CFMEU :: Forestry Division

CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION NATIONAL DIVISIONAL INTERNAL POLICY ON STUDY LEAVE ENDORSED BY THE NATIONAL DIVISIONAL EXECUTIVE 4th November 1998 INTERNAL STUDY LEAVE POLICY This document sets out the Policy of the CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION on Internal Study Leave for the information of Officials, Officers and Employees of the Division. Included with the Policy is an introduction, which provides a background for the reading and application of the Policy. This Policy is binding on all CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION Officials, Officers and Employees. Any queries about the Policy should be directed to either the Branch or National Divisional Office. INTRODUCTION The CFMEU Forestry and Furnishing Products Division supports, encourages and promotes training and skill development within and outside the internal structures of the organisation. The CFMEU Forestry and Furnishing Products Division recognises the importance and value of training and skill development of employees to enhance the future viability and strength of the Union. We believe that having knowledgeable and skilled employees will contribute to a more efficient Union, working environment and enhanced assistance for members. It is the responsibility of the Division to ensure employees have equal access and opportunity to training and skill development to advance their self development and enhance their career path opportunity. The Division believes that provisions for training and skill development is essential for employees of the organisation, and that the following guidelines will assist employees who wish to participate in any training and skill development. Internal Study leave can be applied for under the following categories: 1. Endorsed Union Training (EUT) 2. Associated Training (AT) and 3. Self Development Training (SDT) The three abovenamed categories are broken down as follows: 1. ENDORSED UNION TRAINING Endorsed Union Training shall mean training endorsed and/or encouraged by the organisation. This training is for an employee to participate in, by request of the organisation. EUT will enhance and benefit the Union and the skill development and opportunity of the employee. Participation in EUT shall be voluntary, unless provided for within employment conditions. PAID LEAVE All EUT will be paid leave by the Union. TRAINING COSTS All costs associated with any EUT will be paid for by the organisation. TRAVEL & ACCOMMODATION The Union will meet all costs associated with travelling to and from the training and accommodation during the period of the training. 2. ASSOCIATED TRAINING Associated Training shall mean training sought by an employee for their own skill development, but is complementary and relevant to the organisation and their current position. An employee seeking any assistance for AT, will seek endorsement from the National Secretary/Divisional Branch Secretary of the Union. PAID LEAVE All paid leave will be determined on an individual basis through genuine consultation between the employee and the National Secretary/Divisional Branch Secretary, taking into account the relevance of the AT to the organisation. It is the responsibility of the employee to provide all the necessary information relating to the requested AT to the National Secretary/Divisional Branch Secretary to ensure a fair and appropriate decision can be made. TRAINING COSTS and ASSOCIATED COSTS. If AT is endorsed by the organisation, the National Secretary/Divisional Branch Secretary will determine how much of the training costs, including travel and accommodation will be met by the Branch, taking into consideration the AT relevance to the organisation and the ability of the Branch to pay such costs. 3. SELF DEVELOPMENT TRAINING Self Development Training shall mean training sought by an employee with no relevance to the Union. This SDT only advances the individual employee skills with no benefits for the organisation, therefore the organisation will not be required to consider any financial assistance, although leave arrangements for the training may be negotiated between the employee seeking leave and the National Secretary/Divisional Branch Secretary. Consultation is not required with the Union for SDT ONLY if: The employee seeks no assistance from the Union; The training does not interfere or effect the employees role and responsibilities with the Union in accordance with their employment conditions; The SDT does not damage or harm the credibility or image of the Union and its members. The SDT is not inconsistent with the Union's Policies, objectives and philosophy. If any of the abovementioned issues are likely to apply then consultation between the employee and the National Secretary/Divisional Branch Secretary must occur. 4. GRIEVANCE AND DISPUTES PROCEDURE Without derogating the rights of Officials, Officers and Employees under the Rules of the Union, the following procedure shall be followed where there exists a complaint, grievance or dispute in relation to this Policy. Any Official, Officer or employee will raise any issue which is the subject of a complaint, grievance or dispute in the first instance with the Divisional Branch Secretary. The Divisional Branch Secretary and the other party(s) concerned will make every endeavor to resolve the matter through genuine discussion and consultation. The Divisional Branch Secretary reserves the right to defer and consider the matter further, but must respond to the complaint, grievance or dispute within 24 hours of the matter being raised. If the complaint, grievance or dispute is not resolved, either the Divisional Branch Secretary or the other Party(s) may refer the matter to the Divisional Branch Committee of Management or Executive which ever is appropriate. A meeting of the Committee of Management or Executive shall be convened within 21 days of the deferral being made. At the duly convened Committee of Management or Executive meeting the other party(s) shall provide a written statement regarding the nature of the complaint, grievance or dispute. The other Party(s) will be given an opportunity to speak and provide evidence in relation to the matter. The Committee of Management or Executive will endeavor to conciliate the matter. If the complaint, grievance or dispute is not resolved by conciliation and in the view of the Committee of Management or Executive can not be resolved by conciliation, then the complaint, grievance or dispute will be dealt with by determination of the Committee of Management or Executive. The decision will be accepted subject to the right of appeal in accordance with the Rules of the organisation.