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Up Topic Welding Industry / Technical Discussions / New Hires
- - By Milton Gravitt (***) Date 06-10-2009 00:26
If the company hires a new welder can that person weld if he or she shows us that they have some welding ability,actually do a visual test.If so how long can they weld before the test. They want to have the people to take the test before they hire in. When I first started out welding they would give you a test to see if you could weld an give you time to settle down before you would have to take test certification test and I was glade of that that because I was as nervous as a tied up cat. But that has been several years ago.Just want to know your thoughts.

                                                                M.G.
Parent - By pipewelder_1999 (****) Date 06-10-2009 01:44
Many companies will refer to an industry code or standard when dealing with welding being performed. Almost all of this codes will require some type of qualification testing.

The products your company builds may or may not be desinged or sold as complying with ANY code or specification. A company could in fact design its OWN criteria for performing welding some products. However keep in mind that often times when products are purchased, there is some type of agreement between the purchaser and seller as to the level of quality etc.

In answer to your question- It depends on what you are making and what you are selling !

If you are building something that is supposed to meeet the requirements of almost any AWS Standard then NO. The welder must be qualified by testing prior to welding. There are exceptions in which the 1st XXX feet of production weld may be inspected by some method (usually RT) and if found acceptable, the welder would be qualified in accordance with the ranges allowed by what he welded on in production.

Some companies I know of will give a visual and then hire the person and let them work in a NON WELDING capacity or possibly qualify them for tacking.

Hope this helps. Maybe some others will provide other views.

Have a nice day

Gerald Austin
www.weldingdata.com
Parent - - By Lawrence (*****) Date 06-10-2009 03:50
It's a bit more work to keep qualifications in order but if you are looking to hire inexperienced welders you could start with more simple qualification testing.

With a little coaching most folks can pass a fillet break test in the flat and horizontal positions..  This would qualify them right off the bat for production work in those positions on fillets.

But are you really having trouble finding welders who are ready to test right away?  

Most parts of the country have plenty of experienced welders on the bench looking to come in and take a test so they can go back to work.
Parent - By swnorris (****) Date 06-10-2009 17:25
That's exactly what we do.  Give applicants a fillet break test.  If they pass, we'll hire them.  They can take the groove test later on after they've settled in.
Parent - By Milton Gravitt (***) Date 06-11-2009 01:09
We a getting a lot of application so I don't think we will have any trouble finding a good welder. I was just curious about other company's and how they did there testing.
Thanks for your information. I believe I'll hand them a couple of practice plate's and see if they can do what they say.

                            M.G
Parent - - By bozaktwo1 (***) Date 06-13-2009 13:29
We have the welder perform some pre-hire passes on scrap to determine skill level.  If the PM is happy with what he sees there, and the guy is hired, he is started practicing V-up and horizontal runs, then takes a standard 2G and 3G CJP on plate.  Success rate is well over 90%; I have seen perhaps 2 or 3 first-time fails in my time here.
Parent - By Ke1thk (**) Date 06-15-2009 12:24
We test job applicants on scrap pieces before we hire them.  It's to see where they are.

If hired, we watch closely to see what they can do and test accordingly.  Not all of our customers require AWS Qualified welders.  Some of our customers don't even want a weld procedure.

Good Luck,
Keith
Parent - - By OBEWAN (***) Date 06-15-2009 12:47 Edited 06-15-2009 12:51
When I worked for a structural steel fabricator, they used to put new hires to work right away on non code work - if you can believe that.  They were of course not allowed to work on D1.1 jobs, but for the bar joists with no cert requirements, they were rushed right to the line.  They let me put them in a weld "training" and "cert" program for about 4 hours, (LOLOLOL) where they had to be "introduced" to MIG welding and complete a D1.1 cert test.  They were then "rushed" to work while they awaited the results of their certs.  I actually hated what they were doing since they were hiring people off the street with zero welding experience and calling them weldors.  I wound up having enough ethical concerns that I promptly found a better job and left that one.
Parent - - By fbrieden (***) Date 06-16-2009 02:31
That's why I like the "walk the talk" mentality of the code shops, in which I have worked!
Parent - - By 803056 (*****) Date 06-16-2009 15:26
There are some hidden dangers of administering a welder's test before actually hiring the individual. The biggest danger is that they hurt themselves while testing, i.e., eye injury, cut or gouges while grinding, stumble, trip or fall, etc. They are not covered by workers compensation which leaves the company, and maybe even the individual responsible for asking the welder to take the test, open to a legal action. The welder may be eligible to an early retirement package compliments of the company and yes, the welder may even get to live in the house or the vacation home you used to own.

Hire the individual, make him/her a welder's helper, and then administer the performance test. The company and you are then protected by the worker's compensation laws of your state. After all, that's what the worker's compensation laws are for, to protect the company from legal action from the employees that get hurt on the job.

Best regards - Al
Parent - - By jrw159 (*****) Date 06-16-2009 19:37
Al,
  At one company I used to work for they had them sign paperwork that entailed what was involved in the test, and the safety guidelines. In that package was a release form that was written up by the company's legal department. Supposedly this would release them of liability if the prospective employee injured themselves. This resulted from a test we gave a guy. He started testing at about 10:30 am. Lunch time rolled around and he left. When he came back, he went back to testing and after about 20 minutes went by, the guy observing the test came to me and informed me that he felt this guy had a "liquid lunch". I went out and talked to the guy, and indeed it was apparent that he had hit the bottle for lunch. Needless to say, I escorted him to the front gate. Notified HR of what had happened and they ran it up the flag pole.

Were they still possibly leaving themselves open for trouble?

jrw159
Parent - - By 803056 (*****) Date 06-16-2009 23:44 Edited 06-16-2009 23:51
Even with the mobo jumbo, it is difficult to defend against a non-employee that is hurt in "your" facility. This is especially true if they are being directed to do something by a staff member of the company.

The owner is liable for any injury sustained on their premises, even when an individual "signs" his/her rights away. All they have to do is say they didn't understand all the legalities involved and the courts will usually favor them because they are not expected to be legal eagles and they didn't have legal representation when they were under pressure to sign it. Can you imagine a situation where the prospective employee follows the directive of a foreman or shop supervisor and loses his eyesight and the company says, "It's OK, we're not liable because he signed this paper!" I don't believe any court would find in favor of the company.

There is a term that applies, but I'll be darn if I can remember what it is. It simply means there are circumstances where an individual can not give up their legal rights by signing a contract/agreement that does not comply with state or federal laws.

Every state is different, worker's compensation laws are written to protect the employer. Without that protection, the company is a lawyers dream come true when it comes to injuries sustained by a non-employee. Even when the individual is a "trespasser", if they get hurt, the owner usually pays dearly.

Best regards - Al
Parent - By jrw159 (*****) Date 06-17-2009 18:02
Al,
  It does make sense. Thanks for the sage advice.

jrw159
Parent - - By Milton Gravitt (***) Date 06-21-2009 23:22
  Al,want the company's liability insurance cover an accident. When we have visitors they have to sign a sheet and they get there PPE before they enter the shop.

                         MG
Parent - By weldo (*) Date 06-22-2009 03:16
I don't know if it applies to this or not, but, I think Wal-mart, McDonalds and any other business that has been sued for injuries occurring on their property could probably tell you that you can still be sued, and these law suits are by people who, of their own choosing go on to these premises, also these same businesses post signs "not responsible for injuries", so i would say use your better judgement and do what you feel is best for your company, I myself have had prospective employees come in and do a quick weld coupon for me just so i know he can at least run a bead and do some non-coded welding. but if I needed someone to come in and go right to work on a gas line or steam line I would be a lot more selective and use resumes and references as to the level of their experience, also preferably a recent certification. hope this helps, Steve
Up Topic Welding Industry / Technical Discussions / New Hires

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