Assessing the need for training Clause Samples

The "Assessing the need for training" clause establishes a requirement to evaluate whether employees or relevant parties require additional training to perform their roles effectively. This assessment typically involves reviewing job responsibilities, identifying skill gaps, and considering changes in procedures or regulations that may necessitate updated training. By systematically determining training needs, the clause helps ensure that personnel are adequately prepared, reducing the risk of errors and supporting compliance with organizational or legal standards.
Assessing the need for training. The federations stress the importance of systematic human resource development. The employer shall, as necessary, give a salaried employee an opportunity to take part in annual vocational training enabling maintenance and improvement of the employee’s vocational skills. The need for training may be verified, for example, at performance appraisals conducted between the employer and the salaried employee.
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Related to Assessing the need for training

  • Funding for Training (a) In furtherance of the objectives of clause 33 hereof, and as a further initiative to enhance the employment and career opportunities of the Employees, the Parties to this Agreement will continue to facilitate on- going training to improve OHS in the industry and to improve Employees’ work skills so as to advance progression to higher industry skill levels. (b) To support the cost of these training initiatives the Employer will make a payment per Employee per week as per the table below. Such monies will be paid into Incolink to support Incolink’s continued training funding initiatives. 1 July 2024 $12.50 1 October 2025 $13.50 1 October 2026 $16.00 1 October 2027 $18.50 Provided that the Incolink arrangements are appropriately ordered so as to provide for: (i) joint employer/Union management of the training funding; (ii) access to funding in accordance with agreed guidelines, by all participating employers and unions. (c) In the event of Incolink being unable to provide the above arrangements, the Parties to this Agreement agree to establish an alternative mechanism with the intention of meeting the commitments expressed in clause 25.11(b) above. (d) The liability of the Employer to pay for the cost of training courses they approve in accordance with clauses 15.8 and 33, will be met by the making of the contributions on behalf of each Employee as required by this clause.

  • NOTICE TO EMPLOYEES REGARDING THE SAFELY SURRENDERED BABY LAW The Contractor shall notify and provide to its employees, and shall require each subcontractor to notify and provide to its employees, a fact sheet regarding the Safely Surrendered Baby Law, its implementation in Los Angeles County, and where and how to safely surrender a baby. The fact sheet is set forth in Exhibit E of this Master Agreement and is also available on the Internet at ▇▇▇.▇▇▇▇▇▇▇▇▇▇.▇▇▇ for printing purposes.

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.

  • Education and Training The foundation of this Program is education and voluntary compliance. It is recognized that alcohol and chemical dependency may make voluntary cessation of use difficult, and one of the Program’s principal aims is to make voluntary steps toward ending substance abuse easily available. The outside contractor shall review and develop on-going educational and training information on the adverse consequences of substance abuse and the responsibility to avoid being under the influence of alcohol or chemicals at work. Certain training required by the DOT Regulations shall be the responsibility of the Substance Abuse Program.

  • PAID FOR TIME All employees covered by this Agreement shall be paid for all time spent in service of the Employer. Rates of pay provided for by this Agreement shall be minimums. Time shall be computed from the time that the employee is ordered to report for work and registers in and until the employee is effectively released from duty. All time lost due to delays as a result of overloads or certificate violations involving federal, state or city regulations, which occur through no fault of the driver, shall be paid for by the Employer. The Employer will not allow employees to work prior to their start time without appropriate compensation. Wages for properly selected vacations, in all instances, will be paid to the employees no later than the workday prior to their vacation. If the employee does not receive his/her their vacation check, the Employer will make all reasonable efforts to provide the check the following day including delivery by Saturday or Next Day Air. If the employee requests to see his their vacation check on the Monday as permitted below and the Employer fails to make the vacation payment available by Saturday following the employee’s regular scheduled pay day, the employee shall be paid an additional amount equal to one-half (1/2) of his or her their daily guarantee at his or her their regular hourly rate of pay for every subsequent pay period until the shortage is corrected. Other shortages involving more than fifty ($50.00) dollars for full-time employees, and twenty-five ($25.00) dollars for part- time employees, will be corrected and the payment will be made available to the employee at his/her their reporting location on his/her their second scheduled workday after reporting the shortage. If the Employer fails to make the payment available on the a full-time employee’s second scheduled workday and the shortage was the result of the Employer’s error, the full-time employee will be paid an additional amount equal to one-half (1/2) of his/her their daily guarantee at his/her their regular hourly rate for every full pay period in which the shortage is not paid after the second (2nd) scheduled work day, until corrected. If the payroll error for a full-time employee is not corrected within two (2) pay periods, the payroll error penalty described above shall be increased to the full-time employee’s full daily guarantee. If the payroll error involves a part-time employee, the penalty paid for shortages described above which are not paid on the second (2nd) scheduled work day shall be equal to four (4) hours times the part-time employee’s regular hourly rate. The four (4) hour payroll error penalty for a part-time employee shall continue to be paid for every full pay period in which the shortage is not corrected. Within thirty (30) days of the implementation of the Employer’s new payroll processing system, but no later than January 1, 2026, the following shall apply: The payroll error penalty described above for full-time employees shall be increased to the employee’s full daily guarantee for every full pay period in which the shortage is not paid after the second (2nd) scheduled work day, until corrected. For part-time employees, the payroll error penalty shall remain at four (4) hours pay. If the payroll error is not corrected for a part-time employee within two (2) pay periods, the penalty shall be increased to five (5) hours. Errors of less than fifty ($50.00) dollars for full-time employees or twenty-five ($25.00) dollars for part-time employees and overages will be corrected in the following weekly paycheck. The Union and Employer shall have the authority at any level of the grievance procedure to award a penalty up to the amount specified in the prior paragraph for any violation of the provision. If an employee works in different classifications during a shift that are paid at different rates, the different hours and rates shall be available for review electronically by an employee on a Company maintained website. Any grievance payments included on a paycheck will also be available for review by affected employees electronically with the applicable identifying grievance number on a website maintained by the Employer. Nothing in this paragraph is intended to eliminate any local practices regarding availability of data regarding grievance settlements. Any grievance settlement not paid within ten (10) working days of the settlement shall entitle the grievant(s) to a penalty payment as outlined above. The ten (10) working day period shall begin to run when the management Labor Department representative agrees to the settlement, or is notified by the Union or management team of the settlement. The Employer shall pay a maximum of one penalty payment for a multi-grievant grievance, which shall be subject to the additional penalties set forth above for untimely payment, until corrected. When an employee notifies the Employer in writing of any ongoing overpayment, the employee’s increasing liability will cease five (5) working days after the date of the written notification. The notification shall be provided to the employee’s immediate supervisor or manager. All employees must receive their vacation pay in a separate check before taking vacation. Vacation checks for an employee, who is taking a properly scheduled vacation in accordance with the applicable Supplement, Rider or Addendum, will be at the operating center on Monday of the week prior to the employee’s vacation week(s). This is to ensure that the employee receives his/her their pay prior to taking his/her their vacation. The employee will be shown his/ her their check upon request, but will not receive the check until the regular scheduled pay day. All green checks will be taxed at the employee’s regular withholding tax rate. Paycheck stubs will show the year-to-date vacation, sick and personal leave balances.