NON-DESTRUCTIVE TESTING MECHANIC Sample Clauses

NON-DESTRUCTIVE TESTING MECHANIC. Must possess the qualifications of and have a minimum of three (3) years of experience as a Mechanic in the Company, or, have equivalent experience outside the Company. Note: The Company commits to ensuring the required training as governed by the Canadian General Standards Board (CGSB) is provided in a timely manner to enable the employee to complete the program within twelve (12) months from his/her start date in the position. This training will consist of theoretical courses provided by the company as well as OJT training under a qualified NDT technician. Failure to successfully complete any one of the NDT Technician I exams or to successfully demonstrate acceptable ability to perform the work following the twelve
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NON-DESTRUCTIVE TESTING MECHANIC. Must possess the qualifications of and have a minimum of three (3) years of experience as a Mechanic in the Company, or, have equivalent experience outside the Company. Note: The Company commits to ensuring the required training as governed by the Canadian General Standards Board (CGSB) is provided in a timely manner to enable the employee to complete the program within twelve (12) months from his/her start date in the position. This training will consist of courses provided by the Company, to CGSB standards, with an accredited CGSB training organization, as well as OJT training under a qualified NDT technician. The Company also commits to provide a CGSB Workshop, offered concurrent with the certification exam. Failure to successfully complete any one of the NDT Technician I exams and allowable re- examination(s) in accordance with CGSB requirements or to successfully demonstrate acceptable ability to perform the work following the twelve (12) months of training will result in the employee being returned to their former Mechanic position.
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Related to NON-DESTRUCTIVE TESTING MECHANIC

  • Reasonable Cause Testing Reasonable cause for testing is a belief that an employee is under the influence of a drug and/or alcohol based on specific facts and/or reasonable inferences derived from those facts. An observing supervisor shall describe and document the following: -Specific observations concerning the appearance, behavior, speech or performance of the employee; and/or -Violation of safety rule or other unsafe work incident which, after investigation, leads the supervisor(s) to believe that drug and/or alcohol use may be a contributing factor; and/or -Other physical, circumstantial or immediate indicators of drug and/or alcohol use.

  • Involuntary Demotion An employee assigned to a lower rated position shall continue to be paid at the employee's current rate of pay until the rate of pay in the new position equals or exceeds it.

  • Removal from Layoff Lists Employees shall be removed from all layoff lists for any of the following reasons:

  • Active NFFE An “Active NFFE” means any NFFE that meets any of the following criteria:

  • Recall from Layoff Full-time and regular part-time nurses shall be recalled in the order of seniority unless otherwise agreed between the Hospital and the local Union, subject to the following provisions, provided that a nurse recalled is qualified to perform the available work:

  • Voluntary Demotion or Voluntary Reduction in Hours An employee has a right to his regularly assigned time, and shall not have it involuntarily reduced. Employees who take voluntary demotions or voluntary reductions in assigned time in lieu of layoff shall be, at the employee’s option, returned to a position in their former class or to present former positions with increased assigned time as vacancies become available, for a period of five (5) years and three (3) months, except that they shall be ranked in accordance with their seniority on any valid reemployment list.

  • Termination for fault 19.3.1 The Commonwealth may terminate this Agreement by notice where the Grantee has:

  • Vendor’s Termination If TIPS fails to materially perform pursuant to the terms of this Agreement, Vendor shall provide written notice to TIPS specifying the default (“Notice of Default”). If TIPS does not cure such default within thirty (30) days, Vendor may terminate this Agreement, in whole or in part, for cause. If Vendor terminates this Agreement for cause, and it is later determined that the termination for cause was wrongful, the termination shall automatically be converted to and treated as a termination for convenience.

  • Iro Removal Termination 1. EPI and IRO. If EPI terminates its IRO or if the IRO withdraws from the engagement during the term of the CIA, EPI must submit a notice explaining its reasons for termination or the reason for withdrawal to OIG no later than 30 days after termination or withdrawal. XXX must engage a new IRO in accordance with Paragraph A of this Appendix and within 60 days of termination or withdrawal of the IRO.

  • Involuntary Termination “Involuntary Termination” shall mean (i) without the Employee’s express written consent, the significant reduction of the Employee’s duties or responsibilities relative to the Employee’s duties or responsibilities in effect immediately prior to such reduction; provided, however, that a reduction in duties or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Chief Financial Officer of Company remains as such following a Change of Control and is not made the Chief Financial Officer of the acquiring corporation) shall not constitute an “Involuntary Termination”; (ii) without the Employee’s express written consent, a substantial reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) without the Employee’s express written consent, a material reduction by the Company in the Base Compensation or Target Incentive of the Employee as in effect immediately prior to such reduction, or the ineligibility of the Employee to continue to participate in any long-term incentive plan of the Company; (iv) a material reduction by the Company in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction with the result that the Employee’s overall benefits package is significantly reduced; (v) the relocation of the Employee to a facility or a location more than 50 miles from the Employee’s then present location, without the Employee’s express written consent; (vi) any purported termination of the Employee by the Company which is not effected for death or Disability or for Cause; or (vii) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 10 below.

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