Training Programmes. The Employer, after discussions as per Article 21.2 above, may, instead of releasing an employee due to technological change, retrain the employee(s) for another position for such period of time as the Employer sees fit. The Employer will assume the cost of such retraining. After the period of training, the employee shall be on probation in accordance with Article 10.8 and during such probationary period, be given an opportunity to fully adapt to the new position.
Training Programmes. NOPEF/ICEM and Statoil will both contribute to specific training programmes. This will include appropriate training in health and environmental best practice set up by the Parties to train union delegates from countries where Statoil is the operator. It will also include Management training programmes within Statoil. In case of NOPEF/ICEM contribution to Statoil training programmes, costs may be covered by Statoil subject to agreement.
Training Programmes. 5.1 BAT Companies shall continue to conduct training programmes and workshops for those of their employees that are involved in the manufacture, sale, distribution and/or storage of BAT Cigarettes and appropriate EU and Participating Member States' personnel to enhance co-operation and understanding on the issues of illicit trade in order to promote and support better controls and action to prevent illicit trade and discourage those responsible. BAT will advise OLAF of such programmes.
Training Programmes. 4.5 Japan Tobacco Companies shall have in place, and shall continue to update, mandatory training programmes for their employees whose activities involve the manufacture, sale, distribution and/or storage of Japan Tobacco Cigarettes, or the establishment of the policies and business practices relating to these activities. The curriculum for such training programmes shall cover this Agreement and its application to the policies and business practices relating to the manufacture, sale, distribution and/or storage of Japan Tobacco Cigarettes, and shall be notified to OLAF and the Participating Member States. The employees responsible for designing and implementing the training programmes covered under this sub-Clause shall, at least once a year, either conduct or participate in training programmes designed to educate and inform Japan Tobacco Companies’ employees about their compliance obligations under Japan Tobacco’s Programmes and this Agreement, with supplemental training to be required if necessary, at the discretion of the Chief Compliance Officer. At least once a year, a representative of OLAF shall participate in the training for Japan Tobacco Companies’ employees.
Training Programmes. (a) The Licensee acknowledges agrees and consents to participate in the training programmes organised by the Licensor and/or the Operator, if any, at its own costs. The Licensee agrees and consents to send the Licensee’s employees working in the Licenced Area to attend the training programmes as and when required by the Licensor and/or Operator and notified to the Licensee. The Tenant shall submit all necessary particulars, information, materials and/or documents as are required by the Landlord.
Training Programmes. Various Training Programmes may have to be organised to ensure that all Officers are in a position to implement the Function. The Lead Council shall be responsible for organising such training as is necessary, and shall be the budget holder for same.
Training Programmes. ICEM and LUKOIL will cooperate in developing joint training arrangements covering those issues dealt with in this Agreement, and their implementation. This will include appropriate training in health, safety and environmental best practice for union delegates from countries where LUKOIL operates. It will also include management-training programmes within LUKOIL Group. LUKOIL may cover the cost of ICEM participation in LUKOIL training programmes subject to Agreement.
Training Programmes. The Society may, instead of releasing an employee due to technological change, re-train the employee for another position for such period of time as the Society sees fit. The Society will assume the cost of such re-training. After the period of training, the employee shall be on probation in accordance with the terms of this agreement and during such probationary period, be given an opportunity to fully adapt to the new position.
Training Programmes. Factors to take into account in assessing the level of training required in growing, harvesting and packing activities include: • The nature of the fruit or vegetable, in particular its ability to sustain growth of pathogenic microorganisms. • The agricultural techniques and the agricultural inputs used in the primary production including the probability of microbial, chemical and physical contamination. • The task the employee is likely to perform and the hazards and controls associated with those tasks. • The manner in which fresh fruits and vegetables are processed and packaged including the probability of contamination or microbial growth. • The conditions under which fresh fruits and vegetables will be stored. • The extent and nature of processing or further preparation by the consumer before final consumption. Topics to be considered for training programmes include, but are not limited to, the following: • The importance of good health and hygiene for personal health and food safety. • The importance of hand washing for food safety and the importance of proper hand washing techniques. • The importance of using sanitary facilities to reduce the potential for contaminating fields, produce, other workers, and water supplies. • Techniques for hygienic handling and storage of fresh fruits and vegetables by transporters, distributors, storage handlers and consumer. ANNEX FOR READY-TO-EAT FRESH PRE-CUT FRUITS AND VEGETABLES
Training Programmes. The Workplace Consultative Committee shall develop training programmes with the assistance of management and/or consultants consistent with; The current and future skill needs of the organization identified by the company. The special needs of the employees within the organization. The need to develop vocational skills including literacy and numeracy. These programmes may be conducted by in-house trainers, including on-the-job instruction and/or external accredited educational institutions and/or providers.
