What do the regulations say about intimidation and retaliation?

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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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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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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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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