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?
Equal Employment Opportunity
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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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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.
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The sponsor can rely on anti-harassment training provided to instructors, journeyworkers who mentor apprentices, or apprentices by contractors or other providers if that training satisfies the requirements of the Office of Apprenticeship’s apprenticeship Equal Employment Opportunity regulation regarding anti-harassment training:
- The training is not a mere transmittal of information, but includes participation by trainees, such as attending an in-person training session or completing an interactive training online; and
- The content of the training communicates:
- That harassing conduct will not be tolerated in the apprenticeship program;
- The definition of harassment and the types of conduct that constitute unlawful harassment; and
- An explanation of the right to file a harassment complaint.
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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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