8. What about educational technology?

In today's workplace, the ability to use computers is becoming an essential skill.

• Don't limit or base literacy training solely on computers. If you do, social interaction and the important dynamic of group learning will be lost. Students still need access to the knowledge contained in books and other printed material that is not available on the Internet and computers.
• Learning about computers and learning with computers can build upon basic skills and literacy programs. But computers must not replace the human instructor.
• Some unions are experimenting with using computers as part of their programs. This may be something you want to build into your program.
• Many workers may be attracted to a basic skills program which also allows them to learn something about computers.
• Workers should have access to the best in technology. Make sure your equipment and programs are up to date.
• Don't let literacy and basic skills take aback seat to computer training. Participants must be able to upgrade their reading and writing skills, not just their computer ability.

9. Who will pay? How?

Each basic skills program must include a funding arrangement. The funding formula should be related to the present circumstances of your union and be influenced by the culture of your workplace and your union around funding issues.

Your union might also want to consider getting project money from a government program to help deliver or plan out its basic skills education. Please refer to What Unions Should Know About Getting the Money for Literacy and Basic Skills Programs (1998) for some ideas.

There are several ways to negotiate financing and other provisions for participation in union programs:

• In a collective agreement.
• Through a letter of understanding in a collective agreement.
• Through a separate arrangement with the employer.

Different ways to fund training

• Cents per hour

The employer contributes so many cents per hour worked by an employee into a trust fund which is either administered separately by In some cases, a portion of the union or jointly with the employer(s). the cents per hour goes to the national or district union office to deal with overall training needs.

• Hours of training per employee

The union negotiates the delivery of so many hours of training per employee per year. For example, 40hours of training per employee per year is the recognized CLC goal. These hours are then calculated as a total dollar amount. This amount can vary according to the number of employees on the payroll in anyone year.

• Percentage of payroll

Some unions negotiate a percentage of the overall payroll for education and training purposes.

• Leave programs

These programs support union members during extended absences for educational purposes.

Some unions have negotiated paid, partially paid or unpaid leave for members who return to school. Union members should continue to have all their rights maintained when they return to work. In all cases, the employer should pay for a replacement worker while the employee is absent.