Pre-Apprentice. A new employee hired as a pre-apprentice shall work a maximum of 120 calendar days as a pre-ap- prentice, and after that 120 calendar days shall be- come a 1st year apprentice. It is understood that individuals who are attend- ing school who return to work the following summer for the same employer shall continue to be paid at the pre-apprentice rate. If the individual decides to stay beyond 120 calendar days he or she shall be paid as an apprentice with credit for all hours worked after the first 120 calendar days.
Pre-Apprentice. A) All new entrants into the Union with minimal or no experience shall be considered Pre- Apprentices. The Employer must ensure that the Pre-Apprentice is supervised while performing work. The duration of a Pre-Apprentice’s term is for a maximum of one thousand (1000) hours worked. Hours worked as a Pre-Apprentice shall not be included in the calculation of hours worked as an Apprentice.
Pre-Apprentice. (a) Those applying to be a pre-apprentice must meet the qualifications required to become Registered apprentice, which are, as per the BC Provincial Standards and successful completion of the Industry Training Board’s entrance examination.
Pre-Apprentice. An individual allowed to perform the same duties as an Apprentice. They will not be required to register with the Washington State Apprenticeship Council. No employee shall hold this position longer than 6 months. Minimum pay will be $12.00 per hour in 2019 and $13.50 per hour in 2020. They will not pay dues check-off or be a member of the Union. Pre-Apprentices will obtain a dispatch from the Local Union within three days of hire.
Pre-Apprentice. A pre-apprentice shall be an individual who will assist a journeyman in the trade to perform any work covered by this Agreement. Before employment, the pre-apprentice shall complete an application, to be filled out and kept on file in the Local Union’s Office and subsequently referred by the Business Manager to the employer. A pre-apprentice may remain in this classification no longer than it takes him or her to make application to become a Building Trades Apprentice. If, after going through the application and interview process to become an apprentice, the applicant is unsuccessful, his or her employment may be extended, not to exceed one (1) year. This extension must be requested in writing by the Contractor to the Business Manager of the Local Union. Pre-Apprentice shall work under the direct supervision of a journeyman at all times. The ratio of pre-apprentices shall be one (1) to every four (4) journeymen and/or apprentice employed by the Contractor. To assist in market recovery, additional pre-apprentices may be requested from the Business Manager on a job by job basis, with the understanding that all signatory contractors will be given the same consideration on that job. A pre-apprentice shall be paid no less than 30% of journeyman base wages as set forth in Zone I or Zone II Appendix A or Appendix B, but not more than a first year apprentice’s total wage and benefit package. The employer shall contribute ten cents ($0.10) per hour into the Local 441 Education Fund for each pre-apprentice employed. Pre-Apprentices shall not be hired if any 1st or 2nd year Building Trades Apprentices are available and on the out-of-work list. The foregoing sentence shall not require Employers to terminate the employment of any pre-apprentice as a result of the termination of employment of 1st or 2nd year Building Trades Apprentices employed by other Signatory Employers. If the Employer is employing a pre-apprentice, no 1st or 2nd year apprentice shall be laid off without the mutual consent of the Local 441 Business Manager. The Employer retains the right to hire and discharge pre-apprentices. Upon termination of a pre-apprentice, the contractor must notify the Business Manager within 24 hours.
Pre-Apprentice. In order for any Employer to be eligible to employ pre-apprentices they must strictly adhere to the specific regulations as follows:
Pre-Apprentice. The Employer may hire an employee in the Pre-Apprentice classification for a period not to exceed six months. Employees hired in such classification will be evaluated for suitability as apprentices subject to the following:
Pre-Apprentice. A pre-apprentice shall be an individual who will assist and work under the direct supervision of a journeyman in the trade to perform any work covered by this Agreement. Before employment, the pre-apprentice shall complete an application, to be filled out and kept on file in the Local Union’s Office and subsequently referred by the Business Manager to the employer. The ratio of pre-apprentices shall be one (1) to every two (2) journeymen and/or apprentice employed by the Contractor. To assist in market recovery, additional pre-apprentices may be requested from the Business Manager on a job-by-job basis, with the understanding that all signatory contractors will be given the same consideration on that job. A pre-apprentice shall be paid no less than 30% of journeyman base wages as set forth in Zone I or Zone II Appendix A or Appendix B, but not more than a first year apprentice’s total wage and benefit package. Upon termination of a pre-apprentice, the contractor must notify the Business Manager within 24 hours.
Pre-Apprentice. There is established a classification of preapprentice.
Pre-Apprentice. A pre-apprentice shall be paid 35% of the journeyperson base wage rate, plus $.10 per hour, plus health insurance. He cannot weld or join or weld pipe. The following ratio shall prevail: 1 journeyman allows 1 pre-apprentice 4 journeymen or apprentices allows 2 pre-apprentices (at least one must be an apprentice) 8 journeymen or apprentices allows 3 pre-apprentices (at least one must be an apprentice) 12 journeymen or apprentices allows 4 pre-apprentices (at least two must be apprentices) 16 journeymen or apprentices allows 5 pre-apprentices (at least three must be apprentices) Etc.
