APPRENTICESHIP PERIOD Sample Clauses

APPRENTICESHIP PERIOD. An employee shall be an apprentice until they have worked 8,000 hours (including classroom hours) at the trade based upon 2,000 per year for four (4) years. At the end of 8,000 working hours (based on 2,000 per year) apprentice period, the employee shall be eligible to present themself before an examination board comprised of employer and Union personnel for the purpose of obtaining their competency card as an Insulator Mechanic. When an approved programme is instituted, the parties will jointly meet to determine which courses/modules/skills must be satisfied before an Apprentice may advance from one year to the next in the Apprenticeship. All new members must register with the Province of Nova Scotia as an apprentice and attend an apprenticeship course before the apprentice may advance from one year to the next, unless such course is unavailable. If an apprentice fails to register or attend the next available course, their wage shall not be increased until they have attended the next course following. The Union will notify employers of such restrictions. Apprenticeship being cancelled with the Province will result in Union membership being cancelled. When an employee’s Union membership has been cancelled, the employer shall immediately terminate the employee.
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APPRENTICESHIP PERIOD. An employee shall be an Apprentice until they have worked 8,000 hours at the trade based upon 2,000 per year for four (4) years. At the end of 8,000 working hours (based on 2,000 per year) apprentice period, the employee shall be eligible to present himself before an examination board comprised of employer and Union personnel for the purpose of obtaining their competency card as an Insulator Mechanic.
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APPRENTICESHIP PERIOD. The period of service under apprenticeship shall be determined by the attainment of the appropriate Scottish Vocational Qualification at Levels 2 and 3. Any company taking an apprentice must have access to and be prepared to make use of, sufficient resources to ensure satisfactory training to national standards. In particular there must be sufficient journeymen in proportion to the number of apprentices employed to ensure that there is not undue production pressure put on apprentices learning their craft.
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Related to APPRENTICESHIP PERIOD

  • Apprenticeship Program 68. The parties agree to meet to discuss the development of mutually agreeable apprenticeship programs. The specific provisions of the apprenticeship programs shall be subject to agreement between the SFMTA, the Civil Service Commission (where appropriate), and the Union. Each apprenticeship program, however, shall contain at least the following terms:

  • Apprenticeship 7.01 At such time, the parties agree to a training program, it is agreed to contact the California Nevada JATC to establish such program.

  • APPRENTICES 6.36.1 The Contractor acknowledges and agrees that, if this Contract involves a dollar amount greater than or a number of working days greater than that specified in Labor Code Section 1777.5, this Contract is governed by the provisions of Labor Code Section 1777.5. It shall be the responsibility of the Contractor to ensure compliance with this Article and with Labor Code Section 1777.5 for all apprenticeable occupations.

  • Apprenticeship Requirements The Contractor shall comply with Section 230.1(A), California Code of Regulations as required by the Department of Industrial Relations, Division of Apprenticeship Standards by submitting DAS Form to the Joint Apprenticeship Committee of the craft or trade in the area of the site.

  • Apprentice Wages (a) Apprentices’ rates of pay are set out in Appendix B which includes the description of the calculations.

  • Apprentice An apprentice is an em­ ployee who is in training to become a Jour­ xxxxxx Meat Cutter. Apprentices must be at least sixteen (16) years of age. Apprentices may be employed at a ratio of not exceeding three (3) for each seven (7) Journeymen employed by the Employer within the jurisdiction of the Local. A quar­ terly report covering the number of Appren­ tices employed in relationship to the number of Journeymen shall be furnished the Union. The Employer agrees to rotate all Appren­ tices in his markets so as to give them suffi­ cient, well-rounded experience to qualify them as Journeymen at the end of the three

  • Apprenticeship and Training It is agreed that all Employers covered by this Agreement shall contribute a sum as listed in Schedule "A" herein for each compensable man-hour of Carpenters, including supervisory employees when covered by this Agreement. Said contribution shall be made to xxx Xxxxxxxxxx- Employers Apprenticeship and Training Trust Fund of Washington-Idaho the manner as set forth in the Trust Agreement of said Trust. The details of such Apprenticeship and Training Plan established by this Trust Fund and this Trust Fund itself shall continue to be controlled and administered by a Joint Board of Trustees composed of equal representation of labor and management who are signators to the Trust Agreement of the aforesaid Trust Fund. Each Trustee appointed by the Union shall be a member of the Union and employed by the Union and each Management trustee shall be a salaried executive or officer of a signatory Employer, or an employee of an Employer association, on behalf of its member employers.

  • Adult Apprentices People who are 21 years of age or over at the time of entering into an apprenticeship with the Employer will be paid as per the wage rates set out in the appropriate Appendix to this Agreement. Where special or unusual circumstances occur or apply and where the parties to this Agreement and the adult apprentice agree in writing, the adult apprentice may be paid at a lesser rate, provided that the lesser rate will not be less than the rate for a junior apprentice set out in the appropriate Appendix to this Agreement.

  • Promotional Probationary Period An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position from which the employee was appointed. If the employee was dismissed from employment during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

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