Aptitude Testing Clause Samples

The Aptitude Testing clause establishes the right or requirement for individuals, such as job applicants or employees, to undergo assessments that measure their skills, abilities, or suitability for a particular role. In practice, this clause may specify the types of tests to be administered, the standards for evaluation, and the procedures for handling results, such as confidentiality or retesting policies. Its core function is to ensure that only candidates who meet certain competency thresholds are considered, thereby helping organizations make informed hiring or promotion decisions and reducing the risk of unsuitable placements.
Aptitude Testing. The candidate must successfully complete a series of aptitude tests based on standardized testing. (The Canadian Adult Achievement Test - CAAT). The test includes numerical ability, visual pursuit, assembly, mechanical reasoning. Candidates must achieve a minimum pass score to continue their eligibility for selection. One opportunity for re-testing is available after six (6) months of the original test date. Each applicant will be given two (2) opportunities for re-testing. Each opportunity is available after a minimum of three (3) months from the last test date.
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Aptitude Testing. Applicants will be tested in accordance with the bank of tests as recommended by the Apprenticeship Branch of the Ministry of Labour. Testing procedure will be as follows: a) A standard set of testing instructions and procedures will be developed and authorized by the parties to this agreement and communicated to appropriate management and union personnel. b) The passing grade for the tests will be established by the Apprenticeship Branch of the Ministry of Labour. c) The passing marks for the mechanical Trades and Electrical tests are established as being a combined requirement of, firstly, seventy percent (70%) in the Mechanical Aptitude and Space Relations segments of the tests, and secondly, seventy percent (70%) in the overall final scoring of the tests. d) All scoring computations of percentages in each section and overall scores of the tests are recorded as being rounded off to the next highest percentage point where any fraction of percentage point exists. e) Tests will be conducted on plant property or near the plant by Management; a Union representative will be present when the tests are given and marked. f) Tests recommended for the self-evaluation will be made available and may be taken by an interested employee. Failure to take such test shall not jeopardize an employee’s application for any apprenticeship.
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Aptitude Testing. The Company and the Union have agreed that for purposes of ensuring that future production needs are addressed, effective immediately part of the standard placement process for the position of Production Set-up will include a mechanical aptitude test. The ▇▇▇▇▇▇ Test of Mechanical Aptitude (WTMA) will be used to determine basic aptitude of the internal or the external applicant to be successful in the Production Set-up position. The test will be administered by the HR Department and a “go” or “no go” result will be communicated to the hiring manager prior to interviewing. This “go”/”no go” determination will be made based on the applicant’s ability to meet or exceed a pre-determined threshold set by the Company. The tests will be held in the HR department. All employees currently in Production Set-up positions will not be affected by this process. Should an employee not be awarded an opportunity in the Production Set-up position for reasons of not passing the “go”/”no go” test, the results of the individual’s test will be communicated to the individual by the HR department. Should an employee not be awarded an opportunity in the Production Set-up position for reasons, other than the results of the aptitude test, test results will remain confidential and the other selection criteria may be discussed with the Production Manager. Signed by the parties on this day of May 2014. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Batak ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ and and its Local 13571 It is understood and agreed that Article 24 provides a greater benefit with respect to holidays than what is provided in the Employment Standards Act, 2000 (Ontario) and that such greater benefit shall prevail over the holiday provisions of the Employment Standards Act, 2000 (Ontario). Signed by the parties on this day of May 2014. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Batak ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ NOVELIS FOIL PRODUCTS ▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ TORONTO, ONTARIO AND and its Local 13571 In the event of a sale of the business resulting in a third party becoming a successor employer and bound by the Collective Agreement pursuant to the Labour Relations Act (Ontario), should following such sale there be a full or partial plant closure of the existing plant located in the City of Toronto, causing the permanent layoff of thirty percent (30%) or more of all bargaining unit employees in any period of twelve (12) months or less, then each bar...
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Related to Aptitude Testing

  • ODUF Testing 6.6.1 Upon request from TWTC, AT&T shall send ODUF test files to TWTC. The Parties agree to review and discuss the ODUF file content and/or format. For testing of usage results, AT&T shall request that TWTC set up a production (live) file. The live test may consist of TWTC’s employees making test calls for the types of services TWTC requests on ODUF. These test calls are logged by TWTC, and the logs are provided to AT&T. These logs will be used to verify the files. Testing will be completed within thirty (30) days from the date on which the initial test file was sent.

  • Performance Testing (a) All performance tests of the Project, including any Initial Performance Test required in Section 2 of Appendix VIII, will be performed in accordance with the test procedures set forth in Appendix VIII (“Performance Test”), including additional procedures and protocols related to Performance Testing as mutually agreed between Buyer and Seller (“Test Procedures”). Seller shall bear all costs and receive all revenues, if applicable, associated with all Performance Tests. (b) After the Initial Delivery Date and during the Delivery Term, Buyer will have the right to conduct a Performance Test (“Buyer Performance Test”) no more than once a calendar year to demonstrate whether the Project is capable of delivering the Distribution Services at the Contract Capacity. Within 30 calendar days following a Buyer Performance Test, Seller will have the right to retest the Project with a Performance Test (“Seller Retest”). For the avoidance of doubt, the results of any Seller Retest will supersede the results of the preceding Buyer Performance Test. (i) If a Buyer Performance Test or, if a corresponding Seller Retest has occurred, a Seller Retest demonstrates the Project is capable of delivering Distribution Services at or above ninety-nine percent (99%) of the Initial Contract Capacity, the Contract Capacity will remain the Initial Contract Capacity; (ii) If a Buyer Performance Test or, if a corresponding Seller Retest has occurred, a Seller Retest demonstrates the Project is capable of delivering Distribution Services at more than or equal to eighty-five (85%) of the Initial Contract Capacity, but less than ninety-nine percent (99%) of the Initial Contract Capacity (“Testing Band”), the Contract Capacity will be automatically adjusted (upwards or downwards) to the capacity commensurate with the amount of Distribution Services the Project delivered during the Performance Test within the Testing Band. (iii) If a Buyer Performance Test or, if a corresponding Seller Retest has occurred, a Seller Retest demonstrates the Project is not capable of delivering Distribution Services of at least eighty-five percent (85%) of the Initial Contract Capacity, an Event of Default shall occur in accordance with Section 7.1(a)(viii).

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

  • Stability Testing Patheon will conduct stability testing on the Products in accordance with the protocols set out in the Specifications for the separate fees and during the time periods set out in Schedule C. Patheon will not make any changes to these testing protocols without prior written approval from Client. If a confirmed stability test failure occurs, Patheon will notify Client within [***], after which Patheon and Client will jointly determine the proceedings and methods to be undertaken to investigate the cause of the failure, including which party will bear the cost of the investigation. Patheon will not be liable for these costs unless it has failed to perform the Manufacturing Services in accordance with the Specifications and cGMPs. Patheon will give Client all stability test data and results at Client’s request.

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.