In certain cases, unions have negotiated time and cost agreements through their collective agreements or established training trust funds, which could cover basic education programs as well as job training. This arrangement could give workplace education a recognized place in the larger training system.

Consider…

Without shared time agreements required by an external funder or the union, how far can we push this demonstration of commitment? Consider this scenario: a company is only prepared to offer education on 100% volunteer time. In the ONA, employees at all levels said they expected to see some shared time arrangement at the very least as recognition that learning is valued and benefits the company as well as the participants.

The ONA presents a strong case for the employer to show a commitment in work time and to recognize the value of learning. We can use the employees’ responses to open an important area for discussion and for understanding. What is the history of education and training at this company? What employees and what kind of training have been recognized and supported in the past? How much work-related material is expected to be included in an education program? If the focus is solely on learning for personal interest with no expectations from the employer for application on the job, there might be a case for volunteer time. But many companies share time even for personal learning since they know they gain just by improving morale. This employer would have to find ways to demonstrate recognition for the interest and commitment of his employees to lifelong learning. What other costs could the company cover — instructor’s fees, materials, space? In the end, will people sign up for programs or be put off by the company’s refusal to share time?