring, Summer). Unspent funds in any year will be carried over to the following year. The committee will jointly agree on allocations from the Fund, based upon the jointly identified needs of employees and the University, subject to the following guidelines: 1. Subject to the funding limitation set forth above for each calendar year, the parties agree that employees who have completed six months employment with the University may apply for funding for education or training programs, and will be awarded funds to be used for such programs. (The six month rule will not apply to training programs/courses given to a particular work unit.) Applications will be considered prior to the beginning of the summer, fall and spring terms each year. In addition, any employee in the layoff pool, who was employed for a minimum of one year prior to layoff , shall be eligible for funding under this article subject to all applicable requirements. The course(s) shall not provide the basis for reimbursement under state unemployment programs. All applications filed outside of the normal academic semester schedule will be considered on a case by case basis. (This will help address the increasing interest for CME training courses which often are offered sporadically during the year.) 2. The following are approved types of education and training programs covered by this agreement: a. Tuition for any accredited degree program in a course of study not given by Columbia or given Columbia, at another college or university. b. Tuition for the Computer Technology and Applications Program (CTA) given by the School of Continuing Education and Special Programs. (It is understood that the provisions of Article 33 of the agreement do not apply to Continuing Education programs.) c. Training programs and education and training in order to upgrade employee skills and enhance productivity, and to qualify employees for better positions. 3. Allocation of funds, when and where possible, shall be approximately representative of the job series within the Bargaining Unit (i.e. Libraries, Clerical and Technical). 4. Employees are responsible for the cost of non-tuition fees, books, or course materials. 5. Employees are responsible for applying for and being admitted to any approved program set forth in paragraph 2. Eligibility for tuition payments under this agreement for use in the Columbia CTA program does not guarantee admission to that program. 6. Employees normally will be expected to take courses during non-work time. Provided that they have supervisor approval and consistent with operational needs, employees who are taking courses during the normal work day may request to use vacation or floating holidays, or may request time off without pay, or may make up the time, in order to attend the course. Consistent with operational needs, time off (with or without pay) will not be unreasonably denied. 7. In the event that the request for benefits under this agreement exceeds the available funding, the labor-management committee will determine how to allocate the funding. The committee will endeavor to maximize the number of employees who receive at least some benefit. Bargaining unit seniority may be considered along with other factors in allocation of funds. 8. a. Costs covered by scholarships or grants to the employee are not covered by this agreement.

UNIVERSITY TRAINING PROGRAM. A. The University and the Union agree that it is important to work together to establish programs which will give employees an opportunity to improve their skills so that they can be qualified for a better position. When funding permits, and with the consent of the supervisor or investigator, an employee may take job related courses during working hours. B. Employees shall be entitled to take one computer course ("Q" course) per year offered by the Division of Continuing Education. For those classes approved as work-related, employees receive time off with pay to attend classes. For those classes not directly work-related, employees may use vacation or personal time for those classes taken during their regularly scheduled work hours. C. In the event the University requires an employee to undergo training in his/her present position, such training shall be provided by the University during work time. D. The parties will establish a joint labor-management committee consisting of an equal number of representatives each to investigate training needs and employment opportunities of the bargaining unit. In order to upgrade employee skills and enhance productivity, and to qualify employees for better positions, the University will create a fund to develop training programs and provide education and training for members of the bargaining unit, in addition to other education and training benefits provided in the agreement. The fund will consist of: June 1, 20222019: $175,000 160,000 June 1, 20232020: $175,000 with an additional $5000 increase if needed, as determined by the committee due to increased applicants and usage. 165,000 June 1, 20242021: $175,000 with an additional 170,000 The tuition reimbursement for each applicant will be up to a maximum of $10,000 increase if needed2000 for each semester (Fall, as determined by the committee due to increased applicants and usageSpring, Summer). Unspent funds in any year will be carried over to the following year. The committee will jointly agree on allocations from the Fund, based upon the jointly identified needs of employees and the University, subject to the following guidelines: 1. Subject to the funding limitation set forth above for each calendar year, the parties agree that employees who have completed six months employment with the University may apply for funding for education or training programs, and will be awarded funds to be used for such programs. (The six month rule will not apply to training programs/courses given to a particular work unit.) Applications will be considered prior to the beginning of the summer, fall and spring terms each year. In addition, any employee in the layoff pool, who was employed for a minimum of one year prior to layoff , shall be eligible for funding under this article subject to all applicable requirements. The course(s) shall not provide the basis for reimbursement under state unemployment programs. All applications filed outside of the normal academic semester schedule will be considered on a case by case basis. (This will help address the increasing interest for CME training courses which often are offered sporadically during the year.) 2. The following are approved types of education and training programs covered by this agreement: a. Tuition for any accredited degree program in a course of study not given by Columbia or given Columbia, at another college or university. b. Tuition for the Computer Technology and Applications Program (CTA) given by the School of Continuing Education and Special Programs. (It is understood that the provisions of Article 33 of the agreement do not apply to Continuing Education programs.) c. Training programs and education and training in order to upgrade employee skills and enhance productivity, and to qualify employees for better positions. 3. Allocation of funds, when and where possible, shall be approximately representative of the job series within the Bargaining Unit (i.e. Libraries, Clerical and Technical). 4. Employees are responsible for the cost of non-tuition fees, books, or course materials. 5. Employees are responsible for applying for and being admitted to any approved program set forth in paragraph 2. Eligibility for tuition payments under this agreement for use in the Columbia CTA program does not guarantee admission to that program. 6. Employees normally will be expected to take courses during non-work time. Provided that they have supervisor approval and consistent with operational needs, employees who are taking courses during the normal work day may request to use vacation or floating holidays, or may request time off without pay, or may make up the time, in order to attend the course. Consistent with operational needs, time off (with or without pay) will not be unreasonably denied. 7. In the event that the request for benefits under this agreement exceeds the available funding, the labor-management committee will determine how to allocate the funding. The committee will endeavor to maximize the number of employees who receive at least some benefit. Bargaining unit seniority may be considered along with other factors in allocation of funds. 8. a. Costs covered by scholarships or grants to the employee are not covered by this agreement.

UNIVERSITY TRAINING PROGRAM. A. The University and the Union agree that it is important to work together to establish programs which will give employees an opportunity to improve their skills so that they can be qualified for a better position. When funding permits, and with the consent of the supervisor or investigator, an employee may take job related courses during working hours. B. Employees shall be entitled to take one computer course ("Q" course) per year offered by the Division of Continuing Education. For those classes approved as work-related, employees receive time off with pay to attend classes. For those classes not directly work-related, employees may use vacation or personal time for those classes taken during their regularly scheduled work hours. C. In the event the University requires an employee to undergo training in his/her present position, such training shall be provided by the University during work time. D. The parties will establish a joint labor-management committee consisting of an equal number of representatives each to investigate training needs and employment opportunities of the bargaining unit. In order to upgrade employee skills and enhance productivity, and to qualify employees for better positions, the University will create a fund to develop training programs and provide education and training for members of the bargaining unit, in addition to other education and training benefits provided in the agreement. June 1, 2022: $175,000 June 1, 2023: $175,000 with an additional $5000 increase if needed, as determined by the committee due to increased applicants and usage. June 1, 2024: $175,000 with an additional $10,000 increase if needed, as determined by the committee due to increased applicants and usage. Unspent funds in any year will be carried over to the following year. The committee will jointly agree on allocations from the Fund, based upon the jointly identified needs of employees and the University, subject to the following guidelines: 1. Subject to the funding limitation set forth above for each calendar year, the parties agree that employees who have completed six months employment with the University may apply for funding for education or training programs, and will be awarded funds to be used for such programs. (The six month rule will not apply to training programs/courses given to a particular work unit.) Applications will be considered prior to the beginning of the summer, fall and spring terms each year. In addition, any employee in the layoff pool, who was employed for a minimum of one year prior to layoff , shall be eligible for funding under this article subject to all applicable requirements. The course(s) shall not provide the basis for reimbursement under state unemployment programs. All applications filed outside of the normal academic semester schedule will be considered on a case by case basis. (This will help address the increasing interest for CME training courses which often are offered sporadically during the year.) 2. The following are approved types of education and training programs covered by this agreement: a. Tuition for any program given by Columbia or given at another college or university. b. Tuition for the Computer Technology and Applications Program (CTA) given by the School of Continuing Education and Special Programs. (It is understood that the provisions of Article 33 of the agreement do not apply to Continuing Education programs.) c. Training programs and education and training in order to upgrade employee skills and enhance productivity, and to qualify employees for better positions. 3. Allocation of funds, when and where possible, shall be approximately representative of the job series within the Bargaining Unit (i.e. Libraries, Clerical and Technical). 4. Employees are responsible for the cost of non-tuition fees, books, or course materials. 5. Employees are responsible for applying for and being admitted to any approved program set forth in paragraph 2. Eligibility for tuition payments under this agreement for use in the Columbia CTA program does not guarantee admission to that program. 6. Employees normally will be expected to take courses during non-work time. Provided that they have supervisor approval and consistent with operational needs, employees who are taking courses during the normal work day may request to use vacation or floating holidays, or may request time off without pay, or may make up the time, in order to attend the course. Consistent with operational needs, time off (with or without pay) will not be unreasonably denied. 7. In the event that the request for benefits under this agreement exceeds the available funding, the labor-management committee will determine how to allocate the funding. The committee will endeavor to maximize the number of employees who receive at least some benefit. Bargaining unit seniority may be considered along with other factors in allocation of funds. 8. a. Costs covered by scholarships or grants to the employee are not covered by this agreement.