JOINT APPRENTICESHIP AND TRAINING COMMITTEE

INSTRUCTIONS, RULES AND REGULATIONS FOR ELECTRICAL APPRENTICES

Revised October 2008

The Joint Apprenticeship and Training Committee (J.A.T.C.)

The J.A.T.C. is a group composed of an equal number of labor and management members.   Acting in an advisory capacity only are the Training Director, one representative from the school department (Foothill College), and one representative from the State apprenticeship office (DAS – Division of Apprenticeship Standards).  This committee meets on the fourth Monday of every month.  They govern the training of all apprentices, check record books, review attendance and grades and grant wage increases.  It is within their power to withhold wage increases and dispense whatever disciplinary action is necessary.

Acceptance Into The Apprenticeship

The applicant, having passed the required tests and having been accepted into the apprenticeship program, signs an Apprenticeship Agreement (DAS-1).  An apprentice is expected to perform the work required on–the-job, to attend school regularly and maintain satisfactory grades.

Supervision

The J.A.T.C. also acts to see that apprentices work with and under the immediate supervision of a qualified journeyman, who will devote the necessary time and interest to the apprentice’s training.  A qualified journeyman is a worker who has passed the I.B.E.W. examination or completed an apprenticeship program for the work in which the apprentice is being supervised.

Change of Address

The apprentice is solely responsible to the J.A.T.C. and Union for maintaining a current address at all times.

Probation

The first 2000 hours of the on-the-job training and the first year of school are a probationary period.  All probationary apprentices are required to have their record books (Blue Books) checked by their journeyman.  The pages of the Blue Book must be properly filled out, and signed by the apprentice’s on-the-job supervisor.  An apprentice must complete 2000 hours of on-the-job training and first year of school with satisfactory grades to complete the probationary period.

Employer Evaluation

A confidential report of progress on-the-job shall be supplied to the employer every month during probation and every six months thereafter. The purpose of this report is to evaluate the apprentice’s progress for on-the-job training and job performance.  If any apprentice has below average or unsatisfactory marks in any of the categories, they will be subject to discipline.

Related Instruction

Apprentices shall satisfactorily complete a course of 186 hours of related and supplemental instruction (school) per year.  Time spent in related instruction shall not be compensated.

Apprentice Record Book (Blue Book)

The apprentice is required to maintain a Blue Book.  The Blue Book is furnished by the J.A.T.C. at the Training Director’s office.  Work hours must be totaled and each yellow sheet must be signed by the on-the-job supervisor.  Monthly totals must be posted on the back cover of each book and the cumulative totals on the back cover are carried foreword to the next book.  Blue Books must be handed into the Training Director at the end of each six months period.  The Blue Book is to be presented to the J.A.T.C. for review whenever an apprentice is notified to appear.  Blue Books shall be turned in at the end of the month prior to wage increase effective date.  Apprentices who fail to turn in their Blue Books, properly filled out, within two weeks of written notice, will be removed from the job until the Blue Book is turned in.  The back cover of the Blue Book is to be signed by the on-the-job supervisor

Complaints

If an apprentice wishes to register a complaint, an appointment to appear before the J.A.T.C. may be made at the Training Director’s office.

Leave of Absence

An apprentice may apply only ONCE for a leave of absence.  Before a leave of absence is granted, the apprentice must appear before the J.A.T.C. to state the reasons for the leave and secure the Committee’s approval.  (This leave not to exceed one year.)  Apprentices failing to return from a leave of absence within the time granted will be dropped from the program.

A leave of absence will not be granted to accept other employment.

For medical leave of absence, documentation must be received by the J.A.T.C.  To return from a medical leave of absence, an apprentice must appear before the J.A.T.C. and present the J.A.T.C. with a medical release to return to school and work.

First Aid and CPR Training

It shall be the responsibility of each apprentice to receive training in and maintain current cards for First Aid and CPR.  All apprentices shall receive training in First Aid and CPR in addition to regular class work.  The First Aid and CPR training shall be completed in the first six months of apprenticeship and renewed as required to maintain current First Aid and CPR cards.

Wage Increases

All Apprentice records will be reviewed for a wage increase approximately each six month period starting with the date of indenture, in accordance with the apprentice wage schedule.

1                                              0-1000                         Satisfactory Progress

2                                              1000-2000                   1^st Year School Completed

3                                              2000-2750                   Completion of Semester

4                                              2751-3500                   2^nd Year School Completed

5                                              3501-4250                   Completion of Semester

6                                              4251-5000                   3^rd Year School Completed

7                                              5001-5750                   Completion of Semester

8                                              5751-6500                   4^th Year School Completed

9                                              6501-7250                   Completion of Semester

10                                            7251-8000                   5^th Year School Completed

No wage increase will be issued until period process hours have been completed.  Apprentices will not advance until they have completed the corresponding semester of school with satisfactory grades (see wage schedule).    When the apprentice has qualified for advancement, a wage increase letter will be sent to the apprentice and the employer.  No employer is to pay an apprentice over or under the wages of the apprentice’s pay bracket. Raise increase will be processed no less than 60 days between raises.

Required Tools

An apprentice will not be advanced to the third bracket without a full tool kit listed in the Inside Wireman’s Agreement, verified by the employer and turned into the Training Director.

Rotation

An apprentice shall work for at least five different shops and for a reasonable length of time in each shop (12 to 14 months) during the apprenticeship.

If upon checking the Blue Book, the J.A.T.C. finds that an apprentice is not getting the proper training or is spending too much time on any one phase of the work, and the present employer is unable to supply work in other processes, the apprentice shall be rotated to another shop.  If an apprentice finds too much time is being spent on any one phase of work, the apprentice shall bring this to the attention of the J.A.T.C. through the Training Director’s office.  Before any apprentice is referred to another job, the up-to-date Blue Book must be checked by the Training Director who will refer the apprentice to the Union office.

If an employer is unable to give an apprentice the needed varied work or has had the apprentice too long, both the employer and the apprentice will be notified by the J.A.T.C., and the apprentice shall report to the local Union office for referral as directed.

Job Assignments – Quitting Jobs

Apprentices shall not quit their jobs.  Apprentices should notify the Union or the Training Director of job conditions that need correction.  An apprentice who quits a job without following procedures shall be disciplined.  Apprentices will contact the Union if being asked to stay home while waiting for work.

Apprentices are not to work for or with relatives until they are in their last pay period.

Transfer

No transfer of apprentices into this J.A.T.C. program will be considered until they meet this J.A.T.C.’s entrance requirements.

Geographical Jurisdiction

No apprentice shall travel outside the jurisdiction of this J.A.T.C. in the performance of work process hours.  Employers shall assign apprentices to jobs in this J.A.T.C.’s jurisdiction only; except at the direction of the Committee.

Grading Policy

Classroom instructors will submit semester grades to Foothill College based on the class grading policy.  Instructors will report to the J.A.T.C. scores on the standardized tests.  Students with scores below 85% are subject to discipline or cancellation.

Test Makeup

Night Class

All missed tests shall be made up before the next class.

TESTS NOT MADEUP BEFORE THE NEXT CLASS, WILL BE GIVEN A “0”.

Day Class

All missed tests shall be made up at the end of the next day class.

TESTS NOT MADEUP AT THE END OF THE NEXT DAY CLASS, WILL BE GIVEN A “0”.

The Committee will allow the retest of one failed test per semester.

Disciplinary Action May Be Taken By The J.A.T.C. For Any Infraction Of The Following Rules

1.                  Failure to perform the work on the job indicated by any below average or unsatisfactory rating on an employer evaluation.

2.                  Failure to attend school as scheduled.

3.                  Scoring below 85% on a standardized test.

4.                  Failure to maintain or turn in a Blue Book.

5.                  Failure to appear in response to notification.

6.                  Failure to be available for dispatch when unemployed.

7.                  Working for any electrical contractor during any period of disciplinary suspension from the job.

8.                  Failure to follow school policies.

9.                  Disciplinary problems in the classroom.

For Violations Of Apprentices Standards Or Rules and Regulations of JATC Other Than Unexcused Absences

1^st Violation - 1 to 5 days off of work.

2^nd Violation - 10 to 30 days off of work

3^rd Violation -  Subject to cancellation of Apprenticeship Agreement.

The lesser discipline(s) need not be imposed before the greater discipline so long as the number of violations warrants the discipline(s) imposed.

Disciplinary Actions

A.                ALL ABSENCES

All absences, whether excused or unexcused, must be made up.

Excused absences may be made up on at a journeyman class.

If a student has a total of five (5) excused or unexcused absences during a school year, the apprentice may be required to repeat the year.

            Example of circumstances for which the Committee may waive the above policy:

a.       Death on the immediate family.

b.      Serious illness documented by a doctor’s letter.

c.       Serious family problems.

The Committee will not waive the above policy for:

a.       Inconvenience

b.      Vacations

c.       Social Commitments

d.      Any conflict over which the apprentice had control over scheduling.

e.       Lack of transportation.

B.                 PENALTIES

UNEXCUSED ABSENCES

1. 1 Unexcused Absence - No penalty (school hours must be made up)

2. 2 Unexcused Absences - 1 day off of work (made-up at Day school, 8 hours each day)

3. 3 Unexcused Absences - 5 days off of work (made-up at Day school, 8 hours each day)

4. 4 Unexcused Absences - 10 days off of work (made-up at Day school, 8 hours each day)

5. 5 Unexcused Absences - Cited before the Board - Subject to cancellation of your Apprenticeship Agreement.

The Committee need not impose the lesser discipline prior to the greater

discipline so long as the number of unexcused absences satisfy the disciplinary

action taken by the Committee.

When an apprentice is given days off of work, the Apprentice shall be required to

report to the school to attend the ongoing day school classes.

When an apprentice is off on disciplinary action, the regular nights or days of

school shall be attended.  However, if part of the disciplinary action includes

suspension from school, than the above sentence (relating to attending the

ongoing day classes) does not apply.

C.                Tardies

1.      3 Tardies = 1 Absence

2.      Tardies over 1 hour = 1 Absence

3.      Leaving at break = 1 Absence

Disciplinary Action for Unsatisfactory Grades

An apprentice who scores below 85% on a standardized test, will be subject to up to 30 days off work.

Integrity

Indentured apprentices, who have qualified for the program, have been selected for certain qualities.  Among those are:  “a good moral character, integrity and maturity, in essence, a good citizen”.

Apprentices who, by their personal actions, display a disregard for the above, could have their indenture papers canceled by the J.A.T.C.

The JATC will not condone moonlighting, theft of material, use of drugs, or any violation of the law, or the instructions, rules and regulations of this J.A.T.C.  All offenders will immediately be cited before the J.A.T.C. for disciplinary action.

Certificate of Completion

In order to turn out as a Journeyman Wireman, an apprentice must complete 8000 OJB (on-the-job) hours and attend at least 930 hours of related instruction.

Upon successful completion of the 8000 (eight thousand) work process hours and 10 (ten) semesters of related instruction, each apprentice will receive 2 (two) Certificated of Completion; one from the National J.A.T.C. and one from the State of California, Division of Apprenticeship Standards (DAS).

General Savings Clause

It is the intent of the parties to establish apprenticeship standards which comply in all particulars with the requirements of Federal and State law, and in the event that any provisions of these Standards, the Rules and Regulations, or Instructions are finally held or determined to be illegal, or void as contravening any such laws, rules or regulations, nevertheless the remainder of the Standards, Rules and Regulations shall remain in full force and effect unless the parts affected are wholly inseparable from the remainder.  If and when any provisions of the Standards, Rules and Regulations, or Instructions are held or determined to be illegal or void, the parties will promptly take steps to correct such illegality.

POLICY AGAINST SEXUAL HARRASSMENT

1.         GENERAL

The Joint Apprenticeship and Training Committee does not tolerate sexual harassment of any type.  Sexual harassment is unlawful and such prohibited conduct exposes not only the Committee, but individuals involved in such conduct to significant liability under the law.  The Committee expects committee employees, including instructors, employers who hire apprentice, and apprentices to treat each other with respect and dignity so as not to offend the sensibilities of the individual.  Sexual harassment not only hurts the immediate victim, but other employees.  Incidents of harassment can result in a general atmosphere in which the purpose of the apprenticeship and training program is undermined.  The Committee therefore is committed to vigorously enforcing this policy against sexual harassment.  Committee employees or apprentices who engage in such conduct shall be disciplined.  Employers who engage in such conduct against apprentices will be denied access to apprentices.

2.         WHAT CONSTITUTED SEXUAL HARRASEMENT?

Sexual harassment according to the Federal Equal Employment Opportunity Commission (EEOC) consists of unwelcome sexual advances, requests for sexual favors and any other verbal or physical conduct of a sexual nature when:

a.       submission to such conduct is made explicitly or implicitly a term or condition  of an individual’s training or employment;

b.      submission to, or rejection of, such conduct by an individual is used as the basis for training-related or employment-related decision affecting such individual; or

c.       such conduct has the purpose of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, abusive or offensive teaching / working environment.

Sexual harassment may include, but is not limited to, intentional physical conduct that is sexual in nature, such as; touching, pinching, patting, sexually-oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experiences; and displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning or pornographic.

COMPLAINT PROCEDURE

The Santa Clara County Electrical Joint Apprenticeship and Training Committee desires for apprentices to feel comfortable raising any and all issues they may have with regard to their classroom or on-the-job training.  This includes raising complaints with regard to discrimination and sexual harassment.

We have established the following procedure to assist apprentices in resolving such issues.

An apprentice who has reason to believe that he or she may be the victim of harassment or discrimination based on race, color, national or ethnic origin, age, gender, religion, sexual orientation, martial status or physical or mental disability, may resolve the matter through the following process:

            1.  A apprentice alleging that he or she has suffered harassment or discrimination, or would like assistance in determining whether or not he or she has been or is victim of harassment or discrimination should refer the complaint immediately to the Training Director.  It is important to raise the complaints as soon as possible so that the training program has the ability to evaluate and take action on an immediate basis.  Complaints may be made orally or in writing.  Anyone who observes discrimination or sexual harassment is encouraged to report it.  Complaints must be on file no later than 30 days after the alleged unlawful event or when an apprentice knew or should have known of the facts the incident involved.

            2.  Once a complaint has been filed, the Training Director will meet with the concerned individual to understand the nature of the complaint and conduct a fact finding investigation of the complaint.  The Training Director or his designee will meet with the complainant and all persons involves including any witness and review of documents which are relevant.

            3.  If the complaint evolves an employee of the Training Committee and if the investigation concludes that there are meritorious and credible facts to support the complaint, the Training Committee will take appropriate disciplinary action which may include a warning, reprimand, suspension and dismissal.

            4.  If the complaint involves conduct at the apprentice’s workplace, and after a full investigation has concluded with facts supporting the basis for the complaint, the Training Committee will intercede to determine an appropriate resolution with the employer in question and the apprentice in question to attempt to reach a mutually satisfactory resolution.

            5.  If there are persistent complaints or complaints are not corrected by an employer, the Committee can temporarily suspend an employer’s ability to continue training apprentices or disqualify said employer from training apprentices in the future.

            6.  The Training Committee shall complete its investigation within 90 days of any complaint which has not been resolved satisfactory under item 4 above and shall issue a written statement of findings.  The investigation shall be documented in writing.  A copy of the written statement of findings shall be provided to the complainant within 30 days.

APPEAL RIGHTS

If the apprentice is not satisfied with the results of any final actions by the Training Director, he or she may appeal the Director’s action to the Board of Trustees of the Santa Clara County Electrical Joint Apprenticeship and Training Fund.  A written appeal should be filed along with a request for a hearing before the Board of Trustees on the matter.  Said request for appeal should be filed within 30 days of any final action by the Training Director.

The Board of Trustees may review the appeal and any and all results of the investigation including any further information or witnesses the apprentice wishes to present to make a final written decision on the appeal within 60 days.  An apprentice may further appeal any findings by the JATC to Foothill-De Anza Community College District, attention Robin Moore.

This complaint procedure is intended to assist resolving internal concerns and issue raised by apprentices with regard to their classroom and on-the-job training.  This procedure does not supersede or take the place of the apprentice’s rights to file actions before other State and Federal agencies and/or grievances with the Local Union with regard to employment issues.

ADDENDUM TO THE SANTA CLARA COUNTY RULES AND REGULATIONS.

To:     All Apprentices

From: Santa Clara County Electrical JATC

RE:     Consuming Alcohol During Class Breaks

The JATC has done its best to provide a facility and an environment that is conducive to the learning experience.  As apprentices, you spend considerable time away from your private lives to try and train yourselves to the point that makes you marketable in the electrical industry.  This training is important to you, to your brothers and sisters in our union, and for the future of the IBEW.

It has come to our attention that some apprentices have been leaving the campus during the evening break, perhaps to get something to eat or drink, that is ok; but stopping at a restaurant/bar, getting an alcoholic drink and then coming back the campus a little tipsy, is not ok. 

Being intoxicated on JATC property cannot and will not be tolerated.  Coming onto this campus under the influence of alcohol can disrupt the training of other apprentices and become a safety hazard both for the person who is under the influence and for others. Everyone attending this school is an adult is expected to act that way.  It is just as unacceptable to be under the influence at class as it is on the jobsite.

If this continues, we will have no choice but to eliminate the 20 minute break and go back to the way is was originally set up; a 10 minute break at 6:30pm, another at 7:30pm and class ending at 8:30pm.  Because of the time constraints, we will also need to cancel the catering truck.  It would be unfortunate if the actions of a few spoil things for everyone.

Any apprentice in the future, who returns to class from a break being tipsy, or even has a smell of alcohol on his or her breath, will not be allowed to remain in class that day and will be given an absence for the class; and will be subject to discipline up to and including expulsion from the program.