Labor Category Sample Clauses

Labor Category. 5 – Skill Sets L. Performance / Automation Test Analyst
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Labor Category. WORKING XXXXXXX A Working Xxxxxxx shall be qualified to operate a truck of 25,000 pound gross vehicle weight or less, and shall possess a valid Commercial Drivers License (CDL). This person shall be qualified to perform the labor categories of Warehouse Specialist and Truck Driver, and also qualified to receive oral and/or written technical direction from the NRC Project Officer in order to oversee all other labor services personnel's performance sufficient to ensure the technical direction provided by the NRC Project Officer is carried out in an efficient manner, without need of repetitive directions from the NRC Project Officer. In addition, the person performing this labor category shall demonstrate excellent oral and written communication skills in the English language, and shall have experience in making independent -deliveries and interacting positively with service customers.
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Labor Category. TRUCK DRIVER - HEAVY A Truck Driver shall be at least 21- years of age and qualified to operate a truck of 25,000 pound gross vehicle weight or less, and shall possess a valid Commercial Drivers License (CDL). This person shall also be qualified to perform the labor category of Warehouse Specialist. In addition, a person performing in this labor category shall demonstrate excellent oral and written communication skills in the English language, and shall have experience in making independent deliveries and interacting positively with service customers.
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Labor Category. PACKER LIBRARY-FILE A Packer Library-File person shall have knowledge and experience in the techniques required to move large filing systems including the methods and processes used to pack the contents of a filing system in an orderly manner such that the files can be un-packed and the entire filing system easily restored to it's original order. The contractor shall have experience in successfully packing filing systems whose contents consisted of books, reports, paper files, microfiche, computer tapes and aperture cards, etc., moving them to a new location and unpacking them without more than 1% of the filing systems contents becoming disorganized from its original order. The Contractor shall be knowledgeable and experienced in the process required to assemble the needed boxes, xxxx each box with the appropriate "TO" address and sequence number, remove the material from the filing equipment, place the material in the appropriate boxes in the correct order, tape the boxes closed, move the boxes to the new filing location, place the material in the appropriate location, flatten and remove the boxes to an area designated for trash pickup.
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Labor Category. TRUCK DRIVER - TRACTOR TRAILER A Tractor-Trailer Truck Driver shall be at least 21- years of age and qualified to operate a truck of 26,000 pound gross vehicle weight or more, or a trailer of 10,000 pound gross weight and shall possess a valid Commercial Drivers License (CDL), Maryland State Class "A" or other License applicable to operate this type of vehicle in the jurisdictions surrounding the NRC Headquarters location (Rockville, Maryland).
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Labor Category. SYSTEMS FURNITURE TECHNICIAN .This individual shall have specialized knowledge and experience in assembling/disassembling XXX-00-00-000
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Labor Category 
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Related to Labor Category

  • EMPLOYEE CATEGORIES All employees fall into one or the other of four principal categories as outlined below.

  • Criminal History Category With regard to determining defendant’s criminal history points and criminal history category, based on the facts now known to the government, defendant’s criminal history points equal zero and defendant’s criminal history category is I.

  • Employment Categories (a) Employees under this Agreement will be employed in one of the following categories:

  • Labor Relations; Employees (i) The Company employs a total of approximately 20 employees, and Phase Three employs a total of approximately 220 employees. Except as set forth in Section 3.1(q) of the Company Disclosure Schedule, (A) neither the Company, Phase Three nor SWI is delinquent in payments to any of its employees for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to date or amounts required to be reimbursed to such employees, (B) upon termination of the employment of any such employees, neither the Company, any subsidiary, Parent, Acquisition Sub nor the Surviving Corporation will by reason of anything done prior to the Closing be liable to any of such employees for so-called "severance pay" or any other payments, (C) there is no unfair labor practice complaint against the Company pending before the National Labor Relations Board or any comparable Governmental Authority, and none of the Company's or any subsidiary's employment policies or practices is currently being audited or investigated by any federal, state or local government agency, (D) there is no labor strike, dispute, claim, charge, lawsuit, proceeding, labor slowdown or stoppage pending or threatened against or involving the Company, Phase Three or SWI, (E) no labor union has taken any action with respect to organizing the employees of the Company, Phase Three or SWI, (F) neither any grievance nor any arbitration proceeding arising out of or under collective bargaining agreements is pending and no claim therefor has been asserted against the Company, Phase Three or SWI, and (G) no employee has informed any officer of the Company or Phase Three that such employee will terminate his or her employment or engagement with the Company, Phase Three or the Surviving Corporation. To the best knowledge of the Company, neither the Company nor any employee of the Company, Phase Three or SWI is in violation of any term of any employment contract, patent disclosure agreement or any other contract or agreement relating to the relationship of such employee with the Company, Phase Three or SWI or any other party because of the nature of the business conducted or proposed to be conducted by the Company, Phase Three or SWI. All individuals considered by the Company, Phase Three or SWI to be independent contractors are, and could only be reasonably considered to be, in fact "independent contractors" and are not "employees" or "Common law employees" for tax, benefits, wage, labor or any other legal purpose.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • No Labor Disputes No labor disturbance by or dispute with employees of the Company or any of its subsidiaries exists or, to the knowledge of the Company, is contemplated or threatened, and the Company is not aware of any existing or imminent labor disturbance by, or dispute with, the employees of any of its or its subsidiaries’ principal suppliers, contractors or customers, except as would not have a Material Adverse Effect.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

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