Retraining Leave Sample Clauses
Retraining Leave a. The University President, at her/his discretion, may grant a retraining leave to an employee for the purpose of acquiring new skills or enhancing existing skills for the benefit of the University.
b. The University will establish procedures for submission of applications for retraining leaves. Applications shall specify the purpose, method, and timetable of the retraining leave. Applications submitted pursuant to Article 14, Layoffs and Recall Procedures, shall be considered at any time. If successful completion of a retraining leave might lead to transfer of the applicant to a specific department in the University, the University President will provide that department an opportunity to discuss the retraining leave proposal.
c. The term of a retraining leave may be for a period of up to 12 months. Retraining leaves may be renewed at the discretion of the University President. Compensation for retraining leaves shall be at no less than half pay.
d. Each employee who is granted a retraining leave shall agree to serve at a University for at least three academic years after the completion of the leave and shall give a promissory note to the Board for the amount of the retraining leave, said promissory note to be canceled at the end of the required period of service, or at the death or permanent disability of the employee, or if the employee is not retained or re-employed.
e. Upon completion of a retraining leave, an employee shall file a written account of retraining activities and accomplishments with the appropriate University Vice President. If, after successful completion of a retraining leave, an employee is transferred to another department, her/his transfer shall be made in accordance with the provisions of Article 11, Transfer.
f. There shall be no evaluation of an employee for the purpose of retention during the period of a retraining leave.
g. Time spent by an academic support professional on a retraining leave will not be credited for the purpose of determining eligibility for administrative educational leave or eligibility for a PBI.
Retraining Leave. The President may grant an ASF Member a paid leave of absence of up to one (1) year in length for the purpose of retraining or further training to meet the programmatic needs of the university. An individual who takes this retraining leave shall not accrue vacation but shall accrue sick leave at one-half (1/2) the applicable rate for the duration of the leave.
Retraining Leave. 14.13.1 When in the opinion of the District it is necessary for a regular bargaining unit member to be retrained (e.g., through employment, in-service, internship, or coursework, etc.) during an academic year, such leaves may be granted with the consent of the bargaining unit member subject to the following criteria:
a) On-the-job experience is necessary to maintain recency in the field, improve teaching skills, and/or to keep up with changing technology.
b) Changing community needs require retraining of the regular bargaining unit member for service in an existing or other area.
c) There is a direct relationship to a bargaining unit member's current assignment.
d) There is evidence that no other responsible alternative is available.
14.13.2 Whenever the intensive in-service training provides compensation, District compensation for the leave will be the difference between the current faculty contract and the training compensation. Existing bargaining unit member fringe benefits shall be maintained unless comparable benefits are provided by the in-service employer. Neither degree nor unit advancement credit for in-service training shall be granted. However, the period of time a bargaining unit member spends in in-service training shall count toward service increments.
14.13.3 In accordance with current and/or anticipated needs of the District, and in an effort to maintain continued employment within the District, the District and the Association acknowledge that the primary responsibility for in-service/retraining resides with the bargaining unit member. In support of this effort, the District will develop a retraining plan and may use reassigned time as appropriate in consultation with the bargaining unit member.
14.13.4 Schools, areas, and the Faculty Senate, acting as a committee of the whole, may make recommendations regarding in-service training projects. Such recommendations shall be presented through the Chief Instructional Officer to the superintendent/president for Governing Board approval.
Retraining Leave. The District shall grant a leave with pay to an employee who is undergoing District- designated retraining and who meets all of the following conditions:
a. Such retraining is for the purpose of permitting the employee to cope with the new technological methods of performing the existing duties of the employee's classification.
b. The retraining is only offered at a formal institution of education or training institute, or manufacturer's school and is not available at times or locations that do not conflict with such employee's regularly scheduled shift.
c. The employee has been employed by the District for at least three (3) consecutive years preceding the need for such retraining.
d. The employee has not had a leave of absence for retraining during the preceding three (3)-year period.
Retraining Leave. 1. A faculty member who could become qualified for a projected position vacancy within the time provided by a "Professional Leave" may apply for a retraining leave. All conditions applicable to "Professional Leave" must be met except that the faculty member will be preparing for another position rather than improving in the one held. If, after the retraining leave, the College cannot provide for the projected position because of program, enrollment, and/or financial changes, the faculty member affected may remain in their originally tenured position subject to all leave requirements. In the event a retraining leave is prompted by a non-renewal of program and the projected position does not materialize, the faculty member will not be provided a contract and will not be required to repay the College. All procedures pertaining to the following absences and leaves for faculty shall be made with due consideration being given to preserving the continuity of instruction and related activities to the fullest extent possible. Faculty shall meet with all scheduled classes except in cases of unavoidable absences due to illness, injury or similar uncontrollable factors. In case of any such absence from the College during normal working hours, a faculty member must notify the H.R. Office as soon as possible.
Retraining Leave. 5 Purpose - A permanent employee may request a retraining leave to improve his/her 6 ability to teach subject areas which better meet the needs of the students of this District.
Retraining Leave. A retraining leave is a one-year (1-year) leave without compensation which shall be granted, upon request, to a Faculty Member who has received notice of layoff, to assist the Faculty Member to undertake a program of study to enable the Faculty Member to qualify for recall rights pursuant to Article Five (Staff Reduction) to this Agreement.
Retraining Leave. The District may offer a faculty member a retraining leave assignment in order to retrain the faculty member for a new or different minimum qualifications in a teaching or service area. A retraining leave may be implemented due to an actual or foreseeable reduction or elimination of part or all of an instructional or service area program or may be due to a projected future District need. Depending on the circumstances, the leave may be for part-time or full-time and may also involve a continuing partial teaching or service load obligation during the retraining period.
Retraining Leave. 6.15.1 The Board of Trustees may grant an eligible faculty member a paid leave of absence with benefits equivalent to a maximum of two (2) consecutive semesters (fall-spring or spring- fall) for professional retraining, which is defined as training for the purpose of qualifying the faculty member to teach in a discipline other than that for which the individual is currently qualified at the time of application for such leave.
6.15.2 A faculty member will be considered eligible for a Retraining Leave if all these conditions are met:
6.15.2.1 In the judgment of the appropriate vice president, the faculty member is facing lay-off or reassignment within the next two years due to a reduction within the program in which the individual is currently teaching;
6.15.2.2 The faculty member agrees to serve for a period of time equivalent to twice the length of the Retraining Leave;
6.15.2.3 The faculty member agrees to assume the costs related to the retraining, which shall be limited to course fees and supplies which would normally be required in a twenty-four (24) semester unit course of study at a California State University. If the costs of the proposed retraining will exceed this amount and the more costly retraining has been suggested by the faculty member, the faculty member will pay the excess costs. If more costly training is mandated by the District, the District will pay the excess costs.
6.15.3 The proposed retraining program, including the method of verification, will be designated by the Professional Retraining Committee, which shall consist of:
6.15.3.1 The faculty member to be professionally retrained;
6.15.3.2 The appropriate vice president(s). The chair will be the vice president from the area of the majority of the faculty member’s previous assignment;
6.15.3.3 The appropriate instructional/area ▇▇▇▇(s) or administrator;
6.15.3.4 The appropriate department head(s);
6.15.3.5 A representative of LBCCFA; and
6.15.3.6 A representative of the Academic Senate.
6.15.4 The number of Professional Retraining Leaves available in any given year will be subject to available resources.
6.15.5 The recommendation to grant a Retraining Leave will be made to the Board of Trustees by the Superintendent-President, on the advice of the Professional Retraining Committee.
6.15.6 Salary, benefits, retirement contributions, salary increases, and step and column increases as may apply for the standard academic year will continue to be paid to the faculty member while on Retr...
Retraining Leave. The College, at the Board’s discretion, may grant a retraining leave to a tenured Faculty member whose position is jeopardized due to changing enrollments or the expectation of a program being discontinued. Retraining leaves shall be limited to one (1) academic year and shall not be considered a break in service. At the end of the retraining leave, the Faculty member shall return to the salary lane and the step held at the beginning of the leave. While on retraining leave, the tenured Faculty member shall receive: (a) one-half (1/2) of base salary for the academic year, (b) appropriate reimbursement for tuition, consistent with practice for disbursement of Faculty Development funds, and (c) college insurance coverage. Retraining Leave shall be considered based on the following conditions:
1. That there is a strong likelihood of an available position in one (1) year for which the tenured Faculty member can retrain.
2. That the Faculty member can be retrained and credentialed within that year.
3. That the Faculty member submit a detailed plan to the Faculty Development Committee for review that includes a letter of support from his/her current Department Chair and a description of the proposed retraining activities. If the Faculty member applying for Retraining is a chair, he/she will secure a letter of support from his/her immediate ▇▇▇▇. If the retraining activity is employment for which the Faculty member is compensated, the combined salary received from the College and the employment may not exceed two-thirds (2/3) of the Faculty member’s base salary. If the combined compensation does exceed that two-thirds (2/3) threshold, the College may reduce the College portion of that compensation in an amount that would reduce the total compensation to that two-thirds (2/3) threshold.
4. That the Faculty Development Committee shall submit the application along with its recommendation to the appropriate ▇▇▇▇, who shall make a recommendation to the appropriate Vice President. The Vice President will then make a recommendation to the President. If the application for retraining is denied, the rationale for the denial shall be stated in writing by the President or designee to the Faculty member, the Faculty Development Committee, the appropriate Department Chair, if applicable, the President of the Full-time Faculty Union, and the appropriate ▇▇▇▇.
5. If a retraining leave is granted, the applicant shall agree in writing that if at the expiration of such leave he/she ...