SIDA Badge Sample Clauses

The SIDA Badge clause establishes requirements for obtaining and maintaining a Security Identification Display Area (SIDA) badge, which is necessary for access to secure areas of an airport. Typically, this clause outlines the process for application, background checks, and the responsibilities of badge holders, such as displaying the badge at all times and reporting lost or stolen badges immediately. Its core function is to ensure that only authorized and vetted personnel can access sensitive airport zones, thereby enhancing security and regulatory compliance.
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SIDA Badge. As a condition of employment, each employee must obtain and retain a Security Identification Display Area (SIDA) Badge, which must be worn in full view while working. In order to obtain a SIDA badge each employee will have to go through a Transportation Security Administration (TSA) background check. The badge is re- certified annually and the cost is to be paid by the employee. The Employer will reimburse the cost incurred to obtain the badge upon the employee obtaining it. In the event the employee is unable to maintain a valid SIDA Badge he will be granted an unpaid grace period of no longer than three (3) weeks to resolve the issue. If he cannot obtain the badge within the grace period, his employment will be terminated. The grace period may be extended under extraordinary circumstances, with agreement between Company and Union.
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SIDA Badge. As a condition of employment, each ▇▇▇▇▇▇▇ must obtain and retain a Security Identification Display Area (SIDA) Badge, which must be worn in full view while working. In order to obtain a SIDA badge each employee, including ▇▇▇▇▇▇▇’▇, will have to go through a Transportation Security Administration (TSA) background check. The badge is re-certified annually and the cost is to be paid by the ▇▇▇▇▇▇▇. The Employer will reimburse the cost incurred to obtain the badge upon the employee obtaining it. In the event the ▇▇▇▇▇▇▇ is unable to maintain a valid SIDA Badge he will be granted an unpaid grace period of no longer than three (3) weeks to resolve the issue. If he cannot obtain the badge within the grace period, his employment will be terminated. The grace period may be extended under extraordinary circumstances, with agreement between Company and Union.
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