The training must be more than a mere transmittal of information. It must include participation by trainees, such as attending an in-person training session or completing an interactive training online. Sponsors that already provide anti-harassment training may modify their existing training to include the provisions specified in the apprenticeship Equal Employment Opportunity (EEO) regulations. Ready-to-use anti-harassment training materials are available on the Prevent Harassment Apprenticeship EEO webpage.
How should anti-harassment training be conducted?
Equal Employment Opportunity
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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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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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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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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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