Retraining Leaves Clause Samples

Retraining Leaves. The Committee shall oversee the Retraining Leave Process (See 9 Article 26, Paragraph S for description of guidelines, procedures, applications, etc.). 10 The Committee shall make its recommendations to the College President, who shall 11 evaluate the recommendations and make a recommendation to the Chancellor. In the 12 event that the College President does not approve, both the Committee's 13 recommendation and the President's written recommendation with written rationale 14 shall be forwarded to the Chancellor for final determination. Funding for Retraining 15 Leaves shall not come from the Professional Development Committee's budget. It 16 shall be provided by the College.
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Retraining Leaves. 13.10.1 Retraining leaves will be granted by the District on an as-needed basis. Qualifying needs may include the following, listed in order of priority: A. Planning to preempt reduction in force in a discontinued discipline, or one with declining enrollment (See Article 7.7.2B) B. District need to build faculty capacity in a discipline C. Professional development opportunity following an unsatisfactory faculty evaluation 13.10.2 A retraining leave may be proposed either by management or by the faculty member interested in retraining. 13.10.3 Faculty requesting a full or partial leave of absence to be retrained in one discipline while teaching in another discipline or to update currency in a discipline for which they are currently qualified shall submit a written request to the supervising Vice President. 13.10.4 A retraining leave plan shall be developed through the following process: A. The Vice President will meet with the Division Deans, the faculty member, a representative from the Association, and a representative appointed by the Academic Senate, to discuss the request and to identify or confirm the discipline for retraining. This process will take into consideration demonstrated need for additional services in the selected discipline, as determined by enrollment trends, positions ranked on the full-time faculty hiring prioritization list, etc. B. The Vice President, the Division ▇▇▇▇ / Department Manager, the faculty member, a representative from the Association, and a representative appointed by the Academic Senate (preferably from the discipline selected for re-training), shall develop a plan to include, but not be limited to: - Identification of the retraining goal (i.e. training, certificate, degree, etc. that will provide updated skills or new minimum qualifications); - Delineation of coursework or activities to be completed with the anticipated timelines; - How the released time for retraining will be used (in part) to be balanced against current load requirements - Identification of faculty member(s) in the new discipline to be observed by the faculty member, if applicable, and/or assignment of a peer mentor for the new discipline; - Timeline and dates for submitting regular progress reports to the appropriate Vice President; - Review of re-training coursework and activities, including, if applicable, documentation such as transcripts, certificates, etc., by a Senate-designated faculty representative. a. The retraining plan will include but ...
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Retraining Leaves. REDEPLOYMENT. RESPONSIBILITY. VOLUNTARY CONTRACT TERMINATION AND EARLY PARTIAL RETIREMENT Distributed Teaching Responsibilities Transitional Appointments Retraining Leaves Redeployment Reduced Responsibility Voluntary Contract Termination Early Partial Retirement ARTICLE FINANCIAL EXIGENCY ARTICLE NOTICE. AND RECALL RIGHTS AND COMPENSATION AND BENEFITS ARTICLE SABBATICAL LEAVES ARTICLE POLITICAL LEAVE ARTICLE COURT LEAVE ARTICLE LEAVE OF ABSENCE WITHOUT SALARY ARTICLE LEAVE
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Retraining Leaves. The Committee shall oversee the Retraining Leave Process
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Related to Retraining Leaves

  • Retraining (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Sabbatical Leaves A. The purposes of a sabbatical leave are to enable a teacher to pursue an activity that will benefit the school system by enhanced professional competence or to enable a teacher to perform in a critical area of need as well as benefit the teacher personally. Such activities might be study leading to a graduate degree with concentration in the individual's current teaching field and/or certification areas or study leading to a bachelor’s degree for a non-degree vocational teacher; or study leading to a graduate degree with concentration in an area of specialization other than the current teaching field and/or certification areas or travel. B. Upon recommendation of the Superintendent, sabbatical leaves will be granted no more than fifteen (15) applicants per year. Requests for sabbatical leave must be received in writing by the C. No applicant with an unsatisfactory rating on the prior year evaluation will be considered. ▇. ▇▇ be eligible, a teacher must have completed at least six (6) full years of active service in the ▇▇▇▇▇▇▇▇▇ County school system. A teacher who has completed a sabbatical will be considered only after all applicants who have not had a sabbatical. ▇. ▇▇ applicant who intends to study must register for a minimum of twelve (12) semester hours per semester unless an exception is granted by the Director of Human Resources. After the sabbatical has been completed, the teacher shall present to the executive director of Human Resources adequate verification of the work or experience completed. ▇. ▇▇ applicant who intends to pursue a program other than formal study must present a comprehensive proposal of the proposed program. If the applicant is accepted for a sabbatical leave, the approved program can be changed only by written consent of the executive director of human resources prior to July 1 of the sabbatical year. After the sabbatical has been completed, the teacher shall present to the Director of Human Resources adequate verification of program completion. G. A teacher on sabbatical leave (either for one-half [½] of a school year or for a full school year) will be paid by the Board at fifty (50) percent of the salary rate which the teacher would have received if the teacher had remained on active duty, provided that such teacher agrees to return to employment in the ▇▇▇▇▇▇▇▇▇ County school system for a period of one (1) year. Should the teacher not return to the service of the Board, the teacher will be required to refund the salary granted for sabbatical leave. H. Upon return from sabbatical leave, a teacher will be placed on the salary schedule at the level the teacher would have achieved had the teacher remained actively employed in the system during the period of absence.

  • Older Workers Benefit Protection Act Executive agrees and expressly acknowledges that this Release includes a waiver and release of all claims which he has or may have under the Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. § 621, et seq. (“ADEA”). The following terms and conditions apply to and are part of the waiver and release of the ADEA claims under this Release: (i) This paragraph, and this Release are written in a manner calculated to be understood by him. (ii) The waiver and release of claims under the ADEA contained in this Release does not cover rights or claims that may arise after the date on which he signs this Release. (iii) This Release provides for consideration in addition to anything of value to which he is already entitled. (iv) Executive has been advised to consult an attorney before signing this Release. (v) Executive has been granted twenty-one (21) days after he is presented with this Release to decide whether or not to sign this Release. If he executes this Release prior to the expiration of such period, he does so voluntarily and after having had the opportunity to consult with an attorney, and hereby waives the remainder of the twenty-one (21) day period. (vi) Executive has the right to revoke this general release within seven (7) days of signing this Release. In the event he does so, both this Release and the offer of benefits to him pursuant to the Employment Agreement or the Change of Control Agreement, as applicable, will be null and void in their entirety, and he will not receive any severance payments or benefits under the Employment Agreement or the Change of Control Agreement. If he wishes to revoke this Release, Executive shall deliver written notice stating his or her intent to revoke this Release to the Chairman of the Board of Directors of the Company and the Company’s Chief Executive Officer, or, if Executive is serving in such capacities as of the Termination Date, to the Chairman of the Compensation Committee of the Board of Directors of the Company, at the offices of the Company on or before 5:00 p.m. on the seventh (7th ) day after the date on which he signs this Release.

  • Legal Leave 1The University shall grant leave of absence with pay to a member of faculty who is called to serve as a juror or a witness in a court of law in a matter in which he/she is not a party or an accused.