• Tuition advances, rebates or loan programs

These cover tuition fees and, in some cases, related expenses such as books for members who elect to take courses. Tuition advances which cover costs up front are preferable to the more standard coverage of course fees only upon successful completion. Usually these provisions cover college and university courses, but they should cover all kinds of public education courses.

• Paid time for training

Many workers are unable to take training that is not included as part of the work day and paid by the employer. Child care arrangements, family obligations, transportation and fatigue often make it difficult for workers to participate in training that is not employer-supported. Managers are rarely, if ever, asked to attend training on personal time. Why should unions accept a double standard for workers?

There also needs to be money for replacement of workers in training so that they can participate in classes effectively. Co-workers who are not taking basic skills are more likely to support training if their own workloads aren't heavier.

There are also ways to get funding through programs that are either run outside of the local or which integrate basic skills into other training:

• Sector council programs

Some unions have negotiated programs through a sector council (a joint employer-union body for an industry). The sector council pays for the training. Unions can negotiate a contribution from employers through a sector council.

• Basic skills in union paid educational leave programs

This allows union members to leave work to take union education. Paid union education leave allows unions to train a core of activists. Because literacy can be the foundation for labour education, these programs sometimes include basic skills.

• Basic skills in apprenticeship and adjustment programs

Sometimes, funding for basic skills can be included within apprenticeship programs for those already working for the employer. In adjustment programs, literacy is often a key element for many workers who must re-enter the labour market after many years in a steady job that gave them little opportunity to use their basic skills.

Here are some questions to consider about financing (see chart on next page):

• How much will this method provide in total training funding?
• How and when will the funding be passed onto the union if the employer controls the collection?
• Does this method benefit some members more than others?
• Who controls the funds?
• Who determines the content and delivery of the training?
• Are there conditions or limits on when and on what the money can be spent?