Common use of Apprenticeship Programs Clause in Contracts

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (aD)(1)(a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.and

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (aD)(1)(a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.and

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their his or her appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their his or her former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs (i) All vacancies for apprentice positions shall be posted in accordance with the rules of Collective Agreement and all employees shall have the Joint Apprenticeship Training Council and establishments, modifications, or abolishments opportunity to bid on the operation of the programs may be made pursuant to the Council’s guidelines or rulesapprenticeship positions. B. An employee who accepts a position within (ii) In selecting applicants for on-the-job training, the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent statusBoard shall apply Article 4.04. C. At least fourteen (14iii) calendar days prior to entering into an apprenticeship programUpon being selected for the apprentice trades position, the employee must notify should undertake course work to upgrade their appointing status towards the trades position. (iv) Apprentice positions shall be on a full time basis of eight (8) hours per day commencing at no less than the Utility Person rate. (v) The usual four (4) month trial period will apply to this position. (vi) Progression from one (1) rate to the next shall be as follows: Start Trades Helper After four (4) months Trades Helper After sixteen (16) months Trades Improver After twenty-eight (28) months Trades I Upon completion of apprenticeship Trades II (vii) It is expected that the employee will complete the Apprenticeship Program and respective course work within the time period designated by the Apprenticeship Training Branch. Extensions shall be granted for sick leave or injury as necessary. (viii) The course costs for the Apprenticeship Program are to be paid by the Apprenticeship Branch and, if not, will be paid by the Employer. (ix) An apprentice shall be paid the difference between the regular rate of pay and the sum of any board, lodging, transportation or other allowances granted by the WorkBC and/or Industry Training Authority (ITA) while attending full time courses requiring five (5) or more hours of instruction per day set by a training authority established by the Apprenticeship and Tradesmen’s Qualification Act during each year of apprenticeship. This payment shall be made for only one (1) course of apprenticeship completion and certification. No payment shall be made to an apprentice for repetition of a course occasioned by their failure to pass an examination. (x) After providing proof of successful completion of all criteria and course work for the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intentApprenticeship Program, the employee’s permanent agency pay rate will change from Trades I rate to Trades II rate effective the first of the month after completing the necessary documentation. (xi) In cases of failure on the part of any apprentice to fulfill their obligations in respect to school attendance, the Board, subject always to the Grievance Procedure contained in the Agreement, shall have the authority to recommend to the Apprenticeship Branch of the Ministry of Labour, British Columbia, that they suspend or revoke the employee’s agreement, or to notify the employee, in writing, Union of any return rights the violation for disciplinary action. Any appeal through the Grievance Procedure shall be settled prior to a recommendation being made to the agency and Apprenticeship Branch of the duration Ministry of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days noticeLabour. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and agreement is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employerrevoked, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classificationshall be placed on recall. b. Vacant or filled by a non-permanent employee at or below (xii) Should the employee’s previous salary rangeapprentice wish to terminate the apprenticeship agreement he/she may obtain other positions through the job posting, however, they shall not be eligible to apply for another apprenticeship in that trade. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) aboveIf they are unable to attain another position, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will shall be within a reasonable commuting distance for the employeeplaced on recall. 3. (xiii) An employee apprentice who has no reversion options or does not revert to the highest classification is placed on a recall list as identified in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.(xi) or

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their his or her appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, D. below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their his or her former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is:is:‌ a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee.employee.‌ 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification.classification.‌ b. Vacant or filled by a non-permanent employee at or below the employee’s previous pervious salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee.employee.‌ 3. An employee who has no reversion options or does not revert to the highest classification in which they he or she previously attained permanent status may request that their his or her name be place on the agency’s internal layoff list for positions in job classifications where they he or she previously attained permanent status. The separation of an employee during their his or her apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their his or her appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, D. below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their his or her former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous pervious salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they he or she previously attained permanent status may request that their his or her name be place on the agency’s internal layoff list for positions in job classifications where they he or she previously attained permanent status. The separation of an employee during their his or her apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their his or her appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, D. below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their his or her former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous pervious salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they he or she previously attained permanent status may request that their his or her name be place on the agency’s internal layoff list for positions in job classifications where they he or she previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) and (b) above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they previously attained permanent status may request that their name be place on the agency’s internal layoff list for positions in job classifications where they previously attained permanent status. The separation of an employee during their apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.Procedure.‌‌‌‌

Apprenticeship Programs. ‌ A. The Employer will continue to participate in apprenticeship programs in accordance with the rules of the Joint Apprenticeship Training Council and establishments, modifications, or abolishments to the operation of the programs may be made pursuant to the Council’s guidelines or rules. B. An employee who accepts a position within the apprenticeship program will be required to successfully complete the entire apprenticeship program before attaining permanent status. C. At least fourteen (14) calendar days prior to entering into an apprenticeship program, the employee must notify their his or her appointing authority of the intent to accept an appointment into an apprenticeship program. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list. For those employees who do not have return rights to the agency, the provisions of Subsection 8.7 D, D. below apply. D. An apprenticeship appointment may be terminated by either the employee or Employer with five (5) working days notice. If the Employer fails to provide five (5) working days’ notice, the separation will stand and the employee will be entitled to payment of salary for up to five (5) working days, which the employee would have worked had notice been given. Under no circumstance will notice deficiencies result in an employee gaining status in the apprenticeship program. 1. An employee serving an apprenticeship may voluntarily revert to their his or her former position within fifteen (15) days of the apprenticeship appointment, provided that the position has not been filled or an offer has not been made to an applicant. An employee serving in an apprenticeship appointment may voluntarily revert at anytime to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous salary range. The reversion option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D1 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the reversion option will be within a reasonable commuting distance for the employee. 2. If an apprenticeship appointment ends by the Employer, the employee may revert to a funded permanent position in the same agency that is: a. Vacant or filled by a non-permanent employee and is within the employee’s previously held permanent job classification. b. Vacant or filled by a non-permanent employee at or below the employee’s previous pervious salary range. The option, if any, will be determined by the Employer using the order listed above. In both Subsections 8.7 D2 (a) D.2 a and (b) b above, the Employer will determine the position the employee may revert to and the employee must have the skills and abilities required for the position. If possible, the option will be within a reasonable commuting distance for the employee. 3. An employee who has no reversion options or does not revert to the highest classification in which they he or she previously attained permanent status may request that their his or her name be place on the agency’s internal layoff list for positions in job classifications where they he or she previously attained permanent status. The separation of an employee during their his or her apprenticeship appointment will not be subject to the grievance procedure in Article 29, Grievance Procedure.