Common use of Retraining Leave Clause in Contracts

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 does not return to the College for a period of at least one full academic year, all sums of money including benefits costs received from the College during the retraining leave shall be refunded. This repayment requirement is contingent upon the College making an offer of employment. Any Faculty member who undergoes retraining and transfers to a new department will retain his/her college-wide seniority but will be considered a new Faculty member in his/her new department for scheduling purposes.

Retraining Leave. The College, at the Board’s discretion, may grant a retraining leave to a tenured Faculty 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 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 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 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 faculty member can retrain. 2. That the Faculty faculty member can be retrained and credentialed within that year. 3. That the Faculty faculty member submit a detailed plan to the Faculty Development Committee FDC 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 faculty member applying for Retraining retraining is a chairChair, he/she will secure a letter of support from his/her immediate ▇▇▇▇. If the retraining activity is employment for which the Faculty faculty member is compensated, the combined salary received from the College and the employment may not exceed two-thirds (2/3) of the Faculty faculty member’s base salary. If the combined compensation does exceed that two-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 FDC shall submit the application along with its recommendation to the appropriate ▇▇▇▇, who shall make a recommendation to the appropriate Vice PresidentVPAA. The Vice President VPAA 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 faculty member, the Faculty Development CommitteeFDC, 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 does not return to the College for a period of at least one full academic year, all sums of money including benefits costs received from the College during the retraining leave shall be refunded. This repayment requirement is contingent upon the College making an offer of employment. Any Faculty faculty member who undergoes retraining and transfers to a new department will retain his/her college-wide seniority but will be considered a new Faculty faculty member in his/her new department for scheduling purposes.

Retraining Leave. The College, at the Board’s discretion, may grant a retraining leave to a tenured Faculty 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 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 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 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 faculty member can retrain. 2. That the Faculty faculty member can be retrained and credentialed within that year. 3. That the Faculty faculty member submit a detailed plan to the Faculty Development Committee FDC for review that includes a letter of support from his/her their current Department Chair and a description of the proposed retraining activities. If the Faculty faculty member applying for Retraining retraining is a chairChair, he/she they will secure a letter of support from his/her immediate their ▇▇▇▇. If the retraining activity is employment for which the Faculty faculty member is compensated, the combined salary received from the College and the employment may not exceed two-thirds (2/3) of the Faculty faculty member’s base salary. If the combined compensation does exceed that two-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 FDC shall submit the application along with its recommendation to the appropriate ▇▇▇▇, who shall make a recommendation to the appropriate Vice PresidentVPAA. The Vice President VPAA 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 faculty member, the Faculty Development CommitteeFDC, 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 does they do not return to the College for a period of at least one full academic year, all sums of money including benefits costs received from the College during the retraining leave shall be refunded. This repayment requirement is contingent upon the College making an offer of employment. Any Faculty faculty member who undergoes retraining and transfers to a new department will retain his/her their college-wide seniority but will be considered a new Faculty faculty member in his/her the new department for scheduling purposes.

Retraining Leave. The College, at At the Board’s 's discretion, it may grant a retraining leave to a tenured Faculty faculty member whose present position is jeopardized in jeopardy due to changing enrollments or the expectation of a program being discontinuedchanges in enrollments. Retraining Such 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 faculty member shall return to the salary lane and the step held at the beginning of the leave, plus one (1) vertical salary step, provided that the faculty member has not reached the last step of the lane. While on retraining leave, the tenured Faculty faculty member shall receive: (a) onetwo-half (1/2) thirds of base salary for the academic year, (b) appropriate full reimbursement for tuition, consistent with practice for disbursement of Faculty Development fundsfees and required texts, and (c) college insurance coveragecoverage except life insurance. Retraining Leave leave shall be considered based on the following conditions: 1. That there is a strong likelihood high probability of an available position in one (1) year for which the tenured Faculty faculty member can retrain. 2. That the Faculty faculty member can be retrained prepare and credentialed within that year. 3. That the Faculty member submit a detailed plan to the Faculty Development Committee for review that includes a detailed plan and statement, including a letter of support from his/her current Department Chair and a description the ▇▇▇▇, and, including estimated costs, of the proposed retraining activities. If In the Faculty member applying for Retraining is a chair, he/she will secure a letter of support from his/her immediate ▇▇▇▇. If event that the retraining activity is employment for which the Faculty faculty member is compensated, the combined salary received from the College and college shall be reduced by the amount of employment may not exceed two-thirds (2/3) compensation received. Upon receipt of request from the faculty member, the Faculty member’s base salary. If Development Committee will notify 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) thresholdappropriate department chair. 43. That the Faculty Development Committee shall submit the application along with its recommendation to the appropriate ▇▇▇▇, vice president 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 reason(s) therefore shall be stated in writing by the President or designee to the Faculty faculty member, the . The Faculty Development Committee, Committee shall send a copy of the application to the appropriate Department Chair, if applicabledepartment chairs, the President of the Full-time Faculty UnionAssociation, and the appropriate ▇▇▇▇deans. 54. If In the event a retraining leave is granted, the applicant shall agree in writing that that, if at the expiration of such leave he/she does not return to the College college for a period of at least one full academic year, all sums of money including benefits costs received from the College Board during the retraining leave shall be refunded. This repayment requirement is contingent upon refunded to the College making an offer of employment. Any Faculty member who undergoes retraining and transfers to a new department will retain his/her college-wide seniority but will be considered a new Faculty member in his/her new department for scheduling purposesBoard.

Retraining Leave. The CollegeCollege may grant, at the Board’s discretionupon application, may grant a retraining leave leaves of absence without pay not 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 exceed one (1) academic year for study; except that the College, upon request, may extend such leave annually for up to a limit of three (3) years for a plan of study approved by the College. Decision by the College in granting or renewing such leave is final. 1. Retraining leaves are granted to a faculty member laid off following the steps defined in Article 9 IX.G to allow them to prepare to shift their teaching responsibilities into a different subject matter. 2. The College may offer retraining leave to any laid-off faculty member, and shall not be considered will offer retraining leave to any laid-off faculty member on continuing Full-time status. Within thirty (30) calendar days of receiving a break in service. At the end of the retraining leavelayoff notice, the laid-off faculty member may agree to retrain by filing a statement of his/her intent to retrain with the Administrative/Faculty Committee (as defined in Article 1 I.B.5). Within thirty (30) calendar days after filing this statement, the laid-off faculty member shall return will file a plan of study subject to approval by the Committee in consultation with the immediate supervisor or designee coordinator for the area in which the faculty member is retraining. The period of time granted for retraining will be two (2) semesters; unpaid extensions may be granted upon application to the salary lane and Administrative/Faculty Committee. The College will pay the step held at the beginning of the leave. While on retraining leave, the tenured Faculty faculty member shall receive: (a) one-half (1/2) of base his/her contractual salary for the academic year, (b) appropriate reimbursement for tuition, consistent with practice for disbursement of Faculty Development funds, while he/she is retraining and (c) college maintain his/her insurance coverageand retirement benefits. 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 The College will transfer retrained faculty to fill positions for which they have qualified themselves as provided for in Article 9 IX.G.2. Such rehiring will not result in the tenured Faculty member can retrain. 2. That the Faculty member can be retrained and credentialed within that yearloss of seniority. 3. That the Faculty A laid-off faculty member submit a detailed plan to the Faculty Development Committee for review that includes a letter will be one who is laid off per any part 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) thresholdArticle 9 IX. 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 In any year after retraining is deniedleave(s) is/are taken, the rationale for number of sabbatical leaves will be reduced by fifty percent (50%) of the denial shall be stated in writing by number of actual retraining leaves used. In the President or designee to the Faculty memberevent that an odd number of Retraining Leaves are used, the Faculty Development Committee, the appropriate Department Chair, if applicable, the President number 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 does not return to the College for a period of at least one full academic year, all sums of money including benefits costs received from the College during the retraining leave shall be refunded. This repayment requirement is contingent upon the College making an offer of employment. Any Faculty member who undergoes retraining and transfers to a new department will retain his/her college-wide seniority but sabbatical leaves will be considered a new Faculty member in his/her new department for scheduling purposesreduced by fifty percent (50%) plus one (1).

Retraining Leave. The College, at (a) At the Board’s discretion, may grant discretion of the University President a retraining leave may be granted to an eligible Employee for the purpose of acquiring new 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 the Article on Staff Reduction Procedures in this Agreement, shall be considered at any time. If successful completion of a retraining leave might lead to transfer of the applicant to a tenured Faculty member whose position is jeopardized due specific Department in the University, the University President will provide that Department an opportunity to changing enrollments or provide input regarding the expectation retraining leave proposal. (c) The term of a program being discontinuedretraining 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 limited at no less than half pay. (d) Each employee who is granted a retraining leave shall agree to one (1) academic year serve at the University for at least six Academic Terms after the completion of the leave and shall not be considered give a break in service. At judgment note to the end University for the amount of the retraining leave, the Faculty member shall return said judgment note to the salary lane and the step held be cancelled at the beginning end of the leave. While on retraining leaverequired period of service or at the death or permanent disability of the Employee, or if the tenured Faculty member shall receive: (a) oneEmployee is non-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 retained or is a strong likelihood of an available position in one (1) year for which the tenured Faculty member can retrainnot granted tenure. 2. That (e) Upon completion of a retraining leave an Employee shall file a written account of retraining activities and accomplishments with 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 Vice President 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 Academic Affairs/▇▇▇▇▇▇▇. If the after successful completion of a retraining activity leave, an employee is employment for which the Faculty member is compensatedtransferred to another department, the combined salary received from Employee's transfer shall be made in accordance with the College and provisions of this Agreement's Article on Transfer. (f) There shall be no evaluation of an Employee for the employment may purpose of retention during the period of a retraining leave unless the time on leave is being credited toward tenure in accordance with this Article. (g) Time spent by an Employee on a retraining leave will not exceed two-thirds be credited for the purpose of determining eligibility for promotion, sabbatical, or Educational Leave. (2/3h) Time spent by an Employee on a retraining leave will be credited for the purpose of determining eligibility for tenure only if approved by the Faculty member’s base salaryUniversity President. At the time of application, an Employee must indicate in writing to the University President whether the Employee wishes the time spent on a retraining leave to be credited for the purpose of determining eligibility for tenure. Upon request, the University President will provide a written explanation within 10 Days to an Employee whose request to credit the time spent on a retraining leave for the purpose of determining eligibility for tenure has been denied. 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 Employee believes such a recommendation to the appropriate Vice President. The Vice President will then make a recommendation to the President. If the application for retraining is request has been arbitrarily and capriciously denied, the rationale for Employee may file a Grievance under this Agreement's Article on Grievance Procedure. The sole question to be decided in any such Grievance regarding granting retraining leave credit towards tenure shall be whether 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, was arbitrary and the appropriate ▇▇▇▇capricious. 5. If a retraining leave is granted, the applicant shall agree in writing that if at the expiration of such leave he/she does not return to the College for a period of at least one full academic year, all sums of money including benefits costs received from the College during the retraining leave shall be refunded. This repayment requirement is contingent upon the College making an offer of employment. Any Faculty member who undergoes retraining and transfers to a new department will retain his/her college-wide seniority but will be considered a new Faculty member in his/her new department for scheduling purposes.