Who must participate in anti-harassment training?

Equal Employment Opportunity

The training must be provided to all individuals connected with the administration and operation of the program, including the following:

Apprentices
Apprentice supervisors
Foremen and women
Journeyworkers
Instructors
Mentors
Other employees who regularly work with apprentices, including management and administrative personnel

In multi-employer programs and other situations where the sponsor and employer are different entities, it is expected that the sponsor will coordinate with the participating employers to ensure that employees who regularly work with apprentices will receive anti-harassment training. Such employees may include forepersons and supervisors who establish the accepted practices on the job site, or journeyworkers who train and mentor apprentices on the job. Historically, such coordination has been accomplished by written agreements entered into between the sponsor and employer that, among other things, set forth reasonable Equal Employment Opportunity procedures, and the Office of Apprenticeship expects such types of coordination to continue.

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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.
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Yes. The regulations require Registered Apprenticeship Program sponsors to maintain programs free from harassment, intimidation, and retaliation based on 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. It is a best practice for programs to promote positive workplace environments for apprentices that are altogether free from harassment.
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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.

Visit the Prevent Harassment page for more information.
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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.
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Who must participate in anti-harassment training?

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