This document provides an orientation for a new team member joining Procyon Systems, an engineering consulting firm with offices in India and Canada. It outlines the company's services, notable past projects, business strategy, and growth goals. It also covers workplace policies around working hours, leave, assessments, promotions, and disciplinary procedures. The new team member is expected to take on multi-disciplinary engineering roles and their development roadmap focuses on piping and structural design skills.
This is a comparative study on the topic of Compensation for Retrenchment. I choose to compare the concept between Malaysia, United Kingdom, Australia, and Singapore.
This is a comparative study on the topic of Compensation for Retrenchment. I choose to compare the concept between Malaysia, United Kingdom, Australia, and Singapore.
Wages and Payment under Bangladesh Labor code 2006.
Hope this will help you. Please don't forget to like/comment. Your appreciation will motivate me to make further more slide. Thanks in advance
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Fbr functions, numericals, salary slip, tax rates 2020, type of fundsWajiha Muhammad Ismail
Core functions of Federal Board of Revenue,
Differentiate between Gratuity and Provident Funds,
Example of Salary Slip,
Numericals Related to Income from Salary,
Tax Rates of Pakistan year 2020
Company's Basic Hr Policy, which helps to create professional & Formal environment in Company.
its changeable, its totally depends on company Nature, its working environment.
Wages and Payment under Bangladesh Labor code 2006.
Hope this will help you. Please don't forget to like/comment. Your appreciation will motivate me to make further more slide. Thanks in advance
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Fbr functions, numericals, salary slip, tax rates 2020, type of fundsWajiha Muhammad Ismail
Core functions of Federal Board of Revenue,
Differentiate between Gratuity and Provident Funds,
Example of Salary Slip,
Numericals Related to Income from Salary,
Tax Rates of Pakistan year 2020
Company's Basic Hr Policy, which helps to create professional & Formal environment in Company.
its changeable, its totally depends on company Nature, its working environment.
The Affordable Care Act (ACA) is here. Are you ready? At the Infinity Software 2014 User Group Conference, attendees had the opportunity to learn about the practical implications of the ACA and how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast approaching employer reporting requirements.
The Affordable Care Act (ACA) is here. Are you ready? Learn about the practical implications of the ACA and
how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast
approaching employer reporting requirements.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
2. What do we do to earn money?
Drafting Design/Engineering
Piping
Structural Steel
Pressure Vessels
Land Mark Projects
- Metso CPP Pulp and Paper Plant (2009)
-APS 3442 Slop/Flash Treater (2012)
-APS 3464 Cheleken Facility (2012)
-Jack Fish 3 LACT, Canada (2013)
Multi-Discipline, Multi-Services
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13. Is Procyon a MNC?
• Look around you.
• Is a MNC so appealing?
– Management
• Fair, Scientific, Global best practices, Believes and Supports Team Member growth, takes
risks
– Corporate Culture
• Respect, Courtesy, Equality ,Ethical, Accountability, Honesty and Integrity,
Communication
– Work Environment
• Best People (you), Work Methods, Infrastructure, Tools, team work
– Clients/Projects
• Global clients, projects work standards
– Compensation
• Best in Industry
• Fair and transparent assessment practices
– Training and Development
• Commitment to training
• Training Tools, effectiveness
You evaluate, You decide!
17. Business Strategy
• 90% Outsourcing till end of 2015
• 60% Outsourcing beginning of 2016
• 40% Outsourcing to remain constant
• Find-Recruit-Train-Assess-Train-Use
• Do or Die in Quality
• Vendor Sourcing and Development
• Core members retention
• Multidiscipline Team
• Optimal Overheads
• Team Member Owners (Future)
18. Growth Strategy
• Capacity Growth (Manhours)
• Capability Growth (Horizontal and Vertical)
• Continuous Improvement
– Quality
– Training : Zero to billing and Effectiveness
– Management Practices
– Weed out "கலை" எடுத்தல்
19. How you guys fit in
Unit Manager
Team Lead
(Balaji)
Team Lead
(Bhaskaran)
Team Lead
Asst Manager
(Santhosh)
VENDORS
2016 Plan
20. Current Org Chart (May 2014)
Siva, age 37
CEO, Procyon
Shareholder
Project Manager
Lead Designer
Lead Draftsman
Marketing Manager
HR Manager
Accounts Manager
Education: DME – 1995 (First Class, Distinction)
BE (CEG Anna University Campus) Discontinued in 2nd Year
11 years work experience in
-Ashok Leyland, TVS Suszuki, LML Vespa, Ministry of Defence Govt of India
-8 Years with Procyon
21. Current Org Chart (May 2014)
Sasi, age 39
Shareholder, Procyon
Facilities Manager
Admin Manager
LIC District Manager CM
Education: DME – 1995 (First Class)
BBA , MBA
Past Experience : Piping Designer in Epoxy Engineers India Ltd
22.
23. Appointment
• Offer Letter
• On Acceptance Offer Letter becomes
Appointment Letter
• New Team Member Data Sheet/Certificates
• Identity Card
• Email ID
• Business Card
• Entry in Attendance/Lave Balance Register
• Time Sheet
• Quarterly Plan/Assessment Sheet
24. Produce, Manage or Develop
• Available Hours = Booked Hrs + Non Booked Hrs
• Booked Hours = Billable Work + Non Billable Work
– Non Booked Hours should be Zero (Resp = Santhosh)
– Billable work (Resp = Siva) depends on your capability and
project inflow
– Non Billable Work (Resp = Santhosh)
• Management
• Training and development
• Support Functions (Document work, purchasing)
25. Working Hours leave and Holiday(1/3)
• Regular Working Hours
– Mon to Friday : 8.00 a.m till 4.30 p.m with 30 minutes lunch recess
(unpaid)
– Saturday :8.00 till 12.00 a.m (or take Saturday off by working from 8.00
a.m till 5.30 a.m Mon-Friday)
• Tea Breaks
– Two breaks allowed (paid) 15 minutes each
• Weekly Holiday
– Sunday
• National Holidays and Festivals
– As per minimum mandatory list of government (around 4+5 Days)
– All National holidays are paid
– Festival Holidays are paid only after 30 days of employment in a 9o days
period
26. Working Hours leave and Holiday(1/3)
• Regular Working Hours
– Mon to Friday : 8.00 a.m till 4.30 p.m with 30 minutes lunch recess (unpaid)
– Shifts may happen, be prepared
• Tea Breaks
– Two breaks allowed (paid) 15 minutes each
• Weekly Holiday
– All Sundays and 2nd Saturday and 4th Saturday
• National Holidays and Festivals
– As per minimum mandatory list of government (around 4+5 Days)
– All National holidays are paid
– Festival Holidays are paid only after 30 days of employment in a 9o days period
• Extraordinary Leave
– Election (Parliamentary and Legislative)
– Important Cricket Matches (see page 3)
27. Working Hours leave and Holiday(2/3)
• Leave
– Casual Leave: (Complying with Chapter VI, Section 25, 1.b of The Tamil Nadu Shops and
Establishments Act , 1947)
• Leave to be applied in proper format
• Except in dire circumstances leave application to be submitted 48 hours before (excluding Sundays and
holidays) . In dire circumstances intimation, communication should reach the immediate supervisor within one
hour from the start of the work day. Emergency situations can be considered under the discretion of the
immediate supervisor.
• Cannot be combined with any other leave.
• 1 day credited in leave balance for every 20 days worked (12 days in a year)
• Casual Leaves lapse on Last day of December every year, any remaining leave is not carried over nor a payment
is made in lieu
– Sick Leave: (Complying with Chapter VI, Section 25, 1.a of The Tamil Nadu Shops and
Establishments Act , 1947)
• Leave to be intimated within 1 hour from start of the work day. Emergencies and dire circumstances can be
considered.
• Sick Leave of more than 2 days needs Doctors certificate advising rest from work.
• Sick leave of more than 5 days needs doctors certificate advising rest from work. and fitness certificate.
• 1 day will be credited in leave balance for every 20 days worked (12 days in a year)
• Sick Leaves lapse on Last day of December every year, any remaining leave is not carried over nor a payment is
made in lieu
• 50% of unavailed sick days can be carried forwarded to the next year.
• Sick leave can be credited in advance (On first day of January) after 240 days of continuous service.
28. Working Hours leave and Holiday
– Earn Leave (Complying with Chapter VI, Section 25, 1 of The Tamil Nadu Shops and
Establishments Act , 1947)
• An Team Member will be eligible for earn leave after continuous service of 240 days
• 1 day credited in leave balance for every 20 days worked (12 days in a year)
• Leave to be applied in advance by fifteen days in proper format
• Earn leaves balances if any should be consumed within January 24th of every year. Failing which the
earn leaves will be automatically converted to cash and given with salary of the next month.
• Earn leaves cannot be taken more than 3 times in a calendar year
– Extra Ordinary Leave Rules (company discretion and rules)
• Election Day: Half a day paid leave is available on State Legislature election or Parliament Election or
bye elections provided Leave application is submitted 48 hours before. This leave will be treated as
EOL (Extraordinary Leave)
• Bandh: No leave of absence is allowed on bandh except for government ordered Bandh or curfew . It
is the responsibility of the Team Member to assess his own safety during his commute from his place
of living to his place of work.
• Cricket Match : Extra ordinary Leave is applicable cricket matches played by India or Chennai (not for
test match) on the day of the match or the following day (for day and night matches) as per following
rules;
– Can be availed for World Cup in which India plays in Semi Final,Final
– 20-20 annual cup Match final if played by Chennai Super Kings
– Any final match where India plays Pakistan
29. Cessation of Employment (1/3)
• Resignation
– No notice needed during 90 days probation on
either side
– Need one month written notice or one month pay
on either side.
– Any pay/wages will be paid after settling all dues
within 30 days from the date of last day of
working.
– Must attend an “exit interview”
30. Cessation of Employment (2/3)
• Termination
– No notice needed during 90 days probation on either
side
– Will be given one month written notice or one month
pay on either side.
– Reasons/Grounds for termination (after probation)
• Under performance for any two quarters in one year
• Inappropriate work place behavior (3 chances will be given
to rectify)
• Unlawful activities: Violence, Threat, Intimidation, Sexual
Harassment, Theft, Violating Confidentiality Agreements
• Insufficient notice and failure to report during layoff/others
31. Layoff (1/2)
• This is a special clause to the contract of
employment which you agree.
– In case of shortage of billable work for more than
30 days the company may at its discretion layoff
all or some team members with 50% salary for
50% attendance.
– The laid of team member should report to his
place of work every day at the beginning of work
during the layoff. Failure to report with sufficient
notice and cause will result in termination
32. Layoff (2/2)
– During layoff the Team Member will not take
employment with another company or
establishment which provided one or more of the
same service of our company.
– Similarly during layoff the company will not recruit
another Team Member in place of the laid of Team
Member
– There is no limit to the lay off period and the end
of layout and resume of normal employment will
be at the discretion of the company
33. Retrenchment
• In terms of long term employment unavailability due
to shortage of work or financial problems. A team
member may be retrenched with a notice of 30 days
with an additional pay as follows
Continuous Service Provided Retrenchment Compensation
< 240 days (Less than 1 year) 15 days pay
240 to 480 days (1-2 Years) 30 days pay
481 to 1200 days (3-5 years) 60 days pay
More than 5 years less than 10
years
90 days pay
More Than 10 years 120 days pay
34. Responsibilities of All Team Members
• Should maintain a one page Work Diary
• Time sheet to be filled in before leaving for
the end of the day
• 100% check your own work at all times(no
excuses)
• Develop multi-disciplined capabilities and
work multi discipline
35. Disciplinary Action
- ERRORS, OMISSION
- Lack of Common Sense, Logical Deduction
- Improper, unsafe Conduct, Behavior at work
• 1. First error or omission - First Warning in writing for critical mistake
• 2. Second error or omission within 1 year - second Warning in writing for critical
mistake and 1 day suspension with pay.
• 3. Third error or omission within 1 year - Third Warning in writing for critical
mistake and 2 day suspension with pay.
• 4. Fourth error or omission within 1 year - 1 Week suspension without pay.
• 5. Fifth error or omission within 1 year - 1 Month suspension without pay.
• 6. Sixth error or omission within 1 year - Termination with 1 month notice.
• (1 year from DOJ)
• 7. Any time during the career is suspended three times, fourth time is termination.
36. What is meant by “multi-discipline”?
• Do all what we are doing to earn money
• Multi-Discipline and Multi-Services
37. Work place behavior - Culture
• Values
• Vision
• Norms
• Working Language
• Systems
• Symbols
• Beliefs
• Habits
Why culture is important to an organization?
- How the business conducts and
behaves depends on its culture.
e.g: Members call each other by first name
e.g: not interrupting while the other person
talks
e.g. Not shaking the head (body language)
e.g. Always on time
38. Work place behavior - Rules
• Address every one by first name
• Responsibility of communication and intimation
• Cleanliness
• Safety and Health
• Environmental
39. Assessment/Increments/Promotions
• Quarterly Assessment Periods
– Jan, Feb, Mar
– Apr, May, Jun
– Jul, Aug, Sep
– Oct, Nov, Dec
• Plan – Review
• 5 Point Rating Scale
• Pre Agreed Targets/Increments/Promotions
• Annual Pay Increase (Start of Jan) of based on Govt of India
published Annual inflation rate during November.
• To be eligible for annual pay increase a minimum 240 day
continuous service is required
40. Road Map Till March 2014
• Development
– Piping Design/Drafting using CADWorx (when?)
• Should able to redo HT-TN Skid
• Should be able to redo APS3442
– Piping Spool drawings using Acorn Pipe (when?)
• Should be able to redo N16
• Should be able to redo JF3 PII
– Structural Drawings QC (when?)
• Should be able to check QC for JF3 STRU 1 and JF3 STRU 2
• Billable Work
– Current billable work :
• Piping Spools QC
• Structural Drawing QC
• Project Management/QC for MGDEC Piping