Apprenticeship Policies and Procedures

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The Electrical Joint Apprenticeship Training Committee of Southern Nevada

and

IBEW Local Union #357

and

Southern Nevada Chapter National Electrical Contractors Association

presents

Apprenticeship Policies and Procedures

Revised August 2020

IBEW Matt Firmenich Training Center 620 Leigon Way Las Vegas NV 89110 Phone: (702) 459-7949 Fax: (702) 459-8804

Table of Contents

GENERAL POLICIES AND PROCEDURES ...... Section 1

DRUG MISUSE AND ABUCE; ALOHOL MISUES AND ABUSE POLICY ...... Section 2

SEXUAL HARASSMENT AND DISCRIMINATION POLICY ...... Section 3

WIREMAN APPRENTICESHIP AND TRAINING STANDARDS WITH SELECTION PROCEDURES AND EEO/AA PLAN ...... Section 4

INSTALLER/TECHNICIAN REGISTERED STANDARDS ...... Section 5

EQUAL EMPLOYMETN OPPORTUNITY POLICY AND AFFIRMATIVE ACTION PLAN ...... Section 6

PROCEDURES FOR PROCESSING APPLICATIONS AND SELECTING APPRENTICES ...... Section 7

COLLECTIVE BARGAINING LANGUAGE - WIREMAN ...... Section 8

COLLECTIVE BARGAINING LANGUAGE - INSTALLER//TECHICIAN ...... Section 9

i [THIS PAGE INTENTIONALLY LEFT BLANK]

ii SECTION 1

General Policies and Procedures

as Adopted by the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

TABLE OF CONTENTS PAGE Vocational Education Principles: A-01 ...... 1 Vocational Education Policies: A-02 ...... 1 Apprentice Scholarship Loan Agreement: A-03 ...... 1 Applicant Declined or Missed Interview Policy: A-04 ...... 2 Prior Apprentice Interview Policy: A-05 ...... 2 Probationary Period Policy: A-06 ...... 2 Discipline Procedure: A-07 ...... 3 Address/Phone Notification Policy: A-08 ...... 4 Absence/Tardy Notification Policy: A-09 ...... 5 Military Leave Policy: A-10 ...... 6 Related Instruction Policy: A-11 ...... 6 Books and Materials Policy: A-12 ...... 10 Educational Accessories Policy: A-13 ...... 10 Related Instruction Absence Policy: A-14 ...... 10 Extra Class Absence Policy: A-15 ...... 14 Clark County Exam Policy: A-16 ...... 15 Registered Apprentice Employment Policy: A-17 ...... 17 Energized Circuit Policy: A-18 ...... 18 Convention Setup Work Policy: A-19 ...... 21 Rotation Policy: A-20 ...... 24 Work Process Evaluation Policy: A-21 ...... 25 Delinquent Time Cards Policy: A-22 ...... 25 Periodic Advancement Wireman Policy: A-23 ...... 26 Periodic Advancement Installer/Technician Policy: A-24 ...... 30 Wage Scale Policy: A-25 ...... 34 Completion of Apprenticeship Policy: A-26 ...... 34 Academic Awards Policy: A-27 ...... 34 Attendance Awards Policy: A-28 ...... 36

Section 1 – i

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Section 1 – ii

VOCATIONAL EDUCATION PRINCIPLES A-01

The JATC program is supplemental to the State of Nevada Vocational Education Principles. The Committee responds to the needs of the total person indentured to the Electrical JATC when applicable and practical as determined by the Committee.

The Committee feels that individuals can be selected and developed within the past and present standards of the program. If an individual cannot obtain program standards with supplemental help as provided, the Committee is obligated to terminate the individual’s apprenticeship agreement.

VOCATIONAL EDUCATION POLICIES A-02

On-the-job training and academic training constitute the Electrical JATC program.

If an individual is found to be unsuitable to the trade, their apprenticeship agreement shall be terminated by the Committee following the guidelines detailed in this manual. Substandard effort, motivation or skill development are indications that a participant may not belong in the program or the construction industry.

In addition to the successful completion of apprenticeship training, it is necessary for an individual to be employed in the trade for a number of years to develop the vocational skills and competency levels required by the industry.

APPRENTICE SCHOLARSHIP LOAN AGREEMENT A-03

The JATC has established an Apprentice Scholarship Loan Program whereby newly registered apprentices may be required to sign a scholarship loan agreement and promissory note as a precondition to admission into the program. The Apprentice Scholarship Loan Program is deemed necessary in view of the tremendous value conferred upon apprentices through training, the substantial cost to the sponsoring entities, the necessity of maintaining a solvent and viable trust, and the practical desire to promote worker dedication to the Union sector of the electrical industry. The Committee may retain and pay for services of professional advisors, attorneys, accountants, etc. in order to determine appropriate scholarship loan values and to formulate the procedures and documentation necessary to implement the program.

Section 1 – 1

APPRENTICE SCHOLARSHIP LOAN AGREEMENT, cont.

The scholarship loan must be repaid either in cash or through annual work credits accrued through employment with signatory contractors to labor agreements with an IBEW local union. The specific amounts involved and the terms of the Scholarship Loan Agreement are set forth in the written Electrical Worker Apprentice Scholarship Loan Agreement and Promissory Note.

APPLICANT DECLINED OR MISSED INTERVIEW POLICY A-04

An applicant who received a notice for an interview and declined by written statement and/or missed their scheduled interview the applicant must re-apply. If they are qualified for an interview, the applicant shall wait one year after the initial scheduled interview date to be interviewed.

PRIOR APPRENTICE INTERVIEW POLICY A-05

If an applicant’s apprenticeship offer or apprentice’s apprenticeship agreement has been declined, rescinded, resigned or terminated, they must re-apply. If they are qualified for an interview, they must wait until one year after the date of their offer of apprenticeship or apprenticeship agreement (whichever one was the latest) was cancelled to be interviewed.

PROBATIONARY PERIOD POLICY A-06

A. The probationary period is 2,000 hours of on the job training and completion of one year of classroom curriculum for the Wireman Program and 1,500 hours of on the job training and completion of one year of classroom curriculum for the Installer/Technician Program as per the Programs Standards registered with the Nevada State Apprenticeship Council (OWINN) on the date of registration. During this period, an apprentice’s apprenticeship agreement may be canceled for any reason by either the JATC or the Apprentice without the formality of a hearing.

Section 1 – 2

PROBATIONARY PERIOD POLICY, cont.

B. Prior to the end of an apprentice’s probationary period, the Committee shall review the apprentice’s ability and development. Action must be taken on each probationary apprentice to end their probation or cancel their indenture agreement. All interested parties shall be notified of such action.

C. The Committee recommends that all apprentices shall be eligible for union membership upon satisfactory completion of the registration process.

These procedures are established to comply with Section 4-Section 4, General Duties of the JATC, and Section 5-Section III, Duties of the JATC, as directed by the local Apprenticeship and Training Standards for the Electrical Contracting Industry. In the event of violation of JATC policy, and based on the severity of the violation, any or all of the following actions may be taken:

DISCIPLINE PROCEDURE A-07

A. Verbal Warning: If the committee issues a verbal warning to an apprentice, a note will be entered into the minutes of the meeting and a copy of those minutes will be placed in the apprentice’s file.

B. Written Warning: If the Committee issues a written warning, a copy of the warning, signed by the apprentice and the Chairman of the JATC, will be entered in the apprentice’s file and recorded in Committee minutes. In the event a written warning is given, the JATC reserves the right to withhold a scheduled upgrade for a maximum of three months.

C. Pretermination Probation: For serious violations of Committee policy, the apprentice will be immediately placed on pretermination probation. This period shall be a minimum of six months in length or the duration of a Committee recognized rehabilitation program. There will be no scheduled upgrades while on probation. The JATC reserves the right to extend the length of pretermination probation for the remainder of the apprentice’s term of apprenticeship for repeated violations. Should this occur, scheduled upgrades may or may not be affected. Depending on the severity of the violation, this step may be taken with or without prior disciplinary action.

Section 1 – 3

DISCIPLINE PROCEDURE, cont.

D. Termination of Apprenticeship Agreement: Termination of Apprenticeship Agreement may occur when dealing with issues involving evaluation, academics, absenteeism, employment terminations and employment status, et al. Depending on the severity of the violation, this step may be taken with or without prior disciplinary action. In the event an apprentice’s apprenticeship agreement is terminated, they will be notified in writing of their right to appeal as required by NRS 610.

E. Criminal Prosecution: Any apprentice involved with misdemeanor or felony actions against the JATC, JATC property, while on JATC property, or when representing the JATC, will be immediately removed from employment status, denied access to classroom training and prosecuted to the fullest extent of the law.

Any apprentice terminated from employment or denied employment for any reason, must immediately register on the out-of-work book at the JATC, but will be removed from employment eligibility pending the outcome of JATC investigation and final determination of appropriate disciplinary action.

A notice to appear before the JATC will be given to the apprentice in writing via certified mail instructing them of the date, place and time to appear, as well as the charges. All proceedings of this appearance are to be documented and maintained in the individual’s personnel file for the term of apprenticeship.

ADDRESS/PHONE NOTIFICATION POLICY A-08

All apprentices are responsible for keeping their address and telephone number current with the JATC office. Change of address forms can be received from any instructor during class time or from the JATC office at any time. Any change of address or phone number should be filed with the JATC office within five (5) days of the change.

Section 1 – 4

ABSENCE/TARDY NOTIFICATION POLICY A-09

The Contractors ability to complete their jobs in a timely manner and according to contractual obligations requires their work crews be on the job site for all scheduled hours.

Any apprentice absent from, or tardy to their assigned training assignment impedes the Contractors ability to effectively schedule their work. If you are unable to work due to illness, vacation, or emergency, you must notify the Contractor and the JATC or Director/Assistant Director. Failure to do so is a violation of JATC Employment Policy (A–15) and the Registered Standards (Section 4-Section 15, Hours of Work; Assignments, and Section 5-Section XVI, Hours of Work).

Any apprentice absent from, or tardy to their assigned classes impedes their ability to effectively progress with the JATC curriculum. Additionally, any absence without prior notification is a violation of JATC Related Instruction Policy (A-11) and the Registered Standards (Section 4-Section 13, Related Instruction, and Section 5- Section XIV, Related Instruction).

The following absence and/or tardy notification (Call-in) policy must be followed:

A. Whenever an apprentice receives a training assignment, it is the responsibility of the apprentice to verify the Contractors call-in procedure and phone number.

B. Every apprentice is required to periodically verify the phone number of the JATC, the Director and the Assistant Director.

C. Every apprentice is required to periodically verify the phone number of their instructors.

D. Any apprentice anticipating being absent from their training assignment for any reason, must notify the Contractor and the JATC or Director/Assistant Director BEFORE the scheduled start of the work shift. Such notification DOES NOT excuse the absence.

E. Any apprentice anticipating being tardy to work for any reason, must notify the Contractor and the JATC or Director/Assistant Director as soon as possible. All tardies, other than documented emergencies, are un-excused.

Section 1 – 5

ABSENCE/TARDY NOTIFICATION POLICY, cont.

F. Any apprentice anticipating being absent from their assigned classes must notify their instructor and the JATC or Director/Assistant Director BEFORE the scheduled start of the class period. Such notification DOES NOT excuse the absence.

G. Any apprentice anticipating being tardy to their assigned classes must notify their instructor and the JATC or Director/Assistant Director as soon as possible. All tardies, other than documented emergencies, are un-excused. H. Penalties for absenteeism or tardiness regarding the apprentices’ assigned classes are outlined in JATC Policy A-14, Related Instruction Absence Policy.

I. Penalties for absenteeism or tardiness regarding the apprentices’ training assignment are established by the Contractor to which the apprentice is assigned. It is the responsibility of the apprentice to verify any and all attendance requirements for their assigned Contractor.

J. Any violation of this policy will result in the JATC taking the appropriate disciplinary action as outlined in Policy A-07, Discipline Procedure.

MILITARY LEAVE POLICY A-10

All apprentices are required to submit military leave information to the committee before entering military service. The Electrical JATC will follow required guidelines per the Uniformed Services Employment and Re-employment Rights Act of 1944 (USERRA).

RELATED INSTRUCTION POLICY A-11

The classroom curriculum is a vital part of the apprentice’s overall training. The following policies and procedures are established to help guide the apprentice through successful completion of their apprenticeship studies.

Section 1 – 6 RELATED INSTRUCTION POLICY, cont.

A. Apprentices are required to report to class on time and be properly prepared. Homework assignments must be completed prior to each class session, ready for instructor inspection. Students not properly prepared will be required to present homework to the Training Director before coming to class.

B. The instructor may give any quiz to the class as deemed necessary. The quiz may be open or closed book at the discretion of the instructor. Quizzes will be used to determine the overall progress of the class, but any score given on the quiz will not be used in the calculation of the apprentice’s average.

C. NJATC tests will be administered using the following guidelines:

1. All NJATC tests will be closed book, with the exception of tests covering the National Electrical Code.

2. Apprentices will be allowed a maximum of one and one-half (1 ½) hours to complete chapter exams. The date of the test and the start time is at the discretion of the instructor. For apprenticeship years having more than one class section, all class sections must test on the same date and time.

3. Apprentices taking the semester or final exams will be allowed a maximum of two (2) hours to complete the test. The date of the test and the start time is at the discretion of the instructor. For apprenticeship years having more than one class section, all class sections must test on the same date and time.

D. If an apprentice is absent from class when an NJATC test is given, they will be required to take the test at the JATC office during normal office hours prior to 2:30 p.m. The test will be administered by the Training Director and must be made up before the apprentice is allowed to return to class.

E. The minimum passing score for NJATC tests is 75%. After three (3) test scores are posted, any apprentice whose weighted average is below 75% will be directed to appear before the JATC for a review of their academic and work history. The apprentice will receive a written warning from the JATC and the following conditions will be enforced.

Section 1 – 7 RELATED INSTRUCTION POLICY, cont.

1. If the apprentice is registered on the out-of-work list and unemployed, they will not be dispatched to employment until the weighted average is above 75%. Dispatch for work will be authorized by the Training Director after review by the JATC.

2. If the apprentice is employed, they will not be allowed to work any scheduled or unscheduled overtime. Additionally they will be required to leave their normal employment for four (4) hours per week and attend “extra help” or “study hall” sessions at the JATC office under the direction of the Training Director. Progress will be monitored by the Training Director and reported monthly to the JATC. These sessions will continue until the apprentice’s average is above 75%. Any apprentice who misses a “extra help” or “study hall” sessions will be marked absent and penalties will be assess according to Related Instruction Absence Policy A-14.

F. After all testing for the curriculum year is completed, the scores will be weighted and averaged. Penalty deductions because of absences will be deducted from the weighted average. At the completion of each curriculum year, any apprentice not scoring an adjusted average of 75% or greater, will be directed to appear before the JATC for a complete review of their academic and work history. At the discretion of the Committee, the apprentice will either be placed on pretermination probation and required to repeat the school year or will be removed from employment status and have their apprenticeship agreement canceled.

G. The JATC Grading Scale is as follows: 102 - 92 = A 91 - 83 = B 82 - 75 = C 74 and below = F

H. If an apprentice is placed on pretermination probation and required to repeat the school year, the following conditions will be enforced:

1. The apprentice’s upgrade to the next period of apprenticeship will be withheld regardless of the amount of OJT hours.

Section 1 – 8 RELATED INSTRUCTION POLICY, cont.

2. The Training Director will monitor the academic progress of the apprentice and report said progress to the JATC monthly.

3. After three test scores are posted, if the apprentice’s weighted average drops below 75%, they will be removed from employment status and have their apprenticeship agreement canceled. This will be done without the need for further review by the JATC and all interested parties will be notified in writing of this action.

I. Attendance at all class sessions by the apprentice is mandatory. Any absence from an assigned class session will result in disciplinary action as called for in policy A-07. Except in the case of a documented personal emergency, any apprentice who leaves class before the scheduled completion time will be marked as absent.

J. All classes will begin at the assigned start time. Any apprentice who is not in the classroom at the assigned start time will be marked as tardy. An apprentice who is late returning from a scheduled break will also be marked as tardy. Three tardies during a curriculum year will be considered as an absence and result in disciplinary action as called for in Policy A-07.

K. The JATC and/or Training Director reserves the right to schedule any extra training or demonstrations that they feel would benefit the educational progress of the apprentice. At the discretion of the JATC and/or Training Director, attendance at these extra classes may or may not be mandatory.

L. An apprentice who is disruptive or verbally abusive in class will be directed to leave the classroom and JATC property. They will not be allowed to return to class and will be referred to the JATC for possible disciplinary action.

M. An apprentice caught cheating on any Chapter, Semester, or Final Exam will immediately surrender their test paper to the instructor and be directed to leave the classroom and JATC property. They will not be allowed to return to class and will be referred to the JATC for possible disciplinary action.

N. Cellular phones or other communication devices may not be used for any communication purposes including text messaging during class time. The use of a silent mode will only be allowed in cases of imminent need such as the birth of a child, and only with the prior permission of the Training Director.

Section 1 – 9 RELATED INSTRUCTION POLICY, cont.

O. Children are not allowed at the JATC during school hours.

P. Pets are not allowed at the JATC at any time.

BOOKS AND MATERIALS POLICY A-12

A. The Committee will purchase all needed text books and lesson materials from publishers. These materials will be issued to the apprentice at cost.

B. Payment for books and materials must be made at the time of receipt. No books will be issued until payment is made in full.

EDUCATIONAL ACCESSORIES POLICY A-13

A. The use of calculators shall be allowed in the classroom both for “homework” as well as for tests. The only calculator permitted to be used is the “TI-30 X Solar” manufactured by Texas Instruments and is available for purchase through the JATC at the procurement cost.

B. “Laptop” computers and Palm type devices (IPhones, Blackberry’s, IPads and etc) may be used in the classroom only for research and note taking regarding class content and never when tests are in the presence of apprentices.

C. Requirement for instruction regarding proper operation and use of calculator, “laptop” computers and/or Palm type devices in the classroom shall be at the JATC’s and/or instructor’s discretion.

D. No other electronic devices will be allowed in the classroom. This includes cameras, tape recorders and any other recording or duplicating devices.

RELATED INSTRUCTION ABSENCE POLICY A-14

A. Classroom instruction and “on-the-job” training are equally vital in the total education process in apprenticeship. Attendance at all class sessions is required if an apprentice is to successfully complete the program.

Section 1 – 10 RELATED INSTRUCTION ABSENCE POLICY, cont.

B. All classroom absences must be made up at the training facility within thirty (30) calendar days of the absence. Make up sessions must be prearranged with the Training Director and will be a minimum of three (3) hours in duration. Absences may be made up by one of the following methods:

1. Class session with an apprenticeship instructor or the Training Director

2. Study hall at the training facility under the direction of the Training Director.

3. For fifth (5th) period through tenth (10th) period apprentices, absences can be made up by tutoring other apprentices who require extra help. (Apprentices, who choose to make up class absences by tutoring other apprentices, may only tutor on materials that they have previously studied.)

C. Under no circumstances will credit toward absences be given for any work voluntarily performed for, at, or on the behalf of the JATC.

D. Three (3) tardies to class will constitute one (1) absence. This absence will NOT be able to be made up. For the purpose of this policy, tardy is defined as not being seated in the classroom prior to the assigned starting time of the class.

E. Any student not seated in the classroom when instruction begins will be marked tardy. If the student arrives in the classroom after the instruction begins, they may be marked tardy or absent and told to leave the classroom at the discretion of the instructor. Any student who reports to class without books and/or training materials will be told to leave the classroom and be marked absent.

F. All Absences will be assessed the following penalties:

1. One (1) Absence - NO Penalty: make-up strongly suggested

2. Two (2) Absences - NO Penalty: make-up strongly suggested

Section 1 – 11 RELATED INSTRUCTION ABSENCE POLICY, cont.

3. Three (3) Absences

a. Mandatory make-up

b. Upgrade withheld as follows:

i. 90 days if first two absences were NOT made up

ii. 60 days if only one of the first two absences were made up.

iii. 30 days if both of the first two absences were made up.

c. Loss of three (3) points from final grade

4. Four (4) Absences a. Mandatory make-up

b. Six (6) months upgrade withheld

c. Loss of five (5) points from final grade

d. Automatic appearance before the Committee for Disciplinary Actions (See Discipline Procedure A-07)

5. Five (5) Absences

a. Mandatory make-up

b. Twelve (12) months upgrade withheld

c. Loss of ten (10) points from final grade

d. Automatic appearance before the Committee for Disciplinary Actions (See Discipline Procedure A-07)

Section 1 – Page 12 RELATED INSTRUCTION ABSENCE POLICY, cont.

6. Six (6) Absences

a. Automatic repeat the school year or termination of apprenticeship agreement

b. Automatic appearance before the Committee for Disciplinary Actions (See Discipline Procedure A-07)

G. Special circumstances may be considered.

1. The apprentice must submit the written documentation regarding the special circumstances to the JATC office within thirty (30) days from the date of absence. Documentation received after the thirty (30) days from the date of the absence will be an UN-EXCUSED absence.

2. If written documentation/special circumstances was not approved by the JATC the absence will be UN-EXCUSED.

3. Any absence that was approved by the JATC with written documentation submitted to the JATC office within thirty (30) days from the date of the absence must be made-up for the absence to be considered an MEDICALLY EXCUSED absence.

H. Any absence involving a test will be handled under Policy A-11

I. All absences and penalties in the final period shall be made up before the apprentice is eligible to be reclassified as a Journeyworker Wireman or Installer/Technician.

J. Any student who misses a scheduled make-up class will not be rescheduled, marked as absent, and penalties will be assessed as above.

Section 1 – Page 13 EXTRA CLASS ABSENCE POLICY A-15

A. Extra class instruction, classroom instruction and “on-the-job” training are equally vital in the total education process in apprenticeship. Attendance in extra classes is required if an apprentice is to successfully complete the program. The Extra Class Absence Policy pertains to classes the apprentice and JATC schedules.

B. Any student not seated in the classroom when instruction begins will be marked absent. If the student arrives in the classroom after the instruction begins, they may be marked tardy or told to leave the classroom at the discretion of the instructor. Any student who reports to class without books, training materials and/or proper attire will be told to leave the classroom and be marked absent.

C. An apprentice can cancel and/or reschedule an extra class with a minimum of twenty-four (24) hour notice before the first day of class in order not to receive any withheld upgrade penalties.

D. If an apprentice did not pass an extra class due to absences, they will receive an upgrade withheld for thirty (30) days.

E. Special circumstances may be considered.

1. The apprentice must submit the written documentation regarding the special circumstances to the JATC office within thirty (30) days from the date of absence to over turn the upgrade withheld penalties. Documentation received after the thirty (30) days from the date of the absence will not over turn the upgrade withheld penalties.

2. If written documentation/special circumstances was not approved by the JATC the upgrade withheld penalties will stand.

F. All penalties in the final period shall be served before the apprentice is eligible to be reclassified as a Journeyworker Wireman or Installer/Technician.

Section 1 – Page 14 CLARK COUNTY EXAM POLICY A-16

Inside Wireman apprentices are required to pass the Clark County Journeyman Exam and Installer/Technician apprentices are required to pass the Clark County Installer Exam to complete their apprenticeship.

The JATC requires the apprentice to be at least a second year apprentice or above to take the Clark County Exam. Apprentices that have passed the Clark County Exam with valid documentation will be reimbursed for the cost of the exam one time ONLY. Apprentices will ONLY be reimbursed up to their graduation ceremony.

The Amended and Restated Trust Agreement for the Las Vegas Electrical Joint Apprenticeship and Training Fund (“Trust”) authorizes the Board of Trustees (“Board” or “Board of Trustees”) to establish such administrative rules, regulations, guidelines and policies as may be required for the operation of the Trust and its Joint Apprenticeship Training Committee (“JATC”), which are deemed beneficial to the Trust and its apprentice-participants (‘Apprentices”).

1. Purpose; Policy. The purpose of this policy is to focus on the successful completion of the Clark County, Nevada Electrical Code Journeyman-Wireman and Installer Examinations (“Code Exam”) by Apprentices (“Policy” or “Code Test Policy”). The Policy is intended to verify and enhance the qualification of Apprentices to work in the electrical industry as a Journeyworker Wireman or Installer/Technician upon completion of the JATC on-the-job and classroom training requirements (“Training Requirements”). The Policy shall supersede any and all inconsistent policies, guidelines, procedures and practices previously utilized by the Trust and its JATC.

2. Procedure. Each Apprentice, who has not then passed the Code Exam, shall receive a letter (following the Apprentice’s completion of the Training Requirements) from the JATC (“Notice”) advising the Apprentice that within a period of ninety (90) days (“Completion Period”):

(i) The Apprentice must complete the Journeyman-Wireman Code Review Class (“CC JW Review Class”)

(ii) And pass the Code Exam

Section 1 – Page 15 CLARK COUNTY EXAM POLICY, cont.

If the Apprentice fails to pass the Code Exam within the Completion Period, the JATC may:

(iii) Schedule the Apprentice to appear before the JATC;

(iv) Place the Apprentice on “Pretermination Probation” for a period of ninety (90) days (“Probation Period”);

(v) Remove the Apprentice from their training assignment and/or placement on the “out-of-work” book on the date of a scheduled appearance before the JATC;

(vi) And take such additional disciplinary action as may be appropriate under the circumstances, in their sole discretion, including, but not limited to termination of the Apprentice’s Registration (Apprenticeship Agreement).

3. Periodic Review; Implementation. The JATC staff is responsible for implementation of this Code Test Policy. The JATC Training Director and staff shall regularly review the progress of completed Apprentices and periodically notify the Board of any violations of this Code Test Policy. A review may be initiated at any time by instruction of the Board of Trustees.

4. Governing Policy. In case of any conflict between this Code Test Policy and a valid collective bargaining agreement and/or trust agreement, the terms and conditions of this Code Test Policy shall control, unless otherwise determined by the Board of Trustees. This Code Test Policy, the interpretation thereof and any dispute related thereto, shall be determined by the Board of Trustees in accordance with ERISA and other applicable laws.

5. Governing Laws. The Code Test Policy is intended to comply with the legal requirements of ERISA, the Fitzgerald Act, Chapter 610 of NRS, the laws of the State of Nevada and United States.

Section 1 – Page 16 REGISTERED APPRENTICE EMPLOYMENT POLICY A-17

All apprentice training assignments will be made by the Training Director and/or Committee.

A. Unemployed apprentices shall be available for training assignment during dispatch hours at the JATC Office and on the out-of-work book. If an apprentice is unable to work due to illness or emergency, the must notify the Training Director immediately.

B. The apprentice will notify the employer and the JATC prior to taking time off from work for vacations. If the apprentice is unemployed, they must notify the JATC 3 business days prior to the beginning of the vacation. Apprentices can take up to 2 weeks vacation (10 business days) from the out-of-work book in a calendar year (January 1 through December 31). If an apprentice wishes to return from their vacation earlier than they have scheduled, they must notify the JATC office 1 business day prior. Vacations from work or dispatch are not excusable absence from classroom training. Absences from classroom training will be handled under Policy A-14.

C. The JATC does not have the ability to guarantee work for 52 weeks a year or for 40 hours a week. However, the JATC does commit itself to make every effort possible to keep apprentices in active employment.

D. All recommendations for assignment of apprentices will be based upon the employer’s request and the training needs of the apprentice.

E. An apprentice not available for work without the Training Director’s written approval will not be dispatched until they have appeared before the Committee.

F. Apprentice that was laid off or terminated from their training assignment must report to the JATC by the next business day with their termination slip.

Section 1 – Page 17 REGISTERED APPRENTICE EMPLOYMENT POLICY, cont.

G. In case of discharge by a contractor for any reason, the apprentice will automatically be brought before the JATC. The Training Director will investigate and evaluate the discharge action taken and prepare a report for the Committee’s review. If the termination paper is stated “eligible for re-hire”, the apprentice may receive another training assignment before they meets with the Committee. If the termination paper is stated “Not eligible for re-hire” or does not state anything regards to eligible for re-hire, the apprentice CANNOT receive another training assignment until they meets with the Committee.

H. No apprentice shall resign from any place of employment or refuse a training assignment. For the purpose of this policy, resign shall mean quit, walk off the job, or volunteer for a “layoff.” Such action may cause the Committee to cancel their apprenticeship agreement. The Training Director must have given prior approval to such action by an apprentice and a report will be placed in the apprentice’s file.

I. If an apprentice has a complaint, it will be their privilege to call the Training Director on the job for consultation without any repercussion from the contractor or contractor’s representative.

J. A fifth year wire apprentice, in their last two (2) pay increments (9th and 10th pay periods) or a fourth year installer/technician apprentice, in their last two (2) pay increments (7th and 8th pay periods) will be allowed to work alone. An apprentice working alone will not be in lieu of a journeyworker.

K. It will be the apprentice’s responsibility to secure the required licensing permit for performing work.

ENERGIZED CIRCUIT POLICY A-18

Indentured Before 06/01/18

Working on exposed, energized electrical systems or equipment should be avoided. If job conditions require that an electrical circuit be worked on while energized, the following conditions for apprentices working on these systems must be followed:

1. Apprentices in their First or Second period (First Year) are not permitted to work on exposed, energized electrical systems at any time.

Section 1 – Page 18 ENERGIZED CIRCUIT POLICY, cont.

2. Apprentices in periods Three, Four, or Five (Second, Third and Fourth Year) are permitted to work on exposed, energized electrical systems with the following guidelines;

a. The apprentices MUST be under the direct supervision of a Journeyworker at all times.

b. The voltage level of the circuit being worked on cannot exceed 250 volts, phase to phase.

3. Apprentices in period Six (Fifth Year) are permitted to work on exposed, energized electrical systems with the following guidelines;

a. The apprentice MUST be under the direct supervision of a journeyworker at all times.

b. The voltage level of the system being worked on cannot exceed 480 volts, phase to phase.

c. The apprentice WILL NOT be in lieu of a second journeyworker as required by Section 4.46 of the Collective Bargaining Agreement.

For the purpose of this section, the following definitions shall be used;

1. Energized: Any circuit or system electrically connected to a source of potential difference.

2. Exposed: Capable of being inadvertently touched or approached nearer than a safe distance by a person. It is applied to parts not suitably guarded, isolated, or insulated.

3. Direct Supervision: Constant observation while working on exposed, energized electrical circuits and/or equipment.

Section 1 – Page 19 ENERGIZED CIRCUIT POLICY, cont.

4. Temporary Power: Laying out and connecting of cords and “spider boxes” as required for temporary power systems on a job-site are not considered exposed, energized equipment unless the conductors are open or “bare.”

Indentured On or After 06/01/18

1. Apprentices in their First or Second period (First Year) are not permitted to work on exposed, energized electrical systems at any time.

2. Apprentices in periods Three, Four, Five, Six Seven or Eight (Second, Third and Fourth Year) are permitted to work on exposed, energized electrical systems with the following guidelines;

a. The apprentices MUST be under the direct supervision of a Journeyworker at all times.

b. The voltage level of the circuit being worked on cannot exceed 250 volts, phase to phase.

3. Apprentices in periods Nine and Ten (Fifth Year) are permitted to work on exposed, energized electrical systems with the following guidelines;

a. The apprentice MUST be under the direct supervision of a journeyworker at all times.

b. The voltage level of the system being worked on cannot exceed 480 volts, phase to phase.

c. The apprentice WILL NOT be in lieu of a second journeyworker as required by Section 4.46 of the Collective Bargaining Agreement.

Section 1 – Page 20 ENERGIZED CIRCUIT POLICY, cont.

For the purpose of this section, the following definitions shall be used;

1. Energized: Any circuit or system electrically connected to a source of potential difference.

2. Exposed: Capable of being inadvertently touched or approached nearer than a safe distance by a person. It is applied to parts not suitably guarded, isolated, or insulated.

3. Direct Supervision: Constant observation while working on exposed, energized electrical circuits and/or equipment.

CONVENTION SETUP WORK POLICY A-19

Indentured Before 06/01/18

Convention setup is major part of the jurisdiction and is included in the on-the-job training requirements for the apprenticeship program. The following workplace guidelines will be used for apprentices assigned to any signatory contractor working on Convention Setup.

1. Apprentices in periods One, Two, Three, Four, and Five (First year thru Fourth Year) must be assigned to a Journeyworker. Filling out the apprentices monthly work evaluation will be the responsibility of the assigned journeyworker.

Section 1 – Page 21 CONVENTION SETUP WORK POLICY, cont.

2. Apprentices in periods One, Two, Three, Four, and Five (First Year thru Fourth Year) must receive their work assignment from his/her assigned journeyworker, or the Job Desk. The journeyworker does not have to be working directly with, or in-sight of the apprentice, but is required to periodically check the work progress of the apprentice. This means that an apprentice may receive directions from their journeyworker or the Job Desk regarding a specific booth setup, and then be allowed to work alone in the booth.

3. Apprentices in period Six (Fifth Year) are permitted to work alone and receive their work assignment from a journeyworker or foreman provided the apprentice has previously worked on Convention Setup.

4. Only apprentices in periods Three, Four, Five and Six (Second Year thru Fifth Year) are permitted to work on the “catwalk” and must be under the supervision of a journeyworker.

5. Only apprentices that have completed the Southern Nevada JATC Hoisting and Rigging class may be assigned to the “Rigging” crew.

6. Any work required to be performed on “Energized” circuits or equipment must follow the guidelines as specified in the JATC “Energized Circuit Policy”, A- 18.

7. Only apprentices that have completed the Southern Nevada JATC Ariel Work Platform class are permitted to operate a “scissors lift.”

8. Only apprentices that have completed the Southern Nevada JATC Ariel Boom Lift class are permitted to operate a “boom lift.”

9. Only apprentices that have completed the Southern Nevada JATC Fork Lift class are permitted to operate a “fork lift.”

Indentured On or After 06/01/18

Section 1 – Page 22 CONVENTION SETUP WORK POLICY, cont.

1. Apprentices in periods One, Two, Three, Four, Five, Six, Seven and Eight (First Year thru Fourth Year) must be assigned to a Journeyworker. Filling out the apprentices monthly work evaluation will be the responsibility of the assigned journeyworker.

2. Apprentices in periods One, Two, Three, Four, Five, Six, Seven and Eight (First Year thru Fourth Year) must receive their work assignment from their assigned journeyworker, or the Job Desk. The journeyworker does not have to be working directly with, or in-sight of the apprentice, but is required to periodically check the work progress of the apprentice. This means that an apprentice may receive directions from their journeyworker or the Job Desk regarding a specific booth setup, and then be allowed to work alone in the booth.

3. Apprentices in periods Nine and Tens (Fifth Year) are permitted to work alone and receive their work assignment from a journeyworker or foreman provided the apprentice has previously worked on Convention Setup.

4. Only apprentices in periods Three, Four, Five, Six, Seven, Eight, Nine and Ten (Second Year thru Fifth Year) are permitted to work on the “catwalk” and must be under the supervision of a journeyworker.

5. Only apprentices that have completed the Southern Nevada JATC Hoisting and Rigging class may be assigned to the “Rigging” crew.

6. Any work required to be performed on “Energized” circuits or equipment must follow the guidelines as specified in the JATC “Energized Circuit Policy”, A- 18.

7. Only apprentices that have completed the Southern Nevada JATC Ariel Work Platform class are permitted to operate a “scissors lift.”

8. Only apprentices that have completed the Southern Nevada JATC Ariel Boom Lift class are permitted to operate a “boom lift.”

9. Only apprentices that have completed the Southern Nevada JATC Fork Lift class are permitted to operate a “fork lift.”

Section 1 – Page 23 ROTATION POLICY A-20

Apprentices shall be placed on a rotation list when they have worked more than six months consecutively for any one contractor. Rotations will be based on monthly work cards submitted verifying on-the-job training hours. An apprentice will be eligible for rotation after approximately twelve months of employment with the same contractor. Apprentices that are eighteen (18) months or less from completion of their apprenticeship program shall NOT be placed on a rotation list.

A. Insofar as practical, rotation shall occur when two apprentices of equal pay periods appear on the rotation list.

B. Apprentices who are rotated to new employment, and receive a lay-off through no fault of their own within 14 calendar days or less, shall be placed back on the out-of-work list in the same place where they originally signed.

C. The employer shall be notified by the JATC office no later than 4:30 p.m. on Tuesday of the week when the rotation will occur. It will be the employer’s responsibility to terminate the apprentice no later than Friday of the week the rotation occurs.

D. The apprentice will report to the JATC office immediately after being terminated for rotation. Failure to report to the JATC by 4:30 p.m. on Friday of the week when the rotation occurs will be considered as refusing a training assignment and referred to the JATC for disciplinary action.

E. Rotations shall be prearranged by the Training Director to conform with Committee policy and to minimize loss of time for the apprentice and the employer due to rotation.

F. The Training Director is responsible for confirming all rotations 48 hours in advance of the rotation date in order to prevent an apprentice from being rotated out of employment.

G. The Training Director has the authority to alter or amend this policy with the written approval of the Chairman and Secretary of the JATC.

Section 1 – Page 24 WORK PROCESS EVALUATION POLICY A-21

A. Monthly evaluations of apprentice on-the-job training are necessary for the JATC to be able to completely evaluate progress. Evaluations shall be mailed to employers on the tenth (10th) of each month for return no later than the tenth (10th) of the following month. This will allow time for the employer to properly assess the progress of each apprentice and to discuss that assessment with the apprentice.

B. The individual who is directly supervising an apprentice should fill out the evaluation. After the evaluation form is scored, the apprentice shall be allowed to review the scores with the evaluator and be given the opportunity to make any comments or take any corrective action as may be needed. Both the evaluator and the apprentice are required to sign the evaluation form.

C. Each employer is required to return the completed evaluation to the JATC office by the date requested. A list of all employers who do not comply with the requirements of this section shall be given to the JATC for action. Any employer found to be in constant or repeated violation of the requirements of this section may be denied having apprentices assigned to them.

DELINQUENT TIME CARDS POLICY A-22

One of the requirements to be eligible for a periodic pay upgrade is the required number of “on-the-job” training hours for each period as posted to the master file in the JATC office. Every apprentice is solely responsible to submit time cards timely and accurately.

Section 1 – Page 25 DELINQUENT TIME CARDS POLICY, cont.

Time cards must be received by the JATC no later than the tenth (10th) day of each month following the month in which the work was accomplished. Any time cards received after the 10th of the month will be considered late and penalties applied. For each day after the tenth (10th), one (1) day of upgrade will be withheld until the card is accurately turned in for a maximum of fifteen (15) days for each late card. This penalty will be withheld at the beginning of the point in which the next upgrade is due. For example, at the end of a first years schooling and completion of the required OJT hours, the apprentice has turned in one (1) time card 10 days late. This apprentice will not receive his upgrade until the ten (10) day penalty is fulfilled. Penalties incurred in the final period of apprenticeship will cause the apprentices’ re- classification to be delayed. There will be NO exceptions.

Any questions regarding time cards should be communicated to the JATC office. Should the apprentice question the reported hours, proof may be shown to the JATC office in the form of check stubs for a review of hours. Periodic review of work hours, as submitted, will be compared with the Fringe Benefit reports as submitted by the Employer. Any deviation shall be investigated.

PERIODIC ADVANCEMENT WIREMAN POLICY A-23

Indentured Before 06/01/18

At the end of each pay period in the apprenticeship, the JATC shall review the progress of the apprentice’s on-the-job training (OJT) and academic evaluations. They must be at or above the established Electrical JATC program standards before upgrade to the next pay period will be allowed. Following this review, action will be taken on each apprentice to either approve an upgrade to the next period, extend present period for a specific probationary period, or cancel his/her apprenticeship agreement. The JATC has adopted a standard six (6) period wireman apprenticeship program. The periods are as follows:

Period One (1): Upon the signature of the apprenticeship agreement the apprentice is considered to be at period one (1) with a pay rate of 45% of current Journeyworker scale.

Section 1 – Page 26 PERIODIC ADVANCEMENT WIREMAN POLICY, cont.

Period Two (2): For upgrade to period two (2), an apprentice must have satisfactory progress in class and have a minimum of 1,000 hours of OJT. The pay rate for period two (2) is 50% of current Journeyworker scale.

Period Three (3): For upgrade to period three (3), an apprentice must have completed the first year curriculum with at least a 75% average and have a minimum of 2,000 hours of OJT. The pay rate for period three (3) is 60% of current Journeyworker scale.

Period Four (4): For upgrade to period four (4) an apprentice must have completed the second year curriculum with at least a 75% average and have a minimum of 3,500 hours of OJT. The pay rate for period four (4) is 65% of current Journeyworker scale.

Period Five (5): For upgrade to period five (5) the apprentice must have completed the third year curriculum with at least a 75% average and have a minimum of 5,000 hours of OJT. The pay rate for period five (5) is 75% of current Journeyworker scale.

Period Six (6): For upgrade to period six (6), an apprentice must have completed the fourth year curriculum with at least a 75% average and have a minimum of 6,500 hours of OJT. The pay rate for period six (6) is 85% of current Journeyworker scale.

Journeyworker: For upgrade to Journeyworker, the apprentice must have completed the fifth year curriculum with a minimum average of 75%, have a minimum of 8,000 hours of OJT, and completed all related instruction requirements (See Wireman Registered Standards Section XIII - Related Instruction). If an apprentice has completed the fifth year curriculum and does not have the minimum 8,000 hours of OJT required for upgrade to Journeyworker, the JATC reserves the right to require the apprentice to attend additional training classes until his/her OJT hours reach 8,000 total hours.

Section 1 – Page 27 PERIODIC ADVANCEMENT WIREMAN POLICY, cont.

An apprentice on a probationary status for disciplinary action by the JATC Committee, and/or in violation of JATC Policies (See Related Instruction Absence Policy A-14, Extra Class Absence Policy A-15, and Delinquent Time Cards A-23) shall not receive an upgrade regardless of the completion of classroom curriculum, related instruction, OJT hours, or their Clark County Journeyman Licensing until the terms of the probation or JATC action has been satisfied. When the upgrade is granted, it will not be retroactive.

Indentured On or After 06/01/18

At the end of each pay period in the apprenticeship, the JATC shall review the progress of the apprentice’s on-the-job training (OJT) and academic evaluations. They must be at or above the established Electrical JATC program standards before upgrade to the next pay period will be allowed. Following this review, action will be taken on each apprentice to either approve an upgrade to the next period, extend present period for a specific probationary period, or cancel their apprenticeship agreement. The JATC has adopted a standard ten (10) period wireman apprenticeship program. The periods are as follows:

Period One (1): Upon the signature of the apprenticeship agreement the apprentice is considered to be at period one (1) with a pay rate of 35% of current Journeyworker scale.

Period Four (4): For upgrade to period four (4) an apprentice must have satisfactory progress in class and have a minimum of 2,750 hours of OJT. The pay rate for period four (4) is 50% of current Journeyworker scale.

Section 1 – Page 28 PERIODIC ADVANCEMENT WIREMAN POLICY, cont.

Period Five (5): For upgrade to period five (5) the apprentice must have completed the second year curriculum with at least a 75% average and have a minimum of 3,500 hours of OJT. The pay rate for period five (5) is 60% of current Journeyworker scale.

Period Six (6): For upgrade to period six (6), an apprentice must have satisfactory progress in class and have a minimum of 4,250 hours of OJT. The pay rate for period six (6) is 65% of current Journeyworker scale.

Period Seven (7): For upgrade to period seven (7) the apprentice must have completed the third year curriculum with at least a 75% average and have a minimum of 5,000 hours of OJT. The pay rate for period seven (7) is 75% of current Journeyworker scale.

Period Eight (8): For upgrade to period eight (8), an apprentice must have satisfactory progress in class and have a minimum of 5,750 hours of OJT. The pay rate for period eight (8) is 80% of current Journeyworker scale.

Period Nine (9): For upgrade to period nine (9) the apprentice must have completed the fourth year curriculum with at least a 75% average and have a minimum of 6,500 hours of OJT. The pay rate for period seven (9) is 85% of current Journeyworker scale.

Period Ten (10): For upgrade to period ten (10), an apprentice must have satisfactory progress in class and have a minimum of 7,250 hours of OJT. The pay rate for period ten (10) is 90% of current Journeyworker scale.

Section 1 – Page 29 PERIODIC ADVANCEMENT WIREMAN POLICY, cont.

Journeyworker: For upgrade to Journeyworker, the apprentice must have completed the fifth year curriculum with a minimum average of 75%, have a minimum of 8,000 hours of OJT, and completed all related instruction requirements (See Wireman Registered Standards Section 13 - Related Instruction), and Clark County Journeyman Licensing (See Clark County Exam Policy A-16). If an apprentice has completed the fifth year curriculum and does not have the minimum 8,000 hours of OJT required for upgrade to Journeyworker, the JATC reserves the right to require the apprentice to attend additional training classes until their OJT hours reach 8,000 total hours.

An apprentice on a probationary status for disciplinary action by the JATC Committee, and/or in violation of JATC Policies (See Related Instruction Absence Policy A-14, Extra Class Absence Policy A-15, and Delinquent Time Cards A-22) shall not receive an upgrade regardless of the completion of classroom curriculum, related instruction, OJT hours, or their Clark County Journeyman Licensing until the terms of the probation or JATC action has been satisfied. When the upgrade is granted, it will not be retroactive.

PERIODIC ADVANCEMENT INSTALLER/TECHNICIAN POLICY A-24

Indentured Before 06/01/18

At the end of each pay period in the apprenticeship, the JATC shall review the progress of the apprentice’s on-the-job training (OJT) and academic evaluations. They must be at or above the established Electrical JATC program standards before upgrade to the next pay period will be allowed. Following this review, action will be taken on each apprentice to either approve an upgrade to the next period, extend present period for a specific probationary period, or cancel his/her apprenticeship. The JATC has adopted a standard four (4) period installer/technician apprenticeship program. The periods are as follows:

Period One (1): Upon the signature of apprenticeship agreement the apprentice is considered to be at period one (1) with a pay rate of 65% of current Installer/Technician scale.

Section 1 – Page 30 PERIODIC ADVANCEMENT INSTALLER/TECHNICIAN POLICY, cont.

Period Two (2): For upgrade to period two (2), an apprentice must have satisfactory progress in class and have a minimum of 800 hours of OJT. The pay rate for period two (2) is 75% of current Installer/Technician scale.

Period Three (3): For upgrade to period three (3), an apprentice must have completed the first year curriculum with at least a 75% average and have a minimum of 1,600 hours of OJT. The pay rate for period three (3) is 85% of current Installer/Technician scale.

Period Four (4): For upgrade to period four (4) an apprentice must have completed the second year curriculum with at least a 75% average and have a minimum of 3,200 hours of OJT. The pay rate for period four (4) is 95% of current Installer/Technician scale.

Installer/Technician: For upgrade to Installer/Technician, the apprentice must have completed the third year curriculum with a minimum average of 75%, have a minimum of 4,800 hours of OJT, and completed all related instruction requirements (See Installer/Technician Registered Standards Section XIV - Related Instruction), and Clark County Installer Licensing (See Clark County Exam Policy A-16). If an apprentice has completed the third year curriculum and does not have the minimum 4,800 hours of OJT required for upgrade to Installer/Technician, the JATC reserves the right to require the apprentice to attend additional training classes until his/her OJT hours reach 4,800 total hours.

An apprentice on a probationary status for disciplinary action by the JATC Committee, and/or in violation of JATC Policies (See Related Instruction Absence Policy A-14, Extra Class Absence Policy A-15, and Delinquent Time Cards A-23) shall not receive an upgrade regardless of the completion of classroom curriculum, related instruction, OJT hours, or their Clark County Installer Licensing until the terms of the probation or JATC action has been satisfied. When the upgrade is granted, it will not be retroactive.

Section 1 – Page 31 PERIODIC ADVANCEMENT INSTALLER/TECHNICIAN POLICY, cont.

Indentured On or After 06/01/18

At the end of each pay period in the apprenticeship, the JATC shall review the progress of the apprentice’s on-the-job training (OJT) and academic evaluations. They must be at or above the established Electrical JATC program standards before upgrade to the next pay period will be allowed. Following this review, action will be taken on each apprentice to either approve an upgrade to the next period, extend present period for a specific probationary period, or cancel their apprenticeship. The JATC has adopted a standard eight (8) period installer/technician apprenticeship program. The periods are as follows:

Period One (1): Upon the signature of apprenticeship agreement the apprentice is considered to be at period one (1) with a pay rate of 50% of current Installer/Technician scale.

Period Two (2): For upgrade to period two (2), an apprentice must have satisfactory progress in class and have a minimum of 750 hours of OJT. The pay rate for period two (2) is 55% of current Installer/Technician scale.

Period Three (3): For upgrade to period three (3), an apprentice must have completed the first year curriculum with at least a 75% average and have a minimum of 1,500 hours of OJT. The pay rate for period three (3) is 60% of current Installer/Technician scale.

Period Four (4): For upgrade to period four (4) an apprentice must have satisfactory progress and have a minimum of 2,225 hours of OJT. The pay rate for period four (4) is 70% of current Installer/Technician scale.

Period Five (5): For upgrade to period five (5), an apprentice must have completed the second year curriculum with at least a 75% average and have a minimum of 3,000 hours of OJT. The pay rate for period five (5) is 75% of current Installer/Technician scale.

Section 1 – Page 32 PERIODIC ADVANCEMENT INSTALLER/TECHNICIAN POLICY, cont.

Period Six (6): For upgrade to period six (6) an apprentice must have satisfactory progress and have a minimum of 3,750 hours of OJT. The pay rate for period six (6) is 80% of current Installer/Technician scale.

Period Seven (7): For upgrade to period seven (7), an apprentice must have completed the third year curriculum with at least a 75% average and have a minimum of 4,500 hours of OJT. The pay rate for period seven (7) is 85% of current Installer/Technician scale.

Period Eight (8): For upgrade to period eight (8) an apprentice must have satisfactory progress and have a minimum of 5,200 hours of OJT. The pay rate for period eight (8) is 90% of current Installer/Technician scale.

Installer/Technician: For upgrade to Installer/Technician, the apprentice must have completed the fourth year curriculum with a minimum average of 75%, have a minimum of 6,000 hours of OJT, and completed all related instruction requirements (See Installer/Technician Registered Standards Section XIV - Related Instruction), and Clark County Installer Licensing (See Clark County Exam Policy A-16). If an apprentice has completed the fourth year curriculum and does not have the minimum 8,000 hours of OJT required for upgrade to Installer/Technician, the JATC reserves the right to require the apprentice to attend additional training classes until their OJT hours reach 8,000 total hours.

An apprentice on a probationary status for disciplinary action by the JATC Committee, and/or in violation of JATC Policies (See Related Instruction Absence Policy A-14, Extra Class Absence Policy A-15, and Delinquent Time Cards A-22) shall not receive an upgrade regardless of the completion of classroom curriculum, related instruction, OJT hours, or their Clark County Installer Licensing until the terms of the probation or JATC action has been satisfied. When the upgrade is granted, it will not be retroactive.

Section 1 – Page 33 WAGE SCALE POLICY A-25

No apprentice shall be paid above the applicable wage scale as provided in the current labor agreement under which they are working. Where violations of this policy occur, the apprentice will be placed with another employer at the correct wage rate. Any employer found in violation of this policy may be denied having apprentices assigned to them by the JATC.

COMPLETION OF APPRENTICESHIP POLICY A-26

Each apprentice shall have successfully completed related instruction and work experience per the Registered Standards. The Committee will notify all interested parties in writing.

ACADEMIC AWARDS POLICY A -27

In order to recognize those students that have displayed outstanding academic achievement during their apprenticeship, the Electrical JATC has established the following awards:

1. Outstanding Apprentice, Wireman Program. Upon completion of the five- year Inside Apprenticeship program, the apprentice that has earned the highest grade point average as determined by all other JATC policies will be designated as the “Outstanding Wireman Apprentice” and will receive the following awards;

A. An I.B.E.W. watch engraved with their name, the year of graduation, and “Outstanding Wireman Apprentice.”

B. A plaque recognizing their accomplishment as the Outstanding Wireman Apprentice.

C. A Gift Certificate with a value of $200.00 presented by the Joint Apprenticeship and Training Committee.

D. Other awards may be presented and any such awards will be determined annually.

Section 1 – Page 34 ACADEMIC AWARDS POLICY, cont.

2. Outstanding Apprentice, Installer/Technician Program. Upon completion of the four-year installer/technicians’ apprenticeship program, the apprentice that has earned the highest grade point average as determined by all other JATC policies will be designated as the “Outstanding Installer/Technician Apprentice” and will receive the following awards;

A. An I.B.E.W. watch engraved with their name, the year of graduation, and “Outstanding Installer/Technician Apprentice.”

B. A plaque recognizing their accomplishment as the Outstanding Installer/Technician Apprentice.

C. A Gift Certificate with a value of $150.00 presented by the Joint Apprenticeship and Training Committee.

D. Other awards may be presented and any such awards will be determined annually.

3. Academic Excellence, Wireman program. Those students who have earned the 2nd, 3rd, 4th, and 5th highest grade point average as determined by all other JATC policies will each receive the following awards;

A. A plaque recognizing their Academic Excellence.

B. Other awards may be presented and any such awards will be determined annually.

4. Academic Excellence, Installer/Technician program. The student earning the 2nd highest grade point average as determined by all other JATC policies will receive the following awards;

A. A plaque recognizing their Academic Excellence.

B. Other awards may be presented and any such awards will be determined annually.

5. In addition to those items listed above, other academic excellence awards may be given. The value, recipient criteria, and sponsor of any such award(s) will be determined annually.

Section 1 – Page 35 ACADEMIC AWARDS POLICY, cont.

6. Award Eligibility, Wireman program. In order to be eligible for any academic excellence award, the recipient must have been interviewed and selected by the Southern Nevada Electrical JATC. Additionally, the recipient must have completed all required on-the-job training assignments, and all classroom curriculum in the IBEW/NECA five (5) year Inside Apprenticeship program under the supervision of the Southern Nevada Electrical JATC.

7. Award Eligibility, Installer/Technician program. In order to be eligible for any academic excellence award, the recipient must have been interviewed and selected by the Southern Nevada Electrical JATC, and/or the Sound and Communication subcommittee. Additionally, the recipient must have completed all required on-the-job training assignments, and all classroom curriculum in the IBEW/NECA four (4) year Installer/Technician Apprenticeship Program under the supervision of the Southern Nevada Electrical JATC, and/or the Sound and Communications subcommittee.

ATTENDANCE AWARDS POLICY A-28

In order to recognize those students that have demonstrated outstanding attendance during their apprenticeship, the Electrical JATC has established the following awards

1. Perfect attendance, Wireman Program. Upon completion of the five-year Inside Apprenticeship Program, any individual that has not been absent from any required classroom training will receive the following;

A plaque engraved with their name, date of graduation, and “Perfect Attendance.”

Attached to the plaque will be a pair of gold-plated Klein Lineman’s pliers.

For the purpose of this award, perfect attendance will be defined as having NO Absences from any REQUIRED classes, regardless of whether the absence is excused, un-excused, or prearranged.

Section 1 – Page 36 ATTENDANCE AWARDS POLICY, cont.

2. Award Eligibility, Wireman program. In order to be eligible for the perfect attendance award, the recipient must have been interviewed and selected by the Southern Nevada Electrical JATC. Additionally, the recipient must have completed all required on-the-job training assignments, and all classroom curriculums in the IBEW/NECA five (5) year Inside Apprenticeship program under the supervision of the Southern Nevada Electrical JATC.

3. Perfect attendance, Installer/Technician Program. Upon completion of the four-year Installer/Technician apprenticeship program, any individual that has not been absent from any required classroom training will receive the following;

A plaque engraved with their name, date of graduation, and “Perfect Attendance.”

Attached to the plaque will be a pair of gold-plated Klein Scissors (snips).

For the purpose of this award, perfect attendance will be defined as having NO Absences from any REQUIRED classes, regardless of whether the absence is excused, un-excused, or prearranged.

4. Award Eligibility, Installer/Technician program. In order to be eligible for the perfect attendance award, the recipient must have been interviewed and selected by the Southern Nevada Electrical JATC, and/or the Sound and Communications sub-committee. Additionally, the recipient must have completed all required on-the-job training assignments, and all classroom curriculum in the IBEW/NECA four (4) year Installer/Technician Apprenticeship Program under the supervision of the Southern Nevada Electrical JATC, and/or the Sound and Communications sub-committee.

5. In addition to those items listed above, other attendance awards may be given. The type of award, recipient criteria, and sponsor of any such award(s) will be determined annually.

Section 1 – Page 37

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Section 1 – Page 38 SECTION 2

Drug Misuse and Abuse; Alcohol Misuse and Abuse Policy

as Adopted by the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

TABLE OF CONTENTS PAGE I. Drug Free Workplace and Classroom Policy ...... 1

II. Definitions ...... 5

III. Employer/Union/JATC Alcohol/Drug Testing Policy ...... 8

IV. Urine Testing Protocol ...... 12

V. Collection of Specimens ...... 14

VI. Preliminary Collection Site Procedures ...... 18

VII. Breath Testing ...... 19

VIII. Urine Specimen Collection Procedures ...... 19

IX. Chain of Custody and Shipment or Urine Specimen ...... 21

X. Diluted, Adulterated and/or Substituted Specimens ...... 21

XI. Medical Review Officer Qualifications ...... 22

XII. Additional Provisions ...... 23

Section 2 – i

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Section 2 – ii DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY

The Electrical Joint Apprenticeship Training Committee of Southern Nevada has an obligation to establish and maintain a safe, healthy and productive working and educational environment. As a condition of apprenticeship, each apprentice must abide by the substance abuse policy. Violations of this policy will be subject to discipline up to and including termination of their apprenticeship agreement.

The established policy shall be the Electrical Joint Apprenticeship and Training Committee of Southern Nevada’s Substance Abuse Policy. Any amendments or modifications to the following shall be under the direction of the Southern Nevada Joint Apprenticeship and Training Committee.

I. Drug Free Workplace and Classroom Policy

The Electrical JATC of Southern Nevada is committed to maintaining a work and classroom environment which reflects concern for our employees/apprentice’s health and safety. Employees/apprentices under the influence of alcohol, drugs or other controlled substances not only impair their performance, but may also pose a safety risk to other individuals. As a result, the JATC has implemented the following guidelines to ensure a drug and alcohol free environment. The JATC considers adherence to this policy to be essential and a condition of apprenticeship.

A. Unless prescribed by a physician, the use, manufacture, sale or possession of narcotics, alcohol, drugs or controlled substances while on the job or on Employer/JATC premises, will result in disciplinary action which may include termination of employment/apprenticeship agreement or participation in a JATC approved rehabilitation program that provides the JATC with progress reports. The illegal sale of narcotics, drugs or controlled substances off duty and off Employer/JATC premises will also result in the disciplinary action noted above.

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B. The illegal use of narcotics, drugs or controlled substances off duty and off Employer/JATC premises is not acceptable because it can affect one-the-job/classroom performance and the JATC’s ability to meet its responsibilities. Such use will result in disciplinary action which may include termination of employment/apprenticeship agreement, referral to any available Employee Assistance Program or participation in a rehabilitation program.

C. The use of controlled substances prescribed and directed by a licensed physician is not prohibited, but employees/apprentices are required to make such use known to their immediate supervisor/ instructor if the use of such prescription may affect their performance or the safety of other workers/students. The employee/apprentice has the responsibility of determining the potential effect any prescribed medication may have on his/her job/school performance. Consultation with the prescribing physician or MRO is recommended in these matters.

D. The JATC recognizes the need for a drug-free awareness program and will:

1. Periodically publish information on the dangers of drug and alcohol abuse.

2. Advise employees/apprentices of any available Employee Assistance Programs, rehabilitation and/or counseling benefits provided by their group insurance plan.

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E. JATC shall be held harmless from any liability that may be incurred as a result of the drug/alcohol program, including any chemical testing of employees/applicants for employment or apprentices for apprenticeship. It is understood and agreed that the JATC is not responsible for administering the Drug and Alcohol Plan for training assignment testing, but the JATC is responsible for administering the Drug and Alcohol Plan for pre-apprenticeship or random testing.. It is the responsibility of the signatory contractor/JATC to retain the services of certified collection facility, certified testing laboratory and shall be responsible for meeting all criteria set forth in the Drug and Alcohol Policy established by and for the parties to the policy.

F. Employees/apprentices are required to notify the Training Director within five (5) days of any criminal drug conviction, if the violation occurred in the workplace/classroom.

G. If an apprentice’s employer holds a federal agency contract of $25,000 or more, then said conviction will be reported to the applicable contracting agency within thirty (30) days of receipt of the apprentice’s notice of conviction.

H. Confidentiality: The JATC recognizes that alcohol and drug abuse has become a major issue both in the workplace/classroom and within our communities and families. Whenever possible, reasonable efforts will be made by the JATC to provide any help requested by an employee/apprentice. Strict confidentiality will be observed.

The JATC considers adherence to this policy to be essential and a condition of employment/apprenticeship.

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Test results are highly confidential. Collection site personnel inform only the Employer’s/JATC’s designated Employer/JATC representative, on a strict need-to-know basis, of the results of unrinalysis or the breathalyzer test. The MRO, if he/she finds no reason to dispute the positive results, informs the Employer’s/JATC’s designated Employer/JATC representative on a very strict need-to- know basis.

Applicants/employees/apprentices being tested will provide personal medical and prescription information only to the MRO upon request after a test result indicates the need for such information. There will be no need to provide this type of personal information to the testing facility at the time of collection for testing.

I. Consequences of Refusal to be Tested: The Employer/JATC will withdraw the offer to the employment/apprenticeship to any applicant who refuses to be tested. The Employer/JATC will promptly terminate any employee who refuses to be tested for post accident or probable cause purposes.

J. Consequences of a Positive Test:

1. In case of a registered apprentice’s positive test results, the JATC will direct the apprentice’s employer to terminate the apprentice’s employment immediately for violation of committee policy. Before an apprentice will be allowed to return to employment status, the apprentice must appear before the JATC committee for disciplinary action which may include termination of their apprenticeship agreement or must complete counseling and treatment for substance abuse in a Committee recognized employee assistance program.

2. If an applicant tests positive, the offer of apprenticeship is revoked.

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3. If any member of the JATC tests positive, the member of the JATC will be removed immediately from their position by their respective organization.

4. If any employee of the JATC tests positive, the employee will be immediately terminated.

II. Definitions

1. Adulterated Specimen - any specimen where there is a suspected foreign substance and/or endogenous substance present at an abnormal concentration which interferes with the testing.

2. Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other molecular weight alcohols, including methyl and isopropyl alcohol.

3. Alcohol Testing means testing by a certified breath-alcohol technician, using a Nevada state approved breath-testing device. The “Chapter/Union/JATC” does not recognize “urine alcohol” testing.

4. Chain of Custody: the Employer/JATC takes exceptional precautions to assure the integrity of each specimen. To ensure that an individual’s specimen is not accidentally confused with another’s, collection site personnel follow a rigorous chain of custody procedure. Individuals providing specimens have a vital role to play in the chain of custody procedures. They must keep their specimen in view at all times until it is sealed and labeled. Each individual then initials the label on his or her specimen.

5. Chapter/Union/JATC means Southern Nevada Chapter National Electrical Contractors Association, International Brotherhood of Electrical Workers Local 357, and Electrical Joint Apprenticeship Training Committee of Southern Nevada.

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6. Controlled Substance - specified drugs or drug classes as identified in Section III of this policy.

7. Conviction means a finding of guilt (including a plea of nolo contendere) of imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the federal or state criminal drug statutes.

8. Criminal Drug Statue means a federal or non-Federal criminal statute involving the manufacture, distribution, dispensing, possession or use of any controlled substance.

9. Dilute Specimen: means a specimen that has a creatinine reading of less than or equal 5 mg/dl but greater than or equal to 2mg/dl.

10. Direct Observation: The direct void of a urine sample for verification of temperature.

11. Drug Testing or Drug Test means scientific analysis for the presence of drugs or their metabolites in the human body.

12. Employee refers to unindentured helpers, prospective apprentices, registered apprentices, apprenticeship instructors, JATC committee members, Assistant Training Director, Training Director, and office staff.

13. Employer means refers to a person, firm or corporation who contracts for electrical work and is signatory to an International Brotherhood of Electrical Workers Local 357, National Electrical Contractors Association, Southern Nevada Chapter, collective bargaining agreement, and the Southern Nevada Electrical JATC.

14. Employee Assistance Program (EAP) means a designated provider of services for the purpose of drug and alcohol use assessment, provision of treatment options, plans, and referrals for employees.

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15. Employer Property means all facilities, job sites, vehicles and equipment that are leased, operated or utilized by the Employer or its Employees for work and instructional related purposes. This will include parking areas and driveways, lockers, toolboxes or other related storage areas used by employees. It will also include other public or private property, facilities, vehicles and equipment located away from the employer’s facility if the employee is present on such property for work and instructional related purposes.

16. Level of Detection - means a report issued by lab using reflexive screening process.

17. Medical Review Officer (MRO) means a licensed physician knowledgeable in the medical use of prescription drugs, alcohol and other drugs of abuse. He/she has appropriate medical training to interpret and evaluate an individual’s positive test results together with his or her medical history and any other relevant biomedical information.

18. Prospective Apprentice means any person who has been made an offer of becoming a registered apprentice.

19. Random Testing means the unannounced drug testing of an employee who was selected by using a systematic computer generated selection method uninfluenced by any personal characteristic other than job category.

20. Reasonable Cause or For Cause Testing means testing founded on an articulated belief, based on recorded specific facts and reasonable inference drawn from those facts, that an employee is impaired, under the influence of, or has used controlled substances or alcohol at work or school.

21. Refusal to Test: Shall be considered a positive result.

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22. SAMHSA - Substance Abuse & Mental Health Services Administration. The Federal Regulatory Agency that regulates drug and alcohol testing.

23. Sample or Specimen means any sample of urine or breath used for drug or alcohol testing.

24. Substituted specimen - evidence that the specimen is not that of the donor.

25. Test Results: The term “negative” indicates substance levels absent or below the predetermined acceptable range, resulting in pass. The term “positive” indicates substance levels above the predetermined acceptable range, resulting in fail.

26. Use means the use of drugs, controlled substance, or alcohol by an employee.

III. Employer/Union/JATC Alcohol/Drug Testing Policy

It is the intent of the Chapter/Union/JATC to continue to strive for a safer working and educational environment for its employees/apprentices. Many of the owners and general contractors with whom we do business share the same concern. As a result, Chapter/Union/JATC will adopt an Alcohol/Drug Testing Policy. All employees or new hires assigned to a mandated Alcohol/Drug Free Project/School or Drug /Alcohol Free Employer/JATC which requires drug testing will be subject to a urinalysis test to identify the use of the following substances: marijuana, cocaine, heroin (as morphine), amphetamines and phencyclidine (PCP). It is not the intent of this policy to be in conflict with the Americans with Disabilities Act “qualified individual with a disability” Subsection 1, employment section 12111 definition #8, or any part hereof the Americans with Disabilities Act.

The policy utilizes the same cutoff levels established by the Substance Abuse & Mental Health Services Administration (SAMHSA). The results of these tests will be held in strict confidence by the Employer/JATC.

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A. Procedures for Prospective Apprentice:

All applicants who are offered apprenticeship are mandated by the “Drug misuse and abuse policy” will be given a copy of the JATC DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY. Each individual will be asked to report or be escorted to a laboratory or clinic for the purpose of an alcohol/drug test. The individual will be required to sign a statement agreeing to abide by the DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY. The drug screen must be done at the time of registration. The Medical Review Officer will allow the prospective apprentice to discuss results.

B. Test Results:

The results from this test will take approximately 48 to 72 hours and will be forwarded to the Designated JATC Representative. Confirmation testing from the original screening may delay the 48-72 hour notification period. Any positive results from this test will be forwarded to and evaluated by an independent Medical Review Officer (MRO) to verify the appropriateness of a positive test result. Proof of employee prescriptions may be required at this time.

The prospective apprentice is allowed to explain any positive test results directly to the MRO.

After his/her final determination, the MRO will advise the Designated JATC Representative of any positive test results. As a result, an prospective apprentice found to test positive will be immediately notified by the JATC. Any prospective apprentice who tests positive, does not provide a testable specimen, or refuses to test will have the offer of becoming a registered apprentice revoked.

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The urine sample provided must be sufficient to measure temperature and to be separated into two containers at the time of donation, with one kept to provide the means for the sample to be independently retested, at the prospective apprentice’s expense, by a certified laboratory of his/her choice. The request for independent testing must be made within 48 hours (excluding weekends & holidays) of notification to the prospective apprentice of the initial positive test results. If independent test result is negative, the prospective apprentice will be allowed to become a registered apprentice and will be reimbursed for the cost of the independent test and lost wages and benefits.

C. Random Testing:

All employees will be subject to random testing under the following guidelines:

1. A computer listing of all employees, by social security number only, will be taken to an independent contractor for random selection.

2. The independent contractor will randomly select up to 10% of the social security numbers on a periodic basis.

3. A printed copy of those numbers selected will be taken to the JATC for notification to those individuals requiring testing.

4. Notification will be done by registered letter/hand delivered containing date, time and place of the test.

a) The employee must report for the test within 48 hours of signing for the letter.

b) Refusal to sign for the letter will be considered as a positive test.

c) Failure to report to the designated site within 48 hours will be considered as a positive test.

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D. Post Accident Testing:

Any employee who requires hospital, clinical or physical treatment as a result of an injury sustained at the workplace/school or employee(s) involved with an accident resulting in property damage (over $750) may be required to submit a breath, saliva, urine and/or blood specimen for alcohol or drug testing. An employee who tests positive for alcohol or drugs as a result of such a test without a valid or legal reason for the positive test will be in violation of the JATC policy. Circumstances requiring these tests are as follows:

1. IF the JATC requires post-accident testing.

2. If the accident or injury was a result of carelessness or negligence by the employee as determined by JATC personnel.

3. In the event the injured employee is not the responsible party for the accident, the responsible employee will be required to take the test.

E. Reasonable Cause:

Reasonable cause means that an individual has give his or her instructor or director reason to believe that he/she may be under the influence of a controlled substance and/or alcohol. Examples of reasonable cause may include:

1. Direct observation of drug abuse and/or physical symptoms of being under the influence of drugs or alcohol while at work/school;

2. Abnormal conduct or erratic behavior while at work/school;

3 Unusual absenteeism, tardiness or deterioration in work/school performance documented over a period of time;

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4. A reliable and credible report of drug abuse on the job/school (not a hunch);

5. Information that the employee has caused or contributed to a work/school-related accident or a near miss.

The reasonable cause behavior should be witnessed by at least one instructor and one director or two directors if at all feasible, but only one observation by the Training Director is required. Those who make a decision to test an employee will be trained in identifying action, appearance or conduct that indicates the possible use of controlled substances and /or alcohol.

Any reasonable cause incident will be documented as soon after the incident as possible. Representatives of the JATC will ensure that the employee involved is immediately removed from any hazardous situations and is transported to a collection site. An JATC Representative MUST accompany the employee to the collection.

F. Additional Testing:

The Chapter/Union/JATC reserves the right to revise this drug testing policy at any time. In the case of revision to this policy, affected employees may be subject to testing or retesting as part of the job/apprenticeship requirements. Any revision which may affect employees/apprentices will be coordinated through the local bargaining unit prior to implementation.

IV. Urine Testing Protocol

A. Laboratory Qualifications: The Laboratory must be certified and/or licensed by proper state and/or federal agencies. The Employer/JATC will verify qualification and certification of all laboratory or collection sites used for drug/alcohol screening.

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B. Security, Custody and Control: Testing Laboratories shall maintain proper security at its facility and rigorously follow acceptable chain of custody procedures.

C. Testing: Testing laboratories will use an immunoassay screening procedure which has been approved for commercial use by the U.S. Food and Drug Administration. The following cut-off levels shall be used by laboratories when screening specimens to determine whether they are presumptive positive or negative for these classes of drugs:

Screening Cutoff

Amphetamines (Class) 1000 ng/ml Cocaine Metabolites 300 ng/ml Marijuana Metabolites 50 ng/ml Phencyclidine 25 ng/ml Opiates 2000 ng/ml Barbiturates 300 ng/ml Benzodiazepines 300 ng/ml Methadone 300 ng/ml Propoxyphene 300 ng/ml

The Testing laboratory will confirm all initially positive test results by gas chromatography/mass spectrometry (GC/MS), according to the Department of Health and Human Services (HHS)/Substance Abuse & Mental Health Services Administration (SAMHSA) guidelines. The laboratory uses the following cut-off levels for its confirmation test:

Amphetamine/Methamphetamine 500 ng/ml Cocaine Metabolites 150 ng/ml Marijuana Metabolites 15 ng/ml Phencyclidine 25 ng/ml Morphine/Codeine 2000 ng/ml Barbiturate 300 ng/ml Benzodiazepines 300 ng/ml Methadone 300 ng/ml

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Propoxyphene 300 ng/ml

D. Reporting Results:

The testing laboratory’s MRO will interpret all positive test results. Test results are reported directly to the designated Employer/JATC Representative. The laboratory will report as positive only those specimens confirmed positive by GC/MS.

E. Record Retention:

Unless otherwise notified, the laboratory will retain all records pertaining to a given urine specimen for (5) five years.

F. Storage:

The laboratory stores will positive specimens for at least one (1) year and longer whenever requested.

G. Reports:

The laboratory will transmit, upon request, to the MRO a copy of any report the laboratory receives from any agency pursuant to the State or National Drug Testing Programs. Such reports shall include results of all blind performance-testing, investigations of deficiencies in performance testing and routine laboratory inspections. The Laboratory shall also promptly provide to the MRO any notice of proposed suspension, suspension, proposed revocation of certification or revocation of certification received from the State.

V. Collection of Specimens

The collection personnel shall be responsible for collecting all specimens. Only the following persons are authorized to participate in the specimen collection:

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A licensed medical doctor, nurse, medical professional, or a laboratory technician employed by a licensed medical laboratory, who is familiar with the Procedures for Collection of Specimens, and who has been trained in proper specimen collection procedures.

No person with a management or supervisory responsibility over an employee/apprentice to be tested, or a co-worker/co-student of the employee/apprentice to be tested, may serve as a collector.

A. Chain of Custody:

In order to be able to tie the results of a drug test to a specific individual, the laboratory follows a Chain of Custody procedure that documents proper specimen collection, identification, integrity and security from the time of collection to the receipt of laboratory test results.

The Chain of Custody procedure will establish the following:

1. No one has adulterated or tampered with the specimen.

2. All persons who handled the specimen are documented.

3. Proper security measures ensured that no one had unauthorized access to the specimen; and

4. The specimen belongs to the individual whose identity is printed on the label.

B. Standard Collection Site Security Procedures:

1. To deter the dilution of urine specimens at the collection site, personnel shall measure the temperature of the urine and establish an appropriate protocol to either reject or accept urine samples based on temperature. The acceptable temperature range should be prominently posted at the collection site to avoid any arbitrary or apprently arbitrary rejections of provided specimens.

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2. The collection personnel shall ensure that no hot water (e.g. sink) is in the area where urination occurs.

3. Direct Observation: If the individual’s urine specimen fails the temperature requirement, all subsequent urine specimen collection will be personally observed by collection personnel of the same gender. The subsequent test will be required for all “temperature rejections.” Failure to comply with the provision of a second specimen within a three (3) hour period of the “temperature rejection” will be considered a refusal to test.

C. Employee/Apprentice Notification:

1. Employer/JATC management shall notify the prospective apprentice/employee/apprentice that he or she must provide breath, and/or urine specimens for one or more of the following reasons:

a). Prospective Apprentice.

All prospective apprentices for apprenticeship must provide a urine sample for drug testing as outlined in the JATC DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY.

b). Random Testing.

All unindentured, registered apprentices, JATC members and employees are subject to random drug testing as outlined in the JATC DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY.

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c). Post Accident.

Current employees/apprentices will be required to submit to an alcohol, urine test, etc., if employee/apprentice has been involved in or possibly contributed to an accident involving a fatality, serious bodily injury, lost time accident, property damage or per the Project requirements.

Treatment for any personal injuries must always be considered a priority, however, post accident testing for drugs or alcohol must be completed in a prudent and timely manner following the employee’s/apprentice’s treatment for injuries. The alcohol testing must be completed within eight hours following the accident. The drug testing must be completed within thirty-two hours of the accident. If testing can not be completed by the treating facility the Employer/JATC is responsible for transporting the employee/apprentice to a bona fide testing facility.

d). Reasonable cause.

Employees/Apprentices will be required to provide an alcohol/breathalyzer sample and/or urine sample when a supervisor or manager has reason to believe the employee/apprentice may be under the influence of a controlled substance and/or alcohol.

2. Employer/JATC management will inform the applicant/employee/apprentice that he or she must appear at the specimen collection site within two (2) hours of the acceptance of the offer, or the contingent offer may be denied. The Employer/JATC shall also inform the applicant/employee/apprentice that he or she must present appropriate photo identification at the collection site.

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VI. Preliminary Collection Site Procedures:

1. Collection personnel shall inspect the individual’s photo identification and confirm the individual’s identity. Collection personnel shall note any unusual appearance or behavior.

2. Collection personnel shall obtain the individual’s signature on a consent form and provide the individual with a copy of the form.

3. Collection personnel shall inform the individual of the following:

a) Notice that the individual must provide a sufficient sample to measure temperature and be separated into two containers at the time of donation;

b) Assurance that the quality of testing procedures is tightly controlled, that the test used to confirm the presence of illegal drugs, or unauthorized legal drugs is highly reliable and that test results will be handled with maximum respect for individual confidentiality, consistent with safety and security;

c) An opportunity will be provided to submit information to the MRO concerning use of prescription or non-prescription drugs that may support a legitimate use for a specific drug;

d) The individual’s role in establishing the Chain of Custody for the urine specimen;

e) Assurance that the individual may provide the Urine specimen in private;

f) Consent for the testing laboratory to inform the Employer/JATC and its MRO of the test results in accordance with the agreement between Local Union No. 357 and Southern Nevada Chapter, NECA.

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VII. Breath Testing:

1. Only authorized collection personnel shall conduct breath testing in the event of an on-the-job accident, school accident, property damage, etc.

2. The authorized collection personnel shall use only Nevada state approved breath-testing devises.

3. After collecting and testing the breath specimen, collection personnel shall sign and date the breathalyzer report.

4. Collection personnel shall also direct the individual tested to sign and date the breathalyzer report.

5. Collection personnel shall transmit a copy of the signed and dated breathalyzer report to the MRO.

6. If the individual tests positive for alcohol at or above a .04 BAC level, collection personnel shall call the individual a taxicab (at Employer/JATC expense) or call a friend or relative to take the employee/apprentice home. If the individual insists on driving, collection personnel shall notify the proper authorities.

VIII. Urine Specimen Collection Procedures:

1. Collection personnel shall direct the individual to remove any unnecessary outer garments, such as a coat or jacket that might conceal items or substances that could be used to tamper with or adulterate the urine specimen. Collection personnel will further direct the individual to put aside all personal belongings, such as a purse or briefcase. The individual may retain his or her wallet. The collection personnel will direct individuals in the proper collection procedure.

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2. The individual may provide the urine specimen in the privacy of a stall or otherwise partitioned area that assures individual privacy. Collection personnel shall note any unusual behavior.

3. Upon receiving the specimen from the individual, collection personnel shall determine that it contains a sufficient sample to measure temperature and separate into two containers. If the sample is not within the acceptable temperature range (90-100 degrees Fahrenheit) then direct observation collection procedure will begin.

This process shall be completed within a three hour maximum time frame during which time the donor must not leave the collection facility.

4. Immediately after the specimen is collected, collection personnel shall inspect the specimen to determine any signs of contamination.

5. Collection personnel and the individual shall keep the specimen in view at all times prior to its being split, sealed and labeled.

6. Collection personnel shall place a tamper-proof seal over the bottle cap and down the sides of the bottle. The individual shall observe this sealing process.

7. Collection personnel shall place securely on the side of the bottles identification labels which contains the date, the specimen number and the individual’s name. The individual shall observe the application of these labels and shall then initial the labels as certification that it is the unadulterated specimen he or she has provided.

8. After the collection site personnel have inspected the specimen, the individual may wash his or her hands.

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9. The individual shall then sign the Chain of Custody form, which states the date, collection site, the names of the collection personnel and the individual’s name and specimen number which verify that the urine specimen has been in the individual’s view continuously from the time of collection until he or she initialed the label affixed to the bottle. The form shall also verify that the identified specimen is an unadulterated specimen he or she has provided.

10. Collection personnel shall complete the Chain of Custody form.

IX. Chain of Custody and Shipment of Urine Specimen:

1. Collection personnel shall complete the Chain of Custody form in order to maintain control and accountability of each specimen from the point of collection to receipt of test results.

2. The Chain of Custody form shall document each time a specimen is handled or transferred and the reason for such handling or transfer, and shall identify every individual in the chain. Collection personnel shall minimize the number of persons handling a specimen.

X. DILUTED, ADULTERATED AND/OR SUBSTITUTED SPECIMENS

A. DILUTED SAMPLE

All diluted specimens tested positive will be reported to the MRO. A negative dilute test result is a valid negative test.

B. ADULTERATED SPECIMENS

Any specimen reported as an adulterated specimen, the particular adulterant must be identified and confirmed.

1. An identified and confirmed adulterated specimen will be considered a positive test.

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2. A suspected adulterant unidentified and unconfirmed will result in an unannounced second directly observed test.

C. SUBSTITUTED SPECIMENS

Suspected substituted specimen will result in an unannounced second directly observed test.

XI. Medical Review Officer Qualifications

The MRO is a licensed physician knowledgeable in the medical use of prescription drugs, alcohol and other drugs of abuse. He has appropriate medical training to interpret and evaluate an individual’s positive test results together with his or her medical history and any other relevant biomedical information.

A. Laboratory Communication of Negative Test Results:

The laboratory will communicate negative test results to the designated Employer/JATC representative.

B. Laboratory Communication of Positive Test Results:

The laboratory will communicate positive test results to the MRO.

Review Process:

1. General Review Responsibility: The MRO shall review and interpret all positive test results.

2. Absence of Alternative Explanation: The MRO shall examine alternate medical explanations for any positive test result. As part of such review, the MRO shall notify the employee, applicant, or apprentice of positive test results and offer the individual the opportunity for an interview and the opportunity to submit any medical records or other information which may explain the positive test results.

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3. Scientific Sufficiency of Results: The MRO shall determine whether the positive test results are scientifically sufficient to establish the individual’s drug use. If the MRO has reason to question the accuracy or validity of a positive test, the MRO should review quality control data and other pertinent records.

4. Insufficient Basis for Reporting Positive Result: If the MRO determines that the positive test results are not scientifically sufficient, the MRO shall declare the test results to be negative and inform the designated Employer/JATC representative of the negative test results in writing.

5. Reporting of Confirmed Positive Results: If the MRO determines that results properly represent a positive test result, the MRO shall promptly inform the employer/JATC designated Employer/JATC representative in writing.

XII. Additional Provisions

A. Any discipline or adverse action imposed by the Employer/JATC as a result of the, DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY shall be subject to review by the Southern Nevada Joint Apprenticeship and Training Committee.

B. No employee/apprentice/applicant shall be required to sign any waiver limiting the liability of any firm, laboratory or person involved in the decision to test, or the testing program and procedures.

C. The Union is not responsible for ascertaining or monitoring the drug- free or alcohol free status of any employee, applicant, or apprentice for employment.

Section 2 – Page 23 DRUG MISUSE AND ABUSE; ALCOHOL MISUSE AND ABUSE POLICY, cont.

D. An employee/apprentice testing “positive” shall have the right to have the secured portion of his/her urine sample independently tested at a certified laboratory of his/her choice at his/her expense. If the independent test result is negative, the applicant/apprentice will be allowed to resume work/apprenticeship immediately and will be reimbursed for cost of the independent test and lost wages and benefits.

Section 2 – Page 24 SECTION 3

Sexual Harassment and Discrimination Policy

as Adopted by the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

TABLE OF CONTENTS PAGE I. General ...... 1 II. What Constitutes Sexual Harassment? ...... 1 III. Filing and Investigating Complaints ...... 2 IV. Resolving Complaints ...... 3 V. Retaliation Prohibited ...... 3 VI. Employer Responsibilities ...... 3

Section 3 – i [THIS PAGE INTENTIONALLY LEFT BLANK]

Section 3 – ii SEXUALHARASSMENT/DISCRIMINATION POLICY

Title VIIof theCivil Rights Act prohibits employment discrimination based on religion, color, national origin,race andsex.

Thispolicy ensures thatall apprentices, instructors,and staff will endeavor to maintaina safework andclassroom environment freefrom unreasonable interference, intimidation, hostilityor offensivebehavior on thepart of supervisors, instructors,co-workers, andvisitors.

I. GENERAL The JointApprenticeship and Trainmg Committee does not tolerate sexual harassmentor discrimination of anytype. Sexualharassment and discrimination are unlawful,and such prohibited conduct exposes not only theJATC, but individuals involved in such conduct to significant liabilityunder the law. The JATC expectscommittee employees (includinginstructors), employers who hire apprentices, and apprentices to treateach otherwith respect anddignity. Sexual harassment/discrimination not onlyhurts the immediate victim, but canresult in a general atmospherein which the purposeof theapprenticeship and training programis undermined. TheJATC, therefore,is committedto vigorously enforcing thispolicy against sexualharassment/discrimination. JATC employees or apprentices who engage in such conduct will be disciplined. Employers who engage in such conduct againstapprentices will be denied access to apprentices.

IT. WHAT CONSTITUTESSEXUAL HARASSMENT? Sexualharassment according to the federalEqual Employment Opportunity Commission (EEOC)consists of unwelcome s·exualadvances, requests forsexual favors andany other verbal or physical conduct of a sexualnature when:

a. submissionto such conduct is made explicitlyor implicitlya termor conditionof an individual'straining or employment;

b. submissionto, or rejection of, such conduct by anindividual is used as the basis for a training-relatedor employment-related decision affecting such individual; or

Section 3 – 1 c. such conduct has the purpose or effect of unreasonable interfering with anindividual's work performance or creating an intimidating, hostile, abusive or offensive work environment.

Sexualharassment 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 experience; and displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning or pornographic. ill FILINGAND INVESTIGATING C01\1PLAJNTS Any complaints regarding sexual harassment or discrimination should be submitted to the JATC TrainingDi rector or individual designated by the Training Director. Complaints may be made inwr iting or orally, and anonymous complaintsw ill be accepted. A complainto f harassment may be made by someone who is not the target of harassment/discrimination, and, indeed, anyone who observes sexual harassment/discrimination is encouraged to report it. Complaints of sexual harrassment/discrimination will be fully investigated and a determination of the facts will be made on a case-by-case basis. Complaints andinforma tion obtained inth e course of investigations of complaints shall be treated confidentially except to the extent necessary to investigate and resolve such complaints or as may be necessaryt o respond to such complaints in a legal proceeding before a courtor administrative agency.

If the Employer has an established plan or policy that deals with sexual harassment/discrimination, the apprentice should follow such procedures as are set forthin the employer's policy, though they may elect to bring the matter to the JATC.

JATC instructorsare responsible for reprimanding an apprentice for engaging ins exual harassment or discriminationa gainst another apprentice which the instructor observes or of which the instructor becomes aware. If the conduct continues or recurs, the instructor should file an official complaint withthe JA TC Training Director.

If anemp loyee wishes to pursue a sexual harassment or discrimination

Section 3 – 2 complaint through a governmentagency or to seek outside h�lp froma thirdparty, he or she has a legal right to do so. Under no circumstances should JATC employees interfere withthat right.

IV. RESOLVING COMPLAINTS Aftera thorough investigation, any JATC employee or apprentice found to have committedan act of sexual harassment or discrimination shall be immediatelydisciplined. The discipline imposed will depend on the natureand severityof themisconduct found upon investigation, and mayinclude discharge for a firstoffense. Reconsideration by theJATC may be requested withinthirty days of receiving theJATC's decision.

V. RETALIATIONPROHIBITED TheJATC will not tolerate anyform of retaliation against anapprentice or JATC employee who has made a complaint or cooperated in an investigation.of alleged sexualharassment or discrimination.

All persons contacted in the course of aninvestigation will be advised that they andother individuals involved in a complaint areentitled to be treatedin a professional mannerand respectfulmanner, and that anyretaliation or reprisal against anindividual who is an alleged target of harassment/discrimination or who has made a complaint, or has provided evidence in conjunction witha complaint, is prohibited andcould result in discipline up to, andincluding, termination. JATC employees or apprentices who arefound to have engaged in retaliation or who failto cooperate with an investigation of sexual harassment/discrimination will be subject to substantialdiscipline up to, andincluding, discharge or terminationfrom the program.

VI. EMPLOYERRESPONSIBILITIES Employers-who hire apprentices fromth is programare e xpected to establish their own policies against sexual harassment, discriminationand ret aliation, including procedures for filing,investigatin g and resolving complaints. Contractorsshould understand that under EEOC's sex discrimination regulations and court decisions, anemploye r is responsible for the acts of its supervisory employees, without regard to the employer's specificau thorization or knowledge of such acts by them. (Supervisors will be treated as agents of theemplo yer if the employer failsto establish ane xplicit policy against sexual

Section 3 – 3 harassment/discrimination or fails to establish a reasonableaccessible procedure by whichvictims of sexualharassment/discrimination can make their complaints knownto ·appropriate officialsand have them rectified. Withrespect to sexually harassing/discriminatingconduct betweennon-supervisory employees, the employer is responsible where theemployer (or its agent) lmowsor should have !mownof theconduct, unless the employer talcesimmediate and appropriate correctiveaction.)

Thefailure of anemployer to take appropriate action regardingan apprentice's complaintof sexualhara ssment or discrimination on the job may result in theemployer being denied accessto apprentices inthe program. It is expected that�o:p.tractors will work cooperatively withthe JATCon matters concerningthe JATC's policy againstsexual harassment/discrimin ation.

Thispolicy is adopted by theElectrical JATC of SouthernNevad a, effective May 16th; 2012

Signed�� JATC Secretary: ClfurlesT. Stetson

Section 3 – 4 SECTION 4

Wireman Apprenticeship and Training Standards with Selection Procedures and EEO/AA Plan

for the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

Representing the

Southern Nevada Chapter National Electrical Contractors Association, Inc.

And

Local Union No. 357 International Brotherhood of Electrical Workers

O*NET-SOC CODE: 47-2111.00 RAPIDS CODE: 0159-HY DOL Program No. NV001470001 Jurisdictional Area: Southern Nevada

2019 ADOPTED, APPROVED AND REGISTERED AS REFLECTED ON THE SIGNATURE PAGE OF THIS DOCUMENT

TABLE OF CONTENTS

PAGE

FOREWORD ...... 1

DEFINITIONS ...... 2

STANDARDS...... 6

1. General ...... 6

2. Composition of Joint Committee; Meetings ...... 7

3. Equal Employment Opportunity ...... 8

4. General Duties of the JATC ...... 9

5. Qualifications & Duties of Participating Employers ...... 10

6. Term of Apprenticeship ...... 11

7. Wages and Fringe Benefits ...... 12

8. Qualification for Apprenticeship ...... 12

9. Selection and Placement (PW Apprentices) ...... 19

10. Credit for On-the-Job Skill Acquisition and Previous Related Training ...... 19

11. The Apprenticeship Agreement ...... 20

12. Probationary Period ...... 20

13. Related Instruction ...... 20

14. Safety and Health Training ...... 23

15. Hours of Work; Assignments...... 24

16. Work Experience ...... 25

17. Number of Apprentices: The Ratio ...... 31

18. Temporary Training Opportunities ...... 31

19. Advancement of Apprentices ...... 32

20. Cancellation or Resignation of Apprenticeship Agreement ...... 32

Section 4 – i 21. Complaint Procedures ...... 32

22. Certification of Completion ...... 33

23. Program Deregistration ...... 34

24. Maintenance of Records ...... 34

25. Collective Bargaining Agreement ...... 34

26. Conformance with Federal Law and Regulations ...... 34

APPENDIX A - Apprenticeship Selection Procedures ...... 35

PROCEDURES FOR PROCESSING APPLICATIONS AND SELECTING APPRENTICES . 36

1. Application Availability ...... 36

2. General Rules Concerning Applications and Record Keeping ...... 36

3. Qualifications for Applicants ...... 37

4. Application Process ...... 37

5. Testing and Interview Process ...... 38

6. Disqualification...... 39

7. Re-Interview Process...... 39

8. Ranking and Selection ...... 39

9. Applicant Appeals Procedure ...... 40

APPENDIX B - Equal Employment Opportunity Policy and Affirmative Action Plan ...... 41

PREFACE ...... 42

PART I GENERAL PROVISIONS ...... 42 A. Affirmative Action and Equal Opportunity ...... 42 B. Responsibility for Implementation ...... 42 C. Dissemination of EEO/AA Plan ...... 43 D. Anti-Harassment Training ...... 44 E. Universal Outreach and Recruitment ...... 44 F. Complaint Procedure ...... 44 G. Invitation to Self-Identify ...... 45 H. Recordkeeping ...... 46

PART II EEO POLICIES AND PROCEDURES ...... 48

Section 4 – ii A. Non-Discrimination and Equal Employment Opportunity ...... 48 B. Selection of Apprentices ...... 48 C. Prohibition of Harassment ...... 48 D. Reasonable Accommodation Because of Religion ...... 50 E. Retaliation Prohibited ...... 50 F. Employer Responsibilities ...... 50 G. Americans With Disabilities Act Compliance ...... 51 H. Mentoring and Other Support for Apprentices ...... 51 I. Other Participants in JATC Programs ...... 51

PART III AFFIRMATIVE ACTION PLAN ...... 53 A. Definitions and Terminology ...... 53 B. Internal Review of Program Processes and Effectiveness ...... 53 C. Targeted Outreach, Recruitment and Retention ...... 54 D. Utilization Analysis for Race, Sex and Ethnicity ...... 57 E. Utilization Analysis for Individuals with Disabilities ...... 59

APPROVAL OF STANDARDS ...... 60

Section 4 – iii FOREWORD

The science of electricity is constantly changing and expanding at an ever-increasing rate. From its inception, the electrical industry has kept pace with new technologies and is now one of the largest industries in the United States. This rapid expansion means that the electrical apprentice must be given sound basic training in the knowledge of the occupation, supplemented by sufficient instruction in the theories of electrical science.

The electrical occupation is unique in that it is mechanical, technical, and professional. In order to meet industry demands in an ever-evolving technological environment, the electrical industry must select individuals who have the aptitude to learn and develop the knowledge, skills, and abilities necessary to proficiently perform the individual job tasks associated with the work processes of the occupation. The industry must select and train individuals who will diligently work and study to stay abreast of current and future emerging technologies.

The electrical industry, by its very nature, places a high degree of personal responsibility on each individual. While supervision is most often provided on the job, the electrical worker is constantly called upon to make decisions concerning proper performance methodology.

Today’s electrical installations are very complex and highly sophisticated. Faulty installations often prove to be extremely expensive and hazardous. Much of the complex wiring involved in the work is hidden from view when the job is completed; any defect in this hidden work can cause serious damage and prove to be extremely costly. The well-trained electrical worker takes pride in the appearance of their work, and in its technical correctness and structural soundness.

This Joint Apprenticeship and Training Committee (“JATC”) was formed under the local Collective Bargaining Agreement (“CBA”) by the local union of the International Brotherhood of Electrical Workers (“IBEW”) and the local chapter of the National Electrical Contractors Association (“NECA”). The local union, the local chapter, and the JATC have dedicated their time to develop an efficient training program so the apprentice can, through a systematic program of schooling and on-the-job training, become a well-qualified electrical worker. The degree of success the JATC has in its operation will depend entirely upon the willingness of all local parties of the electrical industry to cooperate in this joint activity. Quality training remains a high priority with the IBEW and NECA.

The JATC will adopt and promote nationally developed Apprenticeship Standards and curricula to ensure quality apprenticeship and training for the industry in the best interest of the apprentice, management, labor, the customer, and the public.

Section 4 – 1 DEFINITIONS

The following definitions apply to terms and acronyms commonly used throughout this document. They are intended to be consistent with the definitions in 29 CFR Parts 29 and 30.

ACE. American Council on Education. APPRENTICE. Any individual meeting the qualifications described in the Standards of Apprenticeship who has signed an Apprenticeship Agreement with the JATC providing training and related instruction under these Standards, and who is registered with the Registration Agency. An apprentice may include a PW Apprentice (Public Works Apprentice), as described in Section 15 E. of these Standards. APPRENTICESHIP AGREEMENT. The written agreement between the apprentice and the JATC setting forth the responsibilities and obligations regarding the Apprentice’s employment and training under these Standards. Each Apprenticeship Agreement must be registered with the Registration Agency. An Apprenticeship Agreement may be supplemented by a PW Agreement (Public Works Apprentice Agreement), as described in Section 15 E. of these Standards. APPRENTICESHIP COMMITTEE (or COMMITTEE). Those persons appointed by the IBEW Local Union and the NECA Chapter to administer the apprenticeship program. The joint committee is composed of an equal number of representatives of the IBEW Local Union and NECA Chapter. Committee Members are also Trustees. APPRENTICESHIP PROGRAM. The program administered under these Standards of Apprenticeship. BOOT CAMP. An optional post-selection, pre-registration program used by some JATC’s to determine if applicants possess the ability to learn and to perform the essential requirements of an electrical worker. CANCELLATION. The termination of an apprenticeship agreement. CERTIFICATE OF COMPLETION OF APPRENTICESHIP. The Certificate of Completion of Apprenticeship issued by the electrical training ALLIANCE for the JATC to provide to those registered apprentices certified and documented as successfully completing the apprentice training requirements outlined in these Standards of Apprenticeship. CEU. Continuing Education Units. COLLECTIVE BARGAINING AGREEMENT (or CBA or PW AGREEMENT). The negotiated agreement between the Local Union and Local Chapter, or with signatory employers, that sets forth the terms and conditions of employment for apprentices during on-the-job training. In addition to a CBA, the JATC may enter into PW Agreements (Public Works Apprentice Agreement), as described in Section 15 E. of these Standards. COMPETENCY. Competency means the attainment of manual or technical skills and knowledge, as specified by an occupational standard and demonstrated by an appropriate written and hands-on proficiency measurement as defined by the electrical training ALLIANCE. CPR. Cardiopulmonary Resuscitation. DIRECT ENTRY. A method of entry into the Apprenticeship Program permitted under these Standards under which qualifying applicants are directly admitted into the apprenticeship program. Each direct method of entry will have certain minimum requirements and post-offer, pre-registration selection requirements. DIRECT INTERVIEW. A method of entry into the Apprenticeship Program permitted under these Standards under which qualifying applicants may be allowed to by-pass certain minimum requirements and

Section 4 – 2 go directly to oral interview. Each direct interview method of entry will have certain minimum requirements and post-offer, pre-registration selection requirements. DOL. U.S. Department of Labor. Most references are to the Employment Training Administration, Office of Apprenticeship, but the term may be used to refer to other offices of the U.S. DOL. EEO/AA Plan. The Equal Employment Opportunity Policies and Affirmative Action Plan established by the JATC that is part of these Standards. Formerly known as the Affirmative Action Plan or AAP. electrical training ALLIANCE. The national organization created by the IBEW and NECA, formerly known as the National Joint Apprenticeship Training Committee or the NJATC. ELECTRONIC MEDIA. Media that utilizes electronics or electromechanical energy for the end user (audience) to access the content and includes, but is not limited to, electronic storage media, transmission media, the Internet, the extranet, lease lines, dial-up lines, private networks, and the physical movement of removable/transportable electronic media and/or interactive distance learning. EMPLOYEE RETIREMENT INCOME SECURITY ACT or ERISA. A federal law, the Employee Retirement Income Security Act of 1974, as amended, that imposes requirements on various types of employee welfare and pension plans, including apprenticeship plans, and enforced by DOL. EMPLOYER. Any person or organization employing an apprentice for on-the-job training as part of the Apprenticeship Program. Also sometimes referred to as a “Participating Employer” with the JATC, or as a “Contractor.” GED. General Educational Development Certificate. HYBRID OCCUPATION. The hybrid approach measures the individual apprentice’s skill acquisition through a combination of specified minimum number of hours of on-the-job-learning and the successful demonstration of competency as described in a work process schedule, and may include some related instruction. IBEW. International Brotherhood of Electrical Workers. INDUSTRY. The electrical construction industry in general, and in particular the IBEW-NECA segment of the industry. INSTRUCTOR. An individual employed or used by a JATC to provide related instruction to apprentices. INTERIM CREDENTIAL (CERTIFICATE OF TRAINING). Interim Credential means a credential issued by the Registration Agency, upon request of the appropriate sponsor, as certification of competency attainment by an apprentice. Also used by the electrical training ALLIANCE to refer to the credential obtained through a curriculum for high school students, which is the equivalent of completion of the 1st Year Curriculum. JATC. Joint Apprenticeship and Training Committee or “Committee”. References to the “JATC” are to the local JATC created by the Local Union and the Local Chapter pursuant a CBA that includes the Category One, Standard Inside Apprenticeship Language from Article V of the IBEW-NECA pattern Inside Agreement. JATT. Joint Apprenticeship Training Trust. The legal entity through which the local apprenticeship training fund exists, which was created by a Trust Agreement. Under ERISA the Board of Trustees of the JATT is the “plan sponsor” that is generally responsible, as set forth in the Trust Agreement, for the administration of the plan. JOURNEY-LEVEL WORKER. A worker who has attained a level of skill, abilities and competencies recognized within an industry as having mastered the skills and competencies required for the occupation. (Use of the term may also refer to a mentor, technician, specialist, or other skilled worker who has documented sufficient skills and knowledge of an occupation, either through formal apprenticeship or

Section 4 – 3 through practical on-the-job experience and formal training.) Formerly sometimes referred to as a “Journeyman.” LOCAL CHAPTER (or NECA Chapter). The NECA Chapter(s) involved in the creation of the JATC and JATT, and is one of the settlors of the Trust. LOCAL UNION (or IBEW Local). The IBEW Local(s) involved in the creation of the JATC and JATT, and is one of the settlors of the Trust. NECA. National Electrical Contractors Association. OA. U.S. Department of Labor, Office of Apprenticeship. OJT. On-the-Job Training. O*NET-SOC CODE. The Occupational Information Network (O*NET) codes and titles are based on the new Standard Occupational Classification (SOC) system mandated by the federal Office of Management and Budget for use in collecting statistical information on occupations. The O*NET classification uses an 8-digit O*NET-SOC code. Use of the SOC classification as a basis for the O*NET codes ensures that O*NET information can be readily linked to labor market information such as occupational employment and wage data at the national, State, and local levels. OSHA. Occupational Safety and Health Administration OWINN. State of Nevada Governor’s Office of Workforce Innovations (OWINN) PARTY or PARTIES. Refers to the parties to the CBA, i.e. the Local Union and Local Chapter. Used in some provisions derived directly from the Standard Inside Apprenticeship Article V language. PROBATIONARY PERIOD. A defined period of time during which the apprenticeship agreement may be terminated by either party to the agreement upon written notice to the Registration Agency. In no case shall the probationary period exceed 25% of the program length or one (1) year; whichever is shorter. QUALIFIED ELECTRICAL WORKER (“QEW”). A Journey-level worker in the electrical industry, who has graduated from a registered apprenticeship program or obtained equivalent skills and experience. Equivalent to the former terms Lineman or Wireman. REGISTERED APPRENTICESHIP PARTNERS INFORMATION DATA SYSTEM (“RAPIDS”). The Federal system which provides for the automated collection, retention, updating, retrieval, and summarization of information related to apprentices and apprenticeship programs. REGISTRATION AGENCY. Means, depending on the state, the U.S. Department of Labor, Office of Apprenticeship, and/or the Nevada State Apprenticeship Council (OWINN) that has responsibility for registering apprenticeship programs and apprentices; providing technical assistance; conducting reviews for compliance with Title 29, C.F.R. Parts 29 and 30 and quality assurance assessments. RELATED INSTRUCTION. An organized and systematic form of instruction designed to provide the apprentice with knowledge of the theoretical and technical subjects related to apprentice’s occupation. Such instruction may be given in a classroom, through occupational or industrial courses, correspondence courses of equivalent value, on-line courses or other digital media or formats, or other forms of self-study approved by the Registration Agency. RULES and POLICIES. The rules, policies, and procedures established by the JATC for day to day administration of the Apprenticeship Program, that address rights and responsibilities of apprentices and contractors and the operation of Related Instruction, but does not include any other policies and procedures that the JATC or JATT may establish for their internal operations. SELECTION PROCEDURES. The Apprentice Selection Procedures that are part of these Standards.

Section 4 – 4 SHOP. Designates the complement of workers who report daily to an Employer’s designated place of business, e.g. the “service-truck” crew. STANDARDS OF APPRENTICESHIP (or STANDARDS). This entire document, including the Selection Procedures and EEO/AA Plan. STATE APPRENTICESHIP AGENCY or SAA. A state Bureau of Apprenticeship Training, or similar state agency, with authority over apprenticeship programs in that state. SUPERVISOR. An individual designated by an Employer to supervise or have charge and direction of an apprentice during on-the-job training. TIME-BASED OCCUPATION. The time-based approach measures skill acquisition through the individual apprentice’s completion of at least 8,000 hours of on-the-job learning as described in a work process schedule. TRANSFER. A shift of an apprentice’s apprenticeship agreement from one JATC to another JATC. TRUST AGREEMENT. The multi-employer plan trust agreement that created the JATT. TRUSTEES or BOARD OF TRUSTEES. Those persons appointed by the IBEW Local Union and the NECA Chapter to administer the Joint Apprenticeship Training Trust. The JATT joint committee is composed of an equal number of representatives of the IBEW Local Union and NECA Chapter (including any Alternate Trustees and Committee Members as may be appointed pursuant to Article IV, Section 1 and Article XII, Section 1 of the Trust Agreement, as amended). The applicable Trust Agreement will typically say that the Trustees are solely responsible for the administration of the trust. Trustees are also Committee members. TRUST FUND. A term sometimes used to refer to the JATT, where the funds are held.

Section 4 – 5 STANDARDS

1. General

A. This apprenticeship and training program shall be administered by the Trustees and the Committee. The Trustees shall administer the JATT under the terms of the Trust Agreement and applicable law. The Trustees and the Committee may, if they are named fiduciaries under ERISA, allocate responsibility between them for operation of the apprenticeship program, except for non-allocable Trustee responsibilities. Absent some other agreement, the duties of the Trustees shall be limited to those set forth in the Trust Agreement or law. B. The JATC shall establish and adopt Standards governing the qualifications, selection, employment, education, and training of all apprentices that conform with the electrical training ALLIANCE National Requirements for Local Apprenticeship Standards, the CBA and the requirements of the Registration Agency. These Standards (including the Selection Procedures and EEO/AA Plan), and any subsequent amendments, must be approved in advance by the electrical training ALLIANCE prior to being submitted to the appropriate Registration Agency for approval and registration. C. These Standards, after approval by the electrical training ALLIANCE and the Registration Agency, shall supersede all previous JATC Standards. Apprenticeship Agreements in force under preceding Standards shall remain in force unless changed by written consent of the apprentice, the JATC and the Registration Agency. D. Pursuant to the apprenticeship language in the applicable CBA, the IBEW-NECA pattern Inside Agreement Article V, IBEW Basic Laws and Policies, and industry practice, these Standards shall apply to the IBEW Local Union and NECA Local Chapter and; their members; to employers who are party to the CBA or are otherwise signatory or participating employers; to all applicants and apprentices in this Apprenticeship Program; and, to all others receiving training from this Apprenticeship Program. E. The provisions of these Standards shall not be construed as permitting violation of any applicable local, state, or Federal law. F. These Standards shall not be interpreted as being inconsistent with existing or subsequent local CBA language establishing more demanding standards; the more demanding standard shall always prevail. G. The jurisdictional area which these Standards cover shall be the wage area as set forth in the local CBA. The jurisdictional area is described in the Rules and Policies. H. All funds for the operation of the apprenticeship and training program shall be held in a Trust Fund established by the IBEW Local and the NECA Chapter. The Trustees shall administer the Trust Fund in accordance with the Trust Agreement and applicable law. I. Whenever these Standards refer to providing any type of document, information, notice or other communication, unless otherwise specified or required by the Registration Agency or applicable law, such communications and transmittals may be made by any effective means, including electronic or digital transmission.

Section 4 – 6 2. Composition of Joint Committee; Meetings

A. The JATC and JATT shall be composed of eight (8) members: The IBEW Local and NECA Chapter shall each appoint an equal number four (4) of individuals who shall serve as both Committee members and Trustees. These dual appointments as Committee Member and Trustee must be in writing. Individuals appointed by the NECA Chapter must be members or employees of NECA and active in the Industry. Individuals appointed by the IBEW Local must be members or staff of the IBEW and active in the Industry. Current Committee members/Trustees shall be identified in the Rules and Policies and/or on the JATC’s website. B. The term of office shall be for three (3) years. The term of one (1) NECA appointee and one (1) IBEW appointee shall expire each year on December 31. A Committee member/Trustee may be reappointed. Any reappointment shall also be in writing for the same specified term. C. The Committee shall select from its membership, but not both from the same party, a Chairman and a Secretary, who shall retain voting privileges as members. The Committee may establish term limits for officers if not otherwise established by its governing documents. D. JATC members shall complete their appointed term unless removed for cause by the party to the CBA that appointed them, they voluntarily resign or die. All vacancies shall be filled immediately by the party who appointed that individual to complete the unexpired term. The IBEW Local and NECA Chapter retain the discretion to determine what is “cause’, subject to any applicable local or national IBEW or NECA rules. JATC/JATT minutes shall reflect all appointments, reappointments, resignations, and terminations of Committee Members/Trustees. E. The Committee and Trustees shall adopt appropriate internal policies and procedures for their respective areas of responsibility and the conduct of Committee members/Trustees, including confidentiality. The JATC shall also ensure that Committee members/Trustees have access to appropriate education regarding their obligations and duties, as an expense of the Trust. F. The Committee may establish or authorize one or more joint subcommittees to be similarly constituted and appointed for training purposes to meet a specific need, such as a Residential or Telecommunication subcommittee. Such subcommittees may be established at the discretion of the Committee, and shall remain in place until terminated by a majority vote of the Committee. Subcommittee members shall be appointed by the sponsoring parties in the same manner that the JATC members are appointed. Members of a subcommittee may or may not be JATC members. Subcommittees shall operate under the same rules as the Committee. There shall be no subcommittees of the JATT unless permitted by the terms of the Trust Agreement. G. The JATC shall meet at least once a month, and on call of the Chairman when a specific need arises. The JATC may agree to cancel a regularly scheduled monthly meeting due to specific or unusual circumstances. Upon notice by the Chairman and Secretary, a JATC meeting may be held via audio, video, or other electronic conference. JATC members in attendance, through any authorized means, may vote. There must be at least one (1) JATC

Section 4 – 7 member present who was appointed by each party to establish a quorum at JATC meetings. Each party shall have a total number of votes at JATC meetings equal to its allowable number of JATC members, regardless of the number of members present. In the event the parties are divided on an issue, each party may cast its full vote as if all were present. A vote to abstain is an official vote, it represents one of the votes the sponsoring party is entitled to and is not counted as either a yea or a nay. An individual member must be present (in-person or electronically) to personally vote on JATC matters. No absentee votes or proxy votes will be valid. H. Due to the confidential nature of Apprenticeship Agreements and apprentice records and issues, all JATC meetings are to be considered as “closed meetings,” except where applicable law provides otherwise. I. The JATC and JATT may be additional composed of two (2) alternate members: The IBEW Local and NECA Chapter may each appoint an equal number of one (1) of individuals who shall serve as both Alternate Committee Members and Alternate Trustees. These dual appointments as Alternate Committee Members and Alternate Trustees must be in writing. Alternate Committee Members may attend meetings of the JATC, vote and act on all JATC matters in the absence, and on behalf of, a duly appointed Committee Members. Consultants and guests may be invited to or permitted to attend meetings of the JATC, but shall have no official voice and no vote. A designated representative of the IBEW Local or the NECA Chapter, such as the local union Business Manager or NECA Chapter Manager, shall have the right to attend a JATC meeting with due notice given to the JATC. J. Meetings of the JATT should be scheduled in the same manner, following the meeting of the JATC, and follow similar procedures as those for JATC meetings, unless the Trust Agreement provides otherwise.

3. Equal Employment Opportunity

A. This Apprenticeship Program shall be operated in a manner that does not discriminate on the basis of any protected characteristics or conduct under federal, state, and local law. These policies are set and detailed in in the EEO/AA Plan (Appendix B). B. The JATC will not discriminate against an apprentice or applicant on the basis of race, color, religion, national origin, sex (including pregnancy and gender identity), sexual orientation, age (40 or older), genetic information, or disability with regard to its apprenticeship and other programs, including its recruitment, outreach, and selection procedures; grading, assessment, and advancement; on-the-job opportunities and assignments; rates of pay; imposition of penalties or other disciplinary action and termination; or, any other benefit, term, condition, or privilege associated with apprenticeship. C. The JATC will take affirmative action to provide equal opportunity in apprenticeship and will operate the apprenticeship program as required under Title 29, Code of Federal Regulations, part 30, as amended, and other applicable laws.

Section 4 – 8 4. General Duties of the JATC

A. The JATC may develop training for Qualified Electrical Workers, pre-apprenticeship programs, and other related training, so long as such programs do not violate applicable law. B. The JATC may employ a Training Director or other staff to assist in the day-to-day operation of the apprenticeship and training programs. All governing responsibility for the apprenticeship program and for compliance with applicable law rests with the JATC and/or the Trustees of the JATT, and cannot be delegated, including assuring full compliance with these Standards, the EEO/AA Plan, and the Selection Procedures. C. The JATC shall determine the number of apprentices needed to keep the jurisdictional area supplied with an adequate number of Journey-level workers in the areas covered by these Standards. The JATC shall consider all factors (e.g., employment opportunities, attrition) having a bearing on the number of apprentices needed when determining the number to register. The JATC shall also consider its capability to provide on-the-job training and related instructional training. D. The JATC shall see that each apprentice satisfactorily completes the minimum course materials and curriculum produced by the electrical training ALLIANCE. E. The JATC will periodically review the progress of each apprentice to ensure they receive supervised on-the-job experience in the work processes and job tasks as outlined in these Standards (see Section 16). F. In order to provide diversity of training and/or employment opportunities, the JATC shall have full power and authority, as per the CBA, to assign, transfer or reassign apprentices from one job or shop to another, or from one participating employer to another. All OJT transfers and assignments shall be issued by the JATC as set forth in the CBA. G. The JATC is not the employer of apprentices engaged in on-the-job training, and is not obligated to ensure the employment of any apprentice. The JATC shall endeavor to keep all apprentices employed in a reasonably continuous manner with the participating employers, while also ensuring a diversity of on-the-job training. H. Since the JATC is not an employer of apprentices, nothing in these Standards regarding the JATC’s duties regarding OJT shall be interpreted to change or relieve any rights or duties of Employers. Except where required by applicable federal or state laws, nothing in these Standards is intended to create any right or obligation enforceable by apprentices against the JATT, the Trustees, the JATC, the IBEW Local, or the NECA Chapter. I. The JATC shall follow any procedures required by the Registration Agency, Nevada State Apprenticeship Council (OWINN) for registration of new apprentices and for providing or updating information about registered apprentices. J. The JATC shall adopt written Rules and Policies and applicable procedures that set out the rights and responsibilities of applicants, apprentices or other participants, and applicable procedures. The Rules and Policies shall not be inconsistent with the Standards or other requirements adopted by the electrical training ALLIANCE to implement the Standards. The Rules and Policies shall be consistently applied in a nondiscriminatory manner. Every registered apprentice shall be provided a copy of the Rules and Policies at the time of

Section 4 – 9 registration and a copy of all subsequent modifications, and must sign an acknowledgement. Rules and Policies may be provided through and receipt acknowledged by electronic means. A copy of the JATC’s Rules and Policies (and subsequent changes) shall be submitted to the Registration Agency if so required by the Registration Agency. K. The JATC and/or JATT may establish such other rules, policies, and procedures as they deem appropriate for their internal operations (e.g., finance and administration, confidentiality, operation of OJT) or as may be required by law or to implement the Standards. L. In the first quarter of each year, the JATC shall provide the IBEW Local and the NECA Chapter a summary of the JATC’s activities for the preceding year. The summary shall include a review of the prior year’s EEO/AA Plan, its overall effectiveness, and changes made to the EEO/AA Plan as a result of the review. Such report shall not include any information identifying individual apprentices in any manner. The JATC shall work cooperatively with the electrical training ALLIANCE in timely completing any Industry surveys and reports requested by the electrical training ALLIANCE, and in maintaining the National Requirements.

5. Qualifications & Duties of Participating Employers

A. The JATC shall determine the adequacy of each participating Employer to provide apprentices the necessary training needed to gain experience in the various job tasks and work processes of the occupation. The JATC shall have the authority to suspend or withdraw the approval of an Employer to train apprentices when appropriate. The JATC shall establish minimum expectations for all Employers consistent with these Standards. The JATC may also conduct orientations, workshops, or other educational sessions for Employers to explain the Apprenticeship Program's Standards and the operation of the Apprenticeship Program. B. An Employer who is eligible to train apprentices shall be signatory to a local CBA, comply with the qualifying requirements as set forth in the CBA, and be able to provide the necessary work experience for training as determined by the JATC. Participating Employers must comply with all provisions of the Apprenticeship Program including the Standards, Selection Procedures, and the EEO/AA Plan, the JATC’s Rules and Policies and any other rules or agreements required by the JATC. An Employer shall only secure apprentices through the JATC. Participating Employers shall contribute to the JATC Trust Fund at the rate established in the CBA. Failure to contribute to the Trust Fund may be just cause for removing any apprentices from an Employer. C. While an apprentice is on the job site, it shall be the responsibility of that Employer to provide the apprentice a non-discriminatory and safe workplace and conditions of employment and work assignments that the apprentice can safely perform. D. The Employer will assign apprentices to those QEWs who have the ability to adequately train and supervise the on-the-job training of the apprentice based upon the work processes being learned. E. Employers must cooperate with the JATC by ensuring the timely and accurate completion of work reports and such other evaluations as the JATC requests of apprentices. Employers

Section 4 – 10 must promptly inform the JATC of any serious complaints or grievances by or against apprentices, including but not limited to complaints of discrimination or harassment, and permit the JATC on request to monitor any investigation involving apprentices. Employers will also participate in appropriate training provided by the JATC, such as that required by 29 C.F.R. Part 30.

6. Term of Apprenticeship

A. The JATC shall see that each apprentice registered in either the traditional (time-based) occupation or the Hybrid occupation completes the minimum of 8,000 hours of reasonably continuous supervised employment on-the-job training prior to the change in classification. The JATC shall attempt to provide for participation in all of the work processes as outlined in Section 16 of these Standards. Apprentices registered in the traditional (time-based) apprenticeship program shall participate in a minimum of 180 hours of related classroom training per year, outside the normal work hours. The JATC shall require each apprentice to satisfactorily complete the electrical training ALLIANCE’s Five-Year Inside Wireman Apprenticeship Course Material. The JATC may choose in their discretion to schedule related instruction to allow apprentices to complete the material in less than five years. Apprentices registered in the hybrid training program will utilize related classroom training as deemed appropriate by the JATC to be able to successfully demonstrate mastery of the required core competencies in order to be re-classified as a Construction Electrician. A list of the required core competencies is provided in Section 13 – Related Instruction. B. The following table identifies minimum requirements to enter each Period of Apprenticeship for apprentices registered to the traditional (time-based) occupation. This JATC has established ten periods of apprenticeship as stipulated below. Period Percent of QEW + Minimum + Related Training Rate Accumulative OJT Hours 1 35 + 0 + N/A 2 40 + 1000 + Satisfactory Progress 3 45 + 2000 + 1st Yr. School Completed 4 50 + 2750 + Satisfactory Progress 5 60 + 3500 + 2nd Yr. School Completed 6 65 + 4250 + Satisfactory Progress 7 75 + 5000 + 3rd Yr. School Completed 8 80 + 5750 + Satisfactory Progress 9 85 + 6500 + 4th Yr. School Completed 10 90 + 7250 + Satisfactory Progress Completion 100 + 8000 + 5th Yr. School Completed

At the time of registration of these Standards, the QEW rate is $48.43. The Registration Agency will be notified of any changes in the QEW rate in a timely manner. To be advanced, the apprentice must have satisfactorily completed all requirements: OJT Accumulative Hours and Related Training as indicated above (see Section 19). [Example: To advance to third period, one must have satisfactorily completed the first-year of related training and must also have accumulated 2,000 hours of OJT with satisfactory performance.]

Section 4 – 11 C. The following table identifies minimum requirements to enter each Period of Apprenticeship for apprentices registered to the hybrid occupation. This JATC has established ten periods of apprenticeship as stipulated below. Period Percent of + Minimum + Related Training QEW Rate Accumulative OJT Hours 1 35 + 0 + N/A 2 40 + 1000 + Satisfactory Progress 3 45 + 2000 + Satisfactory Progress 4 50 + 2750 + Complete 1st Core Competency 5 60 + 3500 + Complete 2nd Core Competency 6 65 + 4250 + Complete 3rd Core Competency 7 75 + 5000 + Complete 4th Core Competency 8 80 + 5750 + Complete 5th Core Competency 9 85 + 6500 + Complete 6th Core Competency 10 90 + 7250 + Complete 7th Core Competency Completion 100 + 8000 + Complete 8th Core Competency

At the time of registration of these Standards, the QEW rate is $48.43. The Registration Agency will be notified of any changes in the QEW rate in a timely manner.

To be advanced, the apprentice must have satisfactorily completed both requirements: OJT Hours and Related Training Core Competency assessments as indicated above (see Section 19). [Example: To advance to fourth period, one must have satisfactorily completed the first Core Competency and must also have accumulated 2,750 hours of OJT with satisfactory performance.]

7. Wages and Fringe Benefits

Apprentices shall be employed on a stipulated hourly wage and benefits basis, as provided in the local CBA. Increases shall be subject to satisfactory progress on the job and satisfactory progress or completion of related instruction. See Section 6 for the periods of advancement and rates of pay.

8. Qualification for Apprenticeship

A. Methods of Entry. Every individual selected for apprenticeship shall come from the pool of qualified applicants on the ranked list, unless otherwise qualifying for Direct Interview or Direct Entry. No applicant shall be excluded from consideration because they fail to meet qualifications for Direct Interview or Direct Entry; they must be considered under the standard method of entry. B. Application. Every applicant must fill out an application form in either paper format or electronically, accurately, and completely responding to all questions and items listed in the application. C. Minimum Qualifications. Except as provided in paragraphs 8. E. and 8. F. for those eligible for Direct Interview or Direct Entry, each applicant must meet the following minimum qualifications and will be required to provide evidence satisfactory to the JATC at the time indicated in the Selection Procedures.

Section 4 – 12 1) Each applicant must be: (i) a high school graduate, or (ii) have a Certificate of High School Equivalency or GED, or (iii) have a two-year Associate Degree (or its equivalent) or higher. (If equivalent education was obtained outside of the United States, the applicant will be required to provide appropriate documentation). 2) Each applicant must have successfully completed: (i) one full year of high school algebra (or its equivalent) with a grade of "C" or better, or (ii) one semester of post high school algebra (e.g., Adult Education, Continuing Education, Community College, etc.) with a grade of "C" or better; or (iii) the electrical training ALLIANCE online Tech Math Course. 3) Each applicant must be able to work legally in the United States and provide a valid social security number. The JATC will not seek to verify authorization to work in the U.S., since that is the responsibility of Employers during on-the-job training, but if the JATC learns that an applicant is not eligible to work and will not be eligible at the time of registration, the JATC may terminate the application. 4) Each applicant must be capable of completing all requirements of the apprenticeship program and performing the work required of an electrical worker, with or without reasonable accommodations, including being able and willing to: a. Safely perform or learn to safely perform the essential functions of the job; b. Get to and from work at job sites anywhere within the geographical jurisdiction of this Apprenticeship Program; c. Attend and successfully pass all related instruction; d. Understand and follow all JATC Rules and Policies; e. Climb and work from ladders, scaffolds, poles, and towers of various heights; f. Push, pull, crawl, crouch, and work in confined spaces such as attics, manholes and crawlspaces, lift 25-50 pound objects on a fairly consistent schedule, and use various hand and power-assisted tools to install conduit, wiring, fixtures, devices, and electrical apparatus within commercial, industrial, and residential buildings; g. Read, hear, speak, and understand instructions and warnings in English. 5) Each applicant must be a minimum of eighteen (18) years-old at the time of registration, except that otherwise qualified applicants may be registered by the JATC prior to turning age 18 if permitted by state law. D. Written Examination. 1) Each applicant will be required to take the Aptitude Test prepared by the electrical training ALLIANCE. Applicants who do not qualify for Direct Interview or Direct Entry must receive a minimum passing score of “5”. 2) Applicants who qualify for Direct Interview or Direct Entry, and who are subsequently registered in the program, will be required to take the Aptitude Test, either before or after registration, to assist in placement and identify areas where they may require additional support. E. Direct Interview Qualification.

Section 4 – 13 The applicants described below will not be required to obtain a qualifying score on the Aptitude Test, or meet the requirements in 8. C. 1) High School diploma or GED, or 8. C. 2) math. If they meet all other minimum qualifications above, and the requirements below, they will be invited to an oral interview. These individuals must still meet all post-selection requirements in paragraph 8. G. Applicants are not required to apply through these methods and may choose to apply through the standard method of entry. 1) Military Experience. a. Applicants who have completed at least three years of active duty military service with the U.S. Armed Forces, with a discharge under honorable conditions within five years of the application date. b. Applicants who have completed at least six years of U.S. military reserve service, who are still serving as a military reservist or have an honorable discharge within two years of the application date. c. Applicants who have been honorably discharged from the military and have completed military technical training school in a Military Occupational Specialty (“MOS”) applicable to the commercial and/or industrial electrical construction industry and can document a minimum of two years of military experience in that MOS within five years of the date of application. These individuals may also qualify for direct entry. d. To qualify under E. 1) a.-c., applicants must provide a DD Form 214 or equivalent documentation acceptable to the JATC to establish their experience. e. Applicants who have served overseas and/or lived on a military installation for a minimum of two (2) years prior to application will have any existing residency restriction waived. 2) Industry Experience a. 2,000 Hours. Applicants who can verify that they have worked a minimum of two- thousand (2,000) hours specifically in the electrical construction industry. b. 4,000 Hours. Applicants who can verify that they have worked a minimum of 4,000 hours specifically in the commercial and/or industrial electrical construction trade. These individuals may also qualify for direct entry. An absolute minimum of four- thousand hours of electrical construction work experience must be proven to meet this qualification. No other form of electronic or electrical experience/training or construction experience will be given credit under this provision. c. Individuals applying under these two methods must provide to the JATC sufficient documentation, satisfactory to the JATC, to demonstrate their experience in the electrical construction industry. This documentation may be comprised of official documents such as tax/payroll records, or notarized letters of experience from prior employers. 3) electrical training ALLIANCE Interim Credential. a. Individuals who have received an Interim Credential through the program developed by the electrical training ALLIANCE, which represents that they have

Section 4 – 14 successfully completed the 1st Year curriculum. These individuals may also be eligible for direct entry. 4) School-to-Apprenticeship Program. a. Individuals who have completed a School-to-Apprenticeship (STA) Program in the electrical industry, including a School to Registered Apprenticeship (STRA) program involving the JATC. To be eligible, the STA or STRA program must meet the following requirements: i. shall be available to all schools within the jurisdiction of the CBA who agree to participate in the STRA program. ii. shall require participants to be at least 16 years of age. iii. shall require participants to complete their Junior Year (11th Grade) of High School prior to being employed as an apprentice in this program. iv. shall allow the JATC to work with the school to encourage participating school systems to include in their academic curriculum: A basic Computer Course and Mechanical Drawing or Computer Aided Design. The JATC may determine that participants must complete the First-Year of industry related classroom training (electrical training ALLIANCE Curriculum), specific electrical training ALLIANCE courses or industry orientation related seminars, or classes. These classes and seminars shall be taught by the JATC. The electrical training ALLIANCE course materials may be presented during the evening hours. v. may permit the scheduling of alternating weeks of academic study and OJT experience, as determined by the JATC and agreed to by the participating school(s). vi. shall mandate that failure to successfully complete academic studies (high school and JATC) shall be just cause for termination from the program. vii. shall mandate that failure to demonstrate progress in safely and proficiently accomplishing work practices shall be just cause for termination. viii. shall obtain a qualifying score on the Aptitude Test. 5) Job Corps. a. Applicants who completed a Jobs Corps training program in electrical construction within two (2) years prior to application, and who obtain a qualifying score on the Aptitude Test. 6) Pre-Apprenticeship Programs. a. Individuals who can verify that they have completed a structured pre- apprenticeship training program meeting minimum requirements recognized by the JATC, and sponsored by community outreach groups, the IBEW or NECA, the Local, State, Regional, or National Building Trades programs, or by the JATC. These individuals may also qualify for direct entry. b. Applicants under this method must provide the JATC with appropriate documentation, satisfactory to the JATC, confirming that they meet the specific

Section 4 – 15 requirements of the pre-apprenticeship program. This documentation must be comprised of official documents such as: completion/graduation certificates, transcripts, notarized letters of confirmation and sworn statements. c. Applicants must also obtain a qualifying score on the Aptitude Test.

7) Industry Needs. Applicants who meet unique industry needs or requirements, and who obtain a qualifying score on the Aptitude Test, will qualify for direct interview by the JATC as soon as possible after application submission, and may qualify for direct entry. To qualify under this method, applicants must either: i. Be in categories for which signatory contractors are required to recruit and hire under project labor agreements (“PLAs”), project stabilization agreements (“PSAs), and/or other federal, state, or local governmental contracts or agreements, provided that those categories are not defined by Protected Characteristics as defined in the JATC’s EEO/AA Plan (e.g., requirements for veterans, local residents, or disadvantaged workers as defined by income or other factors than Protected Characteristics); or ii. Be located in a geographic area for which there is high demand that cannot be reasonably served with a sufficient number of apprentices because of the excessive travel distances. F. Direct Entry. Applicants who meet the following qualifications will be offered direct entry into the Apprenticeship Program, with certain requirements waived and without being placed on or selected from the ranked list of qualified applicants. These individuals must still meet all post-selection requirements in paragraph 8. G., unless expressly exempted. 1) New Signatory Employer. An electrical construction employee of a non-signatory employer not qualifying as a Qualified Electrical Worker when the employer becomes a signatory shall be evaluated by the JATC, using consistent, standard, nondiscriminatory means and registered at the appropriate period of apprenticeship based on previous work experience and related training. a. Such applicants must meet the minimum requirements in 8. C. 4). Such applicants must also: i. Provide official, undisputable documentation to show that they were an employee performing electrical construction work prior to and at the time the employer becomes signatory. ii. Supply the JATC with required reliable documentation and adequate verification to substantiate previous employment and experience to warrant their indenture. 2) 30% Cards. An individual who signs an authorization card during an organizing effort, where 30% or more of the employees have signed authorization cards, whether or not the employer becomes signatory, and is an employee of the non-signatory electrical contractor and does not qualify as a Qualified Electrical

Section 4 – 16 Worker, shall be evaluated by the JATC, using consistent, standard, nondiscriminatory means and registered at the appropriate period of apprenticeship based on previous work experience and related training. a. All employees of the non-signatory electrical contractor must have been offered the opportunity to sign authorization cards. b. For such applicants to be considered, they must meet the minimum requirements in 8. C. 4). Such applicants must also: i. Have previous work experience (with non-participating employer(s) that warrants some OJT credit, based on the provisions of these Standards, provide reliable documentation and adequate verification (which shall be recorded and securely filed in the applicant's file) to substantiate previous employment and experience, in order to qualify for direct entry under this provision. ii. Provide official documentation to show length of employment with present electrical employer and all other previous electrical employers. 3) Transfer of Apprenticeship a. A registered apprentice who wishes to transfer an Apprenticeship Agreement between two local IBEW/NECA JATCs having registered inside apprenticeship programs. This is a method of direct entry. b. In order to transfer an apprenticeship agreement between two local IBEW/NECA JATCs having a registered inside apprenticeship program, the following requirements must be met. The apprentice must submit a written request for transfer, describing in detail the needs and reasons upon which the request is based. c. The apprentice’s sponsoring JATC must agree to the transfer, acting on behalf of the official program sponsors for the IBEW and NECA. d. The receiving JATC must agree to accept the transfer, acting on behalf of the official program sponsors for the IBEW and NECA. e. The receiving JATC shall have complete access to all apprenticeship records pertaining to the transferring apprentice. f. The transferring apprentice must: i. Complete an Application. ii. Provide to the JATC official documentation pertaining to their participation in the apprenticeship program that they are transferring from. An official copy of all records established with the sponsoring JATC (including a copy of the application form and the apprenticeship agreement—properly registered with the Registration Agency) and other information submitted shall be provided to the receiving JATC.

Section 4 – 17 iii. The receiving JATC will examine all documentation submitted before granting permission to transfer. All such records shall become part of the receiving JATC’s permanent files. g. Upon being accepted by the receiving JATC, have their existing apprenticeship agreement terminated and have registration proceedings initiated immediately by the receiving JATC and the appropriate Registration Agency. The Registration Agency will be provided with all documentation necessary and/or required to verify that the transfer is justifiable. h. The apprentice will receive full credit for probationary time previously served. No plan assets will be transferred between the plans to cover the costs of the apprentice’s education. 4) Other Means a. Individuals who qualify under 8. E. 1) c. two years military electrical experience; 8. E. 2) b. 4,000 hours; 8. E. 3) Interim Credential; 8. E. 6) pre- apprenticeship; or 8. E. 7) industry needs, may qualify for direct entry after interview based upon standard, non-discriminatory evaluation factors (e.g., top 50% of class ranking for those with Interim Credentials; a defined cut-off or pass/fail score on knowledge-based tests or skills-based tests or other exams; or a pass/fail interview). b. The JATC may, in its discretion, determine that due to industry needs, individuals in one or more categories under 8 E. will be offered direct entry rather than direct interview for a period of time. c. Decisions to permit direct entry under these options, and for what period of time, should be recorded in the Minutes of the Committee and publicized through the Notice of Apprenticeship Opportunity, prior to each period of applications and interviews. d. A decision to permit direct entry instead of direct interview must be made before or promptly after an interview, before interviewees are placed on the ranked list. Once an applicant is placed on the ranked list their status cannot be changed to Direct Entry. G. Post-Selection Requirements. All selected applicants (including those admitted through direct entry) must meet the following minimum requirements at the time indicated in these Selection Procedures, typically after a conditional offer is made and prior to registration. 1) Provide any remaining documentation required to complete the selection process. 2) Not be disqualified as a result of information obtained by the JATC during the selection process, including interviews, verification of information, reference checks or other information made available to the JATC prior to registration. 3) Pass all required drug-screen tests. The cost of the tests is borne by the JATC. If the applicant fails any pre-registration drug test, refuses to take any pre-registration drug

Section 4 – 18 test, or has insufficient hair or urine for any pre-registered drug test, each of which constitutes a failed pre-registered drug test, the conditional offer will be revoked.

9. Selection and Placement (PW Apprentices)

A. Selection of Applicants will be done under the Selection Procedures (Appendix A). Applicants placed on the ranked list shall remain active for two (2) calendar years from the date of interview, subject to exceptions. B. Apprentices who enter the traditional time-based program may be offered the opportunity to transition into the Hybrid apprenticeship program provided the transition is authorized and approved by the JATC. Apprentices who enter the Hybrid apprenticeship pathway may be offered the opportunity by the JATC to transition to the traditional time-based pathway provided the transition is authorized and approved by the JATC. Apprentices who transition must complete all of the related instruction and hour requirements for the program.

C. PW Apprentices may be temporarily placed for training pursuant to PW Agreements, as described in Section 15. E. of these Standards.

10. Credit for On-the-Job Skill Acquisition and Previous Related Training A. Every applicant who qualifies for Direct Interview or Direct Entry, and who is subsequently registered, will be evaluated by the JATC to determine, using standard means of evaluation, if OJT and/or related instruction credit will be awarded for previous training and experience. B. Qualified applicants interviewed and selected for apprenticeship under these Standards who have previously completed another IBEW/NECA apprenticeship will be awarded a minimum of three thousand, five hundred (3,500) hours of OJT credit. Such individuals will be properly evaluated by the JATC and placed in the appropriate year of related training. C. Qualified applicants selected for registration who have the electrical training ALLIANCE Interim Credential shall be placed in 2nd Year related instruction if the Interim Credential was received within 3 years of the date of registration. D. Other applicants selected for registration who have previous knowledge and skill acquisition in the electrical construction industry can ask for and have such work and job experience evaluated by the JATC prior to signing an Apprenticeship Agreement. The apprentice cannot request an evaluation of past experience after signing. E. Where such experience warrants, the JATC will place the apprentice in the appropriate period with the commensurate wages as determined by the JATC. The JATC will use consistent and equal ways and means for measuring and evaluating individuals to determine how much credit to award, for both OJT and related training. Hours of OJT credit awarded and related instruction placement level are independent of one another. Those awarded OJT credit and assigned to the appropriate pay period classification may be given additional time to successfully complete related instructional requirements.

Section 4 – 19 F. Advance standing is subject to review throughout the probationary period. During this time, OJT and classroom performance will be evaluated to determine if any readjustment concerning OJT or related training status is warranted, including reevaluation and reassignment of apprenticeship period and level of related instruction, as the JATC determines.

11. The Apprenticeship Agreement

A. Before being employed as an apprentice or enrolled in related instruction classes, the selected applicant must sign an Apprenticeship Agreement with the JATC. The Apprenticeship Agreement will be submitted to the Registration Agency for approval if required. The Standards and the JATC’s Rules and Policies (as they may be amended) shall be considered a part of the Apprenticeship Agreement. B. Prior to signing the Apprenticeship Agreement, each selected applicant shall be given an opportunity to read and review the Standards, the JATC’s Rules and Policies, the Apprenticeship Agreement and the sections of the CBA that pertains to apprenticeship. Selected applicants shall sign an acknowledgement that they have reviewed the documents and are willing to abide by them. C. The JATC and the Apprentice shall sign the Apprenticeship Agreement and each receive a signed copy. The JATC shall follow the procedures of the Registration Agency regarding the submission of the Apprenticeship Agreement (e.g., through RAPIDS for DOL states, number of signed originals).

12. Probationary Period

A. The first 2,000 hours of OJT, and satisfactory performance in related classroom training during such time, shall constitute the probationary period. During the probationary period, the JATC shall make a thorough review of the apprentice’s ability and development. B. Prior to the end of the probationary period, the JATC will decide whether to end the probation, extend the probation or cancel the Apprenticeship Agreement. If the Registration Agency so requires, the Registration Agency shall be notified of cancellations or extensions. C. During the probationary period, the JATC may extend the probation up to the maximum, or cancel the apprenticeship agreement, without the formality of a hearing and at the discretion of the JATC, so long as the JATC is acting in a non-discriminatory manner. Apprentices whose agreements are cancelled during the probationary period have no appeal rights other than those provided in the EEO/AA Plan.

13. Related Instruction

A. Each apprentice shall be required to participate in non-compensable related instruction away from the job as specified below. B. In addition to the required electrical training ALLIANCE curriculum as listed under item C. of this section, each apprentice will be required to complete a series of extra classes and

Section 4 – 20 licensing before completion of the electrical training ALLIANCE curriculum. The extra classes and licensing shall include, but not be limited to: OSHA 10/30, First Aid/CPR, Forklift, Boomlift, Scissorlift, Sexual Harassment and Discrimination and COMET I, COMET II, Steward’s training, Foreman’s training and three (3) elective classes. C. Course of Study 1) Traditional (Time-Based) Pathway-Topics to be studied (completed) as part of the required electrical training ALLIANCE curriculum shall include, but not be limited to those listed below. The order of presentation and/or year of presentation may change from time to time:

FIRST YEAR - 180 HOURS MINIMUM Codes and Standards Electrical Theory Industry Orientation Installation Applications Jobsite Skills and Practices Safety Awareness

SECOND YEAR - 180 HOURS MINIMUM Codes and Standards Construction Documentation Electrical Equipment Electrical Theory Industry Orientation Installation Applications Safety Awareness

THIRD YEAR - 180 HOURS MINIMUM (108 HOURS CORE MINIMUM and 72 HOURS ADVANCED MINIMUM) Codes and Standards Construction Documentation Construction Leadership Electrical Systems Electrical Theory Safe Material and Equipment Handling Safety Awareness

FOURTH YEAR - 180 HOURS MINIMUM (72 HOURS CORE MINIMUM and 108 HOURS ADVANCED MINIMUM) Codes and Standards Construction Documentation Electrical Control Systems Electrical Systems Electrical Equipment Safety Awareness

Section 4 – 21 FIFTH YEAR - 180 HOURS MINIMUM (72 HOURS CORE MINIMUM and 108 HOURS ADVANCED MINIMUM) Codes and Standards Electrical Control Systems Electrical Equipment Industry Orientation Jobsite Skills and Practices Safety Awareness

ADVANCED TOPICS THIRD YEAR – 72 HOURS MINIMUM, FOURTH YEAR – 108 HOURS MINIMUM, FIFTH YEAR – 108 HOURS MINIMUM Advanced Codes and Standards Advanced Construction Documentation Advanced Construction Leadership Advanced Distributed Generation Advanced Communications Systems Advanced Control Systems Advanced Electrical Equipment Advanced Electrical Systems Advanced Limited Energy Systems Advanced Safety Awareness Advanced Theory

2) Hybrid Pathway–Topics to be studied (completed) as part of the required electrical training ALLIANCE curriculum shall include, but not be limited to those listed below. The order of presentation and/or year of presentation may change from time to time: a. Tools and Materials b. Wiring Methods c. Conduit Fabrication d. Wiring Devices e. National Electrical Code f. OSHA Safety g. Electrical Safety and PPE h. Blueprint Reading i. Transformer Applications j. Motors & Motor Control k. Electrical Grounding l. Low Voltage Systems m. Test Instruments n. Fire Alarm As part of their related instruction, apprentices will be required to successfully complete written assessments of specific core competencies. In addition to the written assessments, apprentices within the Hybrid pathway will also be required to demonstrate competency through hands-on, proficiency-based assessments during the course of their apprenticeship. Apprentices will be eligible for the hands-on,

Section 4 – 22 proficiency-based evaluations only after they have successfully completed and documented the minimum number of related OJT hours in the specific competency. See Section 16 for Work Experience requirements. The number of related instruction hours will be commensurate with the hours needed to achieve and demonstrate both written and hands-on proficiency in the identified competencies. D. The time spent in related classroom instruction, which may include blended learning, shall be in addition to the required minimum hours of OJT. The minimum number of classroom hours per year may change from time to time in order to meet training needs. Such changes must be properly approved by the Registration Agency. E. The JATC shall secure competent Instructors whose knowledge, experience and ability to teach shall be carefully examined and monitored. The Instructors shall take the teacher training courses made available from the electrical training ALLIANCE (or state required equivalent) through attendance, participation and working towards completion of the Industry’s Four-Year National Training Institute Teacher-Training Program. F. The JATC shall secure the instructional aids and equipment it deems necessary to provide quality instructions G. The Instructors shall administer or oversee electrical training ALLIANCE standardized tests in a timely manner. Such tests shall be evaluated, scored, and reviewed with the class. If tests are not administered electronically, the Instructor shall ensure that all tests and materials are collected and provided to the JATC. H. The JATC shall monitor the apprentice’s performance in related training and take appropriate action to encourage improvement where warranted. JATCs will require performance reports to be filed on a regular basis by each instructor, evaluating the apprentice’s related instructional training performance. Such reports shall be maintained by the JATC as part of its official file for each apprentice, providing an accumulative record of performance in related training. I. The JATC shall inform each graduating apprentice of availability of college credit through the electrical training ALLIANCE’s College Credit Program with the American Council on Education (“ACE”), and any Continuing Education Units (“CEUs”) that may be available. J. Certain related instruction may be provided online, rather than in a traditional classroom or laboratory setting. If an apprentice is required to attend related instruction online, the apprentice must have access to the internet via a computer, and must complete all online assignments and the total required hours of each session in the allotted amount of time. The computer will not be provided by the apprenticeship program and the internet access fees will not be paid by the apprenticeship program.

14. Safety and Health Training

A. The Employers are responsible for instructing apprentices in safe and healthful work practices and shall ensure that the apprentice is trained in facilities and other environments that are in compliance with either the Occupational Safety and Health Act standards

Section 4 – 23 promulgated by DOL or State or local standards that have been found to be at least as effective as the Federal standards. B. The JATC shall see that all apprentices complete CPR/First Aid training during their probationary period. The JATC shall also attempt to see that graduates of its apprenticeship program possess a current CPR/First Aid card. NOTE: This training requires additional classroom hours. C. The JATC shall see that each apprentice successfully completes the electrical training ALLIANCE, OSHA approved, Ten-Hour Construction Safety course, before beginning the Second-Year of related instructional training. NOTE: This training requires additional classroom hours. D. The JATC shall see that each apprentice successfully completes the additional electrical training ALLIANCE/OSHA training course materials necessary to acquire the OSHA Thirty-Hour Card. NOTE: This training requires additional classroom hours.

15. Hours of Work; Assignments

A. The apprentice shall work the hours that are specified in the local CBA or such hours that are set by an Employer consistent with the CBA. The current hours of work shall be included in the Rules and Policies. The apprentice’s work shall not interfere with attending related instructional classes. B. The JATC shall maintain a standard procedure for assignment of apprentices and endeavor to ensure continuous employment for all apprentices, and adequate training and experience in all work process as described in Section 16. The JATC shall make all OJT assignments and reassignments consistent with the CBA. In order to achieve these objectives an apprentice may be transferred or reassigned to another participating employer as determined by the JATC in its discretion. C. In the event that the JATC is unable to provide an eligible apprentice with an OJT assignment, apprentices may seek temporary employment outside of the electrical construction industry. Regardless of employment status, apprentices must continue to report for their regularly scheduled related instructional classes. Apprentices shall remain at all times subject to immediate call by the JATC for an OJT assignment given by the JATC. Under no circumstances shall a participating employer be denied the assignment of an apprentice due to an apprentice temporarily working outside the CBA. Failure to immediately comply with instructions to return to the JATC for an OJT assignment may result in cancellation of the apprentice’s apprenticeship agreement. D. The JATC may assist apprentices in seeking temporary employment by providing access to resources, establishing connections with local employers or other methods.

E. The JATC may, but is not required to, enter into special apprentice agreements for the dispatch of registered apprentices (authorized by the Public Works provision of SB 207, adopted by the State of Nevada, effective January 1, 2020 – “SB 207”), for completion of Public Works Projects through Employers awarded bids for electrical and/or sign work, which are not signatory to a CBA with the Union within its jurisdiction (PW Agreements). Any such PW Agreements shall bind such Employers to the Standards for the duration of

Section 4 – 24 any temporary training and employment period for dispatched apprentices on such Public Works Projects (PW Apprentice). The JATC may utilize such availability request and PW Agreement forms, as may be approved from time-to-time by the JATC, consistent with the requirements of SB 207 and these Standards. 16. Work Experience

TRADITIONAL (TIME-BASED) APPRENTICESHIP PATHWAY A. In order to provide for the development of the necessary occupational skills in the various work processes, the JATC shall attempt to provide the apprentice with OJT in the following categories, as job training assignments permit. These estimates are not minimum requirements for proficiency. Some job assignments may relate to more than one work process.

INSIDE QUALIFIED ELECTRICAL WORKER (Existing Title: Electrician) O*NET-SOC CODE: 47-2111.00 RAPIDS CODE: 0159

WORK PROCESS APPROX. HOURS OJT

PROJECT LAYOUT AND PLANNING 200 Reading and interpreting blueprints and specifications Coordination between crafts, engineers and architects Layout feeders, risers and branch circuits

UNDERGROUND INSTALLATIONS 300 Trenching and ditch digging Direct Burial Installing PVC/Rigid Conduit Installing grounding electrode systems

THINWALL CONDUIT RACEWAY SYSTEMS 1200 Fastening and supporting devices Conduit fabrication Installation of conduit, fitting and boxes

RIGID CONDUIT RACEWAY SYSTEMS 800 Fastening and supporting devices Bender setup Conduit fabrication Installation of conduit, fittings and boxes

INSTALLING SERVICES, SWITCHBOARDS AND PANELS 500 Mounting devices Breaker installation Terminations

Section 4 – 25 WORK PROCESS APPROX. HOURS OJT FLOOR DUCT INSTALLATION 200 Transit/Grade establishment Installing duct and fittings Core drilling and outlet installation

MOTOR CONTROL CENTER INSTALLATION 100 Rigging and mounting Terminating feeders, branch circuits and control wiring

INSTALLING, SPLICING & TERMINATING WIRES AND 1200 CABLES Establishing temporary power Feeders and branch circuits Control wiring Splices, taps and terminations

CABLE TRAY INSTALLATION 150 Fabrication Installing support devices Installing cable tray and covers

LIGHTING SYSTEM INSTALLATION 1000 Installing outlet boxes and conductors Installing fixtures Control devices

TESTING AND TROUBLESHOOTING FEEDERS, MOTORS AND BRANCH CIRCUITS 100 Checking circuit continuity Identifying fault current to ground Meggering and Hi Potting Certifying system operation Repair and maintenance Ground Verification

FIRE ALARM INSTALLATION 300 Blueprint and specification interpretation Layout and circuit installation Control panel and device installation Programming and testing

MOTOR INSTALLATION 400 Rigging and setting Alignment Circuiting and Terminations Testing

Section 4 – 26 WORK PROCESS APPROX. HOURS OJT CONTROL SYSTEM INSTALLATION 200 Blueprint and specification interpretation Layout and circuit installation Distributed control

INSTALLING AND PROGRAMMING PROGRAMMABLE LOGIC CONTROLLERS 100 Module installation Control wiring and devices Programming

INSTALLING INSTRUMENTATION AND PROCESS CONTROL SYSTEMS 250 Blueprint and specification interpretation Layout and installation Calibration

SECURITY SYSTEM INSTALLATION 100 Blueprint and specification interpretation Layout Box and circuit installation Termination Testing

INSTALLING SOUND AND COMMUNICATION SYSTEMS 150 Blueprint and specification interpretation Layout Conduit and box installation Installing panels and network Circuit installation Terminations and testing

INSTALLING AND TERMINATING TRANSFORMERS 100 Rigging and mounting Primary and secondary terminations Testing and troubleshooting

INSTALLING FIBER OPTIC CABLE 100 Equipment layout Installing cable Polishing and terminating Testing and verifying

ALTERNATIVE ENERGY SOURCES 100 (SOLAR, WIND, FUEL CELL, ETC.) Blueprint and specification interpretation Layout and installation Testing, verifying and troubleshooting

Section 4 – 27 WORK PROCESS APPROX. HOURS OJT WELDING AND BRAZING 50 Machine setup Fabrication Welding, grinding and finishing

SERVICE AND TROUBLESHOOTING 100 Testing, analysis and repair of: motors, transformers, electrical devices, electronic devices, magnetic devices, lighting and power circuits, equipment and machinery, control circuits and devices.

MATERIAL HANDLING AND PRE-FABRICATION 100 Material/equipment awareness Fabricating for field installation

SAFETY AWARENESS & OTHER SPECIALIZED AREAS 200

TOTAL MINIMUM HOURS OF OJT 8,000

HYBRID APPRENTICESHIP PATHWAY

It is the intent that apprentices in the Hybrid Pathway be afforded the opportunity to gain work experience in all of the work processes listed below. Apprentices will be required to demonstrate mastery of a minimum of eight (8) of the listed core competences identified in Section 13 – Related Instruction. The Program Sponsor will determine which of the core competencies are best suited to the apprentice based upon a number of factors, including but not limited to the individual needs and abilities of the apprentice, the needs of the Employer, and the needs of the industry. The core competencies that each apprentice must master will be integrated into the OJT of the apprentice. Apprentices must complete the minimum number of OJT hours listed below for each core competency before they are eligible to take the appropriate written and hands- on assessment. Each apprentice in the Hybrid Pathway must complete a minimum of 8,000 hours of OJT to complete their apprenticeship and receive a change in classification to Construction Electrician. CONSTRUCTION ELECTRICIAN O*NET-SOC CODE: 47-2111.00 RAPIDS CODE: 0159HY

CORE COMPETENCY HOURS Knowledge, Skills and Abilities (KSAs) Min a. Tools and Materials 80 Knowledge of hand tools (e.g., screwdriver, cable cutter) Knowledge of power-assisted tools (e.g., cordless drill, wire tugger) Knowledge of how to care for tools and equipment b. Wiring Methods 80 Skill at terminating aluminum or copper cable

Section 4 – 28 CORE COMPETENCY HOURS Skill at installing cables and cable assemblies Knowledge of NEC recognized wiring methods c. Conduit Fabrication 80 Knowledge of raceway types Knowledge of how to calculate degrees when bending conduit Knowledge of how to bend conduit Knowledge of threading conduit Knowledge of connecting raceway runs Knowledge of how to install raceways Skill at bending conduit Skill at threading conduit Skill at connecting raceways Skill at installing raceways d. Wiring Devices 200 Understand and identify the different components of a wiring device Understand and describe the primary means of terminating a wiring device to a branch circuit conductor Understand and describe the NEMA wiring device configuration standards Identify the different means of terminating receptacles to a branch-circuit conductor Describe the means of properly grounding a receptacle Understand the wiring of 3-way and 4-way switches e. National Electrical Code 200 Knowledge of National Electrical Code (NEC) Knowledge of NEC Code Calculations Knowledge of NEC Grounding Requirements Application of NEC Wiring Method Provisions & Requirements Ability to locate and apply NEC Code requirements f. OSHA Safety 80 Knowledge of OSHA 1926 Construction Standards Knowledge of OSHA Rights & Responsibilities Ability to determine potential hazards & Risks in construction industry Knowledge or Hazard recognition and abatement techniques g. Electrical Safety and Personal Protective Equipment (PPE) 80 Knowledge of the dangers of energized circuits Knowledge of NFPA 70E - Electrical Safety in the Workplace Knowledge about the hazards associated with working on & near electrical equipment Ability to utilize electrical safe work practices when necessary Knowledge about engineering & administrative controls to remove electrical hazards h. Blueprint Reading 200 Knowledge of how to use blueprints/CAD drawings, including symbols and scales used Knowledge of how to use schematic diagrams Knowledge of how to use ladder logic diagrams Knowledge of how to use 3-D sketches (e.g., orthographic and isometric) Knowledge of how to use building specifications i. Transformer Applications 100

Section 4 – 29 CORE COMPETENCY HOURS Knowledge of how transformers are constructed Knowledge of transformer connections and configurations Knowledge of transformer ratings Knowledge of proper fusing for transformers Knowledge of proper transformer installation j. Motors & Motor Control 80 Knowledge of how DC motors operate Knowledge of how AC motors operate Knowledge of magnetic motor controls and circuitry Knowledge of single phase and three phase motor configurations Knowledge of solid state motor controls and circuitry (e.g., variable frequency drives) k. Electrical Grounding 80 Knowledge of the principles of grounding theory Knowledge of grounding protection systems Knowledge of lightning protection systems Knowledge of how conditions affect grounding (e.g., atmospheric conditions, soil conditions, and building materials) Knowledge of which materials are good conductors and insulators l. Low Voltage Systems 40 Knowledge of EIA/TIA telecommunication standards Knowledge of local area networks Knowledge of high-speed data transfer systems (e.g., fiber optic, DSL, cable) Knowledge of the properties of telecommunications cable (e.g., coaxial, fiber optic, twisted pair) Skill at terminating low-voltage cable m. Test Instruments 40 Knowledge of the use of safety labels, procedures, equipment, and standards as they apply to the use of test instruments Identify the different types of multimeters and understand how their features are useful in troubleshooting Identify and demonstrate the different methods and procedures used when troubleshooting Knowledge of the concepts of resistance and continuity and how to safely use an ohmmeter or megohmmeter Identify the causes of common measurement errors and the techniques used to reduce them Knowledge about the precautions required to properly care for test instruments n. Fire Alarm 100 Knowledge of additional relevant National Fire Protection Association (NFPA) codes Knowledge of initiation, annunciation, and actuation process Knowledge of fire alarm system devices (e.g., smoke detectors, manual pull alarm stations, strobes, horns) Knowledge of device addressing procedures Knowledge of Class A, Class B, and multiplex wiring systems Knowledge of security system devices (e.g., card readers, cameras, motion detectors)

Section 4 – 30 The JATC will use the information provided on the apprentice’s monthly work reports, or equivalent records, to document and certify that the apprentice has completed the necessary OJT hours necessary to qualify for the appropriate core competency evaluation or assessment. B. The JATC shall require each apprentice to submit a work report on a monthly basis. Such reports shall be maintained by the JATC as part of its official file for each apprentice. The JATC shall use reports and other evaluations and records the JATC may use to provide an accumulative OJT record of experience in the various work processes for each apprentice. C. All OJT work shall be performed under the supervision of a Qualified Electrical Worker. Supervision will not be of such nature as to prevent the development of responsibility and initiative. Work may be laid out by an Employer’s designated supervisor based on the apprentice’s skills and ability to perform the job tasks, after which the apprentice shall be permitted to perform job tasks in order to develop job skills and industry competencies. D. Apprentices with a minimum of 6,500 hours of OJT who have successfully completed the Fourth Year of related instruction, may be permitted to perform electrical construction work without the direct supervision of a Qualified Electrical Worker as follows: while the apprentice’s supervising Qualified Electrical Worker must be present on the job site, and the apprentice should not be the first worker assigned to the job, such apprentice may be assigned to independently perform job tasks at the job site consistent with the apprentice’s skills, knowledge and ability to perform the work as determined by the Employer. E. An apprentice shall not supervise the work of any other apprentice or workers of any other classification.

17. Number of Apprentices: The Ratio

The numeric ratio of apprentices to QEWs, consistent with proper supervision, training, safety, and continuity of employment, shall be as specified in CBAs applicable to these Standards and must be expressed numerically. The ratio for the Electrical Joint Apprenticeship and Training Committee of Southern Nevada as per the CBA is two (2) apprentices to three (3) QEWs.

18. Temporary Training Opportunities

Apprentices may be permitted to receive OJT and related training on a temporary basis with another IBEW/NECA JATC, provided that the apprentice, both of the JATCs and their respective Local Unions and Local Chapters agree on such assignment. Before apprentices are given a temporary OJT assignment, they must supply the host JATC with an official copy of their apprenticeship agreement, clearly indicating that it has been properly registered with the applicable Registration Agency. Apprentices shall remain subject to reassignment by the JATC with whom they are registered. Failure to immediately comply with such instruction to return to the JATC with whom they are registered may result in the cancellation of the apprentice’s apprenticeship agreement; in which case, the apprentice would no longer be employable under the CBA in any jurisdiction.

Section 4 – 31 19. Advancement of Apprentices

A. Every two months during the first year of apprenticeship, and at least yearly thereafter, the JATC shall examine the progress of the apprentice on the job and in related instruction, based on apprenticeship evaluation completed by an Employer and other available information. The JATC will also receive a monthly OJT training report from each Employer showing the experience and training in the various work processes acquired by the apprentice and evaluating the apprentice. B. The JATC shall evaluate the apprentice’s overall performance and accomplishments at the end of each period. Action must be taken on each apprentice to approve advancement, extend present rating for a specified probationary period, or cancel the apprenticeship agreement, with due notice to the apprentice and a reasonable opportunity for corrective action. Proper documentation shall be maintained of all action taken by the JATC.

20. Cancellation or Resignation of Apprenticeship Agreement

A. An Apprenticeship Agreement may be canceled at the request of the apprentice at any time. B. An Apprenticeship Agreement may be suspended for a specified period of time, canceled or terminated by the JATC for good cause, with due notice to the apprentice and, in appropriate circumstances, a reasonable opportunity for corrective action. Written notice shall be provided to the apprentice and to the Registration Agency (if required). C. Individuals who have been suspended or terminated from apprenticeship shall not be assigned by the JATC in any capacity. Suspended or terminated apprentices are not eligible to participate in any related training activities and, as per the CBA, they are not eligible for any job assignments under the CBA unless the JATC has determined that the individual is eligible for a change to another classification recognized in the CBA. D. When an apprentice’s Apprenticeship Agreement is terminated before satisfactory completion of their apprenticeship, the resulting vacancy may be filled by selecting and registering the next individual from the current eligibility list; provided all registered apprentices who are available for OJT assignments are so assigned. In the event that related instructional training classes are not available in the immediate future, the individual(s) registered shall begin informational/awareness classes just as soon as possible. These courses may include topics such as: Industry Awareness, Communications, Productivity, Marketing, CPR, Tech Math, Safety Awareness, and General Orientation

21. Complaint Procedures

A. The JATC shall have full authority and responsibility to review and shall seek to resolve all issues and/or disputes pertaining to all apprenticeship and training matters. The JATC shall hear and consider all complaints of violations concerning the Apprenticeship Agreement and the Standards, and shall make such rulings, as it deems necessary and appropriate in its discretion. Apprentices have the right to request an appearance before the JATC concerning specific issues or matters dealing with their apprenticeship agreement. Such requests must be in writing. The JATC shall adopt a formal Complaint Procedure as part of its Rules and Policies. Apprentices and applicants have no right to representation

Section 4 – 32 by an attorney or others during JATC investigations and meetings, unless otherwise provided in the Rules and Policies. B. Any apprentice or applicant for apprenticeship who believes they have been subject to discrimination in violation of the EEO/AA Plan or federal, state, or local law has the right to file an internal complaint with the JATC and rights to file external complaints with the U.S. Department of Labor, EEOC and/or applicable state or local agencies. See EEO/AA Plan. C. All applicants and apprentices have the right to file complaints regarding any issue with the Registration Agency. Applicants and apprentices will be provided with a copy of the Notice of Rights. See EEO/AA Plan. D. All apprentices have the right to seek resolution through the applicable Grievance and Arbitration Articles of the CBA for issues arising on the job: wages, hours, working conditions, and other issues covered by the CBA. Apprentices should first provide notice to the JATC. E. A Local Union receiving a grievance from or about an apprentice shall notify and involve the JATC, which has the primary responsibility for apprentices under Article V of the Standard Inside Agreement.

22. Certification of Completion

A. Traditional (Time-Based) Apprenticeship Pathway - Upon satisfactory completion of the electrical training ALLIANCE’s Five-Year course of study, accumulation of a minimum of 8,000 hours of OJT, and acquisition of the appropriate jurisdictional QEW Electrical License, the JATC will certify to the sponsoring parties, to the electrical training ALLIANCE and to the Registration Agency that the apprentice has satisfied the requirements of his or her apprenticeship agreement. B. Hybrid Apprenticeship Pathway - Upon satisfactory completion of the Related Instruction written assessments and successful demonstration of the hands-on and proficiency requirements for a minimum of eight (8) core competencies, an accumulation of a minimum of 8,000 hours of OJT, and acquisition of the appropriate jurisdictional QEW Electrical License, the JATC will certify to the sponsoring parties, to the electrical training ALLIANCE and to the Registration Agency that the apprentice has satisfied the requirements of his or her apprenticeship agreement in order to be re-classified as a Construction Electrician. C. The JATC will present each graduating apprentice with a Certificate of Completion issued by the electrical training ALLIANCE. The JATC shall request a Completion Certificate from the electrical training ALLIANCE for every individual completing the apprenticeship program. Each Certificate shall be approved and signed by the officers of the JATC. The JATC shall submit a signed request for a Certificate of Completion of Apprenticeship to the Registration Agency and U.S. Department of Labor, Office of Apprenticeship. D. The JATC will notify the IBEW Local Union of the date of each satisfactory completion, allowing the Local Union to reclassify the individual as per IBEW By-Laws, rules and policies. The JATC will likewise notify the graduating apprentice’s current Employer and the NECA Chapter.

Section 4 – 33 23. Program Deregistration

This program may be deregistered upon the voluntary action of both the Local Union and the Local Chapter through their request to the Registration Agency for cancellation of the registration. The program may also be deregistered for reasonable cause by the Registration Agency, in accordance with its formal deregistration proceedings. Upon deregistration or voluntary cancellation of the program, the JATC will inform each apprentice within 15 days of the deregistration or cancellation and the effect of such action. This notification will conform to the requirements of Title 29, Code of Federal Regulations, Part 29.8 and any applicable State or local regulations.

24. Maintenance of Records

The JATC shall maintain records as required by law.

25. Collective Bargaining Agreement

Nothing in these Standards or in any apprenticeship agreement will operate to invalidate: A. Any apprenticeship provision in any collective bargaining agreement between employer and employees establishing higher apprenticeship standards; or B. Any special provision for veterans, minorities or women in the standards, apprentice qualifications or operation of the program, or in the apprenticeship agreement, which is not otherwise prohibited by law, Executive Order, or authorized regulation.

26. Conformance with Federal Law and Regulations

No Section of these Standards of Apprenticeship shall be construed as permitting violation of any Federal Law or Regulation.

Section 4 – 34 APPENDIX A

APPRENTICESHIP SELECTION PROCEDURES

Section 4 – 35 PROCEDURES FOR PROCESSING APPLICATIONS AND SELECTING APPRENTICES

The JATC has adopted the following Selection Procedures for its Apprenticeship Program. These procedures shall be uniformly maintained and consistently applied to all individuals interested in the Apprenticeship Program. 1. Application Availability A. The JATC accepts applications in the time and manner indicated below. TEN DAY APPLICATION PERIOD ON AN AS NEEDED BASIS The JATC will make applications available ten (10) consecutive working days. The JATC will notify the Registration Agency and other appropriate parties in writing (as indicated in the JATC’s EEO/AA Plan) of the application period a minimum of thirty (30) days in advance— including the nature of apprenticeship, requirements for admission to apprenticeship, availability of apprenticeship opportunities, sources of apprenticeship applications, and the JATC’s EEO/AA policies. Such notification will identify the specified intervals for the application period, including when and how applications may be accessed. The JATC will conduct interviews within ninety (90) days after the end of the application period. 2. General Rules Concerning Applications and Record Keeping A. The JATC will use the Application and any related forms approved by the electrical training ALLIANCE. B. Application forms will be issued and accepted electronically, or in accordance with the procedure adopted by the JATC indicated in Section 1. C. Everyone expressing an interest in making application with the JATC will be provided access to and/or issued an application form during the application period. The application must be conform so no one will be denied a right to apply, even if there is a question about their ability to meet minimum qualifications. D. The JATC shall provide reasonable accommodations during the application process to individuals with disabilities who request them. The JATC’s procedures for requests for accommodation are contained in its Rules and Policies. E. An Application Record will be maintained by the JATC to show the status of each applicant. F. No member of the JATC, or any employee of the JATC, shall reveal or discuss any information pertaining to any applicant except during the applicable meetings of the JATC or to members of the JATC staff involved in the application process. G. All application forms and all related information and documents pertaining to applicants, including all correspondence sent to applicants by mail or electronically, are the property of the JATC and shall be considered confidential proprietary information. Records shall be maintained as required by the Registration Agency and by law.

Section 4 – 36 3. Qualifications for Applicants The various methods under which an applicant may qualify for entry into the ranked pool, Direct Interview or Direct Entry are detailed in the Standards. These must be summarized in the Notice of Apprenticeship Opportunity. 4. Application Process A. Application 1) A written description of the basic requirements shall be included in the Notice of Apprenticeship Opportunity, must be posted electronically and must be available at the JATC office. 2) The JATC shall collect and maintain information on individuals requesting access to applications. The JATC may establish procedures to follow-up with those expressing interest as part of its recruitment efforts. 3) The applicant will be provided electronic access to an Application and the voluntary self-identification forms. Applicants must submit the Application; resumes or similar documents will not be accepted in lieu of the Application. 4) As each Application is received, JATC shall ensure that it receives a unique serial number for that applicant. The applicant’s name, date of the application, and serial number of the application will then be included in the Application Record. B. Information to be Provided to and Received from Applicants 1) The following information must be provided to each applicant either on-line or within a reasonable time of not more than ten (10) days after the Application is received. If permitted by the Registration Agency, this information may be provided in paper or electronic formats, and transmitted to applicants in person, mail, by electronic means and/or by a link to the JATC’s website or other on-line site. a. A list of the Basic Qualifications required to enter the pool of eligible applicants. b. A copy of the Standards (including the EEO/AA Plan and Selection Procedures), and the JATC’s Rules and Policies. c. Specific information pertaining to the apprenticeship program, noting the geographical area of the jurisdiction, the periods of apprenticeship and the wages provided for each period. The applicant’s attention will also be called to the work processes in the Standards and the apprentice’s obligations and requirements to participate in, and complete, related instruction. The JATC may, but is not required to, highlight any other key requirements from the JATC’s Rules and Policies. d. A list of things the applicant must do, and items they must provide, in order to qualify for an oral interview with the JATC. This document will inform the applicant if they are required to take the Aptitude Test to qualify for the oral interview, and that qualified applicants are interviewed in the order in which they complete their application by providing all required documents. e. A list of information they may have to provide as part of the application process, and post-selection requirements that they will have to meet if they are selected from

Section 4 – 37 the list or through Direct Entry and are given a conditional offer of indenture, as provided in the Standards. This information will be available for review when getting access to an application, and again when invited to the oral interview. 2) Applicants will be informed that they have thirty (30) days to provide all documentation required by the JATC, to qualify for an interview. 3) Applicants will be informed of optional information that they are permitted to provide, and information that the JATC will or may obtain and use. This list will be available for review when getting access to an application, and again when invited to the oral interview. 4) If the applicant indicates on the application a prior felony conviction, the JATC may choose to request that additional information be provided prior to the oral interview, or may choose to wait until after a conditional offer is made. C. Processing Applications. 1) As applicant information is received, the JATC will record dates and other pertinent information in the Application Record. When all information and documentation is complete, the date of receipt of the last required information will be recorded in the Application Record in the completion column. 2) If an applicant fails to provide all required documentation by the cut-off date, the column indicating “Application Not Completed” will be checked in the Application Record. 5. Testing and Interview Process A. Aptitude Test 1) The JATC will schedule all qualified applicants (other than those entitled to Direct Interview or Direct Entry) for the properly validated aptitude test required by the JATC and approved by the electrical training ALLIANCE. The applicant will be notified in writing as to the time, place, and date they are to complete the aptitude test. The applicant’s aptitude test results will be entered in the Application Record. Aptitude Test scores will not be shared with the interview committee. The Aptitude Test scores should not be shared with the applicant; only pass/fail. B. Scheduling for Interviews 1) After all transcripts, materials and aptitude test results (if applicable) are received, the JATC will review the documents to determine if the applicant qualifies for an oral interview based on the qualifications outlined in the Standards. If the applicant does not qualify for an interview with the JATC, the applicant will be so notified. The Application Record will note that the applicant was “Not Qualified for Apprenticeship” and the date the letter was sent. 2) The JATC will schedule oral interviews as indicated in Section 1. The JATC will interview all applicants who qualify for an oral interview and report for the interview as scheduled. They will interviewed in order based upon the date and time their application process was complete.

Section 4 – 38 3) The list of applicants to be interviewed may be broken into smaller groups if more than one interview session is to be scheduled. Interview sessions will be scheduled to allow for the interviewing of all applicants who qualify for an oral interview. C. Conduct of Interviews 1) Interviews will be conducted in accordance with the interview forms and procedures developed by the electrical training ALLIANCE. 2) Unless an applicant is referred to the JATC due to a potential disqualifying factor upon completing all scheduled interview sessions, all interviewed applicants will be notified that they shall remain on the active list, subject to selection, for a period of one (1) year from the date of their oral interview. This notification shall indicate that on the anniversary date, their eligibility shall expire. 6. Disqualification. A. Prior to, during or after the interview, and prior to registration, the JATC may learn of information that may disqualify the applicant or render them unable to meet the requirements of the program. The JATC or its designee shall discuss those issues with the applicant, provide the applicant with an opportunity to explain and, where appropriate, obtain relevant documentation. If the applicant does not voluntarily withdraw his or her application, the applicant may be referred to the JATC for a decision on whether the applicant should be disqualified and not placed on the active list, or should be removed from the list. 7. Re-Interview Process. A. If after a minimum of ninety (90) days from the date of their most recent interview with the JATC, an applicant has gained at least 450 hours of documented work experience in the electrical construction industry, or has successfully completed two (2) or more post-secondary, industry related classes, the applicant is eligible to make a request to be re-interviewed by the JATC by completing the JATC’s Re-Interview Request Form. Examples of related classes include: Algebra I and II, Geometry, Trigonometry, Advanced Math, Physical Sciences, Physics, Chemistry, Industrial Arts, Mechanical Drawing/Drafting, Computer Literacy/Programming, Related Vocational/Technical Courses. B. The JATC is not obligated to grant a re-interview to an applicant where the factors on which the score was based would not be affected by additional experience or education. The JATC will respond to the request in a timely manner. 8. Ranking and Selection A. The JATC will place all individuals currently active on the list in ranked order. The ranked list will identify each individual’s: rank, name, application number, date of interview, score to two decimal places, and eligibility expiration date. A current copy of the complete ranked list will be filed with the Registration Agency prior to selection and registration of any individual entering the apprenticeship program through the standard selection process. B. When new interviews are scheduled and completed, the JATC will add the newly interviewed applicants to its existing ranked list of applicants. Whenever a new ranking list is created, a copy will be provided to the Registration Agency.

Section 4 – 39 C. The number of new apprentices to be selected, at any time, will be determined by the JATC, based on industry needs and the JATC’s ability to provide training. D. Selection of individuals from the list of interviewed applicants will not be done until all pre-scheduled interview sessions are completed. The Registration Agency shall be promptly notified of all individuals entering the apprenticeship program through any means of entry. E. The actual selection of individuals will be made by using the current ranked list, starting with the top score, and continuing on, in descending order, until the desired number of accepted applicants has been reached. The only individuals who may be registered ahead of those on the current ranked list are those entering through approved direct entry methods, including transfer and organizing procedures. Selection from the current ranked list must be the highest on the list; the JATC cannot skip over individuals. F. All selected applicants will be notified in writing of the JATC’s offer of apprenticeship. The offer will be conditioned on completion of any required post-selection steps set out in the Standards, and will note which conditions apply. G. Once applicants are interviewed and placed on the ranked list, they shall remain active and subject to selection, for a period of two (2) calendar years from the date of interview, unless they decline an offer, request to be removed from the list, fail to meet post- selection requirements, or they are approved for a re-interview. H. Applicants will be deemed to have requested to be removed from the ranked list and/or declined an offer if they (i) fail to notify the JATC of changes in contact information; or (ii) fail to promptly respond to communication from the JATC, including offers. I. All selected applicants (including direct entry) must provide any remaining documentation required to complete their application process and satisfy all post-selection requirements in the Standards. 9. Applicant Appeals Procedure Any applicant for apprenticeship who believes that he or she has been subjected to discrimination or other unfair treatment during the selection process on the basis of any protected category may file a complaint of discrimination using the JATC’s internal Complaint Procedure set out in the JATC’s Standards and EEO/AA Plan.

Section 4 – 40 APPENDIX B

EQUAL EMPLOYMENT OPPORTUNITY POLICY And AFFIRMATIVE ACTION PLAN

Section 4 – 41 PREFACE The electrical training ALLIANCE and the JATC adopting this EEO/AA Plan are committed to the concept and practice of Equal Employment Opportunity and Affirmative Action in all aspects of its apprenticeship programs and services. No apprentice or applicant for apprenticeship, or any other participant in JATC programs or services, will be treated differently or otherwise discriminated against on the basis of race, color, religion, national origin, sex (including pregnancy and gender identity), sexual orientation, age (40 or older), genetic information, disability, or other characteristics or conduct protected under applicable state or local laws. The EEO/AA Plan is intended to comply with, and shall be interpreted consistent with, the affirmative action obligations under 29 C.F.R. Part 30, Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), Title I of the Americans with Disabilities Act (ADA), the Genetic Information Non-Discrimination Act (GINA), and any other federal, state or local non-discrimination laws applicable to the JATC. This EEO/AA Plan will remain in effect until the EEO/AA Plan is updated by the electrical training ALLIANCE, or until the JATC determines (based on its annual review) that there is a need for modification to ensure greater success in the recruitment, selection and retention of minorities, women, and individuals with disabilities. Any and all changes must be submitted to the electrical training ALLIANCE and the Registration Agency for approval before implementation.

PART I GENERAL PROVISIONS

A. Affirmative Action and Equal Opportunity National data analyzed by the U.S. Department of Labor (DOL) reflects that in people of diverse race and ethnicity, women and individuals with disabilities have not shared proportionately in the rewards and opportunities within many industries and occupations. DOL determined, in revising the regulations in 29 C.F.R. Part 30, that more aggressive action is needed to attract, select, and retain qualified applicants into apprenticeship programs, including more individuals of diverse race and ethnicity, women, and individuals with disabilities. The IBEW-NECA segment of the Electrical Construction Industry has vigorously attempted to maintain an open-door application policy regardless of race, color, ethnicity, religion, national origin, sex, age, disability, and other protected characteristics. The JATC will engage in reasonable equal opportunity and affirmative action measures intended to increase the recruitment of qualified minorities, females, and individuals with disabilities who apply for, are selected, and ultimately become Qualified Electrical Workers. B. Responsibility for Implementation The coordination of responsibility for implementation of the EEO/AA Plan and any related policies and practices is assigned by the Committee to the Training Director who shall serve as the JATC’s EEO/AA Coordinator. The EEO/AA Coordinator has the full resources, support of and access to JATC, Local Union, and Local Chapter leadership to insure effective implementation. The designation of a responsible person, as required by DOL regulations, does not relieve the Committee from its obligation to ensure compliance with 29 C.F.R. Part 30 and applicable laws, or the effective implementation of this EEO/AA Plan.

Section 4 – 42 [Note: The following is a list of typical tasks that may be required to implement the requirements in 29 C.F.R. Part 30. The JATC has the option to modify the other descriptions or to assign responsibility to other individuals]. The duties and responsibilities of the EEO/AA Coordinator(s) include, but are not limited to:  Monitoring all registered apprenticeship activity to insure compliance with the non-discrimination and affirmative action obligations;  Developing and implementing EEO/AA policies;  Developing and implementing internal and external communication techniques;  Identifying potential problem areas;  Assisting the JATC and others to arrive at solutions to identified problems;  Serving as liaison between the JATC and enforcement agencies;  Serving as liaison between the JATC and organizations, community action groups or other entities concerned with employment opportunities for minorities, women and individuals with disabilities;  Keeping the JATC, Local Union and Local Chapter informed of the latest developments in the equal opportunity area;  Meeting with the NECA Chapter and contractors as appropriate to make certain that the JATC’s EEO/AA policies are being followed;  Maintaining required records;  Generating and submitting reports as required by the relevant Registration Agency; and  Designing and implementing auditing and reporting systems that, on an annual basis (as appropriate) will measure the effectiveness of the EEO/AA Plan, determine the degree to which the JATC’s goals and objectives are being attained, and identify any need for remedial action. C. Dissemination of EEO/AA Plan The JATC will inform all applicants for apprenticeship, apprentices, and individuals who operate or administer any aspect of the registered apprenticeship program, of its commitment to equal opportunity and its affirmative action obligations. At a minimum, the JATC will: [Note: The requirements in bold are specifically required by 29 C.F.R. Part 30, but the JATC may modify those descriptions to reflect specific methods that it will use. The others are illustrative. The JATC is encouraged to add other means].  Publish its Equal Opportunity Pledge in the Apprenticeship Standards and in other relevant publications, such as the JATC’s Rules and Policies; newsletters; recruitment publications and other appropriate publications; other documents disseminated by JATC; or documents that otherwise describe the nature of the sponsorship;

Section 4 – 43  Post its Equal Opportunity Pledge on its website and bulletin boards, and through electronic media, to insure that it is accessible to all apprentices and apprenticeship applicants;  Conduct orientation information sessions for new apprentices, and periodic information sessions for apprentices, JATC staff, instructors and the JATC;  Provide the EEO/AA Plan to the leadership of the local Union and NECA Chapter; and  Provide copies of the EEO Pledge and other information to participating employers for their employees who are connected with the administration or operation of the apprenticeship program D. Anti-Harassment Training As part of its efforts, the JATC will provide periodic anti-harassment training for all apprentices, JATC staff, instructors, and Committee members. This training must be attended in-person or be completed via interactive online training. The training must communicate, at minimum, the following: (a) that harassing conduct will not be tolerated; (b) the definition of harassment and the types of conduct that constitute unlawful harassment on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, and disability; and (c) the right to file a harassment complaint. The JATC will also take steps, in consultation with the Local NECA Chapter, to ensure that all individuals connected with the administration or operation of the apprenticeship program will receive similar anti-harassment training, including all supervisors and Qualified Electrical Workers who work with apprentices. E. Universal Outreach and Recruitment The JATC will implement measures to insure that its outreach and recruitment efforts for apprentices extend to all persons available for apprenticeship within the sponsor’s relevant recruitment area without regard to race, color, religion, national origin, sex (pregnancy, gender identity), sexual orientation, age (40 or older), genetic information, or disability. These actions are identified in Part III. F. Complaint Procedure 1) Internal Complaints All apprentices and applicants for apprenticeship have a right to and are encouraged to report any form of alleged discrimination or harassment that they may encounter in the administration or operation of this apprenticeship program on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, disability, or other protected characteristics, or retaliation for protected activity. This includes any complaints of discrimination, harassment, or retaliation by the JATC, its staff or instructors, or other apprentices, whether in class, on-the-job or otherwise; or that occurs on-the-job by contractors, Qualified Electrical Workers, or others. JATC instructors and staff are expected to promptly report to the EEO/AA Coordinator any incident that they observe or learn of that may involve discrimination, harassment, or retaliation in violation of this EEO/AA Plan. Instructors should also act promptly to stop and reprimand any discrimination or harassment that they may observe.

Section 4 – 44 All apprentices are encouraged to report to the EEO/AA Coordinator any incident that they observe or learn of that may involve discrimination, harassment, or retaliation of fellow apprentices in violation of this EEO/AA Plan, whether occurring during related instruction or on-the-job. All applicants for apprenticeship and all apprentices will be provided with written notice of their right to file a discrimination complaint and the procedures for doing so. Apprentices are not required to use this internal complaint procedure before filing a formal complaint with outside agencies, and filing an internal complaint does not limit an apprentice’s rights to use other complaint procedures. All complaints regarding discrimination or harassment should be submitted to the EEO/AA Coordinator or an individual designated by the EEO/AA Coordinator or the Training Director. Complaints may be made in writing or orally, and anonymous complaints will be accepted. A complaint of harassment may be made by someone who is not the target of harassment. Complaints should be filed as soon as possible after the alleged discrimination in order to allow prompt investigation. Complaints that are made more than 300 days after the date of the alleged discrimination may be accepted for good cause. Complaints of discrimination, harassment, or retaliation will be fully investigated. Complaints and information obtained in the course of an investigation will be treated as confidential to the extent consistent with the JATC’s obligations under this EEO/AA Plan. The investigation process may vary based upon the nature of the complaint. For example, when alleged harassment occurs on the job, the JATC will typically notify the Employer, which will typically have the right and duty to investigate and take appropriate action. Employers are expected to notify the JATC when an incident on the job involves apprentices. Any JATC employee or apprentice found to have committed an act of discrimination, harassment, or retaliation will be immediately disciplined. The nature of the discipline imposed will depend on the nature and severity of the misconduct and other factors, up to termination of employment or termination of apprentices from the program. 2) External Complaints Any apprentice or applicant for apprenticeship who believes that he or she has been or is being discriminated against on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability, with regard to apprenticeship, or who believes he or she has been retaliated against, may, personally or through an authorized representative, file a written complaint with the DOL, EEOC, state or local fair employment practices agency, and/or the state apprenticeship bureau. The JATC has posted and distributed the DOL Notice describing “Your Right to Equal Opportunity” and included this notice on its website. A copy is attached as Exhibit A. The details of other rights are included in the Standards and the Rules and Policies. G. Invitation to Self-Identify The JATC is required under federal regulations to analyze its recruitment, selection, and retention as part of its Affirmative Action Plan (See Part III). To assist in this process the JATC will invite applicants and apprentices to voluntarily self-identify their gender, race, ethnicity, and disability. This will be done at the time and manner permitted by 29 C.F.R. Part 30. The JATC will not compel or coerce any individual to self-identify. All information on self-identification will be kept confidential and used only for statistical analysis and reporting under the EEO/AA Plan. The JATC

Section 4 – 45 may also inquire whether an individual who discloses a disability requires any reasonable accommodations to participate in the apprenticeship program. The JATC invites applicants and apprentices with disabilities to self-identify by using the appropriate forms as follows:  When an applicant applies or is considered for apprenticeship, the JATC will provide the applicant with a voluntary form at the same time that it invites the applicant to self-identify with respect to other characteristics.  At any time after acceptance into the apprenticeship program, but before the individual begins the program, the JATC will provide a copy of the form to each new apprentice.  The JATC will annually notify all apprentices of their ability to voluntarily self-identify as a person with a disability.  The JATC will post a copy of the “Voluntary Self-Identification of Disability” form on its intranet in the event an apprentice’s status changes and the apprentice would like to self- identify. The JATC will also note in its records that an apprentice is an individual with a disability when: (i) the disability is obvious; or (ii) when an applicant or apprentice requests accommodation for a physical or mental impairment that meets the definition of a disability under the ADA. Unless the JATC receives information from an apprentice that a disability has ended, the JATC will continue to include in its records that the person has a disability. H. Recordkeeping As part of its EEO/AA obligations the JATC must collect and maintain records, including but not limited to records relating to:  Selection for apprenticeship, including applications, tests and test results, interview notes, bases for selection or rejection, and any other records required to be maintained under the Uniform Requirements on Employee Selection Procedures (“UGESP”);  The invitation to self-identify as an individual with a disability;  Information relative to the operation of the apprenticeship program, including but not limited to job assignments in all components of the occupation, promotion, demotion, transfer, layoff, termination, rates of pay, other forms of compensation, conditions of work, hours of work, hours of training provided;  Any other records relevant to EEO complaints filed with the Registration Agency or with other enforcement agencies;  Compliance with the requirements of Section 30.3, Equal Opportunity Standards;  Requests for reasonable accommodation; and  Any other records pertinent to a determination of compliance with 29 C.F.R. Part 30, including those required by 29 CFR §§ 30.5, 30.6, 30.7, 30.8, 30.9, and 30.11. DOL regulations require that for any record the JATC maintains pursuant to this part, the JATC must be able to identify the race, sex, ethnicity (Hispanic or Latino/non-Hispanic or Latino) and, when known, disability status of each apprentice, and where possible, the race, sex, ethnicity, and

Section 4 – 46 disability status of each applicant to apprenticeship, and to supply this information upon request to the Registration Agency. Although DOL prefers voluntary self-identification as the method of collecting information regarding race, gender, ethnicity and disability, DOL permits other methods to be used, including information provided in post-selection, employment records or visual observation, if there is a factual basis (such as visual observation of gender or obvious physical disabilities; requests for accommodations; or complaints or comments by the applicant or apprentice disclosing race, gender, ethnicity or disability). The JATC will not guess or assume the gender, race, ethnicity, or disability of an applicant or apprentice. All required records shall be maintained in accordance with law. The JATC will permit access to the Registration Agency during normal business hours to its places of business for the purpose of conducting EEO compliance reviews and complaint investigations and inspecting and copying such books, accounts, and records, including electronic records, and any other material the Registration Agency deems relevant to the matter under investigation and pertinent to compliance.

Section 4 – 47 PART II EEO POLICIES AND PROCEDURES

A. Non-Discrimination and Equal Employment Opportunity The JATC does not, and will not, discriminate against an apprentice or applicant, or any other participant in JATC programs and services, on the basis of race, color, religion, national origin, sex, (including pregnancy and gender identity), sexual orientation, age (40 or older), genetic information, or disability with regard to any aspect of its apprenticeship programs, including but not limited to recruitment, outreach, and selection procedures; grading, assessment, and advancement; on-the-job opportunities and assignments; rates of pay; imposition of penalties or other disciplinary action and termination; and any other benefit, term, condition, or privilege associated with apprenticeship. B. Selection of Apprentices The JATC’s procedures for selection of apprentices are included in its Standards and Selection Procedures (Appendix A). The JATC has reviewed its apprentice selection methods and has determined that they meet the following requirements: 1. Compliance with the Uniform Requirements on Employee Selection Procedures (“UGESP”) and 29 CFR Part 30, including the requirements to evaluate the impact of the selection procedures on race, sex, and ethnic groups (Hispanic or Latino/non-Hispanic or Latino), and to demonstrate job-relatedness and business necessity for those procedures that may result in adverse impact in accordance with the requirements of UGESP. 2. The selection procedures are uniformly and consistently applied to all applicants and apprentices. 3. The selection procedures comply with Title I of the ADA and the EEOC’s implementing regulations at 29 C.F.R. Part 1630. 4. The selection procedures are facially neutral in terms of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, and disability. 5. The selection procedures do not screen out or tend to screen out individuals with disabilities or classes of individuals with disabilities on the basis of disability. To the extent this does occur, the standard, test and other selection criteria, are job related for the position in question and are consistent with business necessity. C. Prohibition of Harassment The JATC does not tolerate conduct, whether intentional or unintentional or verbal or physical, that results in harassment of an individual or group, or that creates an intimidating, hostile, or offensive work and training environment, on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, disability, or other protected characteristics. The JATC has developed and implemented procedures to prevent and address harassment of apprentices, including the following activities: [Note: These are required by the 29 C.F.R. Part.30 regulations. The JATC has the option to add other activities].

Section 4 – 48  Communicate to all individuals involved with the Apprenticeship Program that harassing conduct will not be tolerated;  Provide anti-harassment training to all apprentices, JATC staff, and Committee members, and work with participating Employers to ensure that similar training is provided to all of their employees who have dealings with or supervise apprentices;  Make all facilities and apprenticeship activities available without regard to any protected characteristic; and  Establish and implement procedures for investigating and resolving complaints of harassment. The JATC expects its employees, apprentices, and Employers and their employees, to treat each other with respect and dignity. Discriminatory harassment not only hurts the immediate victim, but can result in a general atmosphere in which the purpose of the apprenticeship and training program is undermined. All managers, supervisors, instructors, employees, and apprentices have a responsibility to maintain an environment free of unlawful harassment. JATC employees or apprentices who engage in such conduct will be disciplined, up to and including termination of employment or from the program. Employers who engage in such conduct against apprentices, or who permit their employees to do so, may be denied access to apprentices. Unlawful discriminatory harassment is defined as unwelcome and unsolicited conduct when:  Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment; submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or  Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Examples of conduct that may be discriminatory harassment if based upon protected characteristics include:  Epithets, slurs, negative stereotyping, or threatening intimidating or hostile acts that relate to an individual’s characteristics;  Graphic, abusive, degrading, intimidating, or offensive jokes, comments, remarks or gestures directed at an individual;  Physical contact or intimidation against an individual;  Teasing, tricks, gossip, workplace slights;  Display of pictures, posters, graffiti, objects, or other materials; or  Other conduct intended to harass, intimidate, or retaliate against an individual or group based protected characteristics. Complaints of harassment should be made under the Complaint procedures in Part I E.

Section 4 – 49 D. Reasonable Accommodation Because of Religion Under Title VII, the prohibition on discrimination based upon religion includes the obligation to make reasonable accommodations for religious beliefs or practices unless the accommodation would impose an undue hardship. The definition of “undue hardship” for religious accommodations is imposing a more than a de minimus burden on the Employer, program, or others. Apprentices who believe they need a modification or adjustment of any JATC Rules and Policies or other aspects of the apprenticeship because of their religious practices and beliefs should make the request in writing to the EEO/AA Coordinator. If the request involves on-the-job training or an Employer, the request must also be made to that Employer. In some cases, documentation may be needed. Certain requests may require review and approval by the JATC. The ability to accommodate absences from mandatory classes may be limited by the JATC’s absence policy and the availability of make-up classes. E. Retaliation Prohibited The JATC will not tolerate any form of intimidation, coercion, threats, adverse actions, or other forms of retaliation against an applicant or apprentice who has: (i) made an internal or external complaint of discrimination or harassment on the basis of protected characteristics or other alleged violation of this EEO/AAP or applicable federal, state, or local equal opportunity law, or otherwise opposed any unlawful discriminatory practices; (ii) furnished information to, or assisted or participated in any manner, in any investigation, compliance review, proceeding, or hearing under these policies or under any federal, state or local equal opportunity law; or (iii) otherwise exercised any rights and privileges under this EEO/AA Plan, 29 C.F.R. Part 30 or any federal, state, or local equal opportunity law. These are collectively “protected activities.” All persons contacted in the course of an investigation will be advised that they and other individuals involved in a complaint are entitled to be treated in a professional and respectful manner, and that any retaliation or reprisal against an individual based upon protected activities is prohibited and could result in discipline up to, and including, termination of employment or discharge from the program. Complaints of retaliation should be made under the Complaint procedures in Part I E. F. Employer Responsibilities Employers who provide on-the-job training to apprentices in this program are expected to work cooperatively with the JATC on EEO matters and this EEO/AA Plan. IBEW-NECA apprenticeship programs have always worked cooperatively with contractors and the Local Union to prevent and address discrimination and harassment of apprentices on the job. DOL regulations under 29 C.F.R. Part 30 impose obligations on JATC’s concerning on-the-job discrimination and harassment. The JATC will develop new processes, in consultation with the Local NECA Chapter and the Local Union, to address these issues. Employers are expected to establish their own policies against discrimination, harassment, and retaliation, including procedures for the filing, investigating, and resolving of complaints. Employers should understand that under federal, state, and local anti-discrimination laws, they may be responsible for harassment of apprentices by their supervisory employees and under some circumstances, by co-workers. The failure of an Employer to take appropriate action regarding an

Section 4 – 50 apprentice’s complaint of discrimination, harassment, or retaliation on the job may result in the contractor being denied access to apprentices in the program. G. Americans With Disabilities Act Compliance The JATC is committed to compliance with the requirements of the ADA and other laws protecting persons with disabilities. The JATC will not discriminate against qualified applicants or persons with disabilities in its application, testing, selection, or training opportunities. Reasonable accommodations will be provided unless they would impose an undue hardship or result in a fundamental alteration of the program. The JATC is also committed to helping apprentices with disabilities in dealing with Employers that provide on-the-job training. Apprentices who believe they have been subjected to discrimination or denied reasonable accommodation by an Employer should bring the matter to the attention of the EEO/AA Coordinator. H. Mentoring and Other Support for Apprentices The JATC acknowledges DOL’s concerns that in many industries, including the construction industry, women, minorities, and individuals with disabilities have a higher drop-out or termination rate than others. The JATC recognizes that these traditionally underrepresented groups, as well as others who lack experience with unionized apprenticeship, the building trades, or the electrical construction industry, often struggle in their first year. The JATC will seek to address these concerns through the following activities: [Note: This list is suggested and optional. The JATC should insert the activities that it is currently engaging in or starting, then update when appropriate.]  Tracking and monitoring retention rates for women, minorities, and individuals with disabilities, as well as those without prior experience with unionized apprenticeship, the building trades, or the electrical industry;  Mentoring programs involving instructors, senior apprentices, journeymen, and /or other apprentices;  Consideration of other best practices for retention in the unionized electrical industry and building trades; and  Other actions described in the EEO/AA Plan, Part III. I. Other Participants in JATC Programs The JATC is committed to the principles of non-discrimination in all programs and activities of the JATC. The JATC may, consistent with DOL OA and ERISA requirements, engage in certain activities where there are participants other than apprentices or applicants for apprenticeship. Examples may include training programs that are open to Qualified Electrical Workers, Employers and their employees involved in apprenticeship, and Pre-Apprenticeship programs. When the JATC directly conducts or oversees any such programs or activities, it will not discriminate on the basis of Protected Characteristics and follow where applicable the following provisions of this EO/AA Plan: Part I E. 1) internal complaint procedures; Part II A. Non-discrimination; C. harassment; D. reasonable accommodation; E. Retaliation.

Section 4 – 51 Participants in these programs and activities may or may not be protected under federal or state EEO laws. Nothing in this EEO/AA Plan should be interpreted as waiving any rights of the JATC or creating any enforceable obligations not imposed by law.

Section 4 – 52 PART III AFFIRMATIVE ACTION PLAN

A. Definitions and Terminology In developing this Affirmative Action Plan, terminology of 29 C.F.R. Part 30 has been used as a guide. The use of such terms as “availability,” “utilization,” or “utilization goal,” have the terms and meanings in those regulations and the criteria used in relation to these terms are those specified in the regulations. DOL regulations require a utilization analysis to be performed as to race, sex, ethnicity, and individuals with disabilities. This utilization analysis must be based on certain statistical comparisons, geographic areas, and sources of statistics. The JATC’s use of such data does not indicate that it agrees that the data is appropriate, that the sources of statistics are the most relevant, or that the resulting statistical comparisons are probative. This analysis should not be construed as an acknowledgement or admission on the part of the JATC that, in fact, either minorities, females, or individuals with disabilities have been or presently are being underutilized or discriminated against in any way in violation of federal, state, or local law. The utilization analysis and other statistical comparisons are intended to have no significance outside the context of the EEO/AA Plan. B. Internal Review of Program Processes and Effectiveness The JATC engages in an annual review to ensure that it is operating the apprenticeship program free from discrimination based on race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, and disability. This is a careful, thorough, and systematic review of all aspects of the apprenticeship program at the program industry and occupation level, including, but not limited to:  Qualifications for apprenticeship  Application and selection procedures  Wages  Outreach and recruitment activities  Advancement opportunities  Promotions  Work assignments  Job performance  Rotations among all work processes of the occupation  Disciplinary actions  Handling of requests for reasonable accommodations  The program’s accessibility to individuals with disabilities, including access to the use of information and communication technologies.

Section 4 – 53 Following this review, the JATC will include a description of its review as part of this EEO/AA Plan and identify any modifications made, or to be made, to the program as a result of its review. A copy of the current analysis is attached as Exhibit B-1. (Note: The JATC must attach its initial report when submitting the draft EEO/AA Plan to the Registration Agency. Under revised 29 C.F.R. Part 30.9(a), the review and analysis must be done annually. The updated report should be substituted as part of the AAP. Consult with your Registration Agency on whether the annually- revised AAP needs to be submitted). C. Targeted Outreach, Recruitment and Retention The JATC will undertake action-oriented programs, including targeted outreach, recruitment, and retention activities, designed to correct any problem areas it may identify as a result of review of its processes in Section III A., and any finding of underutilization of minorities, women, Hispanics or Latinos, and individuals with disabilities, as a result of the analysis in Part III C. 1) Specific Activities for Affirmative Action The JATC makes a good faith effort to increase each year the recruitment, selection, and retention of individuals who are minorities, females, Hispanic or Latino, or individuals with disabilities, until its Affirmative Action goals are met. The JATC will engage in the following affirmative action activities in addition to those actions described in Parts I and II above. (Note: the activities in bold are required under 29 C.F.R. Part 30. All other activities on this list are optional, but some of them are listed in the DOL regulations as examples. The JATC is encouraged to include other actions.) a. Recruitment Activities  Disseminate information to organizations serving the underutilized group regarding the nature of the apprenticeship, requirements for selection for apprenticeship, availability of apprenticeship opportunities, and the equal opportunity pledge of the JATC. These organizations may include: community- based organizations; local high schools; local community colleges; local vocational, career and technical schools; and local workforce system partners including One Stop Career Centers;  Advertise openings for apprenticeship opportunities by publishing advertisements in appropriate media which have wide circulation in the relevant recruitment areas;  Cooperate with local school boards and vocational education systems to develop and/or establish relationships with pre-apprenticeship programs targeting students from the underutilized group to prepare them to meet the standards and criteria required to qualify for entry into apprenticeship programs; and  Establish linkage agreements or partnerships enlisting the assistance and support of pre-apprenticeship programs, community-based organizations, advocacy organizations, or other appropriate organizations, in recruiting qualified individuals for apprenticeship;  Participate in electrical training ALLIANCE, DOL Office of Apprenticeship and/or State Apprenticeship Agency Workshops and Seminars to learn and discuss more about the need, ways and means of promoting and advertising for apprenticeship,

Section 4 – 54 and recruiting and retaining minorities, females, ethnically diverse individuals, and individuals with disabilities.  Development and annual updating of a list of current recruitment sources that will generate referrals from all demographic groups within the relevant recruitment area;  Relevant recruitment sources may include: o vocational, career, and technical schools; o pre-apprenticeship programs; o federally funded, youth-job training programs such as YouthBuild and Job Corps or their successors; o community based organizations; or o community based colleges;  Identification of contact persons, mailing addresses, telephone numbers, and email addresses for all recruitment sources;  Provide recruitment sources with advance notice of at least 30 days, of apprenticeship openings so that they can notify and refer candidates. Such notification will include a copy of the Equal Opportunity Pledge.  Include in its list of referral sources groups within the JATC’s jurisdictional area whose membership is focused on minorities, females, Hispanics or Latinos, and individuals with disabilities. Notify those groups when applications for apprenticeship are available.  Contact and seek to build positive relationships with groups established for the purpose of assisting and preparing minorities, females, Hispanics or Latinos, and individuals with disabilities for careers.  Make all participating Employers and Local Union Members aware of the need to recruit qualified applicants who are minorities, females, Hispanic or Latino, or have disabilities, and encouraging them to refer any potential candidates to the JATC.  Notice of Apprenticeship Opportunities and other application information will be disseminated in the media that is most likely to reach the minority, female, ethnic, and disabled communities and will include information concerning the nature of apprenticeship, requirements for admission, availability of apprenticeship opportunities, sources of applications and the JATC’s EEO/AA Plan. The availability of trust funds and the effectiveness of such media advertising will be included in the annual review.  Develop a social media campaign as part of the JATC’s outreach.  Participate in local secondary and post-secondary school programs and communicate with local Guidance Counselors and Placement Coordinators to make apprenticeship opportunities known, with emphasis on the need for minority,

Section 4 – 55 female, ethnically diverse, and disabled applicants who meet the minimum qualifications. The JATC will also provide written notice of apprenticeship opportunities to all secondary and post-secondary schools within the sponsor’s jurisdiction.  Sponsor outreach information activities with area guidance counselors, identifying requirements for entrance into apprenticeship and successful completion of the program.  Post public announcements of the Apprenticeship Opportunity in commercial establishments and public facilities normally frequented by minorities and/or females. b. Preparation of Potential Applicants  Identify those individuals who meet all minimum requirements except for the mathematics component and develop options or strategies to assist them in meeting this requirement. (If the applicant’s original application response time has expired, s/he will need to reapply.)  The JATC will create or identify partnerships with pre-apprenticeship programs designed for or having significant participation by underrepresented groups. Depending upon the curriculum in that program, individuals successfully completing those programs will be offered direct interview or direct entry, subject to other requirements in the Standards and Selection Procedures.  The JATC will create or identify partnerships with programs designed for or having significant participation by underrepresented groups that provide curriculum similar to the Apprentice Program First Year curriculum. Individuals successfully completing those programs will be offered direct interview or direct entry, and advanced standing, subject to other requirements in the Standards and Selection Procedures.  The JATC will publicize to all referral sources, especially to those whose membership is focused on minorities, females, Hispanics or Latinos, and individuals with disabilities, the availability of any “hybrid” options of selection or to gain relevant job experience through the CW/CE classifications. c. Equal Opportunity Awareness  Conduct annual informational classes or similar training for all apprentices, clearly and concisely explaining the JATC’s Rules and Policies, including Equal Opportunity policies, and Complaint Procedure.  Internally communicate its Equal Opportunity Policy in such a manner as to foster understanding, acceptance, and support among the sponsoring parties’ various officers, supervisors, employees, and members and to encourage such persons to take the necessary action to aid the JATC in meeting its obligations in this area.

Section 4 – 56 d. Mentoring and Retention Activities  Inform all classroom Instructors to promptly report to the JATC any major signs of weakness in study habits or any detectable learning deficiencies, and identify strategies, assistance or referrals that can be offered to those apprentices.  Establish a committee of minority members who have reached Qualified Electrical Worker status (when Qualified Electrical Workers are available and willing to serve in such a capacity) for the purpose of recruiting more qualified minority applicants and to aid in the retention of minority apprentices. This special committee will be appointed by, and serve at the pleasure of, the JATC.  Establish a committee of female members who have reached Qualified Electrical Worker status (when Qualified Electrical Workers are available and willing to serve in such a capacity) for the purpose of recruiting more qualified female applicants and to aid in the retention of female apprentices. This special committee will be appointed by, and serve at the pleasure of, the JATC.  Conduct exit interviews with individuals leaving the apprenticeship program in an effort to identify reasons for dissatisfaction and meaningful efforts designed to improve retention.  Offer special classes for the purpose of tutoring apprentices. D. Utilization Analysis for Race, Sex and Ethnicity As part of its EEO/AA Plan, the JATC will perform a utilization analysis of the racial, sex, and ethnic composition of its apprenticeship program workforce by determining whether the race, sex, and ethnicity of apprentices reflects persons available for apprenticeship by race, sex, and ethnicity in the relevant recruitment area. The purpose of the utilization analysis is to provide a method for assessing whether possible barriers to apprenticeship exist for particular groups of individuals. Where significant disparity exists between availability in the relevant recruitment area and representation in the apprenticeship program, a utilization goal will be established. This evaluation will be performed on an annual basis pursuant to 29 C.F.R. 30.9. The utilization analysis consists of several steps, including an analysis of the apprenticeship program workforce, an analysis of the availability of qualified individuals in the relevant recruitment areas, a determination of the rate of utilization, and a determination of whether any utilization goals must be established. 1) Apprenticeship Program Workforce Analysis The JATC will analyze the racial, sex and ethnic composition of the apprenticeship program workforce. This entails grouping all occupational titles represented in the program by industry, and then identifying the race, sex, and ethnicity of the apprentices within each of the industry designations. 2) Apprentice Availability Analysis Once the apprenticeship program workforce has been analyzed, the JATC will perform an availability analysis to establish a benchmark against which the demographic composition of the apprenticeship program can be compared as part of determining whether barriers to equal

Section 4 – 57 opportunity exist. “Availability” is an estimate of the number of qualified individuals available for apprenticeship by race, sex, and ethnicity expressed as a percentage of all qualified persons available for apprenticeship in the JATC’s relevant recruitment area. To determine availability, the JATC considers the percentage of individuals available with the current or potential capacity for apprenticeship in the JATC’s relevant recruitment area broken down by race, sex, and ethnicity. Statistical information is used to derive availability figures. The JATC will typically use statistical information from census data, unless other sources have been approved by the Registration Agency. The “relevant recruitment area” is the geographic area from which the JATC usually seeks or reasonably could seek apprentices. This JATC’s recruitment area is: Southern Nevada. 3) Utilization Rate Based on the apprenticeship program workforce analysis and the availability analysis, the JATC will measure whether utilization in its program of women, Hispanics or Latinos, or any race (Black/African American, Asian, American Indian or Alaska Native, Native Hawaiian and Other Pacific Islander, and White) is less than what would reasonably be expected given the availability of such individuals for apprenticeship in the reasonable recruitment area. 4) Establishing Utilization Goals for Race, Sex and Ethnicity If there is a disparity in the utilization rates versus the availability rates, the JATC will establish a utilization goal for any “underutilized” group. No goals are required if there is no significant disparity (at least two standard deviations) between the availability and utilization rates. If the JATC sets a goal for a particular group, the percentage goal established will be at least equal to the availability figure for that group. The determination that a goal is required is neither a finding nor an admission of discrimination; rather, utilization goals serve as objectives or targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work. Utilization goals are used to measure the effectiveness of the JATC’s outreach, recruitment, and retention efforts. In establishing utilization goals, the JATC applies the following principles:  Utilization goals are not rigid and inflexible quotas, which must be met.  Utilization goals are neither a ceiling nor a floor for the selection of particular groups as apprentices.  Utilization goals do not require or provide the JATC with a justification to extend a preference to any individual, select an individual, or adversely affect an individual’s status as an apprentice, on the basis of that person’s race, sex, or ethnicity.  Utilization goals do not create set-asides for specific groups.  Utilization goals are not intended to achieve proportional representation or equal results.  Utilization goals are intended to assist with identifying the existence of barriers to equal opportunity.  Utilization goals may not be used to supersede eligibility requirements for apprenticeship

Section 4 – 58  JATCs are not required to select a person who lacks qualifications to participate in the apprenticeship program successfully.  JATCs are not required to select a less-qualified person in preference for a more qualified one. 5) Current Utilization Goal The JATC will maintain records and worksheets used during this analysis. The JATC’s review and determination of the steps to take to meet those goals are included in its analysis (Exhibit B-2). The results of the most recent utilization analysis and goals are also contained in Exhibit B-3. [Note: These exhibits will be changed annually. Coordinate with the Registration Agency on whether it wants this submitted or just maintained.] E. Utilization Analysis for Individuals with Disabilities The JATC will conduct a similar analysis of its apprenticeship program for representation of Individuals with Disabilities (IWDs) in each occupational title by individual industry and then identify the number of apprentices with disabilities in each title. DOL has set a current utilization goal of 7.0% for qualified IWDs. The JATC will use 7.0% as its goal for IWD representation in each occupational title in its apprenticeship program until that goal is changed by DOL if the percentage of IWDs in an occupational title is less than 7.0%, the Title will be considered under-utilized as to IWDs and a goal of 7.0% will be set. The results of the most recent utilization analysis and goals for individuals with disabilities are contained in Exhibit B-3. The JATC will maintain all records and worksheets used during this analysis. The JATC’s review and determination of the steps to take to meet those goals are included in its analysis (Exhibit B-3). This evaluation will be performed on an annual basis pursuant to 29 C.F.R. 30.9.

Section 4 – 59 APPROVAL OF STANDARDS

The forgoing Standards, with Selection Procedures and EEO/AA Plan, have been adopted by Electrical

Joint Apprenticeship and Training Committee of Southern Nevada JA TC on this 18th day of March, 2020

Date

DOL Program Number: NV00l470001 FEIN: 88-0089356

Registered With and Approved By the electrical training ALLIANCE:

Todd Stafford ;/ Executive Director Date

Registered With and Approved By:

9'ate

By: Richard J. Williams Title: State Apprenticeship Director Registration Agency Representative

Section 4 – 60 NOTICE OF RIGHT TO REGISTER COMPLAINTS FOR DISCRIMINATION 29 CFR PART 30

Any Apprentice or Applicant for Apprenticeship (of Agent on their behalf) who believes that he or she has been discriminated against on the basis of race, color, religion, national origin, sex (including pregnancy and gender identity), sexual orientation, genetic information, or because they are an individual with a disability or a person 40 years old or older with regard to apprenticeship, or what equal opportunity standards have not been followed, has 300 days from the date of the alleged discrimination to register a complaint. The complaint shall be in writing and shall be signed by the complainant. It must include the name, address and telephone number of the person allegedly discriminated against, the program sponsor involved, and a brief description of the circumstances of the failure to apply the equal opportunity standards. Complaints may be registered with JATC, the U.S. Department of Labor, Office of Apprenticeship (OA), the Registration Agency if other than the OA or Equal Employment Opportunity Commission (EEOC) at the following local, State or Federal addresses:

ELECTRICAL J.A.T.C. OF SOUTHERN NEVADA 620 Leigon Way Las Vegas, NV 89110

U.S. DEPARTMENT OF LABOR, OFFICE OF APPRENTICESHIP ATTN: State Director 333 Las Vegas Blvd. South Suite 5520 Las Vegas, NV 89101

OFFICE OF WORKFORCE INNOVATION (OWINN) ATTN: State Apprenticeship Director 555 E. Washington Avenue Suite #4900 Las Vegas, NV 89101

STATE E.E.O.C. Nevada Equal Rights Commission 1820 East Sahara Avenue Suite 314 Las Vegas, NV 89104

FEDERAL E.E.O.C. U.S. Equal Employment Opportunity Commission 333 Las Vegas Blvd South Suite 5560 Las Vegas, NV 89101

Exhibit A Section 4 – 61 AFFIRMATIVE ACTION PLAN WORKFORCE ANALYSIS WORKSHEET

A. SPONSOR INFORMATION Program Number: NV001470001 Name of Sponsor: Electrical JATC of Southern Nevada Address: 620 Leigon Way City/State/Zip Code: Las Vegas, NV 89110 Contact Person: Madison Burnett Phone Number: 702-459-7949 Fax Number: 702-459-8804 E-Mail Address: [email protected] B. OCCUPATIONAL INFORMATION Occupation Title: Electrician RAPIDS Code: 0159 O*NET-SOC Code: 47-2111.00 Type of Selection Method Used: Selection on basis of rank from pool of eligible applicants Random selection from pool of eligible applicants Selection from pool of current employees Alternative selection Labor Market Area Description: State SMA County C. LABOR MARKET AREA AND OCCUPATIONAL PARTICIPATION DATA C.1. Total Labor Force in Labor Market Area* Number of women: 490,818 46.3 % of labor force Number of minorities: 575,945 53.9 % of labor force C.2. Working Age Population in Labor Market Area* Number of women: 818,457 49.5 % of labor force Number of minorities: 834,629 51.2 % of labor force C.3. Apprentice Participation in Occupation in National Apprenticeship System* Number of women: 37 % of apprentices Number of minorities: 2 % of apprentices 9.6 C.4. General Availability of Minorities and Women with the Present or Potential Capacity for Apprenticeship in relevant Labor Market Area** 40 62.3 Number of women: 6,772 Number of minorities: 80,117 D. SPONSOR’S WORKFORCE DATA D.1. Total Number of Journeyworkers Employed Number of women: 1 % of work force Number of minorities: % of work force 22 5.3 D.2. Total Percentage of Apprentices or of Applicant Pool (Depending on Selection Method Used) 789 34 Percentage of women apprentices or women in applicant pool: 3 % Percentage of minority apprentices or % 4 6.6 Exhibit B 299 58.1 6

Section 4 – 2 minorities in applicant pool: E. ADDITIONAL RESOURCE DATA FOR CONSIDERATION IN ESTABLISHING GOALS Minority rate of Female rate of Industry Source Data participation participation E.1. Registered Apprenticeship Partners Information 50.31% 4.85% Data Svstem (RAPIDS)*** E.2. EEOC Occupational Employment Data**** 47.2% 3.6% F. DETERMINATION OF UTILIZATION Analvsis Yes No Minority underutilization: X Female underutilization: X G. SPONSOR'S GOALS The program sponsor proposes and agrees to make a good-faith effort to attain the goal of selecting 51.2% minorities and/or 13.7% women during the next EEO review cycle. These goals will not be used to discriminate against any qualified applicant based on race, color, religion, national origin, or sex (including pregnancy and gender identity), sexual orientation, genetic information, or because they are in individual with a disabilityor a person 40 years old or older

The number of new apprentices to be hired during the next year (or selection period) is estimated to be 60.

H. REGISTRATION AGENCY APPROVAL

Sponsor �:J_-Jiiw-� Sponsor's Signature Agency Signature Madison Burnett c{flr� 'Y141,/1,4'-,t, J Typed Name (2,Typed Name Training Director S1(1eA�ce/4r, fc-'otL Title Title f tf

06/29/2020 Date Signed

Resources for obtaining labor market information:

* http://bls.gov/ ** Program sponsors may use any reasonable method to propose the entries for "The General Availability of Minorities and Women with the Present or Potential Capacity for Apprenticeship," including relying on the data recorded in Section C.1 for "Total Labor Force," C.2 for "Working Age Population," and C.3 for "Apprentice Participation in Occupation." *** RAPIDS data available from Registration Agency. **** http://www.census.gov/eeo2 000 /index.html

Exhibit B Section 4 63

–

Program Registration and THE OFFICE OF WORKFORCE INNOVATION FOR THE NEW NEVADA, AND THE NEVADA Apprenticeship Agreement STATE APPRENTICESHIP COUNCIL APPRENTICE REGISTRATION – SECTION II OMB No. 1205-0223 Expires: 01/31/2020 Warning: This agreement does not constitute a certification under Title 29, The program sponsor and apprentice agree to the terms of the Apprenticeship CFR, Part 5 for the employment of the apprentice on Federally financed or Standards incorporated as part of this Agreement. The sponsor will not discriminate in assisted construction projects. Current certifications must be obtained from the selection and training of the apprentice in accordance with the Equal Opportunity the Office of Apprenticeship (OA) or the recognized State Apprenticeship Standards in Title 29 CFR Part 30, and Executive Order 11246. This agreement may Agency shown below. (Item 24) be terminated by either of the parties, citing cause(s), with notification to the registration agency, in compliance with Title 29, CFR, Part 29 PART A: TO BE COMPLETED BY APPRENTICE. NOTE TO SPONSOR: PART A SHOULD ONLY BE FILLED OUT BY APPRENTICE. 1. Name (Last, First, Middle) and Address *Social Security Number Answer Both A and B (Voluntary) 5. Veteran Status (Mark one) (No., Street, City, State, Zip Code, (Definitions on reverse) Non-Veteran Veteran Telephone Number) 4. a. Ethnic Group (Mark one) 6. Education Level (Mark one) «FullName» «SocialSecurity» Hispanic or Latino 8th grade or less «Address_Line_1» Not Hispanic or Latino 9th to 12th grade «Address_Line_2» b. Race (Mark one or more) GED «Students_City», «Students_State» American Indian or Alaska native High School Graduate or «Students_PostalCode» Asian Greater Black or African American Post Secondary or Technical Phone: Native Hawaiian or other Training Pacific Islander 2. Date of Birth (Mo., Day, Yr.) 3. Sex (Mark one) White 7. Disability (Mark one) «DateofBirth» Male Female Yes No 8a. Employment Status (Mark one) New Employee Existing Employee

8b. Career Connection (Mark one) (Instructions on reverse) None Pre-Apprenticeship Technical Training School Military Veterans

Job Corps YouthBuild HUD/STEP-UP Career Center Referral School-to-Registered Apprenticeship 9. Signature of Apprentice Date 10. Signature of Parent/Guardian (if minor) Date

PART B: SPONSOR: EXCEPT FOR ITEMS 6, 7, 8, 10a. - 10c, REMAINDER OF ITEMS REPOPULATED FROM PROGRAM REGISTRATION. 1. Sponsor Program No. NV004000002 2a Occupation (The work processes listed in the 2b Occupation Code: 0618 standards are part of this agreement). Sponsor Name and Address (No. Street, City, County, State, Zip Code) 2b.1. Interim Credentials Electrical J.A.T.C. of Southern Nevada Telecommunications Technician Only applicable to Part B, 3.b. and 3.c. (Mark one) 620 Leigon Way Yes No Las Vegs, Clark, NV, 89110 3. Occupation Training 4. Term 5. Probationary Period Office Phone: (702) 459‐7949 Approach (Mark one) (Hrs., Mos., Yrs.) (Hrs., Mos., Yrs.) 3a. Time-Based 6,000 Hrs. 1,500 Hrs. Office Fax: (702) 459‐8804 3b. Competency-Based Firm Web Page: www.earnwhileyoulearn.org 3c. Hybrid

6. Credit for Previous 7. Term Remaining 8. Date Apprenticeship Experience (Hrs., Mos., Yrs.) (Hrs., Mos., Yrs.) Begins 6a. OJT: 6b. RTI: 9a. Related Instruction 9b. Apprentice Wages for Related Instruction 9c. Related Training Instruction Source (Number of Hours Per Year) Will Be Paid Will Not Be Paid Electrical J.A.T.C. of Southern Nevada 180 10a. Pre-Apprenticeship Hourly Wage $ 10b. Apprentice’s Entry Hourly Wage $15.80 10c. Journeyworker’s Hourly Wage $$31.59 Check Box Period 1 2 3 4 5 6 7 8 9 10 10d. Term 750‐ 2250‐ 3000‐ 3750‐ 4500‐ 5250‐ 0‐749 1500‐2249 6000 Hrs., Mos., or Yrs. 1499 2999 3749 4499 5249 5999 10e. Wage Rate 50% 55% 60% 70% 75% 80% 85% 90% 100%

(Mark one) % or $ $15.80 $17.38 $18.96 $22.11 $23.69 $25.27 $26.85 $28.43 $31.59 11. Signature of Sponsor’s Representative(s) Date Signed 13. Name and Address of Sponsor Designee to Receive Complaints (If applicable) Madison Burnett, Training Director 12. Signature of Sponsor’s Representative(s) Date Signed 620 Leigon Way, Las Vegas, NV 89110 Contact Phone: (702) 459‐7949 Contact Fax: (702) 459‐8804 CONTACT EMAIL: [email protected] PART C: TO BE COMPLETED BY REGISTRATION AGENCY 1. Registration Agency and Address 2. Signature (Registration Agency) 3. Date Registered

Nevada State Apprenticeship Council (NSAC) Office of Workforce Innovation (OWINN) 555 E. Washington Ave, Ste. 4900 Las Vegas, NV 89101 4. Apprentice Identification Number (Definition on reverse):

Appendix C Section 5 – Page 42 VERIFICATION OF RECEIPT

I, have received the Electrical Joint (Print Name) Apprenticeship and Training Committee Policy Book revised and documents. It

includes the following information:

Committee Policy Book General Policies and Procedures Drug Misuse & Abuse; Alcohol Misuse & Abuse Policy Sexual Harassment and Discrimination Policy Wireman Registered Standards Installer/Technician Registered Standards Affirmative Action Plan Selection Procedure Collective Bargaining Language – Wireman Collective Bargaining Language – Installer/Technician Appendix Extra Class Schedule Timecard Website Memorandum Timecard Calendar & Work Processes List Timecards Pay raise Memorandum IBEW Membership Memorandum Tool List Health and Welfare Eligibility Memorandum Extra Class Absence Policy Book Information School Calendar Dispatch Memo Power Point Presentation

I have been given the opportunity to read and review the JATC’s Apprenticeship Standards, written Rules & Polices, the apprenticeship registration form and the sections of the Collective Bargaining Agreement that pertain to the apprenticeship. A representative of the JATC has adequately reviewed all questions. I understand my responsibilities, as outlined in these documents, agree to abide by them, and accept full responsibility for my actions during my registration in this program. I understand that my failure to abide by these regulations may result in termination of my registration.

My signature below certified that I have been provided with a copy of the written Rules and Policies adopted by this JATC and in effect as of this date.

______Signature Date

Appendix D Section 5 – Page 43

Electrical JATC for Southern Nevada 620 Leigon Way 702-459-7949 Las Vegas, NV 89110 702-459-8804 fax INSTALLER/TECHNICIAN APPRENTICE EVALUATION (1ST thru 4th Year)

Apprentice Name: Percentage:

Contractor: For the Month of ***CURRENT JOB SITE: ______(Contractor, please fill in this information)***

Instructions: The Apprenticeship Committee will appreciate an evaluation as free from bias as possible regarding the above apprentice.

You are to rate the apprentice on all 10 factors listed below. Consider each factor separately. You may rate the apprentice from 0-10 on each factor by circling the number above the rating. Consider the length of time in the program and give your honest evaluation. Poor Marginal Average Above Average Outstanding ATTENDANCE 0 1 2 3 4 5 6 7 8 9 10 Seldom reliable, excessive Occasionally late — Attendance record good — May Rarely late or absent Never late or absent absences, late often Attendance not very good be late on occasions DEPENDABILITY (ON THE JOB PERFORMANCE) 0 1 2 3 4 5 6 7 8 9 10 Unreliable — Usually late on Very seldom on job late — Can Loafs on job — Slow to get the job — Needs constant Steady work — Usually reliable Completely trust-worthy and depend on being available — started supervision — Spends too — Usually on the job reliable — Always available Always willing to help much time off the job ATTITUDE 0 1 2 3 4 5 6 7 8 9 10 Gripes about work assignments Wastes time — Gets moody — Usually applies self well — Accepts all work assignments High interest in job — Good to — Disturbs others Indifferent to work Usually interested in job — Works hard to improve work with INITIATIVE 0 1 2 3 4 5 6 7 8 9 10 Does routine task without Needs prodding — Usually Self-starter — Works out most Looks for work to do — Invites No ambition — Does very little prompting — Goes ahead waits for directions problems himself/herself. responsibility — Hard worker reasonably well INTEREST 0 1 2 3 4 5 6 7 8 9 10 Could care less — No interest Apprenticeship is just a job — Does a good job — Desires to Interest improves all the time — Learns normally — Shows — Dislikes his/her job — Little desire — Does not get ahead — Looks for Asks necessary questions — normal interest Indifference attempt to learn much something new to learn High interest COOPERATION AND CONDUCT (ABILITY TO LEARN) 0 1 2 3 4 5 6 7 8 9 10 Uncooperative — Usually cooperative — Liked by Good disposition — Others like Temperamental — Causes Cannot get along with some Goes out of his/her way to help most others on the job — to work with him/her — Very friction — Behavior people — Unconcerned others — Well liked Mannerly cooperative unacceptable SAFETY AND SAFE PRACTICES 0 1 2 3 4 5 6 7 8 9 10 A hazard to himself & others — Careless — Takes Observes most safety rules — Observes all safety rules — Always places safety first on Seldom uses correct tools & unnecessary chances — Often Usually does the job in a safe Wears safety apparel — Uses job — Takes no chances — equipment — Has to be warned fails to use common sense manner correct tools Thinks of others about safe practices ADAPTABILITY (ABILITY TO LEARN) 0 1 2 3 4 5 6 7 8 9 10 Gets confused — Needs Progressing at a normal rate — Learns quickly — Uses good Learns slowly — Frequently Good memory — Very able — repeated instructions on each Usually has good judgment and judgment — Applies past misunderstands Grasps new ideas immediately job — Very slow learner reasoning experience well QUALITY AND ACCURACY 0 1 2 3 4 5 6 7 8 9 10 Spoils work — Work must be Not careful enough — Tries to Produces good work most of Uses good judgment — Very Takes pride in work — Very continually checked — Does get by — Jobs have to be the time — Work usually few errors — Careful & precise accurate — Does an excellent not think things out reworked passes — Does good work job QUANTITY OF WORK 0 1 2 3 4 5 6 7 8 9 10 Usually does work in Highly productive — Fast and Plans work poorly — Slow — Does less than expected — Makes use of any idle time — reasonable length of time — accurate — Finds other jobs to Produces very little Tries to just get by Plans work well Does fair share — Keeps busy do — Hard worker Appendix E Section 5 – Page 44

ATTENDANCE:

Days absent during this period: 0 1 2 3 4 5 6 7 8 9 more

Days late during this period: 0 1 2 3 4 5 6 7 8 9 more

Comments:

APPRENTICE EVALUATION FORM

PERSONAL REMARKS WILL BE OF GREAT HELP TO THE COMMITTEE IN EVALUATING THE PROGRESS OF THIS APPRENTICE.

I HAVE WORKED WITH THIS APPRENTICE FOR WEEKS/MONTHS.

Signature of Employer Signature

Date PRINT NAME EVALUATOR

THIS FORM COMPLETED BY: Journeyman

Foreman

Have you talked to the apprentice about his/her strengths and weaknesses?

YES NO

When you have completed the evaluation, be sure to let the apprentice know of his/her progress.

The Joint Apprenticeship and Training Committee (JATC), as well as our industry, needs your cooperation to improve the training our apprentices are receiving.

The enclosed report on each apprentice in your employment must be signed by the Journeyman working with the apprentice as well as the Employer and/or Foreman.

It is the policy of the JATC that any Employer who fails to complete this form will have his/her apprentices removed from his/her shop.

Its purpose is obvious. The JATC needs more information on how well each apprentice is functioning in the field. Should you ever have any questions about the form, please feel free to call the Electrical J.A.T.C..

Apprentice Signature Date

Apprentice comments on evaluation review:

Appendix E Section 5 – Page 45 Installer Tech Apprentices after 06/01/18 Daily Record

Month:______, 20______Print Name: ______Month Date12345678910111213141516171819202122232425262728293031 Total T01 T01 T02 T02 T03 T03 T04 T04 T05 T05 T06 T06 T07 T07 T08 T08 T09 T09 T10 T10 T11 T11 T12 T12 T13 T13 T14 T14 ON-JOB ON-JOB HOURS HOURS

Comments by on-Job Supervisor

Signature of Apprentice

Installer Tech Apprentices after 06/01/18 Daily Record

Comments by on-Job Supervisor

Signature of Apprentice

Appendix F Section 5 – Page 46 NOTICE OF RIGHT TO REGISTER COMPLAINTS FOR DISCRIMINATION 29 CFR PART 30

ELECTRICAL J.A.T.C. OF SOUTHERN NEVADA 620 Leigon Way Las Vegas, NV 89110

U.S. DEPARTMENT OF LABOR, OFFICE OF APPRENTICESHIP ATTN: State Director 333 Las Vegas Blvd. South Suite 5520 Las Vegas, NV 89101

OFFICE OF WORKFORCE INNOVATION (OWINN) ATTN: State Apprenticeship Director 555 E. Washington Avenue Suite #4900 Las Vegas, NV 89101

STATE E.E.O.C. Nevada Equal Rights Commission 1820 East Sahara Avenue Suite 314 Las Vegas, NV 89104

FEDERAL E.E.O.C. U.S. Equal Employment Opportunity Commission 333 Las Vegas Blvd South Suite 5560 Las Vegas, NV 89101

Appendix G Section 5 – Page 47

Appendix I Section 5 – Page 48 SECTION 6

Equal Employment Opportunity Policy And Affirmative Action Plan

as Adopted by the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

TABLE OF CONTENTS PAGE PREFACE ...... 1

PART I GENERAL PROVISIONS ...... 1 A. Affirmative Action and Equal Opportunity ...... 1 B. Responsibility for Implementation ...... 1 C. Dissemination of EEO/AA Plan ...... 1 D. Anti-Harassment Training ...... 2 E. Universal Outreach and Recruitment ...... 3 F. Complaint Procedure ...... 3 G. Invitation to Self-Identify ...... 4 H. Recordkeeping ...... 5

PART II EEO POLICES AND PROCEDURES ...... 7 A. Non-Discrimination and Equal Employment Opportunity ...... 7 B. Selection of Apprentices ...... 7 C. Prohibition of Harassment ...... 7 D. Reasonable Accommodation Because of Religion ...... 9 E. Retaliation Prohibited ...... 9 F. Employer Responsibilities ...... 9 G. Americans With Disabilities Act Compliance ...... 10 H. Mentoring and Other Support for Apprentices ...... 10 I. Other Participants in JATC Programs ...... 10

PART III AFFIRMATIVE ACTION PLAN ...... 12 A. Definitions and Terminology...... 12 B. Internal Review of Program Processes and Effectiveness ...... 12 C. Targeted Outreach, Recruitment and Retention ...... 13 D. Utilization Analysis for Race, Sex and Ethnicity ...... 17 E. Utilization Analysis for Individuals with Disabilities ...... 19

Section 6 – i PREFACE The electrical training ALLIANCE and the JATC adopting this EEO/AA Plan are committed to the concept and practice of Equal Employment Opportunity and Affirmative Action in all aspects of its apprenticeship programs and services. No apprentice or applicant for apprenticeship, or any other participant in JATC programs or services, will be treated differently or otherwise discriminated against on the basis of race, color, religion, national origin, sex (including pregnancy and gender identity), sexual orientation, age (40 or older), genetic information, disability, or other characteristics or conduct protected under applicable state or local laws. The EEO/AA Plan is intended to comply with, and shall be interpreted consistent with, the affirmative action obligations under 29 C.F.R. Part 30, Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), Title I of the Americans with Disabilities Act (ADA), the Genetic Information Non-Discrimination Act (GINA), and any other federal, state or local non-discrimination laws applicable to the JATC. This EEO/AA Plan will remain in effect until the EEO/AA Plan is updated by the electrical training ALLIANCE, or until the JATC determines (based on its annual review) that there is a need for modification to ensure greater success in the recruitment, selection and retention of minorities, women, and individuals with disabilities. Any and all changes must be submitted to the electrical training ALLIANCE and the Registration Agency for approval before implementation.

PART I GENERAL PROVISIONS

Section 6 – 1 [Note: The following is a list of typical tasks that may be required to implement the requirements in 29 C.F.R. Part 30. The JATC has the option to modify the other descriptions or to assign responsibility to other individuals]. The duties and responsibilities of the EEO/AA Coordinator(s) include, but are not limited to:  Monitoring all registered apprenticeship activity to insure compliance with the non-discrimination and affirmative action obligations;  Developing and implementing EEO/AA policies;  Developing and implementing internal and external communication techniques;  Identifying potential problem areas;  Assisting the JATC and others to arrive at solutions to identified problems;  Serving as liaison between the JATC and enforcement agencies;  Serving as liaison between the JATC and organizations, community action groups or other entities concerned with employment opportunities for minorities, women and individuals with disabilities;  Keeping the JATC, Local Union and Local Chapter informed of the latest developments in the equal opportunity area;  Meeting with the NECA Chapter and contractors as appropriate to make certain that the JATC’s EEO/AA policies are being followed;  Maintaining required records;  Generating and submitting reports as required by the relevant Registration Agency; and  Designing and implementing auditing and reporting systems that, on an annual basis (as appropriate) will measure the effectiveness of the EEO/AA Plan, determine the degree to which the JATC’s goals and objectives are being attained, and identify any need for remedial action. C. Dissemination of EEO/AA Plan The JATC will inform all applicants for apprenticeship, apprentices, and individuals who operate or administer any aspect of the registered apprenticeship program, of its commitment to equal opportunity and its affirmative action obligations. At a minimum, the JATC will: [Note: The requirements in bold are specifically required by 29 C.F.R. Part 30, but the JATC may modify those descriptions to reflect specific methods that it will use. The others are illustrative. The JATC is encouraged to add other means].  Publish its Equal Opportunity Pledge in the Apprenticeship Standards and in other relevant publications, such as the JATC’s Rules and Policies; newsletters; recruitment publications and other appropriate publications; other documents disseminated by JATC; or documents that otherwise describe the nature of the sponsorship;

Section 6 – 2  Post its Equal Opportunity Pledge on its website and bulletin boards, and through electronic media, to insure that it is accessible to all apprentices and apprenticeship applicants;  Conduct orientation information sessions for new apprentices, and periodic information sessions for apprentices, JATC staff, instructors and the JATC;  Provide the EEO/AA Plan to the leadership of the local Union and NECA Chapter; and  Provide copies of the EEO Pledge and other information to participating employers for their employees who are connected with the administration or operation of the apprenticeship program D. Anti-Harassment Training As part of its efforts, the JATC will provide periodic anti-harassment training for all apprentices, JATC staff, instructors, and Committee members. This training must be attended in-person or be completed via interactive online training. The training must communicate, at minimum, the following: (a) that harassing conduct will not be tolerated; (b) the definition of harassment and the types of conduct that constitute unlawful harassment on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, and disability; and (c) the right to file a harassment complaint. The JATC will also take steps, in consultation with the Local NECA Chapter, to ensure that all individuals connected with the administration or operation of the apprenticeship program will receive similar anti-harassment training, including all supervisors and Qualified Electrical Workers who work with apprentices. E. Universal Outreach and Recruitment The JATC will implement measures to insure that its outreach and recruitment efforts for apprentices extend to all persons available for apprenticeship within the sponsor’s relevant recruitment area without regard to race, color, religion, national origin, sex (pregnancy, gender identity), sexual orientation, age (40 or older), genetic information, or disability. These actions are identified in Part III. F. Complaint Procedure 1) Internal Complaints All apprentices and applicants for apprenticeship have a right to and are encouraged to report any form of alleged discrimination or harassment that they may encounter in the administration or operation of this apprenticeship program on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, disability, or other protected characteristics, or retaliation for protected activity. This includes any complaints of discrimination, harassment, or retaliation by the JATC, its staff or instructors, or other apprentices, whether in class, on-the-job or otherwise; or that occurs on-the-job by contractors, Qualified Electrical Workers, or others. JATC instructors and staff are expected to promptly report to the EEO/AA Coordinator any incident that they observe or learn of that may involve discrimination, harassment, or retaliation in violation of this EEO/AA Plan. Instructors should also act promptly to stop and reprimand any discrimination or harassment that they may observe.

Section 6 – 3 All apprentices are encouraged to report to the EEO/AA Coordinator any incident that they observe or learn of that may involve discrimination, harassment, or retaliation of fellow apprentices in violation of this EEO/AA Plan, whether occurring during related instruction or on-the-job. All applicants for apprenticeship and all apprentices will be provided with written notice of their right to file a discrimination complaint and the procedures for doing so. Apprentices are not required to use this internal complaint procedure before filing a formal complaint with outside agencies, and filing an internal complaint does not limit an apprentice’s rights to use other complaint procedures. All complaints regarding discrimination or harassment should be submitted to the EEO/AA Coordinator or an individual designated by the EEO/AA Coordinator or the Training Director. Complaints may be made in writing or orally, and anonymous complaints will be accepted. A complaint of harassment may be made by someone who is not the target of harassment. Complaints should be filed as soon as possible after the alleged discrimination in order to allow prompt investigation. Complaints that are made more than 300 days after the date of the alleged discrimination may be accepted for good cause. Complaints of discrimination, harassment, or retaliation will be fully investigated. Complaints and information obtained in the course of an investigation will be treated as confidential to the extent consistent with the JATC’s obligations under this EEO/AA Plan. The investigation process may vary based upon the nature of the complaint. For example, when alleged harassment occurs on the job, the JATC will typically notify the Employer, which will typically have the right and duty to investigate and take appropriate action. Employers are expected to notify the JATC when an incident on the job involves apprentices. Any JATC employee or apprentice found to have committed an act of discrimination, harassment, or retaliation will be immediately disciplined. The nature of the discipline imposed will depend on the nature and severity of the misconduct and other factors, up to termination of employment or termination of apprentices from the program. 2) External Complaints Any apprentice or applicant for apprenticeship who believes that he or she has been or is being discriminated against on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability, with regard to apprenticeship, or who believes he or she has been retaliated against, may, personally or through an authorized representative, file a written complaint with the DOL, EEOC, state or local fair employment practices agency, and/or the state apprenticeship bureau. The JATC has posted and distributed the DOL Notice describing “Your Right to Equal Opportunity” and included this notice on its website. A copy is attached as Exhibit A. The details of other rights are included in the Standards and the Rules and Policies. G. Invitation to Self-Identify The JATC is required under federal regulations to analyze its recruitment, selection, and retention as part of its Affirmative Action Plan (See Part III). To assist in this process the JATC will invite applicants and apprentices to voluntarily self-identify their gender, race, ethnicity, and disability. This will be done at the time and manner permitted by 29 C.F.R. Part 30. The JATC will not compel or coerce any individual to self-identify. All information on self-identification will be kept confidential and used only for statistical analysis and reporting under the EEO/AA Plan. The JATC

Section 6 – 4 may also inquire whether an individual who discloses a disability requires any reasonable accommodations to participate in the apprenticeship program. The JATC invites applicants and apprentices with disabilities to self-identify by using the appropriate forms as follows:  When an applicant applies or is considered for apprenticeship, the JATC will provide the applicant with a voluntary form at the same time that it invites the applicant to self-identify with respect to other characteristics.  At any time after acceptance into the apprenticeship program, but before the individual begins the program, the JATC will provide a copy of the form to each new apprentice.  The JATC will annually notify all apprentices of their ability to voluntarily self-identify as a person with a disability.  The JATC will post a copy of the “Voluntary Self-Identification of Disability” form on its intranet in the event an apprentice’s status changes and the apprentice would like to self- identify. The JATC will also note in its records that an apprentice is an individual with a disability when: (i) the disability is obvious; or (ii) when an applicant or apprentice requests accommodation for a physical or mental impairment that meets the definition of a disability under the ADA. Unless the JATC receives information from an apprentice that a disability has ended, the JATC will continue to include in its records that the person has a disability. H. Recordkeeping As part of its EEO/AA obligations the JATC must collect and maintain records, including but not limited to records relating to:  Selection for apprenticeship, including applications, tests and test results, interview notes, bases for selection or rejection, and any other records required to be maintained under the Uniform Requirements on Employee Selection Procedures (“UGESP”);  The invitation to self-identify as an individual with a disability;  Information relative to the operation of the apprenticeship program, including but not limited to job assignments in all components of the occupation, promotion, demotion, transfer, layoff, termination, rates of pay, other forms of compensation, conditions of work, hours of work, hours of training provided;  Any other records relevant to EEO complaints filed with the Registration Agency or with other enforcement agencies;  Compliance with the requirements of Section 30.3, Equal Opportunity Standards;  Requests for reasonable accommodation; and  Any other records pertinent to a determination of compliance with 29 C.F.R. Part 30, including those required by 29 CFR §§ 30.5, 30.6, 30.7, 30.8, 30.9, and 30.11. DOL regulations require that for any record the JATC maintains pursuant to this part, the JATC must be able to identify the race, sex, ethnicity (Hispanic or Latino/non-Hispanic or Latino) and, when known, disability status of each apprentice, and where possible, the race, sex, ethnicity, and

Section 6 – 5 disability status of each applicant to apprenticeship, and to supply this information upon request to the Registration Agency. Although DOL prefers voluntary self-identification as the method of collecting information regarding race, gender, ethnicity and disability, DOL permits other methods to be used, including information provided in post-selection, employment records or visual observation, if there is a factual basis (such as visual observation of gender or obvious physical disabilities; requests for accommodations; or complaints or comments by the applicant or apprentice disclosing race, gender, ethnicity or disability). The JATC will not guess or assume the gender, race, ethnicity, or disability of an applicant or apprentice. All required records shall be maintained in accordance with law. The JATC will permit access to the Registration Agency during normal business hours to its places of business for the purpose of conducting EEO compliance reviews and complaint investigations and inspecting and copying such books, accounts, and records, including electronic records, and any other material the Registration Agency deems relevant to the matter under investigation and pertinent to compliance.

Section 6 – 6 PART II EEO POLICIES AND PROCEDURES

Section 6 – 7  Communicate to all individuals involved with the Apprenticeship Program that harassing conduct will not be tolerated;  Provide anti-harassment training to all apprentices, JATC staff, and Committee members, and work with participating Employers to ensure that similar training is provided to all of their employees who have dealings with or supervise apprentices;  Make all facilities and apprenticeship activities available without regard to any protected characteristic; and  Establish and implement procedures for investigating and resolving complaints of harassment. The JATC expects its employees, apprentices, and Employers and their employees, to treat each other with respect and dignity. Discriminatory harassment not only hurts the immediate victim, but can result in a general atmosphere in which the purpose of the apprenticeship and training program is undermined. All managers, supervisors, instructors, employees, and apprentices have a responsibility to maintain an environment free of unlawful harassment. JATC employees or apprentices who engage in such conduct will be disciplined, up to and including termination of employment or from the program. Employers who engage in such conduct against apprentices, or who permit their employees to do so, may be denied access to apprentices. Unlawful discriminatory harassment is defined as unwelcome and unsolicited conduct when:  Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment; submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or  Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Examples of conduct that may be discriminatory harassment if based upon protected characteristics include:  Epithets, slurs, negative stereotyping, or threatening intimidating or hostile acts that relate to an individual’s characteristics;  Graphic, abusive, degrading, intimidating, or offensive jokes, comments, remarks or gestures directed at an individual;  Physical contact or intimidation against an individual;  Teasing, tricks, gossip, workplace slights;  Display of pictures, posters, graffiti, objects, or other materials; or  Other conduct intended to harass, intimidate, or retaliate against an individual or group based protected characteristics. Complaints of harassment should be made under the Complaint procedures in Part I E.

Section 6 – 8 D. Reasonable Accommodation Because of Religion Under Title VII, the prohibition on discrimination based upon religion includes the obligation to make reasonable accommodations for religious beliefs or practices unless the accommodation would impose an undue hardship. The definition of “undue hardship” for religious accommodations is imposing a more than a de minimus burden on the Employer, program, or others. Apprentices who believe they need a modification or adjustment of any JATC Rules and Policies or other aspects of the apprenticeship because of their religious practices and beliefs should make the request in writing to the EEO/AA Coordinator. If the request involves on-the-job training or an Employer, the request must also be made to that Employer. In some cases, documentation may be needed. Certain requests may require review and approval by the JATC. The ability to accommodate absences from mandatory classes may be limited by the JATC’s absence policy and the availability of make-up classes. E. Retaliation Prohibited The JATC will not tolerate any form of intimidation, coercion, threats, adverse actions, or other forms of retaliation against an applicant or apprentice who has: (i) made an internal or external complaint of discrimination or harassment on the basis of protected characteristics or other alleged violation of this EEO/AAP or applicable federal, state, or local equal opportunity law, or otherwise opposed any unlawful discriminatory practices; (ii) furnished information to, or assisted or participated in any manner, in any investigation, compliance review, proceeding, or hearing under these policies or under any federal, state or local equal opportunity law; or (iii) otherwise exercised any rights and privileges under this EEO/AA Plan, 29 C.F.R. Part 30 or any federal, state, or local equal opportunity law. These are collectively “protected activities.” All persons contacted in the course of an investigation will be advised that they and other individuals involved in a complaint are entitled to be treated in a professional and respectful manner, and that any retaliation or reprisal against an individual based upon protected activities is prohibited and could result in discipline up to, and including, termination of employment or discharge from the program. Complaints of retaliation should be made under the Complaint procedures in Part I E. F. Employer Responsibilities Employers who provide on-the-job training to apprentices in this program are expected to work cooperatively with the JATC on EEO matters and this EEO/AA Plan. IBEW-NECA apprenticeship programs have always worked cooperatively with contractors and the Local Union to prevent and address discrimination and harassment of apprentices on the job. DOL regulations under 29 C.F.R. Part 30 impose obligations on JATC’s concerning on-the-job discrimination and harassment. The JATC will develop new processes, in consultation with the Local NECA Chapter and the Local Union, to address these issues. Employers are expected to establish their own policies against discrimination, harassment, and retaliation, including procedures for the filing, investigating, and resolving of complaints. Employers should understand that under federal, state, and local anti-discrimination laws, they may be responsible for harassment of apprentices by their supervisory employees and under some circumstances, by co-workers. The failure of an Employer to take appropriate action regarding an

Section 6 – 9 apprentice’s complaint of discrimination, harassment, or retaliation on the job may result in the contractor being denied access to apprentices in the program. G. Americans With Disabilities Act Compliance The JATC is committed to compliance with the requirements of the ADA and other laws protecting persons with disabilities. The JATC will not discriminate against qualified applicants or persons with disabilities in its application, testing, selection, or training opportunities. Reasonable accommodations will be provided unless they would impose an undue hardship or result in a fundamental alteration of the program. The JATC is also committed to helping apprentices with disabilities in dealing with Employers that provide on-the-job training. Apprentices who believe they have been subjected to discrimination or denied reasonable accommodation by an Employer should bring the matter to the attention of the EEO/AA Coordinator. H. Mentoring and Other Support for Apprentices The JATC acknowledges DOL’s concerns that in many industries, including the construction industry, women, minorities, and individuals with disabilities have a higher drop-out or termination rate than others. The JATC recognizes that these traditionally underrepresented groups, as well as others who lack experience with unionized apprenticeship, the building trades, or the electrical construction industry, often struggle in their first year. The JATC will seek to address these concerns through the following activities: [Note: This list is suggested and optional. The JATC should insert the activities that it is currently engaging in or starting, then update when appropriate.]  Tracking and monitoring retention rates for women, minorities, and individuals with disabilities, as well as those without prior experience with unionized apprenticeship, the building trades, or the electrical industry;  Mentoring programs involving instructors, senior apprentices, journeymen, and /or other apprentices;  Consideration of other best practices for retention in the unionized electrical industry and building trades; and  Other actions described in the EEO/AA Plan, Part III. I. Other Participants in JATC Programs The JATC is committed to the principles of non-discrimination in all programs and activities of the JATC. The JATC may, consistent with DOL OA and ERISA requirements, engage in certain activities where there are participants other than apprentices or applicants for apprenticeship. Examples may include training programs that are open to Qualified Electrical Workers, Employers and their employees involved in apprenticeship, and Pre-Apprenticeship programs. When the JATC directly conducts or oversees any such programs or activities, it will not discriminate on the basis of Protected Characteristics and follow where applicable the following provisions of this EO/AA Plan: Part I E. 1) internal complaint procedures; Part II A. Non-discrimination; C. harassment; D. reasonable accommodation; E. Retaliation.

Section 6 – 10 Participants in these programs and activities may or may not be protected under federal or state EEO laws. Nothing in this EEO/AA Plan should be interpreted as waiving any rights of the JATC or creating any enforceable obligations not imposed by law.

Section 6 – 11 PART III AFFIRMATIVE ACTION PLAN

Section 6 – 12 Following this review, the JATC will include a description of its review as part of this EEO/AA Plan and identify any modifications made, or to be made, to the program as a result of its review. A copy of the current analysis is attached as Exhibit B-1. (Note: The JATC must attach its initial report when submitting the draft EEO/AA Plan to the Registration Agency. Under revised 29 C.F.R. Part 30.9(a), the review and analysis must be done annually. The updated report should be substituted as part of the AAP. Consult with your Registration Agency on whether the annually- revised AAP needs to be submitted). C. Targeted Outreach, Recruitment and Retention The JATC will undertake action-oriented programs, including targeted outreach, recruitment, and retention activities, designed to correct any problem areas it may identify as a result of review of its processes in Section III A., and any finding of underutilization of minorities, women, Hispanics or Latinos, and individuals with disabilities, as a result of the analysis in Part III C. 1) Specific Activities for Affirmative Action The JATC makes a good faith effort to increase each year the recruitment, selection, and retention of individuals who are minorities, females, Hispanic or Latino, or individuals with disabilities, until its Affirmative Action goals are met. The JATC will engage in the following affirmative action activities in addition to those actions described in Parts I and II above. (Note: the activities in bold are required under 29 C.F.R. Part 30. All other activities on this list are optional, but some of them are listed in the DOL regulations as examples. The JATC is encouraged to include other actions.) a. Recruitment Activities  Disseminate information to organizations serving the underutilized group regarding the nature of the apprenticeship, requirements for selection for apprenticeship, availability of apprenticeship opportunities, and the equal opportunity pledge of the JATC. These organizations may include: community- based organizations; local high schools; local community colleges; local vocational, career and technical schools; and local workforce system partners including One Stop Career Centers;  Advertise openings for apprenticeship opportunities by publishing advertisements in appropriate media which have wide circulation in the relevant recruitment areas;  Cooperate with local school boards and vocational education systems to develop and/or establish relationships with pre-apprenticeship programs targeting students from the underutilized group to prepare them to meet the standards and criteria required to qualify for entry into apprenticeship programs; and  Establish linkage agreements or partnerships enlisting the assistance and support of pre-apprenticeship programs, community-based organizations, advocacy organizations, or other appropriate organizations, in recruiting qualified individuals for apprenticeship;  Participate in electrical training ALLIANCE, DOL Office of Apprenticeship and/or State Apprenticeship Agency Workshops and Seminars to learn and discuss more about the need, ways and means of promoting and advertising for apprenticeship,

Section 6 – 13 and recruiting and retaining minorities, females, ethnically diverse individuals, and individuals with disabilities.  Development and annual updating of a list of current recruitment sources that will generate referrals from all demographic groups within the relevant recruitment area;  Relevant recruitment sources may include: o vocational, career, and technical schools; o pre-apprenticeship programs; o federally funded, youth-job training programs such as YouthBuild and Job Corps or their successors; o community based organizations; or o community based colleges;  Identification of contact persons, mailing addresses, telephone numbers, and email addresses for all recruitment sources;  Provide recruitment sources with advance notice of at least 30 days, of apprenticeship openings so that they can notify and refer candidates. Such notification will include a copy of the Equal Opportunity Pledge.  Include in its list of referral sources groups within the JATC’s jurisdictional area whose membership is focused on minorities, females, Hispanics or Latinos, and individuals with disabilities. Notify those groups when applications for apprenticeship are available.  Contact and seek to build positive relationships with groups established for the purpose of assisting and preparing minorities, females, Hispanics or Latinos, and individuals with disabilities for careers.  Make all participating Employers and Local Union Members aware of the need to recruit qualified applicants who are minorities, females, Hispanic or Latino, or have disabilities, and encouraging them to refer any potential candidates to the JATC.  Notice of Apprenticeship Opportunities and other application information will be disseminated in the media that is most likely to reach the minority, female, ethnic, and disabled communities and will include information concerning the nature of apprenticeship, requirements for admission, availability of apprenticeship opportunities, sources of applications and the JATC’s EEO/AA Plan. The availability of trust funds and the effectiveness of such media advertising will be included in the annual review.  Develop a social media campaign as part of the JATC’s outreach.  Participate in local secondary and post-secondary school programs and communicate with local Guidance Counselors and Placement Coordinators to make apprenticeship opportunities known, with emphasis on the need for minority,

Section 6 – 14 female, ethnically diverse, and disabled applicants who meet the minimum qualifications. The JATC will also provide written notice of apprenticeship opportunities to all secondary and post-secondary schools within the sponsor’s jurisdiction.  Sponsor outreach information activities with area guidance counselors, identifying requirements for entrance into apprenticeship and successful completion of the program.  Post public announcements of the Apprenticeship Opportunity in commercial establishments and public facilities normally frequented by minorities and/or females. b. Preparation of Potential Applicants  Identify those individuals who meet all minimum requirements except for the mathematics component and develop options or strategies to assist them in meeting this requirement. (If the applicant’s original application response time has expired, s/he will need to reapply.)  The JATC will create or identify partnerships with pre-apprenticeship programs designed for or having significant participation by underrepresented groups. Depending upon the curriculum in that program, individuals successfully completing those programs will be offered direct interview or direct entry, subject to other requirements in the Standards and Selection Procedures.  The JATC will create or identify partnerships with programs designed for or having significant participation by underrepresented groups that provide curriculum similar to the Apprentice Program First Year curriculum. Individuals successfully completing those programs will be offered direct interview or direct entry, and advanced standing, subject to other requirements in the Standards and Selection Procedures.  The JATC will publicize to all referral sources, especially to those whose membership is focused on minorities, females, Hispanics or Latinos, and individuals with disabilities, the availability of any “hybrid” options of selection or to gain relevant job experience through the CW/CE classifications. c. Equal Opportunity Awareness  Conduct annual informational classes or similar training for all apprentices, clearly and concisely explaining the JATC’s Rules and Policies, including Equal Opportunity policies, and Complaint Procedure.  Internally communicate its Equal Opportunity Policy in such a manner as to foster understanding, acceptance, and support among the sponsoring parties’ various officers, supervisors, employees, and members and to encourage such persons to take the necessary action to aid the JATC in meeting its obligations in this area.

Section 6 – 15 d. Mentoring and Retention Activities  Inform all classroom Instructors to promptly report to the JATC any major signs of weakness in study habits or any detectable learning deficiencies, and identify strategies, assistance or referrals that can be offered to those apprentices.  Establish a committee of minority members who have reached Qualified Electrical Worker status (when Qualified Electrical Workers are available and willing to serve in such a capacity) for the purpose of recruiting more qualified minority applicants and to aid in the retention of minority apprentices. This special committee will be appointed by, and serve at the pleasure of, the JATC.  Establish a committee of female members who have reached Qualified Electrical Worker status (when Qualified Electrical Workers are available and willing to serve in such a capacity) for the purpose of recruiting more qualified female applicants and to aid in the retention of female apprentices. This special committee will be appointed by, and serve at the pleasure of, the JATC.  Conduct exit interviews with individuals leaving the apprenticeship program in an effort to identify reasons for dissatisfaction and meaningful efforts designed to improve retention.  Offer special classes for the purpose of tutoring apprentices. D. Utilization Analysis for Race, Sex and Ethnicity As part of its EEO/AA Plan, the JATC will perform a utilization analysis of the racial, sex, and ethnic composition of its apprenticeship program workforce by determining whether the race, sex, and ethnicity of apprentices reflects persons available for apprenticeship by race, sex, and ethnicity in the relevant recruitment area. The purpose of the utilization analysis is to provide a method for assessing whether possible barriers to apprenticeship exist for particular groups of individuals. Where significant disparity exists between availability in the relevant recruitment area and representation in the apprenticeship program, a utilization goal will be established. This evaluation will be performed on an annual basis pursuant to 29 C.F.R. 30.9. The utilization analysis consists of several steps, including an analysis of the apprenticeship program workforce, an analysis of the availability of qualified individuals in the relevant recruitment areas, a determination of the rate of utilization, and a determination of whether any utilization goals must be established. 1) Apprenticeship Program Workforce Analysis The JATC will analyze the racial, sex and ethnic composition of the apprenticeship program workforce. This entails grouping all occupational titles represented in the program by industry, and then identifying the race, sex, and ethnicity of the apprentices within each of the industry designations. 2) Apprentice Availability Analysis Once the apprenticeship program workforce has been analyzed, the JATC will perform an availability analysis to establish a benchmark against which the demographic composition of the apprenticeship program can be compared as part of determining whether barriers to equal

Section 6 – 16 opportunity exist. “Availability” is an estimate of the number of qualified individuals available for apprenticeship by race, sex, and ethnicity expressed as a percentage of all qualified persons available for apprenticeship in the JATC’s relevant recruitment area. To determine availability, the JATC considers the percentage of individuals available with the current or potential capacity for apprenticeship in the JATC’s relevant recruitment area broken down by race, sex, and ethnicity. Statistical information is used to derive availability figures. The JATC will typically use statistical information from census data, unless other sources have been approved by the Registration Agency. The “relevant recruitment area” is the geographic area from which the JATC usually seeks or reasonably could seek apprentices. This JATC’s recruitment area is: Southern Nevada. 3) Utilization Rate Based on the apprenticeship program workforce analysis and the availability analysis, the JATC will measure whether utilization in its program of women, Hispanics or Latinos, or any race (Black/African American, Asian, American Indian or Alaska Native, Native Hawaiian and Other Pacific Islander, and White) is less than what would reasonably be expected given the availability of such individuals for apprenticeship in the reasonable recruitment area. 4) Establishing Utilization Goals for Race, Sex and Ethnicity If there is a disparity in the utilization rates versus the availability rates, the JATC will establish a utilization goal for any “underutilized” group. No goals are required if there is no significant disparity (at least two standard deviations) between the availability and utilization rates. If the JATC sets a goal for a particular group, the percentage goal established will be at least equal to the availability figure for that group. The determination that a goal is required is neither a finding nor an admission of discrimination; rather, utilization goals serve as objectives or targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work. Utilization goals are used to measure the effectiveness of the JATC’s outreach, recruitment, and retention efforts. In establishing utilization goals, the JATC applies the following principles:  Utilization goals are not rigid and inflexible quotas, which must be met.  Utilization goals are neither a ceiling nor a floor for the selection of particular groups as apprentices.  Utilization goals do not require or provide the JATC with a justification to extend a preference to any individual, select an individual, or adversely affect an individual’s status as an apprentice, on the basis of that person’s race, sex, or ethnicity.  Utilization goals do not create set-asides for specific groups.  Utilization goals are not intended to achieve proportional representation or equal results.  Utilization goals are intended to assist with identifying the existence of barriers to equal opportunity.  Utilization goals may not be used to supersede eligibility requirements for apprenticeship

Section 6 – 17  JATCs are not required to select a person who lacks qualifications to participate in the apprenticeship program successfully.  JATCs are not required to select a less-qualified person in preference for a more qualified one. 5) Current Utilization Goal The JATC will maintain records and worksheets used during this analysis. The JATC’s review and determination of the steps to take to meet those goals are included in its analysis (Exhibit B-2). The results of the most recent utilization analysis and goals are also contained in Exhibit B-3. [Note: These exhibits will be changed annually. Coordinate with the Registration Agency on whether it wants this submitted or just maintained.] E. Utilization Analysis for Individuals with Disabilities The JATC will conduct a similar analysis of its apprenticeship program for representation of Individuals with Disabilities (IWDs) in each occupational title by individual industry and then identify the number of apprentices with disabilities in each title. DOL has set a current utilization goal of 7.0% for qualified IWDs. The JATC will use 7.0% as its goal for IWD representation in each occupational title in its apprenticeship program until that goal is changed by DOL if the percentage of IWDs in an occupational title is less than 7.0%, the Title will be considered under-utilized as to IWDs and a goal of 7.0% will be set. The results of the most recent utilization analysis and goals for individuals with disabilities are contained in Exhibit B-3. The JATC will maintain all records and worksheets used during this analysis. The JATC’s review and determination of the steps to take to meet those goals are included in its analysis (Exhibit B-3). This evaluation will be performed on an annual basis pursuant to 29 C.F.R. 30.9.

Section 6 – 18 NOTICE OF RIGHT TO REGISTER COMPLAINTS FOR DISCRIMINATION 29 CFR PART 30

ELECTRICAL J.A.T.C. OF SOUTHERN NEVADA 620 Leigon Way Las Vegas, NV 89110

U.S. DEPARTMENT OF LABOR, OFFICE OF APPRENTICESHIP ATTN: State Director 333 Las Vegas Blvd. South Suite 5520 Las Vegas, NV 89101

OFFICE OF WORKFORCE INNOVATION (OWINN) ATTN: State Apprenticeship Director 555 E. Washington Avenue Suite #4900 Las Vegas, NV 89101

STATE E.E.O.C. Nevada Equal Rights Commission 1820 East Sahara Avenue Suite 314 Las Vegas, NV 89104

FEDERAL E.E.O.C. U.S. Equal Employment Opportunity Commission 333 Las Vegas Blvd South Suite 5560 Las Vegas, NV 89101

Exhibit A Section 6 – 19 AFFIRMATIVE ACTION PLAN WORKFORCE ANALYSIS WORKSHEET

Section 6 – 20 minorities in applicant pool: E. ADDITIONAL RESOURCE DATA FOR CONSIDERATION IN ESTABLISHING GOALS Minority rate of Female rate of Industry Source Data participation participation E.1. Registered Apprenticeship Partners Information 50.31% 4.85% Data Svstem (RAPIDS)*** E.2. EEOC Occupational Employment Data**** 47.2% 3.6% F. DETERMINATION OF UTILIZATION Analvsis Yes No Minority underutilization: X Female underutilization: X G. SPONSOR'S GOALS The program sponsor proposes and agrees to make a good-faith effort to attain the goal of selecting 51.2% minorities and/or 13.7% women during the next EEO review cycle. These goals will not be used to discriminate against any qualified applicant based on race, color, religion, national origin, or sex (including pregnancy and gender identity), sexual orientation, genetic information, or because they are in individual with a disabilityor a person 40 years old or older

The number of new apprentices to be hired during the next year (or selection period) is estimated to be 60.

H. REGISTRATION AGENCY APPROVAL

Sponsor �:J_-Jiiw-� Sponsor's Signature Agency Signature Madison Burnett c{flr� 'Y141,/1,4'-,t, J Typed Name (2,Typed Name Training Director S1(1eA�ce/4r, fc-'otL Title Title f tf

06/29/2020 Date Signed

Resources for obtaining labor market information:

Exhibit B Section 6 21

– AFFIRMATIVE ACTION PLAN WORKFORCE ANALYSIS WORKSHEET

A. SPONSOR INFORMATION Program Number: NV004000002 Name of Sponsor: Electrical JATC of Southern Nevada Address: 620 Leigon Way City/State/Zip Code: Las Vegas, NV 89110 Contact Person: Madison Burnett Phone Number: 702-459-7949 I Fax Number: 702-459-8804 E-Mail Address: director@earnwhile�oulearn.org B OCCUPATIONAL INFORMATION Occupation Title: I Telecommunications Technician RAPIDS Code: 0168R I O*NET-SOC Code: 49-2022.03 Type of Selection Method Used: r8:] Selection on basis of rank from pool of eligible applicants D Random selection from pool of eligible applicants D Selection from pool of current employees D Alternative selection Labor Market Area Description: D State 0 SMA r8:J County C. LABOR MARKET AREA AND OCCUPATIONAL PARTICIPATION DATA C.1. Total Labor Force in Labor Market Area* Number of women: 490,818 46.3 % of labor force Number of minorities: 575,945 53.9 % of labor force C.2. Working Age Population in Labor Market Area* Number of women: 818,457 49.5 % of labor force Number of minorities: 834,629 51.2 % of labor force C.3. Apprentice Participation in Occupation in National Apprenticeship System* Number of women: 3 9% of apprentices Number of minorities: 17 51.5% of apprentices C.4. General Availability of Minorities and Women with the Present or Potential Capacity for Apprenticeshio in relevant Labor Market Area** Number of women: 6,772 Number of minorities: 80,117 D. SPONSOR'S WORKFORCE DATA D.1. Total Number ofJourneyworkers Employed Number of women: 14 0.4% of work force Number of minorities: 76 2.4% of work force D.2. Total Percentage of Apprentices or of Applicant Pool (Depending on Selection Method Used) Percentage of women apprentices or women in applicant pool: 6 14% Percentage of minority apprentices or minorities in annlicant pool: 26 60.5% Exhibit B Section 6 22

– E. ADDITIONAL RESOURCE DATA FOR CONSIDERATION IN ESTABLISHING GOALS Minority rate of Female rate of IndustrySource Data participation particination E.l. Registered Apprenticeship PartnersInformation 50.31% 4.85% Data Svstem (RAPIDS)*** E.2. EEOC Occupational Employment Data**** 47.2% 3.6% F. DETERMINATION OF UTILIZATION Analysis Yes No Minority underutilization: X Female underutilization: X G. SPONSOR'S GOALS The program sponsor proposes and agrees to make a good-faith effort to attain the goal of selecting 51.2% minorities and/or 14.2% women during the next EEO review cycle. These goals will not be used to discriminate against any qualified applicant based on race, color, religion, national origin, or sex (including pregnancy and gender identity), sexual orientation, genetic information, or because they are in individual with a disability or a person 40 years old or older

The number of new apprentices to be hired during the next year (or selection period) is estimated to be 24.

H. REGISTRATION AGENCY APPROVAL

Sponsor Registration Agency ��::;,. (:__fi--'1 Sponsor's Signature Registration Agency Signature

Madison Burnett Erin Hasty Typed Name Typed Name State Apprenticeship Director Training Director Title Title

08/03/18 8/4/2018 Date Signed Date Signed

Resources for obtaining labor market information:

* http://bls.gov/ ** Program sponsors may use any reasonable method to propose the entries for "The General Availability of Minorities and Women with the Present or Potential Capacity for Apprenticeship," including relying on the data recorded in Section C.1 for "Total Labor Force," C.2 for "Working Age Population," and C.3 for "Apprentice Participation in Occupation." "'** RAPIDS data available from Registration Agency. **** http://www.census.gov/eeo2000 /index.html

Exhibit B Section 6 23

– SECTION 7

Procedures for Processing Applications and Selecting Apprentices

as Adopted by the

Electrical Joint Apprenticeship and Training Committee Of Southern Nevada 620 Leigon Way Las Vegas, NV 89110

TABLE OF CONTENTS PAGE 1. Application Availability ...... 1

2. General Rules Concerning Applications and Record Keeping ...... 1

3. Qualifications for Applicants ...... 2

4. Application Process ...... 2

5. Testing and Interview Process ...... 3

6. Disqualification...... 4

7. Re-Interview Process ...... 4

8. Ranking and Selection ...... 4

9. Applicant Appeals Procedure ...... 5

Section 7 – i PROCEDURES FOR PROCESSING APPLICATIONS AND SELECTING APPRENTICES

Section 7 – 1 3. Qualifications for Applicants The various methods under which an applicant may qualify for entry into the ranked pool, Direct Interview or Direct Entry are detailed in the Standards. These must be summarized in the Notice of Apprenticeship Opportunity. 4. Application Process A. Application 1) A written description of the basic requirements shall be included in the Notice of Apprenticeship Opportunity, must be posted electronically and must be available at the JATC office. 2) The JATC shall collect and maintain information on individuals requesting access to applications. The JATC may establish procedures to follow-up with those expressing interest as part of its recruitment efforts. 3) The applicant will be provided electronic access to an Application and the voluntary self-identification forms. Applicants must submit the Application; resumes or similar documents will not be accepted in lieu of the Application. 4) As each Application is received, JATC shall ensure that it receives a unique serial number for that applicant. The applicant’s name, date of the application, and serial number of the application will then be included in the Application Record. B. Information to be Provided to and Received from Applicants 1) The following information must be provided to each applicant either on-line or within a reasonable time of not more than ten (10) days after the Application is received. If permitted by the Registration Agency, this information may be provided in paper or electronic formats, and transmitted to applicants in person, mail, by electronic means and/or by a link to the JATC’s website or other on-line site. a. A list of the Basic Qualifications required to enter the pool of eligible applicants. b. A copy of the Standards (including the EEO/AA Plan and Selection Procedures), and the JATC’s Rules and Policies. c. Specific information pertaining to the apprenticeship program, noting the geographical area of the jurisdiction, the periods of apprenticeship and the wages provided for each period. The applicant’s attention will also be called to the work processes in the Standards and the apprentice’s obligations and requirements to participate in, and complete, related instruction. The JATC may, but is not required to, highlight any other key requirements from the JATC’s Rules and Policies. d. A list of things the applicant must do, and items they must provide, in order to qualify for an oral interview with the JATC. This document will inform the applicant if they are required to take the Aptitude Test to qualify for the oral interview, and that qualified applicants are interviewed in the order in which they complete their application by providing all required documents. e. A list of information they may have to provide as part of the application process, and post-selection requirements that they will have to meet if they are selected from

Section 7 – 2 the list or through Direct Entry and are given a conditional offer of indenture, as provided in the Standards. This information will be available for review when getting access to an application, and again when invited to the oral interview. 2) Applicants will be informed that they have thirty (30) days to provide all documentation required by the JATC, to qualify for an interview. 3) Applicants will be informed of optional information that they are permitted to provide, and information that the JATC will or may obtain and use. This list will be available for review when getting access to an application, and again when invited to the oral interview. 4) If the applicant indicates on the application a prior felony conviction, the JATC may choose to request that additional information be provided prior to the oral interview, or may choose to wait until after a conditional offer is made. C. Processing Applications. 1) As applicant information is received, the JATC will record dates and other pertinent information in the Application Record. When all information and documentation is complete, the date of receipt of the last required information will be recorded in the Application Record in the completion column. 2) If an applicant fails to provide all required documentation by the cut-off date, the column indicating “Application Not Completed” will be checked in the Application Record. 5. Testing and Interview Process A. Aptitude Test 1) The JATC will schedule all qualified applicants (other than those entitled to Direct Interview or Direct Entry) for the properly validated aptitude test required by the JATC and approved by the electrical training ALLIANCE. The applicant will be notified in writing as to the time, place, and date they are to complete the aptitude test. The applicant’s aptitude test results will be entered in the Application Record. Aptitude Test scores will not be shared with the interview committee. The Aptitude Test scores should not be shared with the applicant; only pass/fail. B. Scheduling for Interviews 1) After all transcripts, materials and aptitude test results (if applicable) are received, the JATC will review the documents to determine if the applicant qualifies for an oral interview based on the qualifications outlined in the Standards. If the applicant does not qualify for an interview with the JATC, the applicant will be so notified. The Application Record will note that the applicant was “Not Qualified for Apprenticeship” and the date the letter was sent. 2) The JATC will schedule oral interviews as indicated in Section 1. The JATC will interview all applicants who qualify for an oral interview and report for the interview as scheduled. They will interviewed in order based upon the date and time their application process was complete.

Section 7 – 3 3) The list of applicants to be interviewed may be broken into smaller groups if more than one interview session is to be scheduled. Interview sessions will be scheduled to allow for the interviewing of all applicants who qualify for an oral interview. C. Conduct of Interviews 1) Interviews will be conducted in accordance with the interview forms and procedures developed by the electrical training ALLIANCE. 2) Unless an applicant is referred to the JATC due to a potential disqualifying factor upon completing all scheduled interview sessions, all interviewed applicants will be notified that they shall remain on the active list, subject to selection, for a period of one (1) year from the date of their oral interview. This notification shall indicate that on the anniversary date, their eligibility shall expire. 6. Disqualification. A. Prior to, during or after the interview, and prior to registration, the JATC may learn of information that may disqualify the applicant or render them unable to meet the requirements of the program. The JATC or its designee shall discuss those issues with the applicant, provide the applicant with an opportunity to explain and, where appropriate, obtain relevant documentation. If the applicant does not voluntarily withdraw his or her application, the applicant may be referred to the JATC for a decision on whether the applicant should be disqualified and not placed on the active list, or should be removed from the list. 7. Re-Interview Process. A. If after a minimum of ninety (90) days from the date of their most recent interview with the JATC, an applicant has gained at least 450 hours of documented work experience in the electrical construction industry, or has successfully completed two (2) or more post-secondary, industry related classes, the applicant is eligible to make a request to be re-interviewed by the JATC by completing the JATC’s Re-Interview Request Form. Examples of related classes include: Algebra I and II, Geometry, Trigonometry, Advanced Math, Physical Sciences, Physics, Chemistry, Industrial Arts, Mechanical Drawing/Drafting, Computer Literacy/Programming, Related Vocational/Technical Courses. B. The JATC is not obligated to grant a re-interview to an applicant where the factors on which the score was based would not be affected by additional experience or education. The JATC will respond to the request in a timely manner. 8. Ranking and Selection A. The JATC will place all individuals currently active on the list in ranked order. The ranked list will identify each individual’s: rank, name, application number, date of interview, score to two decimal places, and eligibility expiration date. A current copy of the complete ranked list will be filed with the Registration Agency prior to selection and registration of any individual entering the apprenticeship program through the standard selection process. B. When new interviews are scheduled and completed, the JATC will add the newly interviewed applicants to its existing ranked list of applicants. Whenever a new ranking list is created, a copy will be provided to the Registration Agency.

Section 7 – 4 C. The number of new apprentices to be selected, at any time, will be determined by the JATC, based on industry needs and the JATC’s ability to provide training. D. Selection of individuals from the list of interviewed applicants will not be done until all pre-scheduled interview sessions are completed. The Registration Agency shall be promptly notified of all individuals entering the apprenticeship program through any means of entry. E. The actual selection of individuals will be made by using the current ranked list, starting with the top score, and continuing on, in descending order, until the desired number of accepted applicants has been reached. The only individuals who may be registered ahead of those on the current ranked list are those entering through approved direct entry methods, including transfer and organizing procedures. Selection from the current ranked list must be the highest on the list; the JATC cannot skip over individuals. F. All selected applicants will be notified in writing of the JATC’s offer of apprenticeship. The offer will be conditioned on completion of any required post-selection steps set out in the Standards, and will note which conditions apply. G. Once applicants are interviewed and placed on the ranked list, they shall remain active and subject to selection, for a period of two (2) calendar years from the date of interview, unless they decline an offer, request to be removed from the list, fail to meet post- selection requirements, or they are approved for a re-interview. H. Applicants will be deemed to have requested to be removed from the ranked list and/or declined an offer if they (i) fail to notify the JATC of changes in contact information; or (ii) fail to promptly respond to communication from the JATC, including offers. I. All selected applicants (including direct entry) must provide any remaining documentation required to complete their application process and satisfy all post-selection requirements in the Standards. 9. Applicant Appeals Procedure Any applicant for apprenticeship who believes that he or she has been subjected to discrimination or other unfair treatment during the selection process on the basis of any protected category may file a complaint of discrimination using the JATC’s internal Complaint Procedure set out in the JATC’s Standards and EEO/AA Plan.

Section 7 – 5 SECTION 8

Collective Bargaining Agreement Apprenticeship Language Wireman

Between

Local Union No. 357 International Brotherhood of Electrical Workers

And

Southern Nevada Chapter National Electrical Contractors Associations, Inc.

ARTICLE 5 Apprenticeship and Training

Section 5.01

There shall be a local Joint Apprenticeship and Training Committee (JATC) consisting of a total eight (8) members who shall also serve as trustees to the local apprenticeship and training trust. An equal number of members four (4) shall be appointed, in writing, by the local chapter of the National Electrical Contractors Association (NECA) and the Local Union of the International Brotherhood of Electrical Workers (IBEW).

The local apprenticeship standards shall be in conformance with national guideline standards and industry policies to ensure that each apprentice has satisfactorily completed the NJATC required hours and course of study. All apprenticeship standards shall be registered with the NJATC and thereafter submitted to the appropriate registration agency.

The JATC shall be responsible for the training of apprentices, journeymen, installers, technicians, and all others (unindentured, intermediate journeymen, etc.)

Section 5.02

All JATC member appointments, re-appointments and acceptance of appointments shall be in writing. Each member shall be appointed for a three (3) year term, unless being appointed for a lesser period of time to complete an unexpired term. The terms shall be staggered, with one (1) term from each side expiring each year. JATC members shall complete their appointed term unless removed for cause by the party they represent or they voluntarily resign. All vacancies shall be filled immediately.

The JATC shall select from its membership, but not both from the same party, a Chairman and a Secretary who shall retain voting privileges. The JATC will maintain one (1) set of minutes for JATC Committee meetings and a separate set of minutes for Trust meetings.

The JATC should meet on a monthly basis, and also upon the call of the Chairman.

Section 5.03

Any issue concerning an apprentice or an apprenticeship matter shall be referred to the JATC for its review, evaluation and resolve; as per standards and policies. If the Section 8 – 1

JATC deadlocks on any issue, the matter shall be referred to the Labor-Management Committee for resolution as outlined in Article One of this Agreement; except for trust fund matters, which shall be resolved as stipulated in the local trust instrument.

Section 5.04

There shall be only one (1) JATC and one (1) local apprenticeship and training trust. The JATC may, however, establish joint subcommittees to meet specific needs, such as residential or telecommunications apprenticeship. The JATC may also establish a subcommittee to oversee an apprenticeship program within a specified area of the jurisdiction covered by this Agreement.

All subcommittee members shall be appointed, in writing, by the party they represent. A subcommittee member may or may not be a member of the JATC.

Section 5.05

The JATC may select and employ a part-time or full-time Training Director and other support staff, as it deems necessary. In considering the qualifications, duties and responsibilities of the Training Director, the JATC should review the Training Director’s job description provided by the NJATC. All employees of the JATC shall serve at the pleasure and discretion of the JATC.

Section 5.06

To help ensure diversity of training, provide reasonable continuous employment opportunities and comply with apprenticeship rules and regulations, the JATC, as the program sponsor, shall have full authority for issuing all job training assignments and for transferring apprentices from one Employer to another. The Employer shall cooperate in providing apprentices with needed work experiences. The Local Union Referral Office shall be notified, in writing, of all job training assignments. If the Employer is unable to provide reasonable continuous employment for apprentices, the JATC is to be so notified.

Section 5.07

All apprentices shall enter the program through the JATC as provided for in the registered Apprenticeship Standards and Selection Procedures.

An apprentice may have their indenture canceled by the JATC at any time prior to completion as stipulated in the registered standards. Time worked and accumulated Section 8 – 2

in apprenticeship shall not be considered for local union referral purposes until the apprentice has satisfied all conditions of apprenticeship. Individuals terminated from apprenticeship shall not be assigned to any job in any classification, or participate in a related training, unless they are reinstated in apprenticeship as per the standards, or they qualify through means other than apprenticeship, at some time in the future, but no sooner than two years after their class has completed apprenticeship, and they have gained related knowledge and job skills to warrant such classification.

Section 5.08.

The JATC shall select and indenture a sufficient number of apprentices to meet local manpower needs. The JATC is authorized to indenture the number of apprentices necessary to meet the job site ratio as per Section 5.12.

Section 5.09

Though the JATC cannot guarantee any number of apprentices; if a qualified Employer requests an apprentice, the JATC shall make every effort to honor the request. If unable to fill the request within ten (10) working days, the JATC shall select and indenture the next available person from the active list of qualified applicants. An active list of qualified applicants shall be maintained by the JATC as per the selection procedures.

Section 5.10

To accommodate short-term needs when apprentices are unavailable, the JATC shall assign unindentured workers who meet the basic qualifications for apprenticeship. Unindentured workers shall not remain employed if apprentices become available for OJT assignment. Unindentured workers shall be used to meet job site ratios except on wage and hour (prevailing wage) job sites.

Before being employed, the unindentured person must sign a letter of understanding with the JATC and the Employer – agreeing that they are not to accumulate more than two thousand (2,000) hours as an unindentured, that they are subject to replacement by indentured apprentices and that they are not to work on wage and hour (prevailing wage) job sites.

Should an unindentured worker be selected for apprenticeship, the JATC will determine, as provided for in the apprenticeship standards, if some credit for hours

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worked as an unindentured will be applied toward the minimum OJT hours of apprenticeship.

The JATC may elect to offer voluntary related training to unindentured; such as Math Review, English, Safety, and Orientation/Awareness, Introductions to OSHA, First-Aid and CPR. Participation shall be voluntary.

Section 5.11

The Employer shall contribute to the local health and welfare plans and to the National Electrical Benefit Fund (NEBF) on behalf of all apprentices and unindentured. Contributions to other benefit plans may be addressed in other sections of this Agreement.

Section 5.12

Each job site shall be allowed a ratio of 2 apprentice(s) for every 3 Journeyman Wiremen (man).

Number of Maximum Number of Journeymen Apprentices/Unindentured 1 to 3 2 4 to 6 4 etc. etc.

The first person assigned to any job site shall be a Journeyman Wireman.

A job site is considered to be the physical location where employees report for their work assignments. The employer’s shop (service center) is considered to be a separate, single job site. All other physical locations where workers report for work are each considered to be a single, separate job site.

Section 5.13

An apprentice is to be under the supervision of a Journeyman Wireman at all times. This does not imply that the apprentice must always be in sight of a Journeyman Wireman. Journeymen are not required to constantly watch the apprentice. Supervision will not be of a nature that prevents the development of responsibility and initiative. Work may be laid out by the Employer’s designated supervisor or journeyman based on their evaluation of the apprentice’s skills and ability to perform the job tasks. Apprentices shall be permitted to perform job tasks in order to develop Section 8 – 4

job skills and trade competencies. Journeymen are permitted to leave the immediate work area without being accompanied by the apprentice.

Apprentices who have satisfactorily completed the first four (4) years of related classroom training using the NJATC curriculum and accumulated a minimum of 6,500 hours of OJT with satisfactory performance, shall be permitted to work alone on any job site and receive work assignments in the same manner as a Journeyman Wireman. An apprentice shall not be the first person assigned to a job site and apprentices shall not supervise the work of others.

Section 5.14

Upon satisfactory completion of apprenticeship, the JATC shall issue all graduating apprentices an appropriate diploma from the NJATC. The JATC shall encourage each graduating apprentice to apply for college credit through the NJATC. The JATC may also require each apprentice to acquire any electrical license required for a journeymen to work in the jurisdiction covered by this Agreement.

Section 5.15

The parties to this Agreement shall be bound by the Local Joint Apprenticeship and Training Trust Fund Agreement which shall conform to Section 302 of the Labor- Management Relations Act of 1947 as amended, ERISA and other applicable regulations.

The Trustees authorized under this Trust Agreement are hereby empowered to determine the reasonable value of any facilities, materials or services furnished by either party. All funds shall be handled and disbursed in accordance with the Trust Agreement.

Section 5.16

All Employers subject to the terms of this Agreement shall contribute the amount of funds specified by the parties signatory to the local Apprenticeship and Training Trust Agreement. The Current rate of contribution is seventy-six cents ($.76) on all hours worked. This sum shall be due the Trust Fund by the same date as is their payment to the NEBF under the terms of the Restated Employees Benefit Agreement and Trust.

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Section 8 – 6

SECTION 9

Collective Bargaining Agreement Apprenticeship Language Installer/Technician

Between

Local Union No. 357 International Brotherhood of Electrical Workers

And

Southern Nevada Chapter National Electrical Contractors Associations, Inc.

ARTICLE 5 Apprenticeship and Training

Section 5.01

The local Joint Apprenticeship and Training Committee (JATC) properly established between the Chapter of the National Electrical Contractors Association (NECA) and the Local Union of the International Brotherhood of Electrical Workers (IBEW) shall adopt local Telecommunications Installer/Technician Apprenticeship Standards in conformance with the NJATC National guideline Standards and Policies. All such standards shall be registered with the NJATC, and thereafter submitted to the appropriate Registration Agency.

The JATC shall be responsible for all training. The JATC, however, may elect to establish a subcommittee consisting of three members appointed by the IBEW Local Union, and an equal number of members appointed by the NECA Chapter. The JATC or its properly established subcommittee shall be responsible for the conduct and operation of the Telecommunications Apprenticeship and Training Program in accordance with the standards and policies adopted by the local JATC. The duties of a subcommittee shall include: interviewing, ranking, and selecting applicants and the supervision of all apprentices in accordance with the registered standards and locally approved JATC policies.

Section 5.02

Where the JATC elects to establish a subcommittee, an equal number of members (three) shall be appointed, in writing, by both the NECA Chapter and the IBEW Local Union. All such appointments shall be in writing designating the beginning and termination dates for each appointment. The term of one subcommittee member from both the NECA Chapter and the IBEW Local Union shall expire each year on a fixed anniversary date. The NECA chapter and the IBEW Local Union may elect to appoint one or more members of the JATC to serve on the subcommittee.

Subcommittee members serve at the will of the party they represent and may be removed by the party they represent or they may resign. All appointments made to fill unexpired terms shall likewise be in writing.

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The subcommittee, where one is established by the JATC, shall select from its membership, but not both from the same party, a Chairman and a Secretary who shall retain voting privileges.

The JATC or its subcommittee shall maintain a set of minutes for each and every meeting. Such minutes shall be considered confidential and shall be regarded as the property of the JATC and its subcommittee, where a subcommittee is properly established.

Section 5.03

The subcommittee, where one exists, shall enforce standards and policies established and approved by the JATC. Any appeal pertaining to any action of the subcommittee, shall be referred to the JATC for review and resolution. Any decision or ruling of the JATC shall be final and binding on the subcommittee. If the JATC cannot resolve an appeal, the matter shall be properly referred to the Local Labor Management Committee for resolution.

Section 5.04

Though the JATC may elect to establish subcommittees, there is to be only one JATC trust. That trust shall be responsible for all apprenticeship and training trust fund matters. Only properly appointed members of JATC shall serve as trustees to the JATC trust.

Section 5.05

All apprentices shall enter the program through the JATC, or its subcommittee, as per the properly registered apprenticeship standards and selection procedures. No candidate shall be assigned to work as an apprentice until they have been properly selected and indentured.

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Section 5.06

The JATC, or its subcommittee, shall be responsible for the assignment, or reassignment, of all Telecommunications Installer/Technician Apprentices. All such job training assignments, or reassignments, shall be made in writing and the local Union Referral Office shall be notified in writing, of all job-training assignments. The JATC, or its subcommittee, shall have the authority to transfer any apprentice, as it deems necessary or appropriate.

Section 5.07

The JATC may terminate any indenture prior to the completion of apprenticeship. When an indenture is terminated, the former apprentice shall not be eligible for employment under this agreement, in any classification, unless the individual has properly reapplied for the apprenticeship program and been selected. The individual shall not be permitted to be classified as an Installer/Technician, or provided any other classification under this agreement, until two years after they should have completed apprenticeship under their indenture, and they can demonstrate skills and knowledge to warrant such classification.

Section 5.08

Though the JATC cannot guarantee any number of apprentices, any employer signatory to this agreement shall be entitled to a ratio of one apprentice to one Telecommunication Installer/Technician, or technician level employee on any job. The JATC shall maintain an active list of qualified applicants, as per the selection procedures, in order to provide an adequate number of apprentices to meet the one- to-one ratio. Applicants shall not be selected and indenture when indentured apprentices are available for on-the-job training assignments. If the JATC is unable to provide an eligible employer with an apprentice within ten working days, the JATC shall select and indenture the next available applicant from the active list of ranked applicants.

Section 5.09

Each apprentice shall be required to satisfactorily complete the three-year course of study provided by the NJATC as a minimum requirement for completion of their

Section3 related classroom training. The JATC may also elect to require additional training options that are provided for in the National Guideline Standards. The total term of of apprenticeship shall not require more than three years of related training.

Section 5.10

The apprentice is required to satisfactorily complete the minimum number of on- the-job training hours specified and be properly registered in the Telecommunications Installer/Technician Apprenticeship and Training Standards.

Section 5.11

The apprentice is to be under the supervision of an Installer/Technician, a technician level employee, or a qualified supervisor. Supervision will not be of a nature that prevents the development of responsibility and initiative. The apprentice shall be permitted to perform any and all job tasks in order to properly develop trade skills and become proficient in the work processes associated with the trade. Installer/technicians and technicians are not required to constantly watch or observe the work of the apprentice. The apprentice is not prohibited from working alone when the Installer/Technician, Technician or Supervisor is required to leave or is absent from the job.

Section 5.12

The employer shall contribute to the local Health and Welfare Plans and to the National Electrical Benefit Fund (NEBF) on behalf of all apprentices.

Contributions to other benefit plans may be addressed in other sections of this agreement.

Section 5.13

Upon satisfactory completion of Apprenticeship, the JATC shall provide the apprentice with a diploma from the NJATC. The JATC shall encourage the apprentice to seek college credit through the NJATC. The JATC may also require the apprentice to acquire any appropriate license required for Installer/Technicians to work in the jurisdiction covered by this agreement.

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Section 5.14

All Employers subject to the terms of this Agreement shall contribute the amount of funds specified by the parties signatory to the local Apprenticeship and Training Trust Agreement. The Current rate of contribution seventy-six cents ($.76) per hour on all hours worked. This sum shall be due the Trust Fund by the same date as is their payment to the NEBF under the terms of the Restated Employees Benefit Agreement and Trust.

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