IGNITION TEST Sample Clauses

The IGNITION TEST clause defines the procedures and requirements for testing the ignition system of a product or equipment to ensure it functions correctly and safely. Typically, this clause outlines the specific conditions under which the ignition test must be performed, the standards to be met, and the documentation required to verify successful completion. For example, it may require that the ignition system be tested under various environmental conditions or after installation. The core practical function of this clause is to ensure that the ignition system operates reliably, thereby reducing the risk of malfunction and enhancing overall safety.
IGNITION TEST. Heating a small sample in a spatula in a Bunsen flame can be suggestive. If the compound ▇▇▇▇▇ with a smoky flame, it is probably an aromatic compound. If a large ashy residue is left after is left after ignition, the unknown is probably a metal salt.
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IGNITION TEST. Pour about 0.5 mL heptane into an evaporating dish. With a burning wooden splinter, ignite the alkane. Note the characteristic of the reaction and the color of its flame. Repeat this test for both cyclohexene and toluene.
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IGNITION TEST. Pour about 0.5 mL ethanol into an evaporating dish. With a burning wooden splinter, ignite the ethanol. Observe the characteristics of the flame. Repeat the test for 2-butanol, 2-metyl-2- propanol (t-butanol) and phenol.
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Related to IGNITION TEST

  • Laboratory Testing All laboratories selected by UPS Freight for analyzing Controlled Substances Testing will be HHS certified.

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • 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.

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath-testing device (EBT) approved by the National Highway Traffic Safety Administration. A screening test will be conducted first. This initial screening may be accomplished using a saliva test kit. If the result is an alcohol concentration level of less than 0.02 percent, the test is considered a negative test. If the alcohol concentration level is 0.02 percent or more, a second confirmation test using the EBT will be conducted. The procedures that will be utilized by the lab for collection and testing of the specimen are attached hereto as Appendix A.

  • 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.