LEARNING AND DEVELOPMENT PLAN AND BUDGET. 19.3.1 Council shall develop a training plan and budget consistent with: (1) the current and future skill requirements of the Council; (2) the size, structure and nature of the operations of the Council; and (3) the need to develop vocational skills relevant to Council and the Local Government industry. 19.3.2 In developing the training plan, the Council shall have regard to corporate, departmental and individual training needs. 19.3.3 The training plan shall be designed in consultation with the Consultative Committee. 19.3.4 The training plan shall, where appropriate, provide for training that is consistent with the National Local Government Competency Standards. 19.3.5 The training plan, shall provide for the assessment and recognition of employee's current competencies where possible. 19.3.6 Selection of participants to receive Council required training in accordance with Council's training plan is to be based on merit and the needs of the employee as identified in the employee's performance discussion. 19.3.7 If an employee is required by Council to undertake training in accordance with the Council's training plan: 19.3.7.1 the Council shall grant the employee paid leave to attend course requirements, including examinations, where the training is undertaken during ordinary working hours; 19.3.7.2 where the course requirements contain more than a 15% off-the-job component calculated over any 12 month period the extent to which Council will grant paid leave to attend such course requirements shall be specified in the training plan; 19.3.7.3 Council shall pay course fees at the commencement of each stage but shall not pay course fees if the employee is repeating; 19.3.7.4 Council shall either provide transport or pay reasonable travelling expenses to enable employees to attend course requirements; 19.3.7.5 reasonable travel arrangements shall be agreed; 19.3.7.6 employees shall be paid a maximum of one day’s pay for each day of attendance at a course or conference, calculated at their normal daily rate of pay when attendance at such course is on a normal work day and does not exceed 3 hours over and above the individual staff members normal working day or 10hrs whichever is the lesser (including travel to and from the course). Where attendance and travel at the course is not on a normal work day or exceeds the stated limits, Council shall pay the employee the appropriate rate of pay for the hours in excess of these limits or provide time off in lieu; and 19.3.7.7 where an employee is required to complete major assignment(s) Council and the employee shall agree upon appropriate flexible work and study arrangements as are practicable. 19.3.8 Council may grant an employee undertaking a course consistent with Council's training plan, although not at Council's requirement, leave with pay or leave without pay to attend course requirements provided that the employee gives reasonable notice of such requirements. Where the employee is not granted such leave Council shall give preference in granting annual leave or other accrued leave to attend course requirements provided that the employee gives reasonable notice of such requirements. Council may pay course fees at its discretion. 19.3.9 Our Learning and Development management directive, which may be reviewed from time to time, sets out how Council will manage learning and development needs in a consistent and fair manner. 19.3.10 Union Delegate Attendance at Council Employee Induction Training Union Delegates who are appointed as such by their Union are entitled to attend Council employee induction training for the purposes of providing information to new employees on the Union. Employees are free to join or not to join Unions of their choice. An arrangement to employ a member of any Union over a non-member, or a member of another Union cannot be enforced at law. Council does not give a right of preference in employment to Union members. Both State and Federal laws state that an employer or Union cannot discriminate against or victimise someone because they are, or are not, a member of a Union. Victimisation on the basis of the following is prohibited: • being a union official or elected representative • engaging in or refusing to engage in industrial action • claiming a lawful benefit or entitlement • providing information about an employer's breach of the law • engaging in or proposing to engage in a public or political activity (unless it interferes with the person's work) Workers currently employed, and those applying for a job, are protected by the relevant legislation. Council will provide Delegates with notification of the staff induction training dates and schedule a time for them to attend, if requested by the Union Delegate to do so. Union Delegates may distribute official union documentation at the inductions for the purposes of providing information to new employees on the Union's activities. A Union Delegate will not be provided with the opportunity to attend induction if they harass, intimidate or in any way seek to inappropriately coerce an employee to join a Union. At all times the Union Delegate must behaviour in accordance with Council's stated values of Respect, Integrity, Teamwork, Excellence and Safety.
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Sources: Enterprise Agreement, Enterprise Agreement