Appreenticeship FAQ
Can a student under the age of 18 work on a “floor” in these occupations?
Yes, 16-year-old students can work in this setting. The regulations regarding minors working in such environments vary based on the Fair Labor Standards Act's Child Labor Provisions for Nonagricultural Occupations. As per Child Labor Bulletin 101, a high school student apprentice under 18 (at least 16 years old) can engage in factory work involving welding, machining, and manufacturing operations. However, there are limitations until they reach 18; they cannot operate motorized vehicles or power-driven hoisting apparatus. Companies may need to update their HR systems and internal documents to comply with these regulations if hiring minors for such roles.
Would a business expect to see their insurance coverage costs remain the same?
Yes, the insurance costs remain the same. It's advisable for every business to reach out to their insurance provider before joining an apprentice program for specific guidance. Generally, most businesses have discovered that there's no alteration in their insurance coverage nor any rise in rates when they host apprentices in their operations.
Do businesses get to select which students are assigned to their company?
Yes, businesses can participate in the selection process. In the apprentice's junior year, schools will collaborate with businesses. Students will engage in industry visits and job shadows to explore various companies. Subsequently, participating businesses will conduct follow-up interviews to ensure a suitable match between the apprentice and their respective company. By the time the summer placement rolls around (usually in June after school ends), both the student and the business should have developed a strong familiarity with each other.
Will the students be ready to add value?
Yes, most students will be ready to add value during their first 90 days of the apprenticeship. Most students complete their advanced classes, often comprising dual credit courses from both the high school and local community college, by the end of their junior year. Yet, this timeline can vary depending on the program. It is crucial for each business to evaluate student qualifications before assigning them to work-based learning tasks.
Have the students been showing up on time?
Yes, these students want to work and have shown up on time. In the initial year of the program, students have demonstrated commendable reliability and personal skills aligned with the SkillsUSA Framework. They recognize the significant opportunity this program presents for themselves and their families and are committed to maximizing its benefits. Many students have embraced a new attendance mindset: "Arriving 10 minutes early is being on time!"
What if things don’t work out?
Yes, students who fail to meet the agreed-upon standards may be removed from the program. Throughout each stage of the work-based learning experience, there are several assessments and checkpoints for student progress. If a student falls below the minimum passing criteria set for both technical and behavioral competencies, they may be dismissed from the program.
Is it true that the business does not have an obligation to hire the apprentice for full-time employment after completion of the program?
Yes, the business isn't required to offer full-time employment. In this competency-based program, the business partner must provide the student with a chance to fulfill all outlined program standards through a minimum of 2,000 hours of work-based learning. However, completion of the apprentice program doesn't entail an obligation for the business to hire the student.
Is there a common process to handle pay rates?
Yes, business partners will establish a standard pay rate to serve as a reference point. Local school program administrators will gather input from area businesses to determine the expected pay rates for apprentices at different stages of the work-based learning experience. These rates are designed to offer flexibility for each business and should be considered as a general guideline. It's advisable for each business to verify pay rates with their specific human resources contact for confirmation.
Can this work in a union environment?
Yes, it is feasible to host a high school apprentice within a union environment. However, initiating such a program involves several initial discussions and integration efforts with the local union leadership and workforce. Establishing program processes and guidelines is essential to ensure its long-term sustainability while adhering to the core principles of any labor agreement, avoiding any violations.
Is this type of program different from skills trade shop apprentice programs?
Yes, this program is distinct, targeting positions and enabling high school students to engage in work-based learning experiences while attending school. Presently, numerous internal and external work-based programs within businesses are aiding future employees in acquiring the skills necessary to kickstart their careers. The high school student apprentice program concentrates on specific entry-level roles necessitating certifications (e.g., welding, machining, auto techs), allowing students to commence these pathways while still in high school. It's important to note that these programs are not designed to supplant skills trades programs.