Long-Term Training Clause Samples

The Long-Term Training clause establishes the terms and conditions under which an individual or employee participates in extended training programs, often spanning several months or years. It typically outlines eligibility criteria, the scope of training covered, obligations during and after the training period, and any financial arrangements such as reimbursement requirements if the participant leaves early. This clause ensures that both parties understand their commitments and helps protect the organization's investment in employee development by setting clear expectations and consequences.
Long-Term Training. (1) Professional experience leave. (2) For updating purposes, audit of apprenticeship courses of not less than six (6) weeks duration, where the employee already possess journeyman status. (3) Staff exchange - national or international.
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Long-Term Training. 12.6.1 If an employee is assigned to a required training class within the State of California where travel status lasts four consecutive weeks including weekends, the employee will be allowed to travel home and return once at State expense during the class. If an employee is assigned to a required training class within the State of California where travel status is five or six consecutive weeks including weekends, the employee will be allowed to travel home twice at State expense during the class. If an employee is assigned to a required training class within the State of California where travel status is longer than six consecutive weeks, including weekends, the employee will allowed to travel home at a ratio of once for every three weeks or major portion thereof, at State expense during the class. The travel time for these trips will not be considered "hours of work". 12.6.2 The Academy staff will make a reasonable effort to coordinate weekend transportation for employee(s) who do not have transportation for the weekends and do not travel home. This does not apply to students attending the Driver Operator Module or the Fire Fighter Module.
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Long-Term Training a. Sequencing of Trainees Flight training schedules will be available for bid and awarded in seniority order (other than new hires) by class. After the schedules are awarded, the Company will assign new hires to the remaining schedules, taking into consideration the relative experience level of each new hire for the purpose of facilitating a successful outcome, except that: i. If there is an unequal number of Captain and First Officer trainees, a Pilot(s) in the seat designation for which there is an excess will be permitted to be awarded the same schedule as another Pilot in the same seat designation, but only to the extent necessary to equalize the pairings. Example: A class consists of 4 Captains and 2 First Officers. A total of 3 simulator schedules will be available for bid. One Captain will be awarded a schedule that matches another Captain’s schedule. ii. Should a Pilot’s training partner encounter difficulties or deficiencies that might delay training, the Company will use its best efforts to substitute experienced partners to conclude training on schedule. iii. If there is a disruption to the training schedules awarded to the Pilots pursuant to paragraph A.3.a., above, such that Pilots must be re-sequenced to complete their training and the re-sequencing results in a delay of training that is one (1) week or longer, the Pilots will be rescheduled to complete their training prior to Pilots in any subsequent training class completing simulator training for the same Category. If a Pilot in an earlier (disrupted) class does not complete training before a Pilot in a subsequent class, he shall be treated as a bypassed Pilot in accordance with Section 24.I. and pay protected in the Category for which he is training, beginning at the time any Pilot in any subsequent training class completes training for the same Category. However, a Pilot will not be entitled to bypass pay if the reason he did not complete training before a Pilot in a subsequent class was because of his own difficulties in training, nor will he be entitled to bypass pay for Section 11.8 any period during which he was on a leave of absence or otherwise unavailable for training, in accordance with Section 24.I.
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Long-Term Training. The CEHLS project’s long-term training target was to award fellowships and train eight host-country individuals (faculty and/or teaching staff, students and administrative staff) in programs for qualifications strengthening (Table 2). FY2012 0 0 FY2013 0 0 FY2015 3 3 LOP Total 8 8 The fellows were selected by the UL administration from the existing College of Science and Technology and each fellow signed an agreement to return to UL to teach upon graduation. Although the project’s funding was reduced in FY 2013, the partners were able to support all eight fellows and successfully achieved their overall target. Six of the CEHLS fellowship awardees completed their degrees in FY13 from ▇▇▇▇▇ ▇▇▇▇▇▇▇ University of Science and Technology (▇▇▇▇▇) in Kumasi, Ghana and the two nursing fellows completed their degrees at IU’s School of Nursing (IU-SON) in FY2014 (Table 3). No. Name Degree Institution Degree Institution 1 ▇▇▇▇▇▇▇▇▇ ▇. ▇▇▇▇ MPH Public Health Biology Instructor (College of Science and Technology, UL) KNUST 2 ▇▇▇▇▇▇ ▇. Ngumbu MSC Analytical Chemistry Chemistry Instructor (College of Science and Technology, UL) KNUST 3 ▇▇▇▇▇ A. S. ▇▇▇▇▇ MSC Health Services Planning & MGT Biology Instructor (College of Science and Technology, UL) KNUST 4 Harris K. Momo MSC Entomology Entomology Instructor (College of Science and Technology, UL) KNUST 5 ▇▇▇▇▇▇▇ ▇. ▇▇▇▇ MSC Crop Protection, Plant Pathology Biology Instructor (College of Science and Technology, UL) KNUST 6 G. Alpha K. Gongolee MSC Genetics Genetics Instructor (College of Science and Technology, UL) KNUST 7 ▇▇▇ ▇▇▇▇▇- Wraynee Master’s in Nursing Education RN Program Director and Instructor from ▇▇▇▇▇▇ National Institute of Medical Arts IU-SON 8 ▇▇▇▇▇▇▇ Bondoe Master’s in Nursing Education Midwifery Instructor from ▇▇▇▇▇▇ National Institute of Medical Arts/Newly Appointed Head of Maternity Hospital IU-SON The partnership placed an emphasis on mentoring as a practice to develop skills through two types of mentorships: short-term mentorship which lasts at least one week and less than one semester, and long- term mentorship which lasts one semester or more. The mentorship activities conducted through this partnership included co-development of lesson plans and on-going professional exchange of ideas, information, skills, and methodology. Overall the CEHLS project mentored 134 individuals and exceeded their LOP target of 36. In FY13, mentorship opportunities were provided to 33 UL health and life sciences faculty....
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Long-Term Training. OPIC will provide long-term training opportunities (e.g., three months to one year), with a goal of providing three or more such opportunities per year to include: 1. Internal details between Departments 2. Details to other Federal agencies 3. Details to state, local and other authorized agencies 4. University residence training 5. Special programs (e.g., Council for Excellence in Government) OPIC agrees that mid-service (3 years or more at OPIC) and senior service (7 years or more at OPIC) will be preferred but not exclusive candidates for long-term training. OPIC will conduct an annual survey of employees to determine interest in long-term training.
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Related to Long-Term Training

  • First Aid Training In the interests of the occupational safety and health of employees, the Employer will undertake an in-service program of first aid training aimed at providing a first aid officer for each department.

  • Employee Training The Provider shall provide periodic security training to those of its employees who operate or have access to the system. Further, Provider shall provide LEA with contact information of an employee who LEA may contact if there are any security concerns or questions.

  • Job Training ‌ The Employer and the Union shall establish a Joint Committee on Training and Skill Upgrading for the following purposes: (1) for planning training programs for those employees affected by technological change; (2) for planning training programs to enable employees to qualify for new positions being planned through future expansion or renovation; (3) for planning training programs for those employees affected by new methods of operation; (4) for planning training programs in the area of general skill upgrading. Whenever necessary, this Committee shall seek the assistance of external training resources such as the Federal Human Resources Development Canada and Provincial Ministry of Labour, or other recognized training institutions.

  • Required Training For training that is required by the Agency, manager or supervisor, the Agency shall reimburse one hundred percent (100%) of all related necessary and legitimate expenses, including but not limited to tuition, books, travel expenses, travel time, and attendance time. When practical, the Agency will attempt to adjust the employee’s hours if the approved training activity is scheduled during the employee’s normal work hours.

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.