The anti-harassment provisions in the Equal Employment Opportunity regulations are applicable to all Registered Apprenticeship Programs. Apprenticeship sponsors must develop and implement procedures to ensure that apprentices are not harassed because of their race, color, religion, national origin, sex (including pregnancy, sexual orientation, and gender identity), sexual orientation, age (40 or older), genetic information, or disability and to ensure that their apprenticeship programs are free from intimidation and retaliation. These procedures must include a few specific steps, such as anti-harassment training and developing and implementing complaint procedures. These steps are described in this Frequently Asked Question.
What do the regulations say about harassment?
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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.Read More
The apprenticeship Equal Employment Opportunity regulations require that all Registered Apprenticeship Program sponsors take the following actions to prevent harassment in their programs:
A. Provide anti-harassment training to all individuals connected with operation of the apprenticeship program, including journeyworkers who regularly work with and/or mentor apprentices. Such training must:
- Communicate that unlawful harassing conduct will not be tolerated.
- Define the types of conduct that are unlawful.
- Explain that apprentices have the right to file a harassment complaint, without fear of retaliation, and provide information on how to do so.
B. Ensure that all facilities and apprenticeship activities are available regardless of an apprentice’s race, color, religion, national origin, sex (including pregnancy, sexual orientation, and gender identity), sexual orientation, age (40 or older), disability, or genetic information.
C. If the sponsor provides restrooms or changing facilities, they must provide separate or single-user facilities to assure privacy between the sexes.
D. Establish and implement procedures for handling and resolving complaints about harassment, intimidation, or retaliation.Read More
A participant in an apprenticeship program may not be intimidated, threatened, coerced, retaliated against, or discriminated against because the individual has:
- Filed a complaint alleging an Equal Employment Opportunity (EEO) violation (including harassment).
- Opposed a practice that is prohibited by Federal or State EEO law or regulation.
- Assisted, provided information for, or participated in an investigation, compliance review, proceeding, or hearing related to EEO.
Otherwise exercised any rights or privileges under these provisions.Read More
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.Read More