Women, minorities, individuals with disabilities, and members of other protected groups continue to have very low participation rates in many apprenticeship programs. The apprenticeship Equal Employment Opportunity regulations are intended, in part, to support sponsors in expanding the diversity of their apprenticeship workforces. Protection from harassment promotes a workplace environment in which all apprentices feel safe, welcomed, and treated fairly. This, in turn, benefits apprenticeship sponsors by increasing retention of valued apprentices and enhancing recruitment success with other qualified individuals from underrepresented groups. As apprenticeship programs strive to achieve greater diversity, it is important to prevent individuals from experiencing harassing situations when they are simply trying to do their jobs.
Why is workplace harassment part of the regulations?
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To show that all individuals connected with the administration or operation of the apprenticeship program have received the required anti-harassment training, sponsors will generally need to maintain records showing that all required individuals completed the training and the training received by these individuals covered the required elements outlined in the Equal Employment Opportunity regulations. Documentation showing that apprentices and journeyworkers who mentor apprentices completed the training could include a sign-in sheet with the individuals’ names and date on it.
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Yes. Anti-harassment training materials are available for apprenticeship sponsors on the Prevent Harassment Equal Employment Opportunity (EEO) webpage. These materials include:
- A short, introductory animated video with associated knowledge checks, which sponsors can download to use as part of their anti-harassment training
- A sample PowerPoint presentation that includes scenarios that can be customized for each sponsor’s program, as well as discussion questions to engage participants and managers and illustrate key learning points
In keeping with the apprenticeship EEO regulations, these resources should be used in a training setting that allows trainees to participate actively.
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Sponsors should offer anti-harassment training, periodically and as necessary, to ensure that all new apprentices, journeyworkers who mentor apprentices, or other personnel connected with the administration or operation of the apprenticeship program receive training. In addition, existing apprentices, journeyworkers who mentor apprentices, and other personnel should be periodically reminded of anti-harassment policies via training or other refresher materials. Anti-harassment training may be provided during the required orientation and periodic information sessions that sponsors must conduct for individuals connected with administration or operation of the apprenticeship program.
We expect that in the course of their normal business practices, some sponsors provide anti-harassment training that covers some or all of what the Office of Apprenticeship regulations require. Sponsors may simply modify existing training modules to include the regulations’ training obligation in order to limit time and expense.
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Sponsors must provide a mechanism for apprentices who have experienced harassment, or have witnessed the harassment of others, to report the incident(s) to an appropriate manager, human resources office, or other organizational contact. As soon as a sponsor becomes aware of harassment, it should take steps to intervene and stop it – both to prevent further harassment and to avoid possible legal liability or program deregistration. Visit the Prevent Harassment page for more information.
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