Common use of STAFF TRAINING AND DEVELOPMENT Clause in Contracts

STAFF TRAINING AND DEVELOPMENT. 30.01 The Employer recognizes its responsibility to encourage development of staff capability. 30.02 The Employer will maintain a collection of books and other resources on issues concerning violence against women, and make them available to employees. 30.03 The Employer will endeavour to keep staff informed of new developments, services and information relevant to clients through posting notices on the bulletin board. 30.04 The Employer will provide on-the-job training and related staff development opportunities in the form of seminars, courses and conferences. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 To provide training opportunities, the Employer will allocate a reasonable sum of money in the budget each year to be used for staff training and development. The Employer will provide at the beginning of each fiscal year to Labour-Management Relations Committee the amount of funds available for staff training and development to assist them in recommending training/professional development applications. 30.06 Expenditures from this fund will be made on the recommendations of the Labour- Management Relations Committee. The Employer will regularly provide to the Labour-Management Relations Committee the number of applicants approved and cost of each training approved. 30.07 In making decisions concerning staff training and development, the Committee shall take into account the following factors: a) the current and future needs of the Employer's services b) the benefits to clients c) the professional development requests of individual employees d) the wishes of any employee affected, and e) fairness between all employees. 30.08 The Committee may develop guidelines and procedures related to staff training and development, including designating specific training opportunities as essential for specific employees. 30.09 Attendance at any training opportunity designated as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 Attendance at other training opportunities not designated as essential shall be on such terms as are determined by the Labour-Management Relations Committee. 30.11 A permanent full-time or permanent part-time employee who has completed three

STAFF TRAINING AND DEVELOPMENT. 30.01 29.01 The Employer recognizes its responsibility to encourage development of staff capability. 30.02 29.02 The Employer will maintain a collection of books and other resources on issues concerning violence against womenearly childhood education and development, and make them available to employees. 30.03 29.03 The Employer will endeavour to keep staff informed of new developments, services and information relevant to clients through posting notices on the bulletin board. 30.04 29.04 The Employer will may provide on-the-job training and related staff development opportunities in the form of seminars, courses and conferences. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 To 29.05 Should funds permit, to provide training opportunities, the Employer will allocate a reasonable sum of money in the budget each year to be used for staff training and development. The Employer Director and Employer, in the context of the current budget, will provide at the beginning of each fiscal year review all training and development proposed by staff. Staff will, where possible, apply for external funding to Labour-Management Relations Committee the amount of funds available for support training opportunities. 29.06 Expenditures on staff training and development to assist them in recommending training/professional development applications. 30.06 Expenditures from this any fund allocated under Clause 29.05 will be made on the recommendations of the Labour- Management Relations Committee. The Employer will regularly provide to by the Labour-Management Relations Committee the number of applicants approved and cost of each training approvedCommittee. 30.07 29.07 In making any decisions concerning staff training and development, the Committee shall take into account the following factors: (a) the The current and future needs of the Employer's ’s services; (b) the The benefits to clients; (c) the The professional development requests of individual employees; (d) the The wishes of any employee affected, and and; (e) fairness Fairness between all employees. 30.08 29.08 The Committee may develop guidelines and procedures related to staff training and development, including designating specific training opportunities as essential for specific employees. 30.09 29.09 Attendance at any training opportunity designated by the Employer as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 Attendance at other 29.10 The Employer agrees to make all reasonable accommodation to encourage staff training opportunities not designated as essential shall be on such terms as are determined and development. 29.11 It is understood by the Labourparties that staff members who have attended courses, workshops or conferences paid for by the Employer may be asked to provide an in-Management Relations Committeeservice workshop or summary report (whichever is the most appropriate way of disseminating the information received (for other staff at a mutually agreed upon time. 30.11 A permanent full29.12 Employees shall submit a receipt indicating payment of fees and evidence of successful completion of the course prior to reimbursement. 29.13 Subject to operational requirements, the Employer will make reasonable efforts to provide the employee with two (2) working days with pay for the purpose of doing research and preparation and/or follow-time or permanent part-time up work that is related to individual staff professional development at Nakwaye Ku Child Care Centre at a date mutually acceptable to the Employer and the employee. 29.14 In the event an employee who has completed threeleaves the Centre within six months of receiving their initial First Aid and Safety Training, the Employer may recover the full cost of such training from the employee’s final pay.

STAFF TRAINING AND DEVELOPMENT. 30.01 16.01 The Employer recognizes its responsibility to encourage development of staff capability. 30.02 The Employer will maintain a collection of books and other resources on issues concerning violence against women, and make them available to employees. 30.03 16.02 The Employer will endeavour to keep staff informed of new developments, services and information relevant to clients through posting notices on regular scheduled operational meetings and the bulletin boarddistribution of relevant materials directly to staff members. 30.04 16.03 The Employer will provide on-the-job training and related staff development opportunities in the form of seminars, courses and conferencesconferences as they may be developed or become available. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 16.04 To provide training opportunities, the Employer will allocate a reasonable sum of money in the budget each year to be used for staff training and development. The Employer will provide at the beginning of each fiscal year to Labour-Management Relations Committee the amount of funds available for staff training and development to assist them in recommending training/professional development applications. 30.06 Expenditures 16.05 The Employer's Personnel Committee shall be guided as to what expenditures from this fund will be made on by the recommendations of the Labour- Management Relations Committee. The Employer will regularly provide to the Labour-Management Relations Committee the number of applicants approved and cost of each training approvedCommittee. 30.07 16.06 In making decisions recommendations concerning staff training and development, the Labour-Management Relations Committee shall take into account the following factors: (a) the The current and future needs of the Employer's services; (b) the The benefits to clients; (c) the The professional development requests of individual employees; (d) the The wishes of any employee affected, and ; and (e) fairness Fairness between all employees. 30.08 16.07 The Labour-Management Relations Committee in consultation with the Employer's Personnel Committee may develop guidelines and procedures related to staff training and development, including designating specific training opportunities as essential for specific employees. 30.09 16.08 Attendance at any training opportunity designated as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 16.09 Attendance at other training opportunities not designated as essential shall be on such terms as are determined by the Labour-Management Relations Employer's Personnel Committee. 30.11 A permanent full-time or permanent part-time employee who has completed three16.10 The Employer agrees to make all reasonable accommodation to encourage staff training and development.

STAFF TRAINING AND DEVELOPMENT. 30.01 The Employer employer recognizes its responsibility to encourage development of staff capability. 30.02 The Employer employer will maintain a collection of books and other resources on issues concerning violence against women, and make them available to employees. 30.03 The Employer employer will endeavour to keep staff informed of new developments, services and information relevant to clients through posting notices on the bulletin board. 30.04 The Employer employer will provide on-the-job training and related staff development opportunities in the form of seminars, courses and conferences. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 To provide training opportunities, the Employer employer will allocate a reasonable sum of money in the budget each year to be used for staff training and development. The Employer employer will provide at the beginning of each fiscal year to Labour-Management Relations Committee the amount of funds available for staff training and development to assist them in recommending training/professional development applications. 30.06 Expenditures from this fund will be made on the recommendations of the Labour- Management Relations Committee. The Employer employer will regularly provide to the Labour-Management Relations Committee the number of applicants approved and cost of each training approved. 30.07 In making decisions concerning staff training and development, the Committee shall take into account the following factors: a) the current and future needs of the Employeremployer's services b) the benefits to clients c) the professional development requests of individual employees d) the wishes of any employee affected, and e) fairness between all employees. 30.08 The Committee may develop guidelines and procedures related to staff training and development, including designating specific training opportunities as essential for specific employees. 30.09 Attendance at any training opportunity designated as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 Attendance at other training opportunities not designated as essential shall be on such terms as are determined by the Labour-Management Relations Committee. 30.11 A permanent full-time or permanent part-time employee who has completed three

STAFF TRAINING AND DEVELOPMENT. 30.01 29.01 The Employer recognizes its responsibility to encourage the continual development of staff capability. 30.02 The Employer will maintain a collection of books and other resources on issues concerning violence against women, and make them available to employees. 30.03 29.02 The Employer will endeavour to keep staff informed of new developments, relevant training opportunities, services and information relevant will be communicated electronically to clients through posting notices all staff and posted on the bulletin boardboards as appropriate. 30.04 29.03 The Employer will provide two (2) mandatory on-the-job trainings, per calendar year related to equity. Topics can include but will not be limited to anti-oppression, anti-racism, Indigenous Self Determination, 2Spirit and trans specific content, gender and sexuality, de-escalation, transformative justice, conflict resolution. Employees may request the scheduling of specific course topics based on workplace or community requirements. This mandatory training and related staff development opportunities in the form of seminars, courses and conferences. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 To provide in addition to training opportunities, the Employer will allocate a reasonable sum of money in the budget required for each year to be used for staff training and developmentposition. The Employer Executive Director will provide at the beginning of each fiscal year to LabourUnion-Management Relations Committee the amount of funds available for staff training and development to assist them in recommending training/professional development applications. 30.06 29.04 Training will be provided during regular working hours where possible, and participation in such courses will be deemed to be hours worked. Such training will take place in the form of seminars, courses and conferences. 29.05 To provide training opportunities, in addition to mandatory training, the Executive Director will allocate a minimum of $250 each year for each staff member to be used for training and development, excluding travel costs. Approved training opportunities that require travel will be reimbursed by the Employer in accordance with Article xx Travel. 29.06 Expenditures from this fund will be made on the recommendations of the Labour- Union-Management Relations Committee. The Employer will regularly provide to the LabourUnion-Management Relations Committee the number of applicants approved and cost of each training approved. 30.07 29.07 In making decisions concerning staff training and development, the Committee shall take into account the following factors: a) the current and future needs of the Employer's services b) the benefits to clients c) the professional development requests of individual employees d) the wishes of any employee affected, and e) fairness between all employees. In addition, the Employer may provide specific training to meet individualized professional development goals in the interests of equity, diversity and employee retention. 30.08 29.08 The Committee may develop guidelines and procedures related to staff training and development, including designating additional specific training opportunities as essential for specific employeesopportunities. 30.09 Attendance at any training opportunity designated as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 Attendance at other training opportunities not designated as essential shall be on such terms as are determined by the Labour-Management Relations Committee. 30.11 29.09 A permanent regular full-time or permanent regular part-time employee who has completed threethree (3) years of continuous service may apply for education leave without pay for a period up to one (1) year, to attend a recognized institution or to complete a practicum or other field of studies related to the programs and services of the Employer. During such leave of absence, no benefits under this agreement will accrue or be paid by the Employer. Upon return, Article 28 will apply.

STAFF TRAINING AND DEVELOPMENT. ‌ 30.01 The Employer recognizes its responsibility to encourage development of staff capability. 30.02 The Employer will maintain a collection of books and other resources on issues concerning violence against women, women and make them available to employees. 30.03 The Employer will endeavour to keep staff informed of new developments, services and information relevant to clients service users through posting notices on the bulletin board. 30.04 The Employer will provide on-the-job training and related staff development opportunities in the form of seminars, courses and conferences. Notices of relevant training opportunities will be posted on the bulletin board. 30.05 To provide training opportunities, the Employer will allocate a reasonable sum of money in the budget each year to be used for staff training and development. The Employer will provide at the beginning of each fiscal year to Labour-Management Relations Committee the amount of funds available for staff training and development to assist them in recommending training/professional development applications. 30.06 Expenditures from this fund will be made on the recommendations of the Labour- Management Relations Committee. The Employer will regularly provide to the Labour-Management Relations Committee the number of applicants approved and cost of each training approved. 30.07 In making decisions concerning staff training and development, the Committee shall take into account the following factors: a) the current and future needs of the Employer's services b) the benefits to clientsservice users c) the professional development requests of individual employees d) the wishes of any employee affected, and e) fairness between all employees. 30.08 The Committee may develop guidelines and procedures related to staff training and development, including designating specific training opportunities as essential for specific employees. 30.09 Attendance at any training opportunity designated as essential shall be without cost to the employee, and without loss of pay or benefits. 30.10 Attendance at other training opportunities not designated as essential shall be on such terms as are determined by the Labour-Management Relations Committee. 30.11 A permanent full-time or permanent part-time employee who has completed threethree (3) years of continuous service may apply for education leave without pay for a period up to one (1) year, to attend a recognized institution or to complete a practicum or other field of studies related to the programs and services of the Yukon Women’s Transition Home Society. During such leave of absence, no benefits under this agreement will accrue or be paid by the Yukon Women’s Transition Home Society. 30.12 The Employer agrees to make all reasonable accommodation to encourage staff training and development.