![]() ![]() The claimant's decision to leave was a direct result of his conversation with the employer representative. The new position required a preliminary training course and, following the completion of training, the claimant was assigned to the new vessel. He offered the claimant work as a second steward on another ship. On arriving at the port, the claimant was approached by a representative of the employer. The claimant was employed as a head waiter aboard a steamship. If the employer initiates the separation for the claimant to attend school, the employer becomes the moving party to the separation. The employer has requested that the individual participate in a school or training course.To determine if such programs are "approved training" within the meaning of UI Code Section 1267, interviewers should check with the office CTB Specialist or the local apprenticeship council.Īn individual who voluntarily leaves the most recent work to attend a school or training course leaves with good cause if, at the time of leaving. "On-the-job" training refers to training confined to the needs of a specific occupation and conducted at the jobsite for employed workers. Where appropriate, joint employer-employee cooperation.Programs in other than apprenticeable occupations for workers entering the labor market for the first time, or workers entering new occupations by reason of having been displaced from former occupations for economic, industrial, or technological scientific reasons and. ![]() Programs for journeymen in the apprenticeable occupations to keep them abreast of current techniques, methods, materials, and opportunities for advancement in their industry.To qualify, the training program must supply: In situations where there is no collective bargaining agreement, or the parties to a collective bargaining agreement request, the California Apprenticeship Council may work with entities such as EDD, the Department of Education, and the Board of Governors of the Community Colleges to foster and promote "on-the-job" programs other than apprenticeship. If, however, the claimant is terminated for failure to complete the apprenticeship program, consider termination for failure to meet employer requirements. If the employer discharges an apprentice before he or she completes the apprenticeship program, conduct a determination based on the reason for discharge, not on failure to complete the training program. The new work is potentially as permanent as and potentially substantially better than the former work.Īn apprentice with an apprenticeship agreement negotiated with the Division of Apprenticeship Standards is considered to be eligible for benefits if he/she quits to enter apprenticeship training, if he or she is otherwise eligible.The apprenticeship program is fostered by the State of California.does so with good cause if the following conditions exist: Also note that failure to exercise reasonable alternatives to leaving the employment may negate any good cause for leaving (e.g., a change in working hours to accommodate the schooling, or a change in school hours to accommodate the employment).Īn individual who leaves work to enter an apprenticeship program. That manual reiterates that a quit to enter training is not covered by Section 1267 Section 1267 addresses only those who quit because they are unable to continue in employment because of their schooling. Generally, a person meeting certain eligibility criteria can receive training while receiving unemployment insurance benefits.įor further discussion see California Training Benefits FOM. The CTB program was created to assist people that are unemployed and, as a practical matter, unemployable. ![]()
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