What specific actions must apprenticeship sponsors take to prevent harassment?

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.

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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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Sponsors should offer anti-harassment training, periodically and as necessary, to ensure that all new apprentices, journeyworkers who mentor apprentices, or other personnel connected with the administration or operation of the apprenticeship program receive training.  In addition, existing apprentices, journeyworkers who mentor apprentices, and other personnel should be periodically reminded of anti-harassment policies via training or other refresher materials.  Anti-harassment training may be provided during the required orientation and periodic information sessions that sponsors must conduct for individuals connected with administration or operation of the apprenticeship program.

We expect that in the course of their normal business practices, some sponsors provide anti-harassment training that covers some or all of what the Office of Apprenticeship regulations require.  Sponsors may simply modify existing training modules to include the regulations’ training obligation in order to limit time and expense.

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