How should sponsors address complaints of harassing or intimidating behavior?

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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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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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

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Harassment in the workplace is unwelcome or offensive conduct that has the purpose or effect of being detrimental to an employee’s work performance, professional advancement, and/or mental health.  Harassment against apprentices or applicants for apprenticeship programs can be against the law if it is because of certain characteristics – including their race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), sexual orientation, national origin, age, disability, and genetic information – and if it creates an intimidating, hostile, or offensive work environment or results in an adverse employment action.

Harassment is not limited by gender identity or sexual orientation. Likewise, a target of harassment and their harasser may identify as the same sex and/or share the same sexual orientation. Visit the Prevent Harassment page for more information.

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