Training Arrangements Clause Samples

Training Arrangements a) The Provider may enter into a Training Arrangement, but the Provider remains responsible for ensuring that the terms of this Agreement are met. b) In particular, the Provider remains responsible for ensuring that the Training Services are delivered in accordance with the AQTF. c) The terms of a Training Arrangement must be in writing, and must not be inconsistent with this Agreement. d) The Provider shall pay all costs associated with a Training Arrangement. e) The Provider shall advise students, prior to the commencement of training services, of the existence of a Training Arrangement. f) Within fourteen days of signing a Training Arrangement, the Provider shall advise the Minister of: i the legal name and business address of the other party to the Training Arrangement; and ii the training services covered by the Training Arrangement. g) Where the other party to the Training Arrangement is a TAFEWA College, the Training Arrangement must state that “All delivery covered by this contract is to be reported to the Department of Education and Training as fee for service activity”. h) Where the Minister is aware of factors that may affect the capacity of a person to meet their obligations under a Training Arrangement, the Minister may notify the Provider of these factors and / or request an appropriate variation to this Agreement.
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Training Arrangements. The Publisher retains remote control of the Site through the Publisher Interface. In order for the Publisher's authorised staff to be able to manage the Site efficiently and effectively one of HealthGate's Project Managers will provide 2 days of training per year at the Publisher's main business location. The Publisher can request HealthGate for additional training days and these may be billed to the Publisher at a mutually agreed rate.
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Training Arrangements. In the case of a new method, new process, etc., training may be performed by the Supervisor, Develop- ment and Control Personnel, Engineering, etc. When an employee is “bumped” seniority-wise by another employee, the bumped employee may be retained to train the new employee to the extent of such employee’s lag period. The balance of any training to be completed by other Operators or Spare Person. The lag may only be extended by mutual agreement between the Company and Union. A Spare Person may be utilized to fill a vacancy while an employee is being trained, or the Spare Person may train the employee at Management’s option, but in such case all of the foregoing will apply. The purpose of lag is to return trained personnel to jobs from which they have been displaced for any reason. Their right to return to such jobs is protected for a period of weeks, during which time the employee is obligated to return to the job should they be required.
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Training Arrangements 
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Related to Training Arrangements

  • Working Arrangements (i) The former industry practice whereby all Employees on site working in direct sunlight were relocated to shaded or air- conditioned areas when the temperature reached 32°C, will no longer operate. (ii) At temperatures below 35°C workers are not to be relocated out of direct sunlight unless the work environment creates a serious risk to their health and safety, having regard to the nature of the tasks being undertaken, provided that the task or activity being performed is completed and the penalty provisions as for emergency work under the Award shall apply. (iii) Once the temperature reaches 35°C work will cease, and workers may leave the site, provided that the task or activity being performed is completed and the penalty provisions as for emergency work under the Award shall apply. (iv) During periods of hot weather, work in air-conditioned environments shall continue as normal. Workers will walk a reasonable distance through the open to and from amenities and the air-conditioned workspace, provided it does not pose a serious threat to their health or safety. Alternatively, where the Employer can artificially ventilate covered spaces onsite and reduce the temperature to below 35°C, work may continue as normal subject to consultation and agreement with affected Employees to comply with the provisions of this clause. (v) By agreement with the OH&S committee and head contractor during periods of Inclement Weather (heat) the Saturday break roster can be applied to weekday work.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Business Arrangements Except as disclosed in the Registration Statement, the Time of Sale Disclosure Package and the Prospectus, neither the Company nor any of its subsidiaries has granted rights to develop, manufacture, produce, assemble, distribute, license, market or sell its products to any other person and is not bound by any agreement that affects the exclusive right of the Company or such subsidiary to develop, manufacture, produce, assemble, distribute, license, market or sell its products.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).

  • Flexible Working Arrangement (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee: (i) the Employee is pregnant; (ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger; (iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); (iv) the Employee has a disability; (v) the Employee is 55 or older; (vi) the Employee is experiencing violence from a member of the Employee’s family; (vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.