This thread is like one of those memory quilts that grandmothers used to have. They were made out of pieces of prom dresses, curtains from the old house, baby blankets, ... etc.
It seems that in the history of a company there will always be, as there always have been, misunderstandings and incidents that one or a few employees will experience while working for that company.
Just about any of the "gripes" that have been posted here could apply to any one of us who worked for just about any company.
Tina,
Your situation has happened to a lot of people. The "old" Numanco (not the old-old Numanco, and certainly not the original Numanco - but the last version of Numanco before it was absorbed by Bartlett) had a clause in the employee handbook that stated clearly that any person who failed to complete the in-processing/testing at any site would be paid minimum wage for the time it took to attend the training up until they were dismissed for failing. In some cases that meant that you got $5.15 per hour, no per diem, and no travel reimbursement, and it could take up to two weeks or even longer before you even got the chance to fail out. Some people travelled thousands of miles, paid hotel bills or rent, and went home with less than $200. It sucked, I know. But it made a lot of people study really hard and wait until they were sure before taking a test.
Now, I agree with some of the posts in reply to yours, and some only in part. A person who accepts a job is responsible for having the minimum qualifications for that job before accepting it. Things like site-specific quals, or Hazwoper, or a respirator physical, et. al. are the responsibility of the employer. However, the ability to pass those are inherent in the minimum skills required. That is - you should have the education and experience that is generally considered qualification to be an HP/RP/RCT before you ever accept the job AND you should have the ability to complete the training that is given by the employer and pass the tests. So, it IS the employer's responsibility to provide certain training at their own expense, but they should not be expected to spend a nickel to train someone who isn't qualified to be there.
I don't know you. I won't judge you. But three attempts at a test is not reasonable. In some cases, a second chance isn't reasonable either. If someone scores very low on the first test, then the second test would not prove that they are trained for the job; it would only prove that they trained to take the test. Perhaps you had test anxiety, or tried to test and retest before you were ready - or, maybe you just didn't know the stuff. I don't know. I assume that since you have passed a similar test that you must know enough, but it's not for me to say.
But the point is that Bartlett has no obligation to pay you for travel, or to give you per diem, or to pay you a penny above minimum wage for that matter - even IF you pass the test and start working. The only reason that any one of us gets anything other than a flat $5.15 per hour (depending on the state) is that we agreed to the job under better terms.
If anything, Bartlett may be guilty of forgetting to tell you that you weren't going to get travel pay if you didn't pass the test. But, you didn't ask either.
You are the same person who on another thread claimed that you didn't need a union because you could make your own deals. I'm not going to argue the union queston in this thread. But, part of making your own deals is getting all the terms of the deal before entering into it. Apparently, you have learned a hard lesson this time. I'll bet a ton of money that you will never forget to ask those questions again.
Anyway, good luck to you. I hope you get some work real soon.