Common use of Educational Leave Clause in Contracts

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer Company to regular employees team members requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees team members to take advanced or special training which will be of benefit to the employee team member or the Employer Company may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employeeteam member's performance on such leave can be clearly established and the program can be shown to be of significant benefit to the employee team member and the EmployerCompany. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the team member's immediate excluded supervisor six months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the team member's immediate excluded Supervisor with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee team member shall be given the reasons in writing by the Employertheir immediate excluded Supervisor. If an employee a team member wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee A team member granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her their basic salary. (7) An employee A team member granted educational leave under this section shall be required to sign a statement with a copy to the employee team member to the effect that, on the completion of the training, he/she they will remain in the service employment of the Employer Company for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her their basic salarysalary received during such leave. (8) Should he/she they leave the service employment of the Employer Company before this period expires, he/she they shall refund to the Employer Company the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee A team member granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she they will remain in the service employment of the Company for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer Company agrees to supply the Labour/Management Committee Union with the budgeting allotment for education and skill up-gradingupgrading, by the Institute, Company for the ensuing yearyear as soon as available after its approval. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees team members who make application. (12) Termination of employment by the employee team member or by the Employer Company for just cause will nullify any obligation of assistance by the Employer Company under this Articlearticle. (13) If an employee a team member fails to return to work on the pre-arranged prearranged date without reasonable cause, the employee team member shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employeeteam member's salary. It is the responsibility of the employee team member to report all additional sources of support to the EmployerCompany. (b) The Labour/Management Committee Company shall provide the Employer with the establish criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Joint Committee may also establish a sub-committee which will be responsible for making recommendations review and recommend changes to the Labour/Management Committee regarding in-service training needs and programs and training assistancethese criteria.

Educational Leave. (a1) Educational Upon successful completion of three (3) years of continuous service with City School District, any employee, upon written request may be granted a leave granted by of absence without pay for a period not to exceed one (1) year for purposes of full time study at an accredited college, university, or recognized technical or vocational school. (2) Any approved educational leave of absence may be extended or renewed at the Employer to regular employees requesting discretion of the Superintendent of Schools or his /her designee. (3) Applicants must file with the HCI Department a statement of the definite purpose for which such leave of absence is desired. This statement must include the institution at which the employee is to study and courses to be pursued. (4) Any change in the approved plans must be submitted in writing in advance to the HCI Department for approval. (5) At any time not more than two percent (2%) of the total number of employees regularly employed shall be on leave of absence. In case the number of applicants shall exceed two percent (2%), selection shall be made in accordance with the following provisions: (1) The duration principles and are in the order of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreementimportance. (2a) In certain casesLength of continuous service, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown preference being given to be of significant benefit to the employee and the Employerthose longest in service. (3b) Applications for educational leave for periods of four (4) months or longer must Distribution by work location shall not be submitted three (3) months prior to the beginning of the requested leave periodcomparatively excessive. (4c) Applications for Nature of service provision being made that the benefits of such leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer absence shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance proceduredistributed as fairly as possible among all applicants. (6) An employee Employees who have been granted leaves of absence for educational purposes shall notify the City School District not later than sixty (60) days prior to the termination of said leave under this section shall receive up of their intention to one hundred percent (100%) resume work at the termination of his/her basic salarysaid leave. (7) An Upon return, the employee granted educational leave under this section will be offered reinstatement to his/her former position. If said position has been abolished the employee shall be required to sign offered any available vacancies in a statement similar position in accordance with the contractual agreement. Provided, however, that if, while an employee is on an approved leave of absence, a copy to reduction in the employee to the effect that, on the completion of the training, work force occurs which would have necessitated his/her being laid off had he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expiresbeen at work, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted removed from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary placed on layoff and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations notified to the Labour/Management Committee regarding in-service training needs and programs and training assistancethat effect.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from the date years of submission. If the Labour/Management Committee decides that continuous service with the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up subject to one hundred percent (100%) advising the Director of Human Resources or his/her basic salary. designate at least sixty (760) An days prior to the commencement date of such leave. Should an employee granted be on educational leave, the employee’s benefits and salary will be discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the employee. Seniority and service will continue to accrue, if such educational leave under this section of absence has direct applicability to Employer functions. Failing approval of the accrual of seniority, seniority shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational retained but not accumulated during such leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to reinstated at the maximum number of employees who make application. (12) Termination of employment by original levels on return from the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study educational leave. In Sick leave entitlements will be retained but not accumulated during such leave and will be reinstated at the event of such combined support exceeding the basic salary, the excess amount shall be deducted original levels upon return from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employereducational leave. (b) During such leave the Employer, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (c) The Labouremployee will advise the Employer, at least thirty (30) days in advance, of the date of his/Management Committee shall provide her expected return. Should the Employer with employee's previous position have been permanently filled, the criteria for employee may be assigned to an existing vacancy in the evaluation of applications for educational leave and service area in which s/he was last employed or the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which employee will be responsible for making recommendations placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and subject to Article 15.05(c), pending a suitable vacancy in the Labourservice area in which s/Management Committee regarding in-service training needs and programs and training assistancehe was last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance 1. Employees, both full-time and part-time, with the following provisions: equivalent of one (1) The duration year or more of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or continuous full-time service with the Employer may be entitled to an unpaid educational leave of absence for varying periods up to one two (2) years without gain or loss of seniority as at the commencement date of the leave. One (1) year, which may employee only of the Employer shall at any one time be renewed by mutual agreement. on educational leave. Where two (2) In certain casesor more employees apply for educational leave, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on seniority shall prevail. One employee is entitled to such leave can be clearly established and can be shown to be of significant benefit to the employee and at any one time, but the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted , exercising its discretion reasonably given operational requirements and staffing considerations, may allow as many as three (3) months prior employees to the beginning of the requested be on this leave periodat any one time. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications 2. Employees shall apply for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision as far in advance of the department, anticipated commencement date of the leave as possible and no later than two (2) months from in advance of the anticipated commencement date of submissionthe leave. If The application shall specify the Labour/Management Committee decides that specific terms of the leave. 3. Employees on educational leave must be attending an accredited educational institution. The parties reserve the right to discuss and resolve the application of this in any particular case. 4. While on education leave, the employee shall not take employment with a competitor of the Employer acted in the retail grocery business located within a one-hundred and fifty kilometre (150 km) radius of the Store. A violation of this provision may result in termination. 5. Employees on an application for educational leave in a manner which may be in conflict shall not return to work with the established criteria, it may request that Employer prior to the decision be reconsidered. The employee shall be informed expiration of the decision no later than educational leave without the Employer's permission. 6. Employees on education leave shall notify the Employer three (3) months from weeks prior to the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 expiration of the grievance procedure. (6) An employee granted educational leave under this section shall receive up of their intention to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund return to the Employer at the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion expiration of the training, he/she will remain in the service for a period equivalent leave. A failure to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, notify the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number shall result in a loss of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salaryright to be scheduled to hours of work at the expiration of the leave. It is the responsibility A failure of the employee to report all additional sources of support return to the EmployerEmployer at the expiration of the leave shall be deemed a self-termination (quit), unless there is proper and sufficient reason the employee is unable to fulfill their obligation. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer’s designate two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer MAXIMUS for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer MAXIMUS before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of MAXIMUS for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate Ministry or agency six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Ministry with as much lead time as practical. (5e) After consideration by the EmployerMinistry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentMinistry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Province before this period expires, he/she they shall refund to the Employer Province the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.cost

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlearticle. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee subcommittee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Full-time employees with two (a2) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance or more years of continuous full-time service with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be request an educational leave of absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when the criteria for evaluating the employee's performance on seniority. The following terms shall apply to such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications requests for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure.absence: (6a) An employee granted who wishes to make application for an educational leave under this section of absence shall receive up to one hundred percent (100%) of submit his/her basic salary. (7) An employee granted educational leave under this section shall be required request in writing to sign a statement the Human Resources Manager with a copy to the employee Store Manager and a copy to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerUnion office. (b) The Labour/Management Committee shall provide employee must have made application to attend an accredited educational institution. (c) Such leave will be granted on a one (1) time only basis for each employee. (d) A maximum of ten (10) employees who work in the Employer's stores in the Province of Alberta will be allowed to be on educational leave at any one time. The aforementioned leaves will be approved on the following basis: (i) Calgary - a total of three (3) (ii) Edmonton - a total of three (3) (iii) Cities and towns other than Calgary or Edmonton - a total of four (4) (e) Notwithstanding the foregoing, the Employer with may grant educational leaves of absence which exceed the criteria maximums set out above. (f) During the period of educational leave an employee may choose to pre-pay their full-time benefits. (g) The absence of a full-time employee on educational leave of absence will not create a full-time vacancy for the evaluation purpose of applications for Article 11 – Seniority. (h) Full-time employees may work part-time hours while on an educational leave and provided there are hours available. Employees electing to work during their leave must meet the amount of basic salary and allowancesstudent availability requirements. The Labour/Management Committee may also establish a sub-committee which These employees will be responsible placed on the part-time schedule using their full-time seniority date and will be scheduled as per the part-time scheduling rules. Employees on educational leaves will not be eligible to qualify for making recommendations part-time Health and Welfare benefits as per Article 8.2, but may maintain their full-time benefits by pre-paying as indicated in Article 7(f). Vacation pay will be pro-rated as per Article 6 in the subsequent year. (i) Leave of absence will terminate should the employee cease to attend the Labourinstitution for which leave was granted. (j) All educational leaves of absence will be approved at the Employer's discretion. (k) An employee shall be returned to his/Management Committee regarding in-service her former classification at the completion of his/her leave of absence. (l) Employer sponsored training needs and programs and training assistancedo not qualify for Educational Leave.

Educational Leave. A. The State and the Union recognize the importance of Educational Leave. Each department may review the current departmental educational leave policy within 120 days of the ratification of this agreement. Each department will meet and confer with the Union on the impact of changes made in the current policy based upon the department’s review. This policy will at a minimum contain: criteria for course approval, an appeal of denial mechanism to an individual other than the immediate supervisor of the individual making the denial and time specific application process for employees to request usage of education leave, and documented verification of successful completion of approved course work. B. The department head or designee may approve educational leave with pay to attend programs at accredited schools, colleges (aincluding 2 year and 4 year), universities (including independent studies) Educational leave granted or programs recommended by a Trade Advisory Council for the Employer purpose of further instruction in subjects related to regular employees requesting such the employee's work assignment and/or achievement of departmental goals. Approved educational leave shall be granted for reasonable travel time, instructional/classroom time and required field work during regular work hours. 1. Only Unit 3 civil service employees in accordance with the following provisions: (1) The duration of classes currently eligible for educational leave granted to regular are eligible under this provision. 2. The department head or designee may, at any time, limit the number of persons on educational leave commensurate with departmental work requirements, fiscal resources and availability of an appropriate substitute. A teacher/instructor whose written request for educational leave is denied shall be informed in writing of the reasons for such action within 14 calendar days. If an employee is denied education leave on three consecutive occasions he/she may request a review of the criteria upon which the leave was denied by a department head or designee. 3. Eligible employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to must have at least one (1) year, year of permanent full- time service in a classification which may be renewed by mutual agreementaccrues educational leave before being granted such leave. (2) In certain cases, 4. Eligible employees will be credited with educational leave may at a rate of 10 hours per month. Portions of months of service shall not be approved for programs counted or accumulated. 5. Tuition and all other expenses incurred as a result of independent study and/or research when educational leave will be the criteria for evaluating responsibility of the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to . 6. The State will encourage the employee and the Employer. (3) Applications to utilize Educational Leave. When an employee eligible for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted is granted time off in accordance with as much lead Paragraph b. above, such time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer off shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months deducted from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied balance. 7. When on educational leave, employees shall retain their merit salary adjustment date, and shall receive credit for vacation, sick leave, educational leave, or any other benefit which would normally accrue during such work period. 8. The Department of Personnel Administration shall provide by rule for the regulation, accumulation, and transfer of educational leave, and shall prescribe methods by which employees leaving the employment of one State agency and entering the employment of another State agency may receive proper credit for their accumulated educational leave. 9. Requests under this Section shall not be unreasonably denied by the percentage of State nor shall employees make unreasonable requests to use education leave. 10. An employee returning from educational leave shall have the right to return to his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave former position. Every reasonable effort will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails made to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report the same position. C. The State and the Union (parties) agree to support legislation implementing this agreement that would allow the conversion of educational leave into retirement service credit under the California Public Employees Retirement System (CalPERS). Upon the retirement of an employee, all additional sources accrued hours of support educational leave would be converted to CalPERS service. This conversion shall be at the same rate of conversion as is presently done with sick leave. The proposed legislative language follows: Section 20963.1 is added to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations Government Code, to the Labour/Management Committee regarding in-service training needs and programs and training assistance.read: Section 20963.1

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate ministry or agency two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the ministry with as much lead time as practical. (5e) After consideration by the Employerministry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentministry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) pay. (g) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salary. (7) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave Leave from duty for the purpose of taking advantage of supplementary courses of professional or technical training may be granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted these rules to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion minimum of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. twelve (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employermonths’ service. (b) The Labour/Management Committee Superintendent and/or designate may waive the minimum service requirement in any case where it appears to be in the best interest of the service to do so. 32.02 No period of Educational leave shall provide exceed twelve (12) consecutive months but the Superintendent and/or designate may grant an extension of such leave. (a) Where an employee is granted Educational Leave, the Superintendent and/or designate may require that employee to enter into an agreement to render a specified period of service to the school district following completion of the Educational Leave. (b) If an employee who has received Educational Leave fails to complete the service obligation, the employee shall pay to the Province an amount which bears the same ratio to the cost to the Province of the employee’s training as the uncompleted obligation bears to the employee’s total obligation under sub-section (a). 32.04 Where leave of absence to take courses or training that require an employee to be absent from work for a continuous period exceeding one month is recommended, the Superintendent and/or designate may approve the payment of (a) The employee’s salary or a part thereof; (b) Tuition, where the claim is supported by a receipt; (c) Travel expenses to and from the place of training once during the period of Educational Leave, in accordance with the Travel Regulations; and (d) Other agreed expenses. (a) Where an employee takes courses or training that do not require absence from work or require only brief absences, the Superintendent and/or designate may approve the payment of the employee’s tuition or a part thereof, where the claim is supported by a receipt. (b) Where an employee takes courses or training described in sub-section (a), the Superintendent and/or designate may authorize for that employee Leave of absence with pay for the purpose of taking examinations; Payment of the expenses of taking the examinations; and Payment of travelling expenses in accordance with the Travel Regulations. 32.06 Where Educational Leave is granted in accordance with Article 32.04, the employee shall be eligible to accumulate Sick Leave credits and Vacation Leave credits in accordance with these rules, provided that no carry- over of vacation shall be permitted where Educational Leave is granted for a period of twelve (12) months. 32.07 An employee who does not satisfactorily complete courses or training shall cease to be entitled to financial assistance and shall reimburse the Employer with for all payments made to the criteria for employee or on the evaluation of applications for educational leave and employee’s behalf unless he or she satisfies the Superintendent and/or designate that failure to satisfactorily complete his courses or training was due to a cause beyond his or her control. 32.08 Where an employee on Educational Leave receives other financial assistance from the Province which need not be repaid, the Educational Leave benefits under these rules shall be reduced by the amount of basic salary and allowances. the assistance so received. (a) Where the Superintendent and/or designate assigns an employee to attend a conference or seminar for a period not exceeding one month, payment of the employee’s reasonable expenses may be approved by the Superintendent and/or designate. (b) The Labour/Management Committee may also establish Superintendent and/or designate (i) May assign an employee to attend a sub-committee which conference or seminar for a period exceeding one (1) month; and (ii) Shall determine prior to the conference assignment what payments will be responsible for making recommendations made to the Labour/Management Committee regarding in-service training needs and programs and training assistanceemployee for expenses.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate ministry or agency two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the ministry with as much lead time as practical. (5e) After consideration by the Employerministry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentministry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer’s designate two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer MAXIMUS for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer MAXIMUS before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of MAXIMUS for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. ‌ (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlearticle. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee subcommittee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational The School Committee and the Association recognize that the granting of educational leave granted by the Employer to regular employees requesting such leave shall be qualified applicants in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit criteria set forth below contributes in a significant way to the employee or improvement of the Employer may quality of the educational process in the Wellesley Public School System. Any Administrator covered by this Agreement who has completed at least five (5) years of full‐time service in the Wellesley School System may, with the approval of the Committee, be granted a leave of absence for varying periods a period of up to one (1) yearyear for study or research at full or partial pay. Partial pay shall be computed on the basis of that amount of money the Administrator would have earned less the amount received under a fellowship, which scholarship or other funds, but in any event an Administrator may accept less than full pay. In considering approval of educational leave, the Superintendent will be renewed guided by mutual agreementthe following criteria: 1. The educational leave will benefit the Wellesley School System immediately and directly. 2. The training or experience of the educational leave will benefit and add to the Administrator’s ability and/or knowledge. 3. The Administrator’s service, dedication to the teaching profession, rapport with students and colleagues, and willingness to cooperate with others must merit the consideration of an educational leave. 4. The requirements of the school system shall receive due consideration. (2b) In certain cases, educational Each Administrator granted such a leave may be approved for programs shall enter into a written agreement (Appendix B) with the Superintendent that upon termination of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown he/she will return to be of significant benefit service in the Wellesley Public Schools for a period equal to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from times the date length of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteriasuch leave, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect and that, on the completion in default of the trainingcompleting such service, he/she will remain refund to the Town of Wellesley an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. (c) Application for a leave of absence for study or research shall be submitted to the Superintendent in writing prior to November 1 of the year immediately preceding the school year for which leave is requested, on forms provided by the Superintendent of Schools (Appendix C). Such application shall state, in addition to other relevant information, the specific purpose for which the leave is requested; the period for which the leave is requested; the institution, if any, at which study or research is to be pursued; an itinerary of the travel included in the service proposed study or research; any scholarship, fellowship or other funds available for such study or research; and the amount of the Employer for a period equivalent to three (3) times the length pay, full or partial, requested. The Superintendent shall notify applicants of his/her educational decision by December 15. When the application is denied, the Superintendent’s notice shall include the reason or reasons for such denial. (d) Deductions from salary paid during the period of such leave multiplied by of absence to provide coverage in the percentage Teachers Retirement System will be made and forwarded to the State Teachers Retirement Board in order to protect the employee’s service and salary record for retirement purposes. Deductions for other purposes will be made in accordance with the provisions of ARTICLE 14 of this Agreement. (e) Upon return from leave, the Administrator will be placed on the salary schedule at the same level he/she would have achieved if he/she had remained actively employed in the Wellesley School System during the period of his/her basic salary. (8) Should he/she leave absence. Also, upon return from leave, the service Administrator will be expected to submit to the Superintendent a report summarizing the results of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basisleave. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Employees with four (a4) Educational leave granted by years or more of continuous service with the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration entitled to an Educational Leave of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be Absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when seniority as of the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to time the employee leaves. The following terms and the Employer.conditions shall apply to such Leaves: A. One (31) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead employee per store at any one time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee eligible for reviewEducational Leave. In stores with more than forty (40) employees, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an people per store will be entitled to Educational Leave. B. Written application for the Leave shall be coordinated through the Employee Relations Department. Notification of the person going on Leave shall be provided to the store, Union and employee involved. C. Seniority shall be the determining factor in scheduling the Leave. D. Such Leave will be granted on a one-time only basis per employee. E. The employee must be attending an accredited educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredinstitution. The employee shall be informed parties reserve the right to discuss and resolve the application of the decision no later than three (3) months from the date of submission. If an application for leave is denied, this in any particular case. F. While on Leave the employee shall not take employment with any competitor in the food business. (Violation of this provision may result in termination.) G. It is understood a person on Leave could be offered minimal part-time work with the Employer without seniority or rights to such work for the duration of the Leave. H. The period of time off will not count towards time worked for vacation entitlement. I. One (1) month's notice of return to work must be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer unless a return date has been established prior to leaving. J. During the total period of such Leave the employee will be allowed to self-pay their preleave benefit status for M.S.P., E.H.B., H.E.P., and Life Insurance in advance by quarterly installments. Employees are to have advance notice of the cost of his/her training including allowances these benefits before going on leave. Individual benefit breakdowns will be provided where possible. Scheduled vacation time shall take precedence over the granting of Take-A-Break Leave of Absence. The parties desire to have this new provision complied with in spirit and expenses on a pro-rata basisintent. Any abuse, violations or conflicts arising from it will be discussed between the parties before any action is taken. (9) An employee granted educational leave without pay shall K. Application for such Leaves must be required to sign a statement in writing and are subject to the effect that on completion approval of the training, he/she will remain in the service for a period equivalent Store Manager and Employee Relations Department. Every effort should be made to the leave granted or refund any financial assistance granted under this section on a pro-rata basisprovide as much notice as possible. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment L. Requests for education and skill upTake-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave A-Break Leave of Absence will be granted to all employees provided there is another available employee in the maximum number store who is capable of employees who make applicationdoing the work required. M. The Employer shall maintain Health and Welfare coverage for full-time employees during Take-A-Break up to a maximum of eight (12) Termination 8) weeks per calendar year but not in excess of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.two

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from the date years of submission. If the Labour/Management Committee decides that continuous service with the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up subject to one hundred percent (100%) of advising the Chief Human Resources Officer or his/her basic salary. designate at least sixty (760) An days prior to the commencement date of such leave. Should an employee granted be on educational leave, the employee’s benefits and salary will be discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the employee. Seniority and service will continue to accrue, if such educational leave under this section of absence has direct applicability to Employer functions. Failing approval of the accrual of seniority, seniority shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational retained but not accumulated during such leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to reinstated at the maximum number of employees who make application. (12) Termination of employment by original levels on return from the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study educational leave. In Sick leave entitlements will be retained but not accumulated during such leave and will be reinstated at the event of such combined support exceeding the basic salary, the excess amount shall be deducted original levels upon return from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employereducational leave. (b) During such leave the Employer, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (c) The Labouremployee will advise the Employer, at least thirty (30) days in advance, of the date of his/Management Committee shall provide her expected return. Should the Employer with employee's previous position have been permanently filled, the criteria for employee may be assigned to an existing vacancy in the evaluation of applications for educational leave and service area in which s/he was last employed or the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which employee will be responsible for making recommendations placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and subject to Article 15.05(c), pending a suitable vacancy in the Labourservice area in which s/Management Committee regarding in-service training needs and programs and training assistancehe was last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) of his/her basic salarypay. (7) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer Mainroad Contracting before this period expires, he/she shall refund to the Employer Mainroad Contracting Ltd. the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, training he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Joint Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteupgrading, for the ensuing yearyear as soon as available. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies moneys paid under this Articleclause. (14) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Joint Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary pay and allowances. The Joint Labour/Management Committee may also establish a sub-committee which subcommittees on education and training. These subcommittees will be responsible for making recommendations to the Joint Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate ministry or agency two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Ministry with as much lead time as practical. (5e) After consideration by the EmployerMinistry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentMinistry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer Commission to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer Commission may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's ’s performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerCommission. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Commission at least four (34) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5e) After consideration by the Employer, Commission all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 28 for review, together with the decision of the department, review no later than two one (21) months month from the date of submission. If the Labour/Management Committee decides that the Employer Commission acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision as soon as is reasonably possible and no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect effected that, on the completion of the training, he/she they will remain in with the service of the Employer Commission for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Commission before this period expires, he/she they shall refund to the Employer Commission the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service Commission for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer Commission for just cause will nullify any obligation of assistance by the Employer Commission under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's ’s basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's ’s salary. It is the responsibility of the employee to report all additional sources of support to the EmployerCommission. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer Authority to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer Authority may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerAuthority. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Authority six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5e) After consideration by the Employer, Authority all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Consultation Committee established in Article 28 for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Authority acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in with the service of the Employer Authority for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Authority before this period expires, he/she they shall refund to the Employer Authority the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service Authority for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer Authority for just cause will nullify any obligation of assistance by the Employer Authority under this Articlecause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerAuthority. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 29 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by The parties acknowledge that the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit responsibility for professional development, as it relates to the employee or work of the Employer may be for varying periods up to one (1) yearEmployee, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when is shared between the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee Employee and the Employer. (3a) Applications A full-time or regular part-time Employee may be approved for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for a leave of periods absence without loss of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months pay from her or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, his regularly scheduled working hours for the ensuing year. (11) Subject purpose of writing any examinations including any Quality Assurance Program required by a Regulatory College or required in any recognized course in which Employees are enrolled to operational requirements and budgetary considerations, educational leave will be granted upgrade their qualifications as it relates to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employertheir employment. (b) The Labour/Management Committee When an Employee is required to attend any in-service or e-learning program during her or his regularly scheduled working hours, the Employee shall provide suffer no loss of regular pay. When an Employee is required by the Employer with to attend courses or e-learning outside of her or his regularly scheduled working hours, the criteria Employee shall be paid at the appropriate rate for all time spent in attendance on such courses or e-learning. (c) A leave of absence without pay, for the evaluation purpose of applications furthering professional career development may be granted on a written application, at least eight (8) weeks in advance, to the Executive Director, or her designate, which shall be considered at the Executive Director, or designate’s, sole discretion. Such consideration shall not be arbitrary. (d) For leaves pursuant to clause (b), above, the Employer will reimburse tuition/enrolment costs, educational material expenses, travel expenses, accommodation expenses and meal expenses, all in accordance with its policies existing at the time of the leave, for educational expenses incurred to a maximum of: (i) Nine hundred dollars ($900) for Full-Time Regulated Health Professionals and pro-rated based on hours worked in the twenty (20) days preceding the requested leave for Part-Time. (ii) Four hundred and fifty dollars ($450) for Full-Time non Regulated Health Professional Employees and pro-rated based on hours worked in the twenty (20) days preceding the requested leave for Part-Time. (e) For the purpose of clause (b), above, the Employer will consider written requests from Employees to the Executive Director to use a portion of the time provided for in clause (b), above, for self-directed study where: i) The proposed self-directed study involves a topic that is directly related to patient service provided by Employees to patients of the Clinic; ii) The proposal sets out the key learning objectives of the self- directed study; iii) The proposed self-directed study includes: (a) a presentation of at least twenty (20) minute duration at clinic meeting or Lunch and Learn sharing the results of the self-directed study related to the key learning objectives; or (b) the circulation to the Clinical Team of a written précis summarizing the results of the self-directed study related to the key learning objectives. Where the Employer approves a self-directed study request, it shall advise the Employee in writing and shall state the amount of basic salary time authorized for the self-directed study and allowances. The Labour/Management Committee may also establish whether a sub-committee which will presentation or a précis is to be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistancedelivered.

Educational Leave. (a) Educational leaves are available for employees who meet the requirements hereinafter set forth. The objective of such leave is to increase each such person's value to the College and to the department thereof in which he/she is employed. 1. Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be granted for varying periods up to one (1) year, which may be renewed by mutual agreementplanned study and/or formal education. 2. Employees with permanent Civil Service status in their current title and who occupy a permanent budget line and have completed two (2) In certain cases, educational leave may be approved for programs consecutive years of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months exemplary service within their respective departments or longer must be submitted who have completed three (3) months prior to the beginning consecutive years of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employersuch service since their last educational leave, all applications for educational leave of four (4) months or longer shall be forwarded eligible to the Labour/Management Committee apply for review, together with the decision of the department, no later than two (2) months from the date of submissionsuch leave. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later No more than three (3) employees covered by this agreement not more than one (1) employee from each department shall be on leave at the same time. 3. Educational leaves may be granted for periods of one (1) academic year at rates not to exceed one- half salary or for periods of one-half an academic year at rates not to exceed full salary. Employees on educational leave may, with prior approval of the President and Board of Trustees of the college, accept fellowships, grants-in-aid, or earned income to assist in accomplishing the purpose of their leave. In such cases, educational leave salaries shall be adjusted to reflect such income, either prior to or during the period of such leave so that the total compensation shall not exceed the college salary for the period of the educational leave. 4. Applications for educational leaves shall be submitted to the Human Resources Office as far in advance as possible of the requested effective date of such leave, but in no event later than six (6) months from in advance unless such requirement is waived. Each application shall include a statement outlining the program of study to be followed while on leave, indicating any prospective supplementary income, stating that the applicant intends to continue employment with the Employer for a period of at least two (2) years immediately following the expiration of said educational leave, and further stating that upon return the applicant shall submit such a report of his/her accomplishments while on such leave. Applications for educational leave shall contain the following information: a. A statement as to the date on which applicant was appointed to his/her position or the date on which applicant returned from a previous educational leave. b. A full statement of submissionhis/her previous formal education, including the names of schools of higher learning that he/she attended, the dates of such attendance, and the date or degree credit earned. c. A full statement of his/her professional work experience which pertains to his/her field of specialty with the Employer, including dates and duties performed. d. Detailed projected plans for his/her use of educational leave time, including statements as to the college at which he/she intends to study, date of enrollment, and the duration of such studies. e. A statement as to the estimated cost to the Employer in granting the proposed leave, showing the applicant's anticipated supplementary income during such leave and an explanation as to how such estimate is established. f. A statement as to what specific advantages would be gained or what particular need or needs will be fulfilled in the department by granting an educational leave to the applicant. 5. Final approval of the granting of educational leave shall rest with the Board of Trustees. 6. If an application for leave employee discontinues his/her planned course of study before completion thereof, the employee must notify the Employer in writing immediately. If the termination of the course is deniedcaused by illness, the employee shall be given entitled to sick leave pay for the reasons in writing by duration of such illness or the Employerextent of such benefits he or she has accrued. Otherwise the employee must return to College employment without delay. If an employee wishes he or she fails to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of notify the Employer for a period equivalent to three (3) times the length promptly of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable causesuch termination, the employee shall be required deemed derelict in duty, subject to repay in full dismissal therefrom, and liable for repayment of all monies paid under this Article. (14) In salary received from the event that an individual receives outside support, such as a scholarship, fellowship or bursary, Employer after the total date of outside support plus salary support shall not exceed said discontinuance of the individual's basic salary for the period planned course of study leaveprior to completion. In the event of such combined support exceeding the basic salaryemployee is deemed derelict in duty as stated above, the excess amount employee shall be deducted liable for repayment of the full amount of salary paid by the Employer while on said leave. 7. Upon accepting an educational leave the recipient shall, in consideration of the salary to be paid during such leave, execute a written instrument to the effect that in the event the employee should accept other employment and, therefore, fail to resume and fulfill for the two (2) year period his/her full-time duties with the Employer, the employee shall repay, within three (3) years from the employee's salary. It is the responsibility date of resignation from said employment, 4-1/2% of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the gross amount of basic the salary paid to him/her and allowances. The Labour4-1/2% of the value of any fringe benefits received while on such leave for each month and fractional part thereof, but not to exceed 100% thereof, during which he/Management Committee may also establish a subshe failed to render full-committee which will be responsible time service to Employer, exclusive of absence for making recommendations to vacation and sick leave, in the Labour/Management Committee regarding in-service training needs and programs and training assistancesaid two (2) year period.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer’s designate two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer MAXIMUS for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer MAXIMUS before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of MAXIMUS for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Full-time employees with two (a2) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance or more years of continuous full-time service with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be request an educational leave of absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when the criteria for evaluating the employee's performance on seniority. The following terms shall apply to such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications requests for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure.absence: (6a) An employee granted who wishes to make application for an educational leave under this section of absence shall receive up to one hundred percent (100%) of submit his/her basic salary. (7) An employee granted educational leave under this section shall be required request in writing to sign a statement the Human Resources Manager with a copy to the employee Store Manager and a copy to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerUnion office. (b) The Labour/Management Committee shall provide employee must have made application to attend an accredited educational institution. (c) Such leave will be granted on a one (1) time only basis for each employee. (d) A maximum of ten (10) employees who work in the Employer's stores in the Province of Alberta will be allowed to be on educational leave at any one time. The aforementioned leaves will be approved on the following basis: (i) Calgary - a total of three (3) (ii) Edmonton - a total of three (3) (iii) Cities and towns other than Calgary or Edmonton - a total of four (4) (e) Notwithstanding the foregoing, the Employer with may grant educational leaves of absence which exceed the criteria maximums set out above. (f) During the period of educational leave an employee may choose to pre-pay their full-time benefits. (g) The absence of a full-time employee on educational leave of absence will not create a full-time vacancy for the evaluation purpose of applications for Article 11, Seniority. (h) Full-time employees may work part-time hours while on an educational leave and provided there are hours available. Employees electing to work during their leave must meet the amount of basic salary and allowancesstudent availability requirements. The Labour/Management Committee may also establish a sub-committee which These employees will be responsible placed on the part-time schedule using their full-time seniority date and will be scheduled as per the part-time scheduling rules. Employees on educational leaves will not be eligible to qualify for making recommendations part-time Health and Welfare benefits as per Article 8.2, but may maintain their full-time benefits by pre-paying as indicated in Article 7(f). Vacation pay will be pro-rated as per Article 6 in the subsequent year. (i) Leave of absence will terminate should the employee cease to attend the Labourinstitution for which leave was granted. (j) All educational leaves of absence will be approved at the Employer's discretion. (k) An employee shall be returned to his/Management Committee regarding in-service her former classification at the completion of his/her leave of absence. (l) Employer sponsored training needs and programs and training assistancedo not qualify for Educational Leave.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her their basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her their basic salary. (8) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlearticle. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee subcommittee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer Company to regular employees team members requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees team members to take advanced or special training which will be of benefit to the employee team member or the Employer Company may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's team member’s performance on such leave can be clearly established and the program can be shown to be of significant benefit to the employee team member and the EmployerCompany. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the team member’s immediate excluded Supervisor six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the team member’s immediate excluded Supervisor with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee team member shall be given the reasons in writing by the Employertheir immediate excluded Supervisor. If an employee a team member wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee A team member granted educational leave under this section shall receive up to one hundred percent (100%) of his/her their basic salary. (7) An employee A team member granted educational leave under this section shall be required to sign a statement with a copy to the employee team member to the effect that, on the completion of the training, he/she they will remain in the service employment of the Employer Company for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her their basic salarysalary received during such leave. (8) Should he/she they leave the service employment of the Employer Company before this period expires, he/she they shall refund to the Employer Company the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee A team member granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she they will remain in the service employment of the Company for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer Company agrees to supply the Labour/Management Committee Union with the budgeting allotment for education and skill up-gradingupgrading, by the Institute, Company for the ensuing yearyear as soon as available after its approval. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees team members who make application. (12) Termination of employment by the employee team member or by the Employer Company for just cause will nullify any obligation of assistance by the Employer Company under this Articlearticle. (13) If an employee a team member fails to return to work on the pre-arranged prearranged date without reasonable cause, the employee team member shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's team member’s salary. It is the responsibility of the employee team member to report all additional sources of support to the EmployerCompany. (b) The Labour/Management Committee Company shall provide the Employer with the establish criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Joint Committee may also establish a sub-committee which will be responsible for making recommendations review and recommend changes to the Labour/Management Committee regarding in-service training needs and programs and training assistancethese criteria.

Educational Leave. ‌ (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her their basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her their basic salary. (8) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlearticle. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee subcommittee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section Clause shall receive up to one hundred percent (100%) of his/her basic salarypay. (7) An employee granted educational leave under this section Clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer Mainroad Contracting before this period expires, he/she shall refund to the Employer Mainroad Contracting Ltd. the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, training he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Joint Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteupgrading, for the ensuing yearyear as soon as available. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this ArticleClause. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies moneys paid under this ArticleClause. (14) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Joint Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary pay and allowances. The Joint Labour/Management Committee may also establish a sub-committee which subcommittees on education and training. These subcommittees will be responsible for making recommendations to the Joint Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer TES to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer TES may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerTES. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to ▇▇▇’s designate six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to TES with as much lead time as practical. (5e) After consideration by the EmployerTES, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentTES, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer TES acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer▇▇▇. If an employee wishes to grieve the EmployerTES's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer TES for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer TES before this period expires, he/she they shall refund to the Employer TES the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of TES for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer TES for just cause will nullify any obligation of assistance by the Employer TES under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerTES. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6e) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7f) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9g) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11h) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12i) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13j) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14k) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months to the Employer one month prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months one month from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Employers' decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6e) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7f) An Educational leave up to five months with basic pay may be approved to take formal training and study for the purpose of securing a certificate, provided that: (1) Selection is on the basis of an acceptable performance record. (2) The employee granted educational leave under this section shall be required to sign a statement with a copy to has completed one year of regular service. (3) It is in the interest of the service that the employee to secure the effect thatcertificate. (4) If employees are relatively equal, on seniority will prevail. (5) The employee provided proof of attending the training in a form specified by the Employer. (g) Upon successful completion of the trainingcourse and required examination, he/she the Employer will pay tuition fees, costs of required text books and first examination fee. The Employer will pay travelling expenses for one return trip from the employee's home to the school and pay $100 per month toward out of pocket subsistence expenses of the employee, provided that the employee's home is more than 100 miles from the nearest school offering the course being taken. (h) Prior to leave of absence with pay, the employee undertakes a certification to remain in the service of the Employer for a period equivalent equal to three (3) times the length training period and should they resign before the period expires, they will refund the portion of his/her educational leave multiplied by salary and costs paid during training, in direct relation to the percentage of his/her basic salaryunexpired period and the period required. (8) Should he/she i) If, after being granted appropriate leave with pay, the service of employee fails to obtain the Employer before this period expiresappropriate certificate or upgrading, he/she further leave shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basisbe without pay. (9j) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11k) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section Clause shall receive up to one hundred percent (100%) of his/her basic salarypay. (7) An employee granted educational leave under this section Clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer Mainroad Contracting before this period expires, he/she shall refund to the Employer Mainroad Contracting Ltd. the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, training he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Joint Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteupgrading, for the ensuing yearyear as soon as available. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies moneys paid under this ArticleClause. (14) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Joint Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary pay and allowances. The Joint Labour/Management Committee may also establish a sub-committee which subcommittees on education and training. These subcommittees will be responsible for making recommendations to the Joint Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer Authority to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer Authority may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerAuthority. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Authority six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5e) After consideration by the Employer, Authority all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Consultation Committee established in Article 28 for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Authority acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in with the service of the Employer Authority for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Authority before this period expires, he/she they shall refund to the Employer Authority the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service Authority for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate employer designate six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Committee established in Article 28 (Joint Union/Management Committee Committee) for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer ISM Canada for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of ISM Canada for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Management‌ Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted The parties to this Collective Agreement recognize the value of continuing education for each Employee and recognize that continuing education may be deemed necessary for Employees covered by this Collective Agreement and recognize that the Employer to regular employees requesting responsibility for such leave shall be in accordance continuing education lies not only with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted individual but also with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The LabourFull-Time/Management Committee shall provide Part-Time Employees may apply for “Leaves of Absence/Education Leave”. All leave of Absence/Education leave must be applied for forty five (45) days prior to the start date where possible and approved by the Employer with as soon as possible. The Employer shall not act unreasonably when denying requested Leaves of Absence / Education Leave. (c) Employees must send a letter of intent to return to work sixty (60) days prior to return date. If no letter is received, the criteria for Employer will consider this position to be open and will refill the evaluation of applications for position without notice to the Employee. (d) While on educational leave and without pay, (i) an Employee shall not accrue sick leave or vacation credits unless such leave is less than thirty (30) days; (ii) an Employee’s anniversary date for salary increment purposes shall not change unless the duration of the leave exceeds twelve (12) months, in which case the anniversary date shall be delayed by the amount of basic salary time by which the leave exceeds twelve (12) months, and allowances. The Labour/Management Committee the newly established anniversary date shall prevail thereafter. (iii) An Employee absent on approved education leave shall be reinstated by the Employer in the same position and classification held by them immediately prior to taking such leave. (e) During an Employee’s leave of absence, the Employee may also establish work as a sub-committee which will be responsible for making recommendations Casual Employee with the Employer without adversely affecting the Employee’s reinstatement to the Labour/Management Committee regarding in-service training needs and programs and training assistanceposition from which the Employee is on leave up to the maximum threshold allowed by the Pension Plan without affecting their Pension Plan.

Educational Leave. The Society agrees during the term of the Collective Agreement to grant educational leave on the following basis: (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from years of continuous service with the date of submission. If the Labour/Management Committee decides that the Employer acted on an application Society may make written request for educational leave to attend an accredited college, university, graduate school, or training program, either in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted Canada or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteabroad, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, purpose of improving work oriented educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employerqualifications. (b) The Labour▇▇▇▇ requests will be made in writing to the Director of Human Resources or his/Management Committee her designate at least sixty (60) days prior to the requested commencement date of such leave, and the Director will advise the employee in writing thirty (30) days of his/her decision regarding such request. Such leaves shall provide the Employer with the criteria for the evaluation of applications for not be unreasonably denied. (c) Should an educational leave of absence be granted, the employee’s benefits and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the Labouremployee. Seniority will continue to accrue, if such educational leave of absence has direct applicability to Society functions. Failing approval of the accrual of seniority, seniority shall be retained but not accumulated during such leave and will be reinstated at the original levels on return from the educational leave. ▇▇▇▇ leave entitlements will be retained but not accumulated during such leave and will be reinstated at the original levels upon return from the educational leave. (d) During such leave the Society, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (e) The employee will advise the Society, at least thirty (30) days in advance, of the date of his/Management Committee regarding in-her expected return. Should the employee's previous position have been permanently filled, the employee may be assigned to an existing vacancy in the service training needs area in which s/he was last employed or the employee will be placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and programs and training assistancesubject to Article 15.05(c), pending a suitable vacancy in the service area in which s/he was last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. Employees with four (a4) Educational leave granted by years or more of continuous service with the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration entitled to an Educational Leave of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be Absence for varying periods up to one (1) year. Employees on an “Educational Leave” shall have their seniority and common seniority frozen, which may be renewed by mutual agreement.in the same manner as in the one (1) year leave in Section 8.15, for the duration of their Educational Leave of Absence. The following terms and conditions shall apply to such Leaves: A. One (21) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead per store at any one time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee eligible for reviewEducational Leave. In stores with more than forty (40) employees, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an people per store will be entitled to Educational Leave. B. Written application for the Leave shall be coordinated through the Human Resources Department. Notification of the person going on Leave shall be provided to the store, Union and employee involved. C. Seniority shall be the determining factor in scheduling the Leave. D. Such Leave will be granted on a onetime only basis per employee. E. The employee must be attending an accredited educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredinstitution. The employee shall be informed parties reserve the right to discuss and resolve the application of the decision no later than three (3) months from the date of submission. If an application for leave is denied, this in any particular case. F. While on Leave the employee shall not take employment with any competitor in the food business. (Violation of this provision may result in termination.) G. It is understood a person on Leave could be offered minimal part-time work with the Employer without seniority or rights to such work for the duration of the Leave. H. The period of time off will not count towards time worked for vacation entitlement. I. One (1) month's notice of return to work must be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on unless a pro-rata basisreturn date has been established prior to leaving. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for J. During the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of Leave the employee will be allowed to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria self-pay their preleave benefit status for the evaluation of applications for educational leave M.S.P., E.H.B., H.E.P., Life Insurance and the amount of basic salary and allowancesdental contribution rate in advance. The Labour/Management Committee may also establish a sub-committee which parties desire to have this new provision complied with in spirit and intent. Any abuse, violations or conflicts arising from it will be responsible for making recommendations to discussed between the Labour/Management Committee regarding in-service training needs and programs and training assistanceparties before any action is taken.

Educational Leave. Employees who have completed five (a5) Educational leave granted by years of service with the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods granted up to one (1) year, which may year leave of absence without pay to undertake courses or studies to enhance their present and future career prospects with the Employer. Such leave will be renewed by mutual agreementsubject to the following conditions: (a) the employee will make her/his leave request known to her/his manager not less than six (6) weeks prior to the anticipated commencement date. (2b) In certain casesupon notification of a request for such leave, educational leave the Employer may be approved for programs of independent study and/or research when proceed to fill the criteria for evaluating resultant job vacancy on a permanent basis where the employee's performance leave of absence exceeds six (6) months. (c) an employee who is granted a six (6) month or less educational leave will be reinstated in their former position upon return from leave. An employee who is granted an educational leave of more than six (6) months will be reinstated into a comparable position within twenty (20) road miles of her/his last headquarters if her/his original position has been backfilled. The Union will waive postings as required. (d) an employee who is on such educational leave can will be clearly established and can be shown deemed terminated if she/he: (i) fails to be return to work within one (1) month of significant benefit completing her/his educational leave; or (ii) undertakes employment in a vocation similar to that in which she/he was engaged with the employee and Employer, or becomes involved in a business interest which would pose a conflict of interest with her/his employment with the Employer. (3e) Applications for an employee who returns to work at the completion of her/his educational leave for periods of four (4) months or longer must will not be submitted three (3) months prior eligible to the beginning of the requested request another educational leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. until she/he has completed a further five (5) After consideration by the Employer, all applications for educational leave years of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together service with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (bf) The Labourthe employee will be paid out for all earned paid leave entitlements at the commencement of her/Management Committee shall provide his educational leave, and will commence accrual for such leave entitlements upon reinstatement. (g) the employee will be entitled to continued coverage of basic medical and extended health benefits, dental, and group life insurance during the period of educational leave, provided the employee does not obtain similar coverage through any other means, and subject to the Employer with being reimbursed the criteria for full costs of such benefits on a month-to-month basis in advance. The employee will not be entitled to paid sick leave or Long Term Disability from the evaluation commencement of applications for her/his educational leave and the amount of basic salary and allowances. The Labouruntil she/Management Committee may also establish a sub-committee which will be responsible for making recommendations he returns to the Labour/Management Committee regarding in-service training needs and programs and training assistanceactive employment.

Educational Leave. Full-time employees with two (a2) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance or more years of continuous full- time service with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be request an educational leave of absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when the criteria for evaluating the employee's performance on seniority. The following terms shall apply to such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications requests for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure.absence: (6a) An employee granted who wishes to make application for an educational leave under this section of absence shall receive up submit their request in writing to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with the Store Manager and a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerUnion office. (b) The Labour/Management Committee shall provide employee must have made application to attend an accredited educational institution. (c) Such leave will be granted on a one (1) time only basis for each employee. (d) A maximum of one (1) employee will be allowed to be on educational leave at any one time. (e) Notwithstanding the foregoing, the Employer with may grant educational leaves of absence which exceed the criteria maximums set out above. (f) During the period of educational leave an employee may choose to pre-pay their full-time benefits. (g) The absence of a full-time employee on educational leave of absence will not create a full-time vacancy for the evaluation purpose of applications for Article 11, Seniority. (h) Full-time employees may work part-time hours while on an educational leave and provided there are hours available. Employees electing to work during their leave must meet the amount of basic salary and allowancesstudent availability requirements. The Labour/Management Committee may also establish a sub-committee which These employees will be responsible placed on the part-time schedule using their full-time seniority date and will be scheduled as per the part-time scheduling rules. Employees on educational leaves will not be eligible to qualify for making recommendations part-time Health and Welfare benefits as per Article 8.2, but may maintain their full-time benefits by pre-paying as indicated in Article 7.7(f). Vacation pay will be pro-rated as per Article 6 in the subsequent year. (i) Leave of absence will terminate should the employee cease to attend the Labour/Management Committee regarding in-service institution for which leave was granted. (j) All educational leaves of absence will be approved at the Employer's discretion. (k) An employee shall be returned to their former classification at the completion of their leave of absence. (l) Employer sponsored training needs and programs and training assistancedo not qualify for Educational Leave.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such ‌ It is understood that all use of educational leave shall be in accordance with principally related to medical practices within the following provisions:County. a) A credit of forty (140) The duration of hours per year shall be available for educational leave granted to regular for all full- time employees to take advanced or special training which in this unit. Educational leave for part-time employees will be prorated. Each employee hired who uses any time earned during the first six (6) months of benefit to employment must sign a note which states that he/she will authorize a deduction from his/her last paycheck for the employee or the Employer may be for varying periods up to time used if he/she leaves County employment voluntarily within one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submissionhire. If Educational leave will be accumulative to a maximum of eighty (80) hours. b) Details in the Labour/Management Committee decides that the Employer acted on an written application for educational leave in a manner which may be in conflict with shall include but not limited to the established criteriacourse, it may request that home-study course, institute, workshops or classes, subjects, hours, faculty and purpose of taking the decision be reconsideredcourses, seminar, etc. The employee application shall be informed received by the departmental administration no less than ten (10) working days prior to the requested date of leave of absence. The department administrator shall respond in writing to the decision applicant no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. ten (10) For information purposesworking days from receipt of the application. A request recommended for denial shall be referred for review by the Mental Health Medical Director; Chair, VMC Department of Psychiatry; Chief Medical Examiner-Coroner, or Chief, Health Protection Services whose decision shall be final. When notification of a course is received less than ten (10) working days prior to the course date, departmental administration may consider approval. c) In all instances set forth above, the Employer agrees leave request shall be subject to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, approval by the Institute, department. Such leaves shall not unduly interfere with staffing requirements for patient's care or duplicate similar training offered by the County. The departments agree that they shall not unreasonably withhold approval. d) Proof of attendance may be requested by the department. The doctor may be requested by the department to report such activity in writing. e) Every effort shall be made to arrange scheduling for the ensuing yearindividual employee's use of educational leave time. (11f) Subject to operational requirements and budgetary considerations, If the educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work falls on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is day off, the responsibility of the employee day will not be charged to report all additional sources of support to the Employereducational leave. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted to the Employer three (3) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 28 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's ’s decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section shall clause may receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, that on the completion of the training, he/she they will remain in the service of the Employer EAS for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she and where the Employer has contributed to the cost of the program, the Employee shall refund to the Employer the total cost portion paid by the Employer of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service of the Employer for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three to the appropriate employer designate two (32) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Committee established in Article 29 — Joint Union/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of the Employer Canada for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 30 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section article shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section article shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of working for the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Emergency and Health Services Commission before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section article on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlearticle. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articlearticle. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Employees with four (a4) Educational leave granted by years or more of continuous service with the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration entitled to an Educational Leave of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be Absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when seniority as of the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to time the employee leaves. The following terms and the Employer.conditions shall apply to such Leaves: A. One (31) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead employee per store at any one time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee eligible for reviewEducational Leave. In stores with more than forty (40) employees, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an people per store will be entitled to Educational Leave. B. Written application for the Leave shall be coordinated through the Employee Relations Department. Notification of the person going on Leave shall be provided to the store, Union and employee involved. C. Seniority shall be the determining factor in scheduling the Leave. D. Such Leave will be granted on a one-time only basis per employee. E. The employee must be attending an accredited educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredinstitution. The employee shall be informed parties reserve the right to discuss and resolve the application of the decision no later than three (3) months from the date of submission. If an application for leave is denied, this in any particular case. F. While on Leave the employee shall not take employment with any competitor in the food business. (Violation of this provision may result in termination.) G. It is understood a person on Leave could be offered minimal part-time work with the Employer without seniority or rights to such work for the duration of the Leave. H. The period of time off will not count towards time worked for vacation entitlement. I. One (1) month's notice of return to work must be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on unless a pro-rata basisreturn date has been established prior to leaving. (9) An J. During the period of such Leave the employee granted educational leave without will be allowed to self-pay their preleave benefit status for M.S.P., E.H.B., H.E.P., and Life Insurance in advance by quarterly installments. Scheduled vacation time shall take precedence over the granting of Take-A-Break Leave of Absence. The parties desire to have this new provision complied with in spirit and intent. Any abuse, violations or conflicts arising from it will be required to sign a statement discussed between the parties before any action is taken. K. Application for such Leaves must be in writing and are subject to the effect that on completion approval of the training, he/she will remain in the service for a period equivalent Store Manager and Employee Relations Department. Every effort should be made to the leave granted or refund any financial assistance granted under this section on a pro-rata basisprovide as much notice as possible. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment L. Requests for education and skill upTake-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave A-Break Leave of Absence will be granted to all employees provided there is another available employee in the maximum number store who is capable of employees who make applicationdoing the work required. M. The Employer shall maintain Health and Welfare coverage for full-time employees during Take-A-Break up to a maximum of eight (12) Termination 8) weeks per calendar year but not in excess of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.two

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 29 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (18.1 The Board recognizes the need to have positions occupied by properly qualified personnel. It also recognizes that changing conditions may result in certain job skills becoming redundant, thereby necessitating the retraining of employees. It, therefore, approves the granting of leaves of absence for the purpose of educational improvement, subject to the fol owing conditions: a) Educational leave granted by the Employer to regular employees requesting such leave The prime consideration for all educational leaves shall be in accordance with the following provisions:future needs of the school system. (1b) The duration of educational Employees will not be granted leave granted to regular employees to take advanced or special training obtain qualifications which will be of are normal for the position held, except where there is economic benefit to the Board in developing an internal employee rather than through external recruitment; where retraining is necessitated because of changed programs or functions; or where the Employer may labour market conditions are such that qualified applicants are unlikely to be available to meet the Board’ s future needs. c) Leaves will be granted for varying periods a period of up to one (1) year, which year and may be renewed by mutual agreementfor completion of the same program for which the original leave was granted. (2d) In certain casesAll leaves are subject to recommendation by the Superintendent of the Work Unit concerned and approved by the Chief Superintendent, educational leave or designate. e) Leaves may be approved for programs granted, wi thout pay, with maintenance of independent study and/or research when the criteria for evaluating benefits or with financial assi stance of up to sixty-six percent (66%) of the employee's performance on such leave can be clearly established and can be shown to be ’ s current annual salary in effectat the time of significant benefit to the employee and the Employerleave. f) Employees granted financial assistance shall enter into a written agreement with the Board to serve for one year for each thirty-three percent (333%) Applications for educational leave for periods of four (4) months current annual salary received. Employees shall undertake not to resign or longer must be submitted three (3) months prior to retire from the beginning services of the requested leave period. (4) Applications Board for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than a least two (2) months years after recommencement of duties. Employees shall further undertake to reimburse the Board for the portion of assi stance for which the return service commitment is deficient should they separate from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedureBoard’ s service. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's ’s performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate employer designate six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 28 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer NTT DATA for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer Authority to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer Authority may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's ’s performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerAuthority. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Authority six (36) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5e) After consideration by the Employer, Authority all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 29 for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Authority acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in with the service of the Employer Authority for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Authority before this period expires, he/she they shall refund to the Employer Authority the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service Authority for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer Authority for just cause will nullify any obligation of assistance by the Employer Authority under this Articlecause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's ’s basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's ’s salary. It is the responsibility of the employee to report all additional sources of support to the EmployerAuthority. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. ‌ (a) Education leave will be granted based on applying the principle of merit as the established criteria. The matters to be considered in determining merit shall include the employee’s education, skills, knowledge, experience and past work performance in the Commission. The applicability of the education leave to the Commission's mandate and operations will also be considered. (b) Educational leave granted by the Employer Commission to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer Commission may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's ’s performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerCommission. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Commission at least four months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, Commission all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 28 for review, together with the decision of the department, review no later than two (2) months one month from the date of submission. If the Labour/Management Committee decides that the Employer Commission acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision as soon as is reasonably possible and no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect effected that, on the completion of the training, he/she they will remain in with the service of the Employer Commission for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she they leave the service of the Employer Commission before this period expires, he/she they shall refund to the Employer Commission the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service Commission for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (1211) Termination of employment by the employee or by the Employer Commission for just cause will nullify any obligation of assistance by the Employer Commission under this Articleclause. (1312) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (1413) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's ’s basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's ’s salary. It is the responsibility of the employee to report all additional sources of support to the EmployerCommission. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted to the Employer three (3) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 28 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's ’s decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section shall clause may receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, that on the completion of the training, he/she they will remain in the service of the Employer ESIT Advanced Solutions Inc. for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she and where the Employer has contributed to the cost of the program, the Employee shall refund to the Employer the total cost portion paid by the Employer of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service of the Employer for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational 1 . Any employee who is engaged in an educational pro- gram and who may need a leave of absence for student teaching shall be granted such leave with pay, and shall be assured of reassignment to his former position or one comparable at the end of such leave . Employees on educational leave for the purpose of student teach- ing or matriculating in an institution of higher education shall have health care benefits continued by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreementBoard . 2 . During the term of this Agreement any employee who has served the BCPSS for a period of two (2) In certain casesconsecutive years or more and with 90 or more college credits in an educational or critical area approved by the Board who may need a leave of absence for student teaching or other reasons to complete requirements for graduation, educational leave may shall be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on granted such leave can be clearly established and can be shown to be for two (2) consecutive semesters with pay within a period of significant benefit to the employee and the Employerfive (5) consecutive years . (3) Applications for 3 . An educational leave for periods employees shall be granted only to those persons who have been on active duty during the year immediately preceding the educational leave year and are working at the time the leave is to be effective . Time spent on educational leave shall count towards eligibility for further movement on the salary scale, but shall not count as active service for the pur- poses of four (4) months or longer must determining eligibility for a subsequent educa- tional leave . 4 . Employees accepted in this program will be submitted required to sign an employment agreement requiring them to re- main an employee of the Baltimore City Public School System for three (3) months prior to the beginning years upon completion of the requested re- quirements of the program or completion of such leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months 5 . Upon return from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is deniedleave, the employee shall be given assigned to the reasons in writing same or comparable position he/she occupied prior to the leave . 6 . Employees on educational leave with pay shall have health care benefits continued by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 Board until comple- tion of the grievance proceduresecond semester . The policy and procedures of this special program will be developed by the Depart- ment of Human Capital . Applications for this program will be available in the Department of Human Capital . (6) An employee granted 7 . The sum of individuals on educational leave under this section shall receive up in any one (1) year is not to one hundred exceed three percent (1003%) of his/her basic salarythe unit . This maximum quota of three percent (3%) shall be distributed throughout the system so as to prevent any undue hardship from any one (1) school, single depart- ment within a school, or from any single division of the school system . (7) An employee granted 8 . Except as provided herein, Paraprofessionals and School Related Personnel on educational leave under this section must follow the provisions set forth in Article 13 .C . for tuition reimbursement . 9 . Employees who are not working in the classroom, upon request and upon the approval of the CEO and the Office of Human Capital, shall be required to sign granted a statement with a copy to leave of absence without pay for education purposes . The period of the leave of absence shall not exceed nine (9) months, but may be extended or renewed upon the request of the employee to and with the effect that, on the completion concurrence of the training, he/she will remain in CEO and the service Office of the Employer Human Capital . Leaves of absence for a period equivalent to edu- cational purposes shall not be granted more than once every three (3) times years . The Board and BTU agree to co- operate in the length development of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the job training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basisupgrading, apprenticeship and career ladder programs . (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a1) Educational Upon successful completion of three (3) years of continuous service with City School District, any employee, upon written request may be granted a leave granted by of absence without pay for a period not to exceed one (1) year for purposes of full time study at an accredited college, university, or recognized technical or vocational school. (2) Any approved educational leave of absence may be extended or renewed at the Employer to regular employees requesting discretion of the Superintendent of Schools or his /her designee. (3) Applicants must file with the Office of Human Capital a statement of the definite purpose for which such leave of absence is desired. This statement must include the institution at which the employee is to study and courses to be pursued. (4) Any change in the approved plans must be submitted in writing in advance to the Office of Human Capital for approval. (5) At any time not more than two percent (2%) of the total number of employees regularly employed shall be on leave of absence. In case the number of applicants shall exceed two percent (2%), selection shall be made in accordance with the following provisions: (1) The duration principles and are in the order of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreementimportance. (2a) In certain casesLength of continuous service, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown preference being given to be of significant benefit to the employee and the Employerthose longest in service. (3b) Applications for educational leave for periods of four (4) months or longer must Distribution by work location shall not be submitted three (3) months prior to the beginning of the requested leave periodcomparatively excessive. (4c) Applications for Nature of service provision being made that the benefits of such leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer absence shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance proceduredistributed as fairly as possible among all applicants. (6) An employee Employees who have been granted leaves of absence for educational purposes shall notify the City School District not later than sixty (60) days prior to the termination of said leave under this section shall receive up of their intention to one hundred percent (100%) resume work at the termination of his/her basic salarysaid leave. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to Upon return, the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted offered reinstatement to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) their former position. If an employee fails to return to work on the pre-arranged date without reasonable cause, said position has been abolished the employee shall be required to repay offered any available vacancies in full all monies paid under this Article. (14) In a similar position in accordance with the event contractual agreement. Provided, however, that if, while an individual receives outside supportemployee is on an approved leave of absence, such as a scholarshipreduction in the work force occurs which would have necessitated their being laid off had they been at work, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount they shall be deducted removed from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary placed on layoff and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations notified to the Labour/Management Committee regarding in-service training needs and programs and training assistancethat effect.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer’s designate two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Maximus for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer Maximus before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of ▇▇▇▇▇▇▇ for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer Company to regular employees team members requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees team members to take advanced or special training which will be of benefit to the employee team member or the Employer Company may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employeeteam member's performance on such leave can be clearly established and the program can be shown to be of significant benefit to the employee team member and the EmployerCompany. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the team member's immediate excluded supervisor six months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the team member's immediate excluded Supervisor with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee team member shall be given the reasons in writing by the Employertheir immediate excluded Supervisor. If an employee a team member wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee A team member granted educational leave under this section shall receive up to one hundred percent (100%) % of his/her their basic salary. (7) An employee A team member granted educational leave under this section shall be required to sign a statement with a copy to the employee team member to the effect that, on the completion of the training, he/she they will remain in the service employment of the Employer Company for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her their basic salarysalary received during such leave. (8) Should he/she they leave the service employment of the Employer Company before this period expires, he/she they shall refund to the Employer Company the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee A team member granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she they will remain in the service employment of the Company for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-pro rata basis. (10) For information purposes, the Employer Company agrees to supply the Labour/Management Committee Union with the budgeting allotment for education and skill up-gradingupgrading, by the Institute, Company for the ensuing yearyear as soon as available after its approval. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees team members who make application. (12) Termination of employment by the employee team member or by the Employer Company for just cause will nullify any obligation of assistance by the Employer Company under this Articlearticle. (13) If an employee a team member fails to return to work on the pre-arranged prearranged date without reasonable cause, the employee team member shall be required to repay in full all monies paid under this Articlearticle. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employeeteam member's salary. It is the responsibility of the employee team member to report all additional sources of support to the EmployerCompany. (b) The Labour/Management Committee Company shall provide the Employer with the establish criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Joint Committee may also establish a sub-committee which will be responsible for making recommendations review and recommend changes to the Labour/Management Committee regarding in-service training needs and programs and training assistancethese criteria.

Educational Leave. (a) Educational The Hospital may in its discretion grant a leave granted of absence with or without pay to employees covered by this Agreement for the purpose of attending conventions, seminars, educational programs or professional meetings. Such a leave of absence shall be applied for in writing by the Employer employee to regular the Department Head or assigned delegate at least three (3) weeks prior to the contemplated commencement of the leave of absence and the application shall clearly state the length of time required and the purpose of the leave. In the event the Hospital requires an employee to attend a convention, seminar, educational program or professional meeting, the Hospital agrees to pay any such employees requesting their salary while in attendance and related expenses incurred in accordance with Hospital practice. : O Leave Plan Effective May the Hospital agreed to a leave program, funded solely by the employee, subject to the following terms and conditions: The Plan is available to employees of the bargaining unit wishing to spread four (4) year's salary over a (5) year period, in accordance with Part of the Income Tax Regulations, Section to enable them to take a one (1) year leave of absence following the four (4) years of salary deferral. The employee must make written application to the appropriate Department Head at least six (6) months prior to the intended commencement date of the program (i.e. the salary deferral portion), stating the intended purpose of the leave. The number of employees in the bargaining unit that may be absent at any one time will be limited to one (1) per department. The year for purposes of the program shall be September of one year to August the following year or such other twelve month period as may be agreed upon by the employee, the Union and the Hospital. Written applications will be reviewed by the appropriate Divisional Vice President, or his designate. Leaves requested for the purpose of pursuing further formal technician education be given priority. Applications for leaves requested for other purposes be given the next level of priority on the basis of seniority. During the four (4) years of salary deferral, of the employee's gross annual earnings will be deducted and held for the employee and will not be accessible to her until the year of the leave or upon withdrawal from the Plan. The manner in which the deferred salary is held shall be at the discretion of the Hospital. All deferred salary, plus accrued interest, if any, shall be paid to the employee at the commencement of the leave or in accordance with such other payment schedule as may be agreed upon between the Hospital and the employee. benefits shall be kept whole during the four (4) years of salary deferral. During the year of the leave, seniority will accumulate. Service for the purpose of vacation and salary progression and other benefits will be retained but will not accumulate during the period of leave. The employee shall become responsible for the full payment of premiums for any health and benefits in which she is participating. Contributions to the Hospitals of Ontario Pension Plan will be in accordance with the following provisions: Plan. The employees not be eligible to participate in the income plan during the year of the leave. An employee may withdraw from the Plan at any time during the deferral portion provided three (1) The duration of educational leave granted to regular employees to take advanced or special training which 3)months notice is given the Department Head. Deferred salary, plus accrued interest, if any, will be returned to the employee, within a reasonable period of benefit time. If the employee terminates employment, the deferred salary held by the Hospital plus interest, if any, will be returned to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) within a reasonable period of time. In certain cases, educational leave may be approved for programs case of independent study and/or research when the criteria for evaluating the employee's performance on such death, the funds will be paid to the employee's estate. The Hospital will endeavour to find a temporary replacement for the employee as far in advance as practicable. If the Hospital is unable to find a suitable replacement, it may postpone the leave. The Hospital will give the employee as much notice as is reasonably possible. The employee will have the option of remaining in the Plan and rearranging the leave can at a mutually agreeable time or of withdrawing from the Plan and having the deferred salary, plus accrued interest, if any, paid out to her within a reasonable period of time. The employee will be clearly established and can reinstated to her former position unless the position has been discontinued, in which case she be shown to given a comparable Final for entry into the leave program be of significant benefit subject to the employee entering into a formal agreement with the Hospital in order to authorize the Hospital to make the appropriate deductions from the employee’spay. Such agreement will include: a statement that the employee is entering the leave program in accordance with Article of the Collective Agreement: the period of salary ▇▇▇▇▇▇▇▇ and the Employer. (3) Applications leave period for educational which the leave for periods of four (4) months or longer must is requested: the manner in which the deferred salary is to be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredheld. The employee shall be informed letter of the decision no later than three (3) months application from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on appropriate Department Head to enter the completion prepaid leave program will be appended to and form part of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarywritten agreement. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational Any paraprofessional who is engaged in an educational program, and who may need a leave of absence for student teaching or other reasons to complete requirements for graduation shall be granted by the Employer to regular employees requesting such leave without pay, and shall be in accordance with assured of reassignment to his former position or one comparable at the end of such leave. the City will develop a method to allow the continuation of health' care benefits for those paraprofessionals who are on educational leave for the purpose of student teaching. Q, Personnel on the 362 Payroll who are assigned on a twelve (12) month basis will receive 23 vacation days per annum or, 11.5 moths will receive 12 vacation days per annum. An unused vacation may be carried over to the following provisions: (1) The duration year. R, Parental Paraprofessionals shall at their request be granted a leave cf absence without pay for child-bearing and/or child-rearing for such period of educational leave granted time as they specify but not to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to exceed one (1) year. Upon application, said leave nay be extended up to, but not beyond, the beginning cf the school year (September 1) following the child's third birthday. Application for such leave shall be made as scon as possible but normally at least ninety (?0) days prior to the effective date. Paraprofessionals adopting an infant shall, at their request receive the sane leave without pay as set forth in first paragraph above which shall commence upon the Paraprofessional's receiving de facto custody of said infant or earlier if necessary-to fill the requirements for the adoption. Application for adoption leave shall be made as soon as possible. Upon expiration of leave, an employee's reassignment to active duty shall be contingent upon the existence of a vacancy for which the employee is qualified. Exceptions to the foregoing may be renewed by mutual agreement.made in the case of an employee whose parental leave begins during a given semester, as follows: (2) In certain cases1. If parental leave begins prior to October 1 or March 1 of a z given semester, educational leave may the employe^, shal 1 be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit returned to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to previous position only at the beginning of the requested leave period.following (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted parental leave begins on an application for educational leave in or after October 1 or March 1 of a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is deniedgiven semester, the employee shall be given returned to his previous position at the reasons in writing beginning of the following semester or of the next following semester. The above two exceptions shall apply provided that the employee S, Other Leaves cf Absence Without Pay / Employees shall be granted leaverof absence without pay upon recommendation by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 Superintendent and approval of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) Board of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy School Commissioners according to the employee to the effect that, on the completion policies and procedures of the training, he/she will remain in the service Rules of the Employer for a period equivalent to three (3) times the length Eoard of his/her educational leave multiplied by the percentage of his/her basic salarySchool Commissioners. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Employees with four (a4) Educational leave granted by years or more of continuous service with the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration entitled to an Educational Leave of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be Absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when seniority as of the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to time the employee leaves. The following terms and the Employer.conditions shall apply to such Leaves: A. One (31) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead employee per store at any one time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee eligible for reviewEducational Leave. In stores with more than forty (40) employees, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an people per store will be entitled to Educational Leave. B. Written application for the Leave shall be coordinated through the Employee Relations Department. Notification of the person going on Leave shall be provided to the store, Union and employee involved. C. Seniority shall be the determining factor in scheduling the Leave. D. Such Leave will be granted on a one-time only basis per employee. E. The employee must be attending an accredited educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredinstitution. The employee shall be informed parties reserve the right to discuss and resolve the application of the decision no later than three (3) months from the date of submission. If an application for leave is denied, this in any particular case. F. While on Leave the employee shall not take employment with any competitor in the food business. (Violation of this provision may result in termination.) G. It is understood a person on Leave could be offered minimal part-time work with the Employer without seniority or rights to such work for the duration of the Leave. H. The period of time off will not count towards time worked for vacation entitlement. I. One (1) month's notice of return to work must be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on unless a pro-rata basisreturn date has been established prior to leaving. (9) An J. During the period of such Leave the employee granted educational leave without will be allowed to self-pay shall their preleave benefit status for M.S.P., E.H.B., H.E.P., and Life Insurance in advance by quarterly installments. The parties desire to have this new provision complied with in spirit and intent. Any abuse, violations or conflicts arising from it will be required to sign a statement discussed between the parties before any action is taken. K. Application for such Leaves must be in writing and are subject to the effect that on completion approval of the training, he/she will remain in the service for a period equivalent Store Manager and Employee Relations Department. Every effort should be made to the leave granted or refund any financial assistance granted under this section on a pro-rata basisprovide as much notice as possible. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment L. Requests for education and skill upTake-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave A-Break Leave of Absence will be granted to all employees provided there is another available employee in the maximum number store who is capable of employees who make applicationdoing the work required. M. The Employer shall maintain Health and Welfare coverage for full-time employees during Take-A-Break up to a maximum of eight (128) weeks per calendar year but not in excess of two (2) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articlecalendar weeks per calendar quarter. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. A. The State and the Union recognize the importance of educational leave. Each department may review the current departmental educational leave policy within one hundred-twenty (a120) Educational days of the ratification of this agreement. Each department will meet and confer with the Union on the impact of changes made in the current policy based upon the department’s review. This policy will at a minimum contain: criteria for course approval, an appeal of denial mechanism to an individual other than the immediate supervisor of the individual making the denial and time specific application process for employees to request usage of education leave, and documented verification of successful completion of approved course work. B. The department head or designee may approve educational leave granted with pay to attend programs at accredited schools, colleges (including two [2] year and four [4] year), universities (including independent studies) or programs recommended by a Trade Advisory Committee for the Employer purpose of further instruction in subjects related to regular employees requesting such the employee's work assignment and/or achievement of departmental goals. Approved educational leave shall be granted for reasonable travel time, instructional/classroom time and required field work during regular work hours. 1. Only ▇▇▇▇ ▇ civil service employees in classes currently eligible for educational leave are eligible under this provision. 2. The department head or designee may, at any time, limit the number of persons on educational leave commensurate with departmental work requirements, fiscal resources and availability of an appropriate substitute. A teacher/instructor whose written request for educational leave is denied shall be informed in writing of the reasons for such action within fourteen (14) calendar days. If an employee is denied education leave on three (3) consecutive occasions he/she may request a review of the criteria upon which the leave was denied by a department head or designee. 3. Eligible employees must have at least one year of permanent full-time service in a classification which accrues educational leave before being granted such leave. 4. Eligible employees will be credited with educational leave at a rate of ten (10) hours per month. Portions of months of service shall not be counted or accumulated. 5. Tuition and all other expenses incurred as a result of educational leave will be the responsibility of the employee. 6. The State will encourage the employee to utilize educational leave. When an employee eligible for educational leave is granted time off in accordance with paragraph B above, such time off shall be deducted from his/her educational leave balance. 7. When on educational leave, employees shall retain their merit salary adjustment date, and shall receive credit for vacation, sick leave, educational leave, or any other benefit which would normally accrue during such work period. 8. The DPA shall provide by rule for the following provisions:regulation, accumulation and transfer of educational leave, and shall prescribe methods by which employees leaving the employment of one State agency and entering the employment of another State agency may receive proper credit for their accumulated educational leave. (1) The duration 9. Requests under this section shall not be unreasonably denied by the State nor shall employees make unreasonable requests to use educational leave. 10. An employee returning from educational leave shall have the right to return to his/her former position. Every reasonable effort will be made to return the employee to the same position. C. Upon retirement, all accrued hours of educational leave granted to regular employees to take advanced or special training which will be converted to CalPERS service credit as follows: Consistent with Government Code Section 20963.1, an employee represented by Unit 3 and whose effective date of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of retirement is within four (4) months of separation from employment of the State, shall be credited at his or longer must be submitted three (3) months prior her retirement with 0.004 year of service for each unused day of educational leave credit, as certified to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration Public Employees Retirement System board by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsideredemployer. The employee shall be informed provisions of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy effective for employees who retire directly from State employment on and after January 1, 2000. D. This section does not apply to the employee to the effect that, on the completion exempt employees of the training, he/she will remain in the service Special Schools of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salaryCDE and Librarians. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave periodEmployer with as much lead time as practical. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 29 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged prearranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1i) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2ii) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3iii) Applications for educational leave for periods of four (4) months or longer must be submitted three to the appropriate ministry or agency two (32) months prior to the beginning of the requested leave period. (4iv) Applications for leave of periods of less than four (4) months should be submitted to the Ministry with as much lead time as practical. (5v) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6vi) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) of his/her their basic salarypay. (7vii) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. A copy of the signed employee’s statement will be sent to the union office. (8) viii) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9ix) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. A copy of the signed employee’s statement will be sent to the union office. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11x) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12xi) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13xii) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14xiii) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. ‌ (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section Clause shall receive up to one hundred percent (100%) of his/her basic salarypay. (7) An employee granted educational leave under this section Clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer Mainroad Contracting before this period expires, he/she shall refund to the Employer Mainroad Contracting Ltd. the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, training he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Joint Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteupgrading, for the ensuing yearyear as soon as available. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this ArticleClause. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies moneys paid under this ArticleClause. (14) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Joint Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary pay and allowances. The Joint Labour/Management Committee may also establish a sub-committee which subcommittees on education and training. These subcommittees will be responsible for making recommendations to the Joint Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from the date years of submission. If the Labour/Management Committee decides that continuous service with the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up subject to one hundred percent (100%) advising the Director of Human Resources or his/her basic salary. designate at least sixty (760) An days prior to the commencement date of such leave. Should an employee granted be on educational leave, the employee’s benefits and salary will be discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the employee. Seniority and service will continue to accrue, if such educational leave under this section of absence has direct applicability to Employer functions. Failing approval of the accrual of seniority, seniority shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational retained but not accumulated during such leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to reinstated at the maximum number of employees who make application. (12) Termination of employment by original levels on return from the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study educational leave. In ▇▇▇▇ leave entitlements will be retained but not accumulated during such leave and will be reinstated at the event of such combined support exceeding the basic salary, the excess amount shall be deducted original levels upon return from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employereducational leave. (b) During such leave the Employer, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (c) The Labouremployee will advise the Employer, at least thirty (30) days in advance, of the date of his/Management Committee shall provide her expected return. Should the Employer with employee's previous position have been permanently filled, the criteria for employee may be assigned to an existing vacancy in the evaluation of applications for educational leave and service area in which s/he was last employed or the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which employee will be responsible for making recommendations placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and subject to Article 15.05(c), pending a suitable vacancy in the Labourservice area in which s/Management Committee regarding in-service training needs and programs and training assistancehe was last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 29 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from the date years of submission. If the Labour/Management Committee decides that continuous service with the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up subject to one hundred percent advising the Chief Human Resources Officer or their designate at least sixty (100%60) days prior to the commencement date of his/her basic salary. (7) An such leave. Should an employee granted be on educational leave, the employee’s benefits and salary will be discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the employee. Seniority and service will continue to accrue, if such educational leave under this section of absence has direct applicability to Employer functions. Failing approval of the accrual of seniority, seniority shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational retained but not accumulated during such leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to reinstated at the maximum number of employees who make application. (12) Termination of employment by original levels on return from the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study educational leave. In Sick leave entitlements will be retained but not accumulated during such leave and will be reinstated at the event of such combined support exceeding the basic salary, the excess amount shall be deducted original levels upon return from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employereducational leave. (b) During such leave the Employer, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (c) The Labour/Management Committee shall provide employee will advise the Employer with Employer, at least thirty (30) days in advance, of the criteria for date of their expected return. Should the evaluation of applications for educational leave and employee's previous position have been permanently filled, the amount of basic salary and allowances. The Labour/Management Committee employee may also establish a sub-committee be assigned to an existing vacancy in the service area in which they were last employed or the employee will be responsible for making recommendations placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and subject to Article 15.05(c), pending a suitable vacancy in the Labour/Management Committee regarding in-service training needs and programs and training assistancearea in which they were last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. Full-time employees with two (a2) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance or more years of continuous full- time service with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be request an educational leave of absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when the criteria for evaluating the employee's performance on seniority. The following terms shall apply to such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications requests for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure.absence: (6a) An employee granted who wishes to make application for an educational leave under this section of absence shall receive up submit their request in writing to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement the Human Resources Manager with a copy to the employee Store Manager and a copy to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerUnion office. (b) The Labour/Management Committee shall provide employee must have made application to attend an accredited educational institution. (c) Such leave will be granted on a one (1) time only basis for each employee. (d) A maximum of two (2) employees will be allowed to be on educational leave at any one time. (e) Notwithstanding the foregoing, the Employer with may grant educational leaves of absence which exceed the criteria maximums set out above. (f) During the period of educational leave an employee may choose to pre-pay their full-time benefits. (g) The absence of a full-time employee on educational leave of absence will not create a full-time vacancy for the evaluation purpose of applications for Article 11, Seniority. (h) Full-time employees may work part-time hours while on an educational leave and provided there are hours available. Employees electing to work during their leave must meet the amount of basic salary and allowancesstudent availability requirements. The Labour/Management Committee may also establish a sub-committee which These employees will be responsible placed on the part-time schedule using their full-time seniority date and will be scheduled as per the part-time scheduling rules. Employees on educational leaves will not be eligible to qualify for making recommendations part-time Health and Welfare benefits as per Article 8.2, but may maintain their full-time benefits by pre-paying as indicated in Article 7(f). Vacation pay will be pro-rated as per Article 6 in the subsequent year. (i) Leave of absence will terminate should the employee cease to attend the Labour/Management Committee regarding in-service institution for which leave was granted. (j) All educational leaves of absence will be approved at the Employer's discretion. (k) An employee shall be returned to their former classification at the completion of their leave of absence. (l) Employer sponsored training needs and programs and training assistancedo not qualify for Educational Leave.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the Any employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than who has completed at least two (2) months from the date years of submission. If the Labour/Management Committee decides that continuous service with the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up subject to one hundred percent advising the Chief Human Resources Officer or their designate at least sixty (100%60) days prior to the commencement date of his/her basic salary. (7) An such leave. Should an employee granted be on educational leave, the employee’s benefits and salary will be discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the employee. Seniority and service will continue to accrue, if such educational leave under this section of absence has direct applicability to Employer functions. Failing approval of the accrual of seniority, seniority shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational retained but not accumulated during such leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to reinstated at the maximum number of employees who make application. (12) Termination of employment by original levels on return from the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study educational leave. In ▇▇▇▇ leave entitlements will be retained but not accumulated during such leave and will be reinstated at the event of such combined support exceeding the basic salary, the excess amount shall be deducted original levels upon return from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employereducational leave. (b) During such leave the Employer, at its discretion, may fill the vacancy created either by a contract worker on a temporary basis or permanently by posting the vacancy through the job posting procedure in the Collective Agreement. (c) The Labour/Management Committee shall provide employee will advise the Employer with Employer, at least thirty (30) days in advance, of the criteria for date of their expected return. Should the evaluation of applications for educational leave and employee's previous position have been permanently filled, the amount of basic salary and allowances. The Labour/Management Committee employee may also establish a sub-committee be assigned to an existing vacancy in the service area in which they were last employed or the employee will be responsible for making recommendations placed on the recall list on the same basis as a laid off employee as outlined in Article 10.07(c) and subject to Article 15.05(c), pending a suitable vacancy in the Labour/Management Committee regarding in-service training needs and programs and training assistancearea in which they were last employed. In either case, such vacancy need not be posted, provided the returning employee fills the vacancy.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the Employer two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Joint Labour Management Committee established in Article 29 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate ministry or agency two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Ministry with as much lead time as practical. (5e) After consideration by the EmployerMinistry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentMinistry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged pre‐arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. Full-time employees with two (a2) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance or more years of continuous full-time service with the following provisions: (1) The duration of Co-operative may request an educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be absence for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs year without gain or loss of independent study and/or research when the criteria for evaluating the employee's performance on seniority. The following terms shall apply to such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications requests for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure.absence: (6a) An employee granted who wishes to make application for an educational leave under this section of absence shall receive up to one hundred percent (100%) of submit his/her basic salary. (7) An employee granted educational leave under this section shall be required request in writing to sign a statement the Human Resources Manager with a copy to the employee Store Manager and a copy to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the EmployerUnion office. (b) The Labour/Management Committee shall provide employee must have made application to attend an accredited educational institution. (c) Such leave will be granted on a one (1) time only basis for each employee. (d) A maximum of one (1) employee from a department, to a maximum of two (2) employees who work in the Employer with Co-operative store will be allowed to be on educational leave at any one time. (e) Notwithstanding the criteria foregoing, the Co-operative may grant educational leaves of absence which exceed the maximums set out above. (f) During the period of educational leave an employee may choose to pre-pay their full-time benefits. (g) The absence of a full-time employee on educational leave of absence will not create a full-time vacancy for the evaluation purpose of applications for Article 11 – Seniority. (h) Full-time employees may work part-time hours while on an educational leave and provided there are hours available. Employees electing to work during their leave must meet the amount of basic salary and allowancesstudent availability requirements. The Labour/Management Committee may also establish a sub-committee which These employees will be responsible placed on the part-time schedule using their full-time seniority date and will be scheduled as per the part-time scheduling rules. Employees on educational leaves will not be eligible to qualify for making recommendations part-time Health and Benefits plan as per Article 8.2, but may maintain their full-time benefits by pre-paying as indicated in Article 7(f). Vacation pay will be pro-rated as per Article 6 in the subsequent year. (i) Leave of absence will terminate should the employee cease to attend the Labourinstitution for which leave was granted. (j) All educational leaves of absence must be approved by the General Manager. (k) An employee shall be returned to his/Management Committee regarding inher former classification at the completion of his/her leave of absence. (l) Co-service operative sponsored training needs and programs and training assistancedo not qualify for Educational Leave.

Educational Leave. ‌ (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer six (36) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) of his/her basic salarypay. (7) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she leave the service of the Employer Mainroad Contracting before this period expires, he/she shall refund to the Employer Mainroad Lower Mainland Contracting LP the total cost of his/her training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, training he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Joint Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Instituteupgrading, for the ensuing yearyear as soon as available. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies moneys paid under this Articleclause. (14) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Joint Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary pay and allowances. The Joint Labour/Management Committee may also establish a sub-committee which subcommittees on education and training. These subcommittees will be responsible for making recommendations to the Joint Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. ‌ (a) Education leave will be granted based on applying the principle of merit as the established criteria. The matters to be considered in determining merit shall include the employee’s education, skills, knowledge, experience and past work performance in the BCER. The applicability of the education leave to the BCER’s mandate and operations will also be considered. (b) Educational leave granted by the Employer BCER to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer BCER may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's ’s performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerBCER. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the BCER at least four months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, BCER all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 28 for review, together with the decision of the department, review no later than two (2) months one month from the date of submission. If the Labour/Management Committee decides that the Employer BCER acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision as soon as is reasonably possible and no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employerwriting. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect effected that, on the completion of the training, he/she they will remain in with the service of the Employer BCER for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) Should he/she they leave the service of the Employer BCER before this period expires, he/she they shall refund to the Employer BCER the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in with the service BCER for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (1211) Termination of employment by the employee or by the Employer BCER for just cause will nullify any obligation of assistance by the Employer BCER under this Articleclause. (1312) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (1413) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's ’s basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's ’s salary. It is the responsibility of the employee to report all additional sources of support to the EmployerBCER. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three to the Employer two (32) months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Business Practices & Consumer Protection Authority with as much lead time as practical. (5e) After consideration by the EmployerBusiness Practices & Consumer Protection Authority, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Business Practices & Consumer Protection Authority Joint Committee established in Article 30 for review, together with the decision of the departmentBusiness Practices & Consumer Protection Authority, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Business Practices & Consumer Protection Authority acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Business Practices & Consumer Protection Authority decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three times (33x) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer Province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate ministry or agency two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Ministry with as much lead time as practical. (5e) After consideration by the EmployerMinistry, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Ministry Joint Committee established in Article 29 for review, together with the decision of the departmentMinistry, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer Ministry acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's Ministry decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer Province of British Columbia for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer province before this period expires, he/she they shall refund to the Employer province the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate employer designate six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Joint Committee established in Article 28 for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer NTT DATA for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of NTT DATA for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. 1. Regular appointed teachers who have served seven continuous years in the District may, upon the recommendation of the Superintendent and the approval of the Board, be granted a leave of absence for full-time study (aat least 12 hours per semester) Educational in that teacher's employment area (i.e., certification or tenure area in the District). 2. Such leave will be for no more than one (District) academic’year nor less than one (District) semester. 3. Teachers granted such leave will be compensated at one-half the rate of pay they would have normally received based on the salary schedule in effect at the time of the leave. 4. Teachers applying for such leave will supply the Superintendent with a statement detailing: the time period for which the leave is requested, the proposed outline of study, and the accredited institution at or through which such study will be conducted. Additional information will be supplied to the District by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreementapplicant when requested. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer 5. Such applications as described in 4 above must be submitted three (3) months prior to received by the beginning of the requested leave period. (4) Applications for leave of periods of less Superintendent no later than four (4) months should prior to the requested leave date which shall be submitted coexistent with as much lead time as practicala semester break. The Board shall act on all requests on or before its next scheduled meeting. (5) After consideration by 6. During the Employer, all applications for educational academic year no more than one such leave of four (4) months or longer shall be forwarded granted. In the event that it is necessary for the Superintendent to select between multiple requests for leave, his(her) recommendation will give priority to length of service in the Labour/Management Committee for reviewDistrict and equitable distribution among the elementary grades, together junior high, high school, and special area teachers. 7. Teachers granted such leave must file with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in Board a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes written agreement to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer District for a period equivalent to three (3) times two years after the length expiration of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding resignation or retirement prior to the basic salarycompletion of two years of service, the excess amount shall be deducted from the employee's salary. It is the responsibility teacher agrees to refund that portion of the employee salary paid while on leave on a pro-rated basis for that period of the two years not completed. In the event that the teacher has an early termination of service due to job related physical disability, death, or a reduction in force such portion of the two year service requirement not met will be waived. Teachers terminating or not completing the outline of study as detailed in the original application are required to notify the District at the time of such termination and such payments being made under this section will cease. An interim report all additional sources of support must be mailed to the EmployerSuperintendent at the midpoint of the leave, and a final report must be made at the conclusion of the leave. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances8. The Labour/Management Committee may also establish a sub-committee which No teacher will be responsible for making recommendations granted more than one leave under the provisions of this section. 9. Exceptions to the Labour/Management Committee regarding in-service training needs and programs and training assistanceprovision of this subsection may be recommended by the Superintendent and/or approved by the Board, provided that such exceptions shall set no precedent nor be subjected to the grievance procedure.

Educational Leave. (a) Educational leave granted by the Employer TSSI to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer TSSI may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the EmployerTSSI. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to TSSI’s designate six months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to TSSI with as much lead time as practical. (5e) After consideration by the EmployerTSSI, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Union/Management Committee established in Article 30 for review, together with the decision of the departmentTSSI, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer TSSI acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the EmployerTSSI. If an employee wishes to grieve the EmployerTSSI's decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer TSSI for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer TSSI before this period expires, he/she they shall refund to the Employer TSSI the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of TSSI for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) ‌ Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1a) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2b) In certain cases, educational leave may be approved for programs of independent study and/or and (or) research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3c) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) to the appropriate employer designate two months prior to the beginning of the requested leave period. (4d) Applications for leave of periods of less than four (4) months should be submitted to the Employer with as much lead time as practical. (5e) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the LabourJoint Committee established in Article 29 — Joint Union/Management Committee for review, together with the decision of the departmentEmployer, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's employer decision, the grievance shall commence at Step 3 2 of the grievance procedure. (6f) An employee granted educational leave under this section clause shall receive up to one hundred percent (100%) % of his/her their basic salarypay. (7g) An employee granted educational leave under this section clause shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she they will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her their educational leave multiplied by the percentage of his/her basic salarypay. (8) h) Should he/she they leave the service of the Employer before this period expires, he/she they shall refund to the Employer the total cost of his/her their training including allowances and expenses on a pro-pro rata basis. (9i) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she training they will remain in the service employment of the Employer Canada for a period equivalent to the leave granted or refund any financial assistance granted under this section clause on a pro-pro rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11j) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12k) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Articleclause. (13l) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Articleclause. (14m) In the event that an individual receives outside support, such as a scholarship, fellowship fellowship, or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary pay for the period of study leave. In the event of such combined support exceeding the basic salarypay, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave 34.01 Leave of absence without loss of pay, seniority and all benefits shall be granted to employees whenever the Employer requests, in writing, that the employee take designated courses and/or examinations. The cost of the course and/or any examination fee and reasonable expenses incurred in taking the course and/or examination shall be paid by the Employer. 34.02 The parties recognize the value of in-service and of encouraging employees to participate in in-service. Employees scheduled by the Employer to attend in-service seminars shall receive regular employees requesting such wages. 34.03 After three (3) years' continuous service, an employee may request an unpaid leave shall be in accordance with of absence to take educational courses relating to the delivery of health care, subject to the following provisions: (1a) The duration employee shall give the longest possible advance notice in writing. Where an employee requests an unpaid leave of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods absence in excess of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employercalendar months, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The such employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes make every effort to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. give six (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain calendar months' advance notice in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event writing of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employerrequest. (b) The Labour/Management Committee Every effort shall provide be made by the Employer to comply with such requests, providing that replacements to ensure proper operation of the criteria department can be found. (c) Notices granting such requests shall be given by the Employer in writing. (a) Applications for paid education leave shall be submitted giving the evaluation of longest possible advance notice in writing. Every reasonable effort shall be made by the Employer to comply with such applications for educational subject to approval and operational requirements. (b) Paid education leave and the amount of basic salary and allowancesmay be utilized to attend courses, which are necessary to maintain an employee’s current certification, registration or licence. The Labour/Management Committee It may also establish be utilized to write examinations for relevant professional courses and may be used to take courses in geriatric care. (c) Upon approval of the course, the Employer will grant one (1) day education leave with pay (at straight time rates) to a sub-committee which will be responsible for making recommendations maximum of seven point five (7.5) hours. Premium pay does not apply under this article. Paid education leave is not to exceed one (1) day (7.5 hours) of Employer paid time in a calendar year, nor shall it accumulate from calendar year to calendar year. (d) The Employer shall respond in writing to a request within 14 days of the Labour/Management Committee regarding in-service training needs and programs and training assistancewritten request being received by the Employer.

Educational Leave. The Employer agrees to grant educational leave on the following basis: (a) Educational leave granted by the Employer to regular employees requesting such leave shall be in accordance Any employee who has completed at least two (2) years of continuous service with the following provisions: (1) The duration of educational leave granted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be make written request for varying periods educational leave up to one (1) yearyear in duration to attend an accredited college, which may be renewed university, graduate school, or training program, either in Canada or abroad, for the purpose of improving work oriented educational qualifications. It is agreed, however, that Employees shall have the right to request an extension of such leave, provided the request is received by mutual agreement. (2) In certain cases, educational leave may be approved for programs the Employer a minimum of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning in advance of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision expiration of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study initial leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employer. (b) The Labour/Management Committee Such requests will be made to the Executive Director or her designate, at least sixty (60) days prior to the requested commencement date of such leave, and the Director will advise the employee in writing within thirty (30) days of her decision regarding such a request. Such leaves shall provide the Employer with the criteria for the evaluation of applications for not be unreasonably denied. (c) Should an educational leave of absence be granted, the employee’s benefits and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations discontinued at the commencement of the leave and any remaining vacation entitlement will be paid to the Labour/Management Committee regarding in-service training needs employee. Seniority for all purposes shall continue to accrue during any such leave. (d) Sick leave credits will be retained but not accumulated during such leave and programs and training assistancewill be reinstated at the original levels upon return from educational leave. (e) The employee will advise the Employer, at least thirty (30) days in advance, of the date of her expected return. Should the employee’s previous position have been permanently filled, the employee may be assigned to an existing vacancy in the area in which she was last employed or the employee will be placed on the recall list on the same basis as a laid off employee, pending a suitable vacancy in the area in which she was last employed. In either case, such vacancy need not be posted, providing the returning employee fills the vacancy.

Educational Leave. (a) Educational The Board recognizes the value that can accrue to the College from staff participation in advanced work-related study afforded by a program of educational leave. To secure this benefit for the College, the Board agrees to institute an educational leave granted by program subject to the Employer to regular employees requesting such leave following conditions: A. Eligibility shall be in accordance with the following provisions: (1) The duration of educational leave granted restricted to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. two (2) In certain casessupport staff employees per academic year who, at the time of the leave, will have completed seven (7) consecutive years of full-time service as a support staff employee at the College since beginning that service or since the last period of educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employerleave. (3) Applications for educational leave for periods B. Applications, which shall be received by the appropriate Executive Vice President or, in the case of four (4) months or longer must be submitted three (3) months the President’s division, by the appropriate Cabinet member, by 12/15 of the fiscal year prior to the beginning time of the requested anticipated leave, shall include the following: C. Applications for this benefit shall state the intended purpose of the educational leave periodand how this educational experience will benefit the employee, the department, and/or the College. No supervisor, whether immediate or intermediate, shall capriciously withhold an employee's request. D. Cover letters, applications, and supervisory letters shall be reviewed by the Executive Vice President (4or Cabinet member in the President’s division) Applications for leave of periods of less than four (4) months should be submitted and forwarded with as much lead time as practicalhis/her comments to the Executive Vice President, Educational Services by January 15. (5) After consideration by the Employer, all E. All applications for educational leave of four (4) months or longer shall be forwarded to a Support Staff Peer Committee appointed by the Labour/Management Committee for review, together with President under the decision auspices of the departmentExecutive Vice President, Educational Services. The Committee shall recommend its choices to the President of the College no later than February 15. A support staff employee may choose to appear before the Support Staff Peer Committee to defend his/her request. The Committee will provide feedback to the applicants not recommended. F. The College shall grant educational leave so that no more than two (2) months support staff employees of the total support staff and no more that one (1) individual from the date of submission. If the Labour/Management Committee decides that the Employer acted a department shall be on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. status at any given time. G. The employee shall be informed President of the decision College shall notify those support staff employees whom he shall recommend or not recommend to the Board for approval, no later than three (3) months from the date of submissionMarch 15. If an application for leave is denied, the employee Such recommendations shall be given made to the reasons in writing by Board for consideration at the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedureMarch public meeting. H. Educational leave shall be granted for one (61) An employee granted educational leave under this section shall receive up to one hundred percent full academic year at one-half (100%1/2) of his/her basic salary or half a year at full salary. (7) An employee granted I. All fringe benefits in effect at the commencement of the educational leave under shall continue in force during the period of approved leave. J. If a support staff employee shall not complete one (1) academic year of service after returning from educational leave, or if the support staff employee does not complete the educational program for which the request was approved, the College shall require the return of all monies paid to the support staff member during the educational leave unless the failure to complete the educational program was compelled by circumstances beyond the control of the employee that prevented the employee from completing the program. Such payment shall be made within twelve (12) months following termination, separation from, or return to the College and shall be secured by a promissory note originally executed at the commencement of the educational leave. Exception to this section provision would occur if a support staff employee died during or after the year following the period of educational leave. K. The denial of educational leave shall not be grievable. L The employee(s) shall be required to sign a statement with a copy submit official transcript(s) to the employee to the effect thatExecutive Vice President, on the completion of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from Educational Services upon the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employerreturn from educational leave. (b) The Labour/Management Committee shall provide the Employer with the criteria for the evaluation of applications for educational leave and the amount of basic salary and allowances. The Labour/Management Committee may also establish a sub-committee which will be responsible for making recommendations to the Labour/Management Committee regarding in-service training needs and programs and training assistance.

Educational Leave. (a) Educational leave Leave from duty for the purpose of taking advantage of supplementary courses of professional or technical training may be granted by the Employer to regular employees requesting such leave shall be in accordance with the following provisions: (1) The duration of educational leave granted these rules to regular employees to take advanced or special training which will be of benefit to the employee or the Employer may be for varying periods up to one (1) year, which may be renewed by mutual agreement. (2) In certain cases, educational leave may be approved for programs of independent study and/or research when the criteria for evaluating the employee's performance on such leave can be clearly established and can be shown to be of significant benefit to the employee and the Employer. (3) Applications for educational leave for periods of four (4) months or longer must be submitted three (3) months prior to the beginning of the requested leave period. (4) Applications for leave of periods of less than four (4) months should be submitted with as much lead time as practical. (5) After consideration by the Employer, all applications for educational leave of four (4) months or longer shall be forwarded to the Labour/Management Committee for review, together with the decision of the department, no later than two (2) months from the date of submission. If the Labour/Management Committee decides that the Employer acted on an application for educational leave in a manner which may be in conflict with the established criteria, it may request that the decision be reconsidered. The employee shall be informed of the decision no later than three (3) months from the date of submission. If an application for leave is denied, the employee shall be given the reasons in writing by the Employer. If an employee wishes to grieve the Employer's decision, the grievance shall commence at Step 3 of the grievance procedure. (6) An employee granted educational leave under this section shall receive up to one hundred percent (100%) of his/her basic salary. (7) An employee granted educational leave under this section shall be required to sign a statement with a copy to the employee to the effect that, on the completion minimum of the training, he/she will remain in the service of the Employer for a period equivalent to three (3) times the length of his/her educational leave multiplied by the percentage of his/her basic salary. (8) Should he/she leave the service of the Employer before this period expires, he/she shall refund to the Employer the total cost of his/her training including allowances and expenses on a pro-rata basis. (9) An employee granted educational leave without pay shall be required to sign a statement to the effect that on completion of the training, he/she will remain in the service for a period equivalent to the leave granted or refund any financial assistance granted under this section on a pro-rata basis. (10) For information purposes, the Employer agrees to supply the Labour/Management Committee with the budgeting allotment for education and skill up-grading, by the Institute, for the ensuing year. (11) Subject to operational requirements and budgetary considerations, educational leave will be granted to the maximum number of employees who make application. twelve (12) Termination of employment by the employee or by the Employer for just cause will nullify any obligation of assistance by the Employer under this Article. (13) If an employee fails to return to work on the pre-arranged date without reasonable cause, the employee shall be required to repay in full all monies paid under this Article. (14) In the event that an individual receives outside support, such as a scholarship, fellowship or bursary, the total of outside support plus salary support shall not exceed the individual's basic salary for the period of study leave. In the event of such combined support exceeding the basic salary, the excess amount shall be deducted from the employee's salary. It is the responsibility of the employee to report all additional sources of support to the Employermonths’ service. (b) The Labour/Management Committee Superintendent and/or designate may waive the minimum service requirement in any case where it appears to be in the best interest of the service to do so. 32.02 No period of Educational leave shall provide exceed twelve (12) consecutive months but the Superintendent and/or designate may grant an extension of such leave. (a) Where an employee is granted Educational Leave, the Superintendent and/or designate may require that employee to enter into an agreement to render a specified period of service to the school district following completion of the Educational Leave. (b) If an employee who has received Educational Leave fails to complete the service obligation, the employee shall pay to the Province an amount which bears the same ratio to the cost to the Province of the employee’s training as the uncompleted obligation bears to the employee’s total obligation under sub-section (a). 32.04 Where leave of absence to take courses or training that require an employee to be absent from work for a continuous period exceeding one month is recommended, the Superintendent and/or designate may approve the payment of (a) The employee’s salary or a part thereof; (b) Tuition, where the claim is supported by a receipt; (c) Travel expenses to and from the place of training once during the period of Educational Leave, in accordance with the Travel Regulations; and (d) Other agreed expenses. (a) Where an employee takes courses or training that do not require absence from work or require only brief absences, the Superintendent and/or designate may approve the payment of the employee’s tuition or a part thereof, where the claim is supported by a receipt. (b) Where an employee takes courses or training described in sub-section (a), the Superintendent and/or designate may authorize for that employee (i) Leave of absence with pay for the purpose of taking examinations; (ii) Payment of the expenses of taking the examinations; and (iii) Payment of travelling expenses in accordance with the Travel Regulations. 32.06 Where Educational Leave is granted in accordance with Article 32.04, the employee shall be eligible to accumulate Sick Leave credits and Vacation Leave credits in accordance with these rules, provided that no carry- over of vacation shall be permitted where Educational Leave is granted for a period of twelve months. 32.07 An employee who does not satisfactorily complete courses or training shall cease to be entitled to financial assistance and shall reimburse the Employer with for all payments made to the criteria for employee or on the evaluation of applications for educational leave and employee’s behalf unless he or she satisfies the Superintendent and/or designate that failure to satisfactorily complete his courses or training was due to a cause beyond his or her control. 32.08 Where an employee on Educational Leave receives other financial assistance from the Province which need not be repaid, the Educational Leave benefits under these rules shall be reduced by the amount of basic salary and allowances. the assistance so received. (a) Where the Superintendent and/or designate assigns an employee to attend a conference or seminar for a period not exceeding one month, payment of the employee’s reasonable expenses may be approved by the Superintendent and/or designate. (b) The Labour/Management Committee may also establish Superintendent and/or designate (i) May assign an employee to attend a sub-committee which conference or seminar for a period exceeding one month; and (ii) Shall determine prior to the conference assignment what payments will be responsible for making recommendations made to the Labour/Management Committee regarding in-service training needs and programs and training assistanceemployee for expenses.