TABLE OF CONTENTS

FOREWORD

GLOSSARY

INTRODUCTION

FEDERAL AND STATE ORGANIZATIONS CONCERNED WITH APPRENTICESHIP

APPRENTICEABLE OCCUPATIONS

APPRENTICESHIP PROGRAMS AND REQUIREMENTS

ROLE OF THE APPREN'T'ICESHIP COORDINATOR

PROCEDURE FOR THE ESTABLISHMENT OF RELATED INSTRUCTION PROGRAM

APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F

APPENDIX G

APPRENTICE SCHEDULE

SELECTED REFERENCES

DIPECIORY OF TRADE COORDINATORS

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111

1

3

5

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12

15

19

23

25

27

28

29

30

31

34

35

DOCUMENT RESUME

ED 238 498 JC 840 028

TITLE University of Hawaii Community Colleges: A Guide forApprenticeship Coordinators and Administrators.

INSTITUTION Hawaii Uni7., Honolulu. Office of the Chancellor forCommunity Colleges.

SPONS AGENCY Department of Education, Washington, DC.PUB DATE 83GRANT G-09-77-00087NOTE 47p.PUB TYPE Guides - Non-Classroom Use (055)

EDRS PRICE MF01/PCO2 Plus Postage.DESCRIPTORS Administrative Policy; Administrator Role;

*Apprenticeships; *Community Colleges; *CooperativeEducation; Cooperative Programs; Coordination;Coordinators; Federal Regulation; *ProgramAdministration; State Legislation; *State Standards;*Statewide Planning; Trade and Industrial Education;Two Year Colleges; Vocational Education

IDENTIFIERS *Hawaii

ABSTRACTThis guide presents materials prepared for college

administrators of the related instruction portion of apprenticeshiptraining programs in the University of Hawaii's community colleges.After a glossary of relevant terms is presented, introductorymaterial defines apprenticeship, delineates the advantages ofapprenticeship to the employer and apprentice, and presentsregulations governing the classification of apprentices. Thefollowing sections list the federal and state organizations concernedwith apprenticeship and the criteria of apprenticeable occupations.Next, a list of apprenticeable occupations in the State of Hawaiiprovides information on customary terms of apprenticeship. The finalsections then outline information on apprenticeship programs andrequirements including a classification of programs, theapprenticeship agreement and standards, the role of theapprenticeship coordinator within programs, and the procedure for theestablishment of related instruction programs. Appendices includestandards of apprenticeship regulations; a sample apprenticeshipagreement; federal and state laws, rules and regulations; samplestudent forms; apprentice wage rates; apprentice wage schedule; adirectory of trade coordinators; and selected references. (HB)

********************************************%.**************************

Reproductions supplied by EDRS are the best that can be made* from the original document.

rPERMISSION TO REPRODUCE THIS1 MATERIAL HAS BEEN GRANTED BY

C. Yoshioka

iTO THE EDUCATIONAL RESOURCESINFORMATION CENTER (ERIC):

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UNIVERSITY OF HAWAII

COMUNITY COLLEGES

A GUIDE FOR APPRENTICESHIPCOORDINATORS AND ADMINISTRATORS

PROJECT FUMED BY THE EDUCATIONPROFESSIONS DEVELOPMENT ACT

PART F SECTION 553

CONEUCTIED UNDER

FROMM' NO. 504970003GRANT NO. G -09-77 -00087

The project present or reported hereinwas performed pursuant to a grant frauthe U.S. Office of Education, Departmentof Health, Education, and Welfare.However, the opinions expressed herein donot necessarily reflect the position orpolicy of the U.S. Office of Education,no official endorsement by the U.S.Office of Education should be inferred.

OFFICE OF THE CHANCELLOR FOR COMMUNITY COusUES

1983

FOREWORD

This Guide was prepared in 1978 for college administrators andapprenticeship coordinators administering the related instructionportion or apprenticeship training programs in the University ofHawaii Community Colleges. Changes brought about by both Federal andState legislation necessitated the updating of the Guide in 1983.

Participants involved in the preparation of the Guide and itsupdate are identified below:

Hawaii Community College - Ttutomu T. Ikeda

Honolulu Community College - Kazukiyo Kuboyama

Orville Mun

Kapiolani Community College - Carolyn S. Tani

Henry Kalani

Kauai Community College - Reginald K. Carter

Leeward Community College - Lawrence Wakui

Maui Community College - Walter Ouye

Windward Community College Joseph Demarke III

Office of the Chancellor for Community CollegesArgentina L. Friedley

1983

Hawaii Community College nutomu T. Ikeda

Honolulu Community College - Kazukiyo Kuboyama

Orville MunWalter Chun

Kapiolani Community College - Betsy Sakata

Kauai Community College - Reginald K. Carter

Leeward Community College - Bert Kimura

Maui Community College - Walter Ouye

Apprenticeship) Training Coordinator's Association of Hawaii

Julina LungWayne KishidaHideo NozawaDerek Oshiro

Department of Labor & Industrial Relations, ApprenticeshipDivision -

Buster HagiwaraEdwin Honda

Office of the Chancellor for Community Colleges -Argentina Logiakis

ii

TABLE OF CONTENTS

Page

FOREWORD i

GLOSSARY iii

INTRODUCTION 1

FEDERAL ADD STATE OFGANI ZATIONS CONCERNED WITH APPRENTICESHIP 3

APPRENTICEABLE OCCUPATIONS 5

APPRENTICESHIP PRCGRAMS AND REM 5' 8

ROLE OF THE APPRENTICESHIP COORDINATOR 12

PROCEDURE FOR THE ESTABLISHISNT OF RELATED INSTRUCTION PROGRAM 15

APPENDIX A 19

APPENDIX B 231

I APPENDIX C 25

APPENDIX D 27

APPENDIX E 28

APPENDIX F 29

APPENDIX G 30

APPRENTICE SCHEDULE 31

SELECTED REFERENCES 34

DIRECTORY OF TRADE ODOP,DINATORS 35

GLOSSARY

Apprentice

An apprentice as defined by HRS Chapter 372-2 (3) means a personparticipating, through employment, in an approved schedule of workexperience supplemented by related instruction and who is a partyto an apprenticeship agreement registered with the department(mpextment of Labor and Industrial Relations) .

The written agreement between an apprentice and: (1) an employer.(2) an association of Ernplcyers, (3) an association of employees, or(4) a joint apprenticeship committee. The agreement conforms tostandards of the State of Hawaii Apprenticeship Law.

Apprenticeable Occupation

An occupation which:

. is customarily learned in a practical way through a prescribedperiod of on-the-job training.

. requires related classroom instruction to supplement workexperience.

. involves the development of manual, mechanical and/o. technicalskills and knowledge which are sufficiently broad enough to beapplicable to similar occupations in the industry.

Apprenticeship Program

A plan containing all terms and conditions for the qualification,recruitment, selection, employment and training of apprentices.

apprenticeship Standard

An apprenticeship standard is a written document which sets forththe minimum labor standards required by law for the training ofapprentices in a specific industry, area, or plant.

There are basically two types of standards: (1) joint

apprenticeship in which the employer and the union both participate inthe program; (2) unilateral standard whereby the responsibility forthe apprenticeship is assumed by either management or the union, butnot both.

iii 7

Indenture. Apprentice

"Indentured" means the contractual relationship in which theapprentice and the sponsor sign an agreement that specifies the termscc. the apprenticeship.

JourneywQrker

A qualified craft worker who has mastered the skills of his/hertrade, or in apprenticeship terms, a worker who has successfullycompleted an apprenticeship program.,

On-the-Job Training Program

A plan containing all terms and conditions for a formalized Systemof job processes which may be augmented by related instruction thatprovide the experience and knoviledge necessary to meet the trainingobjective of learning a specific skill, trade, or occupation.

Related Instruction

Related instruction means an organized and systematic form ofinstruction designed to provide the apprentice with knowledge of thetheoretical and technical subjects related to the trade.

lrainee

A person at least sixteen (16) years of age participating, through

employment, in an approved schedule of work experience in learning aspecific skill, trade, or occupation within a formalized on-the-jobtraining program and who is a party of a training agreement registeredwith the department.

Standards for agreements. "Standards for apprenticeship

agreements" as revised in the 1982 HRS Supplement are as follows:

A statement of the trade or craft to be taught andthe required months or hours for completion ofapprenticeship which shall be not less than twelvemonths or two thousand hours of reasonablycontinuous employment.

Sources: Department of Labor. Office of the Secretary (29 CFR Part29), Labor Standards for,the_Bsgistration of ArmenticeshiPPrograms, (29.4).

Department of Labor and Industrial Relations, State of

Hawaii, Apprenticeship Digest fa Selected Occupations, June1978.

iv

INTRODUCTION

APPRENTICESHIP

Apprenticeship is defined as training for those occupationscommonly known as skilled crafts or trades which require a wide anddiverse range of skills and knowledge.

As practiced by modern industry, apprenticeship is a business-likesystem of training in which workers who enter industry are giventhorough instruction and experience in all the practical theoreticalaspects of the work in a skilled trade both on and off-the-job.

ADVANIVES OF APPRENTICESHIP

To The Apprentice:

. Learns a trade through training and actual on- the -jobwork experience. Job skills acquired assuresemployability.

. Learns the most recent methods of a trade.

. Receives pay while learning, with pay increases atregular intervals.

. Receives recognition as a skilled worker.

. Acquires a broad range of skills which allows him/her toreadily adjust to new processes.

. Provides opportunities for job advancement.

Tb The Employer:

. Reduces labor turnover and absenteeism through employeemotivation to learn new job skills.

. Lowers cost by increasing productivity as employeesbecome more skilled on-the-job.

. Provides a more flexible workforce because of greateremployee skills.

. Creates customer satisfaction generated by qualityworkmanship.

. Receives recognition as a supporter of State and nationalefforts to train young people in skills necessary tobecome contributing members of society.

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To Society:

Provides trained craft workers to meet present and futureneeds.

Provides effective means of preparing workers for

productive citizenship in the community.

. Assures quality goods and services.

CLASSIFICATION OF_APPRE'NTICES

Section 104.514 of the ,Federal Reaister, Volume 42, Number 191,Vocational Education, classifies apprentices as follows;

1. Registered

(i) Where the program or the apprentice, or both, areregistered under the apprenticeship lap of the State inwhich the apprentice is employed;

(ii) Where the program or the apprentice, or both, areregistered by the State apprenticeship agency operatingunder powers vested in it by legally responsible Stateauthority; and

(iii) Where the program or the apprentice, or both, areregistered by the Bureau of Apprenticeship andTraining, U.S. Department of Labor, under "standards"or "fundamentalsm approved by the Fedreal Commission onApprenticeship. Such registration or recognitionexists only where neither conditions in paragraph (e)(1) (i) nor paragraph (e). (1) (ii) of this sectionexists.

2. Nora- registered

Where the program or the apprentice, or both are notregistered under any of the above conditions found inparagraphs (e) (1) (i) (ii) and (iii) of this section.A noncertifiable apprenticeship program is conductedunder an implied or written agreement between theapprentice and an individual employer, a group ofemployees, employer-employee committees, or agovernmental agency.

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FEDERAL AND STATE ORGANIZATIONS CONCERNED WI7.H APPRENTICESHIP

FEDUKLONAKIMIQNS

Federal Committee On Apprenticeship WA)

The FCA advises the Secretary of Labor on apprenticeship andtraining policies, labor standards affecting apprenticeship,research needs, and other related matters.

National Joint Committees

At the national level, joint committees set up by nationalemployer associations and international unions develop standardsthat serve as guidelines for developing local apprenticeshipprograms. National joint committees encourage local affiliates todevelop and conduct programs and provide information on newtechnl-:Jes, Materials, changes in technology, and other trainingdevelopments. They also employ national apprenticeship directors,whose responsibilities include assisting local jointapprenticeship committees.

Federal Bureau Of Apprenticeship And Training (BAT)

The BUreau of Apprenticeship and Training of the U.S.

Department of Labor encourages and assists industry in the

development, expansion, and improvement of apprenticeship andtraining programs. Through its field staff, with offices in everystate, the Bureau works with local employers and unions and withstate apprenticeship agencies.

STATE OF1AWAII

AZUkeiltireikliPiattisionsDARWM=3X-IASILIAngUlldllAtrialRelations (MIR)

Major responsibilities of the Apprenticeship Division, DLIRinclude but are not limited to the following:

1) Establish standards for apprenticeship agreements in

conformity with Chapter 372;

2) Provide assistance for the development of on-the-job trainingprogram in nonapprenticeable occupations;

3) Encourage and promote the making of apprenticeship agreementsconforming to the standards established by Chapter 372;

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4) Register such apprenticeship agreements as are in the bestinterest of apprenticeship and which conform to the standardsestablished by'this chapter;

5) Keep a record of apprenticeship agreements and uponperformance thereof issue certificates of completion of

apprenticeship;

6) Terminate or cancel any apprenticeship agreements in

accordance with the agreements;

7) Bring about the settlement of differences arising out of theapprenticeship agreement where the differences cannot beotherwise adjusted locally;

8) Issue such rules and regulations as may be necessary to carryout the intent and purpose of Charter 372;

).7011ff APPRENNCESHIP COMMIZMES

Joint apprenticeship committees prepare standards forapprenticeship agreements and give assistance to the operation andfurther development of apprenticeship in their respective tradeand localities, subject to the review of the Hawaii State Directorof Labor and Industrial Relations.

Joint apprenticeship committees are composed of an equalnumber of persons known to represent the interest of both theemployers and the employees.

Local joint apprenticeship committees may be established withthe approval of the Hawaii State Director for Labor and IndustrialRelations in any trade, group of trades, or in trade areas,whenever the apprentice trainings needs of the trade or group oftrades justifies the establishment of the committees.

12

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APPRENTICEABLE OCCUPATIONS

SELMIIILZ21111PE=LCFAMQCORATIDIE

Apprentioeable occupations are occupations customarily learnedthrough on-the-job training over one or more years, supplemented byrelated instructions.

The State Department of Labor and Industrial RelationsAdministrative Rule, Title 12, Chapter 30, Section 12-30-5, "Criteriafor Apprenticeable Occupations" states that

An apprenticeable occupation is a skilled trade which possessesall'of the following characteristics:

1) It is customarily learned in a practical way through astructured systematic program of on-the-job supervisedtraining;

2) It is clearly identified and commonly recognized throughout anindustry;

3) It involves manual, mechanical, or technical skills andknowledge which require not less than twelve months or twothousand hours of reasonable continuous employment; and

4) It requires related instruction to supplement the on -the -jobtraining.

Listed below are apprenticeable occupations included in programsof apprenticeship registered with the State of Hawaii ApprenticeshipDivision, DLIR.

The customary terms of apprenticeship, in hours, are shown foreach occupation. Where possible, the apprenticeable titles have beenidentified by code numbers reflecting jobs defined in the pictionary,of Occupational Titles.

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STATE OF HAWAII

DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONSAPPRENTICESHIP DIVISION

July 13. 1983

RELATED1NSTRUCIWN

LENGTHof PROGRAM

OCCUPATION (Federal Title) in Hours 11,Q21,11MEBT in Hours

Appliance Repairer 432 723.884.010 6.000

Automobile Mechanic 576 620.281.014 8,000Autcmobile Upholsterer 80 780.381.010 6,000Automobile Body Repairer 288 807.381.010 8,000

(72 p/Yr)

Baker 432 526.781.010 6.000Bricklayer 288 861.381.010 6,000

Cabinetmaker 576 660.280.010 8,000

Camera Repairer 432 714.281.014 6,000

Carpenter 576 860.381.026 8,000

Cement Mason 144 844.884.014 6.000

Chief of Party II 018.168.010 4.000

Composing Room Machinist 627.281.010 8,000Construction Equipment Mechanic 576 620.281.046 6,000-8,000

Cook 432 313.381.018 6,000

Dental Laboratory Technician 576 712.381.014 8,000

Diesel Mechanic 576 625.281.010 8,000

Electric Meter Repairer 432 729.281.018 6,000

Electrical Repairer 829.281.022 6.000 -8,000

Electrician 576 824.281.014 8,000

Electrical Appliance Repairer 432 723.381.010 6.000

Floor Layer 216 864.781.010 6.000

(Satisfactory camp. cf. 480-hr. semester course)Furniture Upholsterer 432 780.381.018 6,000

Glazier 432 865.781.010 8,000

Gunsmith byr,Instrument Mechanic

Lather 432

632.281.018

710.281.058

842.781.010

8,000

7,600

6,000

Line Maintainer 504 821.281.010 7,000

Machinist Automotive 576 600.280.050 8,000

Machinist I 576 600.280.030 8,000

Machinist, Wood 576 669.38P.010 8,000

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DI LENGTH

of PROGRAMINSTRUCTIONOCCUPATION (Federal Title) in Hours D.O.T. NUMBER

Maintenance Mechanic II 638.281.022 7,600(Water Plant Maint. Mech.) (600RS)

Meat Cutter 288 316.884.018 4,000Metal Fabricator 432 619.380.022 6,000Millwright 638.281.034 8,000Motorboat Mechanic 432 623.281.034 6,000Musical Instrument Repairer 730.281.038 8,000

Office Machine Servicer 432 633.281.030 6,000Offset Press Operator I 432 651.782.042 6,000Operating Engineers 859.883.030 4,000Optical Technician 007.081.042 8,000Optician 432 713.381.014 6,000

Painter 288 840.781.010 6,000Painter, Automobile 80 845.781.01. 6,000

(3/12/73)Photoengraver 971.381.018 10,000Pipe Fitter I 720 862.381.042 10,000Pipe Fitter, Maintenance 862.381.050 6,000Plasterer 288 842.781.018 8,000Plumber 720 862.381.074 10,000Plumber, Maintenance 600 862.381.082 7,600

Radio Repairer 432 720.281.010 6,000Refrigeration Mechanic 432 637.281.034 6,000Reinforcing -Iron Worker (9 units of instruction 801.884.046 6,000

consisting of 20 hrs. ea.)Roofer 140 866.381.010 4,200

Scale Mechanic 633.281.038 6,000

Service Mechanic 807.381.030 4,000Sheet Metal Worker 720 804.281.014 10,000Steel-Die Printer 651.782.078 8,000

Stonemason 288 861.781.022 6,000Stripper -Platemaker 971.381.054 8,000Structural Steel Worker 432 801.781.010 6,000Surveyor Assistant, Instrument 018.188.014 4,000

Television & Radio Repairer 576 720.281.018 8,000

Tile Setter 288 861.781.038 6,000

Watchmaker 240 715.281.030 6,000(80 hrs./yr.)

Water Meter Repairer 710.281.078 6,000

Web-Press Operator 651.782.094 8,000

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APPRENTICESHIP PROGRAMS AND REQUIREMENTS

LaREIVICEOME-EgraBati

An apprenticeship program includes all the terms and conditionsfor the qualification, recruitment, selection, employment and trainingof apprentices (Administratvie Rule Title 12, Chapter 30).

CLASSIFICATION OF APPRENTICESHIP PROGRAW

Apprenticeship programs are classified as follows:

1. Union And Employer Participation

a. aroupjointIrsgran. A program sponsored by more than oneemployer or a trade association in cooperation with alabor organization.

la. Individual Joint Program. A program sponsored by oneemployer in cooperation with a labor organization.

2. Naignign_Inmasffemat

a. Grow Non -Joint Program. A program sponsored by more thanone employer or a trade association with no unioninvolvement.

MEN21110M,LAGRE_Rigtff

An apprenticeship agreement is a written document which includesthe apprenticeship standards as part of the agreement (see AppendixB) .

APPRENTICESHIP

"Apprenticeship standards" are the minimum labor standards

required by law for training of apprentices in a specific industry,area or plant.

-8- 16

MUMSA. Standard for Apprenticeship Agreements

Listed below are standards for agreements as specified by OSChapter 372-3. DLIR's Administrative Rules, Chapter 30, Title 12Standards of Apprenticeship are found in Appendix A.

1) A statement of the trade or craft to be taught and therequired hours for completion of apprenticeship (see AppendixG) ;

2) A statement of the processes in the trade or craft divisionsin which the apprentice is to be taught and the approximateamount of time to be spent at each process;

3) A statement of the number of hours to be spent in relatedinstruction which shall not be less than one hundred andforty-four hours per year; provided that the Department ofLabor and Industrial Relations may, in the best interest ofapprenticeship, reduce the hours of related instruction;

4) A statement that apprentices shall be not less than sixteenyears of age;

.5) 4 statement of the progressively increasing scale of wages to

be paid the apprentice;

6) Provision for a period of probation during which the directorof Labor and Industrial Relations shall be directed to

terminate an apprenticeship agreement at the request in

writing of any party thereto;

7) Provision that after the probationary period the director mayterminate an apprenticeship agreement upon agreement of theparties thereto;

8) Provision that the services of the department may be utilizedfor consultation regarding the settlement of differencesarising out of the apprenticeship agreement where the

differences cannot be adjusted locally or in accordance withthe established trade procedure;

9) Provision to specify the ratio of apprentice to journeyman;

10) Provision that if an employer is unable to fulfill hisobligation under the apprenticeship agreement, he may transferthe obligation to another employer.

17

B. Equal Qpportunity Standards

Rules pertaining to the State PlanOpportunity in Apprenticeship TrainingAdministrative Rules, Title 12, Chapter 31.the Rules include:1) Each sponsor of apprenticeship programs

for Equal Employmentare found in DLIR'sPertinent excerpts of

shall:

a) Prohibit discriminatory practices, in accordance withsection 378-2, Hawaii Revised Statutes, in the recruitmentselection, employment, and training of apprentices;

b) Uniformly apply apprenticeship standards, including, butnot limited to, equality of wages, periodic advancement,promotion, assignment of work, job performance, rotationamong all work processes of the trade, and imposition ofpenalties or other disciplinary action; and

c) Take affirmative action to provide equal opportunity inapprenticeship, including adoption of an affirmativeaction plan as required by this chapter.

2) Each sponsor uhail include in its standards the followingequal opportunity pledge:

"The recruitment, selection, employment, and training of

apprentices during their apprenticeship shall be withoutdiscrimination on the basis of race, color, religion, nationalorigin, sex, age, physical handicap, marital status, or arrestand court record which does not have a substantialrelationship to the functions and responsibilities of theprospective or continued employment provided that a sponsormay refuse to refer for employment, an individual for goodcause relating to the ability of the individual to perform thework in question. Affirmative action shall be undertaken toprovide equal employment opportunity in apprenticeship and theapprenticeship program shall be operated as required underChapter 31, Title 12, Administrative Rules."

C. Non - discrimination and Affirmative Action

1) The Vocational Education Guidelines, in Section VII state inpart

...Recipients may not enter into agreements for the provisionof apprentice training with any labor union that discriminatesin its membership practices and/or its criteria for

participation in apprenticeship training.

2) BOR Policy

It is the policy of the University of Hawaii to complywith Federal and State laws which prohibit discrimination in

18

University programs and activities, including but notnecessarily --mited to the follming laws which cover studentsand applicants for admission to the University: Title VI ofthe Civil Rights Act of 1964 as amended (race, color, nationalorigin); Age Discrimination Act of 1975 (age); Titles VII andVIII of the Public Health Service Act as amended (sex); TitleIX of the Education Amendments of 1972 (sex, blindness,severely impaired vision); Section 504 of the RehabilitationAct of 1973 (physical or mental handicap); and to comply withFederal ad State laws which mandate affirmative action and/orprohibit discrimination in recruitment, hiring, training,promotion, and retention, including but not necessarilylimited to the follading laws which cover employees andapplicants for employment: Title VII of the Civil Rights Actof 1964 as amended (race, national origin, religion, sex,

pregnancy); Executive Order 11246 as amended (race, color,national origin, religion, sex); Equal Pay Act of 1963 asamended by Title IX of the Education Amendments of 1972 (sex);Age Discrimination in Employment Act of 1967 (ages 40-70);Section 402 of the Vietnam Era Veteran's ReadjustmentAssistance Act of 1974 (veteran's status); Section 503 and 504of the Rehabilitation Act of 1973 (physical or mental.

handicap); Hawaii Revised Statutes, Chapter 76, 78, 378 (race,sex, age, religion, color, ancestry, political affiliation,physical or mental handicap, marital status, arrest and courtrecord). The University strives to promote full realizationof equal opportunity through a positive, continuing program oneach campus. Accordingly, vocational education opportunitieswill be offered without regard to race, color, nationalorigin, sex or handicap. American citizens or immigrants withlimited English speaking skills will not be denied admissionto vocational education programs.

Offices designated to coordinate the campuses'

nondiscrimination and affirmative action programs are:

Rg Logiakis (Education, Title IX and Section 504 &related matters)

Peggy S. Hong (Employment matters)Office of the Chancellor for Community Colleges2327 Dole StreetHonolulu, Hawaii 96822Phone: 948-7471

Name of EEO/AA Coordinator*

Name of CollegeAddress of CollegeName of County and zip CodeOffice phone number of EEO/AA Coordinator

*If duties have been assigned to more than one person,identify all by name including role, e.g. Section 504Coordinator, Title IX Coordinator.

19

ROLE OF THE APPRENTICESHIP COORDINATOR

Coordination is one of the major responsibilities of theapprenticeship coordinator in the operation of the apprenticeshipprograms. Apprenticeship programs can succeed only when apprentices'activities, both in class and at work, are coordinated to assuremaximum learning.

Some of the roles and responsibilities of the apprenticeshipcoordinator are to:

. Assist in planning, organizing, administering and supervisingapprenticeship programs;

. Assist with promotional activities with the Federal and StateApprenticeship agencies and the Joint Apprenticeship Committeeof each trade, as requested;

. Assist instructors in the aevelopment of instructional

materials, courses of study, selection of textbooks, equipment,and supplies;

. Maintain close and harmonious working relationships with theFederal and State Apprenticeship Boards, management, and laborgroups;

. Develop and provide home study programs for trades;

. Attend Joint Apprenticeship Council meetings;

. Offer guidance and direction to apprentices;

. Advise apprentices during the registration process;

. Articulate apprenticeship offerings with related college creditofferings;

. Develop criteria and procedures to evaluate the effectiveness ofthe instruction;

. Plan and implement a staff development program forapprenticeship;

. Maintain appropriate records for apprentices;

. Provide skill upgrading instruction as requested by the provostsor dean of instruction;

. Assume other duties related to apprenticeship activities asrequested by the provost or dean of instruction.

-12- 20

Lgatarda5MISIBILILIZal

Apprenticeship programs must be operated in compliance withfederal, state, and local laws and regulations. Both the letter andthe spirit of existing laws and regulations must be followed.Apprenticeship coordinators or other individuals responsible for theoperation of apprenticeship programs should have an understanding ofthe laws and regulations that pertain to apprenticeship programs.

Listed in Appendices C and D are brief summaries of federal andstate laws, rules and regulations governing apprenticeship programs.The Apprenticeship Division, DLIR. State of Hawaii publishes a numberof documents which may be obtained by contacting the nearest Office ofthe Department of Labor and Industrial Relations of the State ofHawaii.

Apprenticeship coordinators should maintain contact with regionalrepresentatives of the State of Hawaii Department of Labor andIndustrial Relations (see Appendix B).

RELATM-INSTEENIQN

Responsibilities pertaining to related instruction are found inSection 372.6, Apprenticeship Law, Chapter 372, Hawaii RevisedStatutes, as indicated below!

Related instruction for apprentices, coordination of instructionwith job experiences and the selection and training of teachersan0 coordinators for instruction shall be the responsibility ofthe Department of Education or of the community college division,University of Hawaii (L.Sp. 1941, c. 23, s. 2; ILL., 1945, s.4143; am. L. 1955, c. 31, s. 1 (a); am.L. 1965, C. 138, s. 1;am.L., 1967.)

Related instruction provided by educational institutions usuallyincludes both job theory and trades principles with variations incontent to suit particular trades and apprentices' job situations.Generally the program includes instruction in applied mathematics,drafting, blueprint reading, shop layout, sketching, physics, andother applied sciences. Instruction is also given in labor and safetylaws, regulations and ordinances, industrial and public relations,health and safety concepts, and the use of tools, equipment, andmaterials related to the trade.

Instructional content for registered apprenticeship programs isusually developed cooperatively with the JATC. For trades without aJAM or non-registered apprentice programs, the related instructionis often developed in consultation with one or more of the following:

related trade instructor(s) or other resource persons oncampus

-13-

2.

other community college apprenticeship coordinators;

advisory committee(s);

. Apprenticeship Division, DLIR;

. Federal Bureau of Apprenticeship.

Related instruction should be based on a plan which assures thatthe theory in the classroan is taught just prior to or concurrentlywith the need to apply it in the actual work process wheneverpossible.

The training content should be based on a continuing analysis ofeach occupation, with provisions for forecasting changes which mayaffect the work of the trade. Since many activities and operationsare common to most trades, inter-trade cooperation should beinstituted to keep training content relevant.

New methods, materials, proCesses, and equipment should beintroduced into the training program as early as practicable.Similarly, instructional materials should be modern and teaching aidssuch as films, overhead projections, and programmed learning should beutilized. The use of trade literature as an adjunct to classroaninstruction should be required.

When teaching material is not available, the apprenticeshipcoordinator, in cooperation with others, should develop the necessarycourse content. In making decisions on course content, the canmitteeshould place a priority on the infofmation to be conveyed to theapprentices. A simple rule to follow in this connection is todetermine the importance of the material on the basis of:

essential information;

information that is desirable but not essential;

information that is merely good to know.

22-14-

123S=ELA21711EIM5112212201...1EAMLIBUREMIOL21122BAN

Procedure for the establishment of related instruction programs oncommunity college campuses include:

1. The Director of the Apprenticeship Division, DL1R notifies theChancellor for Community Colleges of the need or relatedinstruction in a particular trade, in writing.

2. The Chancellor selects the college for the placement of therelated instruction program.

3. The Provost notifies apprenticeship coordinator of the needfor related instruction.

4. The Apprenticeship Coordinator contacts the trade trainingcoordinator of that trade to select the appropriate textbooks,study materials and to select training facilities includingclassroans and shops.

APIREMICELHILEIZMETILMIXTMLEEMBIZS

Apprenticeship-related instruction programs are usually

established by the community colleges based on the number of

apprentices enrolled. in specific trades, as follows:

Regular Group Program:

New classes are established on a regularly scheduled basisfor 10 or more students enrolled in a specific trade wheneverpossible.

Modified Apprenticeship Class:

In establishing related instruction for a trade with fewerthan' 10 apprentices, the community colleges may establish acombined apprenticeship class, a modified home study class, orindividualized programs described below:

1. Combined AnorenticeshtR Class. Apprentices from severaltrades are grouped together in one class with one

instructor. In establishing such a class, theapprenticeship coordinator should endure that the tradetraining coordinators are in support of this action; theinstructor has a background in the technical aspects ofthe trades involved; and the textbooks and study

materials are highly structured.

2. Mod!fied Hose Study Class. Several apprentices enrolledin a specific trade receive a portion of their relatedinstruction in a structured environment and a portion of

-15- 23

it through home study under the guidance of a qualifiedinstructor. the apprenticeship coordinator should workclosely with the trade training coordinator to ensure theappropriateness of textbooks and study materials.

.Individualized Proaram:

For a trade with only a few apprentices,, the apprenticeshipcoordinator should normally follow the procedure described below:

Upon notification by the Apprenticeship Division, gam,that an apprentice has been indentured in a specifictrade, the apprenticeship coordinator should contact thetrade training coordinator of that trade to coordinatethe related instructional training that is to be offeredto the apprentice.

In cooperation with the trade training coordinator, theapprenticeship coordinator selects the appropriate booksand materials, develops a schedule for assignments andexaminations.

The apprenticeship coordinator may assign the apprenticesto join other apprentice classes for specific subjectssuch as math, blueprint reading, first aide and otherappropriate classes.

IIECQBDS AND RUMPS

Records:

Apprenticeship -coordinators and/or college registrars areresponsible for documenting and maintaining individualapprentices' records which include semester and cumulative hoursof related instruction, evaluations, and class registrations.

Since the Apprenticeship Division, MIR, maintains officialrecords on all apprentices regarding related instruction and workprocess hours, it requires all educational institutions involvedwith apprenticeship training to submit monthly attendance recordson each apprentice.

Reports:

A quarterly or semester report for each apprentice is

prepared by instructors involved with related instruction andrecorded in the apprentices files (an example report is found inAppendix F). A copy of the report is maintained in eachapprentice's file; a second copy is mailed to the trade-trainingcoordinator and the third copy is given to the apprentice.

-16- 24

LEFEEIfficamplaTIONS

Apprenticeship instructors are responsible for the evaluation ofeach apprentice's performance. These evaluations provide instructors,apprenticeship coordinators and trade-training coordinators with theopportunity to observe facets of apprentice's performance that shouldbe corrected or improved.

Evaluations are to be made regularly and systematically and shouldinclude, among other tnings:

dependability

cooperation

judgment

self-confidence

initiative

speed

accuracy

ability to learn

ability to get along with others

skills and knowledge acquired

PROGRAM MALUATION

Evaluation is the prerequisite to the improvement of

apprenticeship training programs. The evaluation process involvesclarifying program objectives, describing specific outcomes, selectingappropriate ways of summarizing and interpreting data, and utilizinginformation to improve related instruction. Only through continuoussystematic evaluation can the effectiveness of programs be determinedand sound changes be made.

The methods of measurement selected by the coordinator mustprovide the type of data needed to assess the attainment of all statedobjectives. The most commonly used techniques are self-appraisalscales and follow-up studies.

Self-appraisal scales enable the apprenticeship coordinators toassess their programs in order to achieve or approximate the optimumapprenticeship programs. The following are broad guidelines to aidthe apprenticeship coordinator:

. Program evaluation is a group endeavor and should includemembers of JATC.

-17-

Self-appraisal should be part of the evaluation program.

Evaluation data should serve as a basis for planning inneliatechanges and developing long- -range plans.

Follow-up studies of apprentices provide information on relevancyof their learning experiences under full-time employment conditions.Sane of the information a follow-up study can reveal includes:

The number of former apprentices who became employed in jobsfor which they were trained or in closely related jobs.

Working conditions encountered.

Competencies .. -wired on-the-job for which instruction had notbeen given.

Other specific training and education shown to be needed byfuture employees.

26

-18-

APPENDIX A

STANDARDS OF APPRENTICESHIPChapter 12-70-6

12-30-6 Standards of Aporenticeshin. An apprenticeship programshall be eligible for registration by the department if it conforms tothe following standards:

1) The program is an organized, written plan embodying the termsand conditions of employment, training, and supervision of oneor more apprentices in the apprenticeable occupation, andsubscribed to by a sponsor who has undertaken to carry out theapprentice training program;

2) The program standards contain the equal opportunity pledgeprescribed in section 12-31-3 (b), Administrative Rules, and,when applicable, an affirmative action plan and a selectionmethod in accordance with sections 12-31-4 and 12-31-6,Administrative Rules, and provisions concerning the following:

A) A statement of the trade or craft to be taught and therequired hours for completion of apprenticeship whichshall be not less than twelve months or two thousand hoursof reasonably continuous employment, consistent withtraining requirements as established by industry practice;

B) A statement of the number of hours or months to be spentby the apprentice in work on the job and an outline of thework processes in which the apprentice will receivesupervised work experience and training on the job, andthe allocation of the approximate time to be spent ins.eachmajor process;

C) A statement of the number of hours to be spent in

organized related instruction in technical subjectsrelated to the trade, approved by the state department ofeducation or by the community college system, Universityof Hawaii, which shall be not less than one hundred andforty-four hours per year and whether or not the requiredschool time shall be compensated; provided that the

department may, in the best interest of apprenticeship,reduce the number of hours of related instruction; whichinstruction may be given in a classroom through trade orindustrial courses, or by correspondence courses of

equivalent value, or other forms of self-study approved bythe department;

roy A statement that apprentices shall be not less thansixteen years of age;

-19- 27

E) A statement of the progressively increasing scale of wagesto be paid the apprentice consistent with the skillacquired, the entry wage to be not less than the minimumwage prescribed by the Federal Fair Labor Standards Act of1938, as amended, section 6 thereof, (29 U.S.C., section206), where applicable, unless a higher wage is requiredby other applicable federal or state law, administrativerules, or by bargaining agreement;

F) A provision for a probationary period reasonably relatedto the full apprenticeship term, with full credit givenfor such period toward completion of apprenticeship;

G1 A provision that during the period of probation, thedirector shall cancel an apprenticeship agreement at therequest in writing of any party thereto;

H) A provision that after the probationary period, thedirector may cancel an apprenticeship agreement:

i) Upon agreement of the parties thereto;

ii) At the request of the apprentice:

iii) Upon recommendation by the sponsor, for good cause,with due notice to the apprentice and a reasonableopportunity or corrective action; or

iv) For good cause on the director's awn motion aftergiving all parties notice and opportunity to beheard;

I) A provision that the services of the department may beutilized for consultation regarding the settlement ofdifferences arising out of the apprenticeship agreementwhere the differences cannot be adjusted by the parties orin accordance with the established trade procedure, andthat any such differences which cannot be amicably settledby the parties may be submitted to the director for finaldecision;

J) A provision for the numeric ratio of apprentice to

journeyworkers consistent with proper supervision,training, safety, and reasonable continuity of employment,and applicable provisions in collective bargainingagreements, in relation to which it is recommended that aratio of no more than one apprentice for each

journeyworker regularly employed by a participating

employer in each apprenticeable occupation be established;

28-20-

K) A provision or transfer of employer's training obligationwhen the employer is unable to fulfill the obligationunder the apprenticeship agreement, to another employerunder the same program with the consent of the apprenticeand apprenticeship committee or program sponsor, with fullcredit to the apprentice for satisfactory time andtraining earned;

14 A provision for minimum qualifications required by asponsor for persons entering the apprenticeship program;

N) A provision for granting of an advanced standing or creditfor previously acquired experience, training, or skillsfor all applicants equally, with commensurate wages forany progression step so granted;

N) A provision that the apprentice shall be provided wequateand safe equipment and facilities for training andsupervision and safety training on the job and in relatedinstruction, and that the employer shall ensure that theapprentice is trained in facilities and other environmentsthat are in compliance with federal and state occupationalsafety and health standards;

0) A provision for the placement of an apprentice under awritten apprenticeship agreement, which shall directly, orby reference, incorporate the standards of the program aspart of the agreement;

P) A provision for periodic review and evaluation of theapprentice's progress in job performance and in relatedinstruction by the program sponsor and the department, andthe maintenance of appropriate progress records;

Q) A provision for recognition of successful completion ofapprenticeship evidenced by an appropriate certificate;

R) Identification of the registration agency as

apprenticeship division, department of labor andindustrial relations;

S) Assurance of qualified training personnel and adegilatesupervision on the job;

'II A provision for the registration, cancellation, andderegistration of the program, and requirement for theprompt submission of any modification or revision thereto;

U) A provision for registration of apprenticeship agreementsand Levisions, notice to the department of persons whohave successfully completed apprenticeship programs, andnotice of cancellations and suspensions of apprenticeshipagreements and causes therefor;

-21- 29

V) A statement of the committee's organization and functions

when the program sponsor is a joint apprenticeshipcommittee;

W) The name and addLess of the appropriate authority underthe program to receive, process, and make disposition ofcomplaints; and

X) A provision that apprenticeship standards shall complywith federal and state laws, and rules pertaining toapprenticeship. (Eff. July 30, 1981] (Ruth: HRS 8372-3)

(Imp: NS S372-3)

-22-

30

Form AD-7

Rev.6/81

APPENDIX B

Hour Program

STRIE OF MahnDEPA OF TABOR NI INDUSTRIAL RELATIONS

APPRENTICEEMPEaVISION825 Mililani Street

Honolulu, Hawaii 96813

APPRENTICESHIP AGREEMENT

THIS AGREEMENT made and entered into this day of

, 19_, between(Firm or Apprenticeship Ccmmittee)

hereinafter referred to as the Sponsor, and

(Apprentice)

hereinafter referred to as the Apprentice, and,

(if a minor)(Parent or Guardian)

WITNESSETH:

WHEREAS, the Sponsor, the Apprentice and the Parent or Guardian, wherenecessary, desire to enter into an agreement of apprenticeship in

conformity with the State Apprenticeship Law and Administrative Rules ofthe Department of Labor and Industrial Relations;

NOW THEREFORE, in consideration of the premises and of the uatualcovenants herein contained, the parties hereby agree as follows:

1. That the Sponsor agrees to provide reasonably continuous employmentto the apprentice in the trade or craft ofas work is available and upon the terms and conditions contained in thestandards registered by the Sponsor with the Department of Labor andIndustrial Relations on the day of , 19 , and

hereby made a part of this agreement by reference.* Any revisions to thestandards are hereby made a part of this agreement with the same force andeffect as though written herein.

*A copy of the standards shall be given to all parties to this agreement.

-23- 31

2. That the Apprentice agrees to perform diligently and faithfully thework of said trade or craft during the period of apprenticeship, and complywith the training program contained in said standards.

3. That the Parent or Guardian, where necessary, agrees with theSponsor that the Apprentice will duly perform all obligations undertakenherein.

SIGNATURES (In ink)

Apprentice Sponsor (Chairperson, if JAC Program)

Street

City State Zip Code

Date of Birth

Date

Firm or Apprenticeship Canmittee

Street

Parent or Guardian City State Zip Code

,011,

PGREEMENT REGISTERED:

-24-

AdministratorApprenticeship Division

APPENDIX C

FEDERAL LAWS, RULES AND REGULATIONS

U.S. Department of Labor Employment Standards Administration, Wageand Hour Division, Child Labor Bulletin Vb. 101, Child LaborRequirements in Nonagricultural Occupations Under the Fair LaborEtandards Act:

Minimum Age Standards for _Nonagricultural Employment

16 -- RDAI0 MTMTMUM P1 FOR EMPLOYMENT. At 16 years of ageyouths may be employed in any occupation, other than anonagricultural occupation declared hazardous by theSecretary of Labor.

18 -- Minimum age for employment in nonagricultural occupationsdeclared hazardous by the Secretary of Labor.

. Bazardous Occupations Orders

The Fair Labor Standards Act provides a minimum age of 18 yearsfor any nonagricultural occupations which the Secretary ofLabor "shall find and by order declare" to be particularlyhazardous for 16 and 17-year-old persons, or detrimental totheir health and well-being. This minimum age applies evenwhen the minor is employed by the parent or person standing inplace of the parent.

. Exemptions from Hazardous Occupations Orders

Hazardous Occupations Orders under the Fair Labor Standards Act

contain exemptions for 16 and 17-year-old apprentices andstudent-learners provided they are employed under the followingconditions:

Apprentices: (1) The apprentice is employed in a craftrecognized as an apprenticeable trade; (2) the work of the

apprentice in the occupations declared particularlyhazardous is incidental to his training; (3) such work isintermittent and for short periods of time and is under thedirect and close supervision of a journeyman as a necessarypart of such apprentice training; and (4) the apprentice isregistered by the Bureau of Apprenticeship and Training ofthe U.S. Department of Labor as employed in accordance withthe standards established by that Bureau, or is registeredby a State agency as employed in accordance with thestndards of the State apprenticeship agency recognized bythe Bureau of Apprenticeship and Training, or is employedunder a written apprenticeship agreement and conditionswhich are found by the Secretary of Labor to conformsubstantially with such Federal or State standards.

-25-

33

. aubminimmjiaggauisions

Learners, apprentices, and handicapped workers may. under

certain circumstances, be paid less than the minimum wage, aswell as full-time students in retail or service establishments,agriculture, or institutions of higher education. Specialcertificates issued by the Wage and Hour Administrator must beobtained by employers wishing to use these provisions.

Equal Pay Provisions

The equal pay provisions of the FLSA prohibit wagedifferentials based on sex, between men and women empaoyed inthe same establishment on jobs that require equal skill, effortand responsibility and which are performed under similar

working conditions.

-26-

APPENDIX D

STATE OF HAWAII LAWS. RULES AND REGULATIONS

Section 387-2 Minimum Wages

After June 30, 1975. every employer, except as provided in Section387-9 and this paragraph, shall pay to each employee employed by himwages at the rate of not less than $2.40 per hour. Except as providein-Section 387m9__andthis oaraarath. every emplover shall pay to eachemployee employed by him wages at the rate of not less than: S2_65

.relfour beginning Allay.-1,__19211:$22rbeninnirg_AILLIY1,2979: $3.10 per hour beginnina July 1. 19801 and $3.35 per hour

The hourly wage of a tipped employee may bedeemed to be increased on account of tips if the employee is paid notless than twenty cents below the applicable minimum wage by hisemployer and the combined amount he receives from his employer and intips is at least fifty cents more than the applicable minimum wage.

Section 387-3 maximum Hours

No employer shall, except as otherwise provided in this section,employ any employee for a work week longer than forty hours unless theemployee receives overtime compensation for his employment in excessof the hours above specified at a rate not less than one and one-halftimes the regular rate at which he is employed.

Section 387-4 Wage Discrimination Prohibited

No employer shall discriminate in any way in the payment of wagesas between persons of different races or religions or as between thesexes; provided, that nothing herein shall prohibit a variation ofrates of pay for employees engaged in the same classification of workbased upon a difference in seniority, length of service, substantialdifference in duties or services performed, difference in the Shift ortime of day worked, or hours of work; and provided that an employerwho is paying a wage rate differential in violation of this sectionshall not, in order to comply with this section, reduce the wage rateof any employee.

Section 387-9 Special Minimum Wages for Learners; Apprentices;

Full-Time Students; Paroled Wards of _Hawaii_ Youth Correctional

Eagility; Handicamed Workers

Not withstanding the provisions of section 387-2. the director mayby rules provide for the employment: (1) of learners, of apprentices,of part-time employees who are full-time students attending public orprivate schools other than colleges, universities, business schools,or technical schools, and of wards paroled from the Hawaii youthcorrectional facility, under special certificates issued by thedirector, at such wages lower than the applicable minimum wage andsubject to such limitations as to time, number, proportion, and lengthof service as the director shall prescribe.

-27-3 5'

.1

APPENDIX E

OFFICES OF THE STATE OF HAWAIIDEPARTMENT OF LABOR AND IICUSTRIAL RELATIONS

Administrator, Apprenticeship DivisionDepartment of Labor and Industrial Relations888 Nililani Street, Roam 401Honolulu, Hawaii 96813

District RepresentativeDepartment of Labor and Industrial RelationsState Building75"Aupuni StreetHilo, Hawaii 96720

District RepresentativeDepartment of Labor and Industrial RelationsState Building54 High StreetWailuku, Maui, Hawaii 96793

District RepresentativeDepartment of Labor and Industrial RelationsState Building3060 Eiwa StreetLihue, Kauai, Hawaii 96788

-28--

36

APPENDIX F

HONCLULU COMIUNITY WU= sitamErs QUARTERLY REPORT

YEAR_ QUARTER

NAME SUBJECT

(Last) (First) (Middle)

CODE: A=VERY GCOD BrzABOVE AVERAGE C---AVERAGE D=BE LCYR AVERAGE F=FAILURE

[Circle grade on line (s) indicated below)

QUARTER GRADE: AB CD F INC. ECM ATI`ENDED(Possible 40)

ATTITUDE: [Circle one]

Examita ABOVE AVERAGE AMAZE BMW AVERAGE POOR

COMMENT'S:

Instructor's Signature Date

37-29-

APPOW G

APPRENTICE WPGEr-RATES

1HE ATIAQIED SCHEDULE OF WAGE RATES IS RECOGNIZED

BY THE DIREC1OR OF LABOR & MISTRIAL RELATIONS 70 BE

PREVAILING ON PUBLIC CONSTRUCTION WORK FOR THE PURPOSES

OF CHAPTER 104, HAWAII REVISED STATUTES.

QUESTIONS ON THIS SCHEDULE MAY BE REFERRED TO THE

RESEARCH & STATISTICS OFFICE AT 548-4065. THE NEXT

REGULAR sannurz WILL BE ISSUED ON OR ABOUT MAY.

COMPILED FOR

THE APPRENTICESHIP WORKSHOP

at

HONOLULU commuNrry COLLEGE

APRIL 16, 1983

-30- 38

APPREMICE SCHEDULE

The apprentice prevailing minimum wage rate is the full fringe benefitsfurnished plus the applicable percentage of the journeyman's basic hourlyrate.* Apprentices must be registered with the State Department of Labor andIndustrial Relations.

__gait __Idetyal 1st 2nd 31.1 Adh 5th 6th_muL Dth 1th

Asbestos Worker 2000 hrs.

Boilermaker 1/ 6 monthsBricklayer 1000 hrs.Carpenter 1000 hrs.Cement Finisher 2/ 1000 hrs.Cement Finisher 3/ 1000 hrs.

Construction 1000 hrs.

Equipment Operator A/Electrician 1000 hrs.

(Wire Installer)

Electrician 1000 hrs.

(Line Installer)Floor Layer 1000 hrs.

(carpet, linoleum and softGlazier 1000 hrs.Grading & Paving 1000 hrs.

Equipment OperatorHeavy Duty 1000 hrs.

Repairer & Welder (5th &Operat

60% 70% 80% 90%

60% 65% 70% 75% 80% 85% 90% 95%

55% 65% 70% 80% 85% 95%

60% 65% 70% 75% 80% 85% 90% 95%

55% 65% 75% 90%55% 65% 70% 80% 85% 95%60% 67% 74% 82%

55% 60% 65% 70% 75% 80% 85% 90%

60% 65% 70% 75% 80% 85% 90%

50% 55% 70% 75% 80% 85%

tile)

55% 60% 70% 75% 80% 85% 90% 95%

60% 67% 74% 82%

60% 67% 74% 82%6th step received applicable rate of Equipmentor Group 6)

Ironworker 1000 hrs. 50% 55% 60% 70% 80% 90%

(Reinforcing & Structural) 5/Lather 500 hrs. 55% 60%

1000 hrs. 70% 75% 80% 85% 90%

Painter 1000 hrs. 45% 55% 65% 75% 80% 85%

Piledriver 1000 hrs. 60% 67% 74% 82%

Operator

Plasterer 1000 hrs. 55% 60% 65% 70% 75% 80% 85% 90%

Plumber .6/ 1000 hrs. 35% 40% 45% 50% 55% 60% 68% 75% 83% 90%

Refrigeration 1000 hrs. 35% 40% 45% 50% 55% 60% 68% 75% 83% 90%

(Pipefitter) .6/

Roofer 2/ 700 hrs. 70% 75% 80% 85% 90% 95%

Roofer B/ 700 hrs. 50% 58% 66% 74% 82% 90%

Pheetmetal Worker 1000 hrs. 45% 50% 55% 60% 65% 70% 75% 80% 85% 90%

Steel Erection 1000 hrs. 60% 67% 74% 82%

Equipment OperatorStonemason 1000 hrs. 70% 75% 80% 85% 90% 95%

Tile Setter 1000 hrs. 60%(ceramic)

70% 75% 80% 85% 90%

Universal 1000 hrs. 60% 61% 74% 82%

Equipment Operator

--31-

.

*Effective August 1, 1981, contributions for only painter apprenticeswill be: Health and Welfare Fund - $.84 per hour. Vacation Fund -$2.00 per hour, Annuity Fund - $1.75 per hour, and ApprenticeshipTraining - $.10 per hour.

1/ A minimum of 750 hours of on-the-job training is required toqualify for each six-month pay increment.

2/ This apprentice schedule shall apply to apprentices indentured orreinstated prior to January 1, 1978.

/ This apprentice schedule shall apply to apprentices indentured orreinstated on or after January 1, 1978.

.4.1 This schedule affects apprentices indentured or reinstated on orafter February 25, 1978.

5/ Apprentices indentured or reinstated prior to December 10, 1977,shall follow the percentage wage schedule in effect at the ti oftheir registration or reinstatement.

Si This schedule affects apprentices indentured or reinstated on orafter August 15, 1976. Apprentices indentured prior to August 15,1976, shall folly./ the percentage schedule in effect at the time oftheir registration or reinstatement.

1! Apprentices indentured or reinstated prior to May 1, 1976, shallfollow the percentage wage schedule in effect at the time of theirregistration or reinstatement.

D./ Apprentices indentured or reinstated on or after May 1, 1976, shallfollow the percentage wage schedule in effect at the time of theirregistration or reinstatement.

BULLETIN R). 363 - February 15, 1983

Fringe Benefit Hourly Rate

Classificatiqn

StartingHourly

Total_

Health& Paid Appren.

Welfare___Pension__Saoation___Trno._____

Asbestos Worker

__Rate

*8.77 $6.71 $1.65 $3.50 $1.50 $.06

Carpenter 9.21 5.35 1.62 2.62 1.00 .11

Cement Finigher 7.80 5.45 1.45 3.00 .80 .20

Drywall Installer 9.36 5.29 1.62 2.62 1.00 .05

Electrician 7.95 8.53 1.99 4.31 1.68 .55

Floor Layer 7.60 5.30 1.00 2.50 1.40 .40

Glazier 7.35 5.10 1.45 2.01 1.49 .15

Ironworker 7.38 5.97 1.25 2.60 2.00 .12

Mason 7.83 5.55 1.45 3.10 .80 .20

Painter 6.77 5.94 .84 3.00 2.00 .10

Plasterer 6.91 4.18 1.17 1.80 1.00 .21

Plumber 5.25 6.12 1.27 2.50 2.25 .10

Roofer 7.35 4.50 1.30 2.00 1.00 .20

Sheetmetal Worker 6.41 7.15 2.13 3.12 1.45 .45

Tile Setter 8.54 5.55 1.45 3.10 .80 .20

SELECrED REFERENMS

1. California State Department of Education, Arprenticeship Hanabookfor Educators. Bureau of Publications, California StateDepartment of Education, 1974.

2. Hawaii, State of, Arvrenticeship Digest for Selected Occupations,June, 1978.

3. Hawaii, State of, ADSOnticeship Law, Apprenticeship Division,Department of Labor and Industrial Relations, June 1, 1967.

4. Hawaii, State of, Apprenticeabla Occupational Brief, Research andStatistics Office, Honolulu, Hawaii, June, 1975.

5. U.S. Government, Volume 1, An Optimum Training System in

Apprentiga&le=gationa, U.S. Department of Labor, ManpowerAdministration, 1970.

6. U.S. Gcvernment, Apprenticeship Training, U.S. Department ofLabor, Bureau of Apprenticeship.

7. U.S. Government, AIL Crtimum Training System in ArprenticeableOccupations, U.S. Department of Labor, Washington, D.C., 1970.

8. U.S. Government, Comprehensive Employment and Training Act of2973, Bureau of Apprenticeship and Training, ManpowerAdministration, U.S. Department of Labor, Washington, D.C., June,1974.

9. U.S. Government, How to TrainWorkers on thels22, U.S. Departmentof Labor, Washington, D.C., 1966.

10. U.S. Government, Ilia111, U.S.

Department of Labor, Employment and Training Administration,Washington, Dx., 1976.

11. Western Apprenticeship Coordinators Association, Arizona Chapter,Toward the Successful hppreni-iceship Coordinator, U.S. Departmentof Labor, 1975.

DIRECTORY OF MIME CCORDINATUPS

Trades:

BRICKLAYER MASON

CARPENTER

CEMENT FINISHER

CERAMIC TILE

COMMUNITY ANTENNAConstruction LinemanMaintenance TechnicianService InstallerService Technician

DRYWALL

IMECTRICIAN

Training Cosjdinators:

Henry Tavares, Director of TrainingMasons Union2251 North School StreetHonolulu, HI 96819Ph: 845-5949

Hitoshi Aoyagi, Training Coordinator

Stanley Ito, Director of TrainingHawaii Carpenters Training Office1'11 Houghtailing Street, Pm. 202

HI 96817Ph: 848-0794

Wayne Kishida, Training Coordinator

Henry Tavares, Director of TrainingMasons Union2251 North School StreetHonolulu, HI 96819Ph: 845-5949

Noboru Okahara, Training Coordinator

Henry Tavares, Director of TrainingMasons Union2251 North Sclol StreetHonolulu, HI 96819Ph: 845-5949

George Hall, Training Coordinator1935 Hau Street, Rm. 301Honolulu, HI 96819Ph: 847-0629

Stanley Ito, Director of TrainingHawaii Carpenters Training Office1311 Houghtailing Street, Rm. 202Honolulu, HI 96817Ph: 848-0794

Wayne Kishida, Training Coordinator

Gordon Yahui, Training Coordinator

1935 Hau Street, Rm. 301Honolulu, HI 96819Ph: 847-0629

-35-

43

FLOOR LAYER

GLAZIER

HEAT & FROST ASBESTOS

INSULATOR

HOTEL WORKERSDinner CookPastry CookBuilding Maintenance

Repairer

IRDWORKERFabricator

IRONWORKERReinforcingStructural

LAVER

HILLMAN (WOOLWORKII0

Warren Nakata, Training Coordinator

Carpet, Linoleum & Soft Tile Layers,Local 1926

1001 Dillingham Blvd., Rm. 217Honolulu, HI 96817Ph: 845-9077

Benjamin Iwasaki, Training CoordinatorGlaziers & Glass Workers, Local 18891001 Dillingham Blvd., Rm. 317Honolulu, HI 96817Ph: 847-1758

Leonard Sebresos, Training CoordinatorInel. Assn. of Heat & Frost Insulators& Asbestos Workers

707 Alakea Street, Rm. 206Honolulu, HI 96813Ph: 521-6405

Julina Lung, Training Coordinator

Hawaii Hotel. & Restaurant IndustryEmployment & Training Trust

715 S. King Street, Suite 200Honolulu, HI 96 813

Ph: 531-0544

Jeffrey Lane, Training CoordinatorIronworkers Union, Local 8031553 Colburn Street, Rm. 204Honolulu, HI 96817Ph: 845-9318

Edison Keomaka, Training CoordinatorIronworkers Union, Local 6252815 Ualena StreetHonolulu, HI 96819Ph: 836-1848

Stanley Ito, Director of TrainingHawaii Carpenters Training Office1311 Houghtailing Street, Rm. 202Honolulu, HI 96817Ph! 848-0794

Stanley Ito, Director of TrainingHawaii Carpenters Training Office1311 Houghtailing Street, Rm. 202Honolulu, HI 96817Ph: 848-0794

-36-4

OMAN= ENGINEERConstruction Equipment

OperatorHeavy Duty Repairman &Welder

PAINTER

PLASTERER

PLUMBER

REFRIGERATION & AIRCONDITIONING

ROOFER

SHEET METAL WORM

Francis Borges, Assistant AdministratorOperating Engineers, Local 31432 Middle Street, RIM 103Honolulu, HI 96819Ph: 847-5523

Allan Souza, Training Coordinator

Joseph Ferrara, Training CoordinatorPainters Union, Local 17912305 So. Beretania St., Rm. 201Honolulu, HI 96826Ph: 941-0991

Henry Tavares, Director of TrainingMasons Union2251 N. School StreetHonolulu, HI 96819Ph: 845-5949

Alfred K. Kailihiwa, TrainingCoordinator

Hideo Nozawa, Training Coordinator

2959-A, Roapaka StreetHonolulu, HI 96819Ph: 836-1107

Derek Oshiro, Asst. TrainingCoordinator

Hideo Nozawa, Training Coordinator

2959-A, Koapaka StreetHonolulu, HI 96819Ph: 836-1107

Derek °Shiro, Asst. Training

Coordinator

Mariano Ponsiano, Training Coordinator

Roofers Unic,I, Local 221908 Bannister Street, Rm. 202(P.O. Box 17249)

Honolulu, HI 96817Ph: 847-5757

John Hashimoto, Training Coordinator1405 N. King Street, Rm. 404Honolulu, HI 96817Ph: 841-6106

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TAPER

For further information:

CITY & COUNTY OP HONOLULU

John Montrone, Business Manager

Painter. Union2305 So. Beretania St., Rm. 201Honolulu, HI 96826Ph: 941-0991

Joseph Bazemore, Training Coordinator

Almon Ah Cook, ChiefPersonnel Development & Training Div.Department of Civil ServiceCity Hall AnnexHonolulu, HI 96813Ph: 523-4934

James Hirsch, Assistant Chief

HAWAIIAN ELECTRIC Steve KealchaPersonnel SpecialistP.O. Box 2750Honolulu, HI 96840Ph: 548-7764

HONOLULU COMMUNITY COLLEGE Kazukiyo Kuboyama, CoordinatorOrville Mun, CoordinatorApprenticeship Office874 Dillingham Blvd.Honolulu, HI 96817Ph: 845-9245

MTL, INC. John Chong, ChairmanMTL Joint Apprenticeship Committee99-999 Iwaena Street&tea, HI 96701Ph: 487-1577

MULTI -TRADEs SERVICE CENTER Allan Los Banos1065 Ahua StreetHonolulu, HI 96819Ph: 833-1681

PEARL HARBOR NAVAL SHIPYARD Lloyd ChongApprentice SchoolPHNSY Box 400Pearl Harbor, HI 96860Ph: 474-6147, 471-8229

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SUM' APPRENTICESHIP DIVISION Tbshio Hagiwara, AdministratorDepartment of Labor & Industrial

RelationsApprenticeship Division830 Punchbowl Street, Rm. 202Honolulu, HI 96813Ph: 548-2520

BUREAU Cr APPRENTICESHIP &1RAINIM

Apprenticeship & Job fraining$pecialists:

Elmer HamanoStanley HondaDean Matsumura

Eugene Pierce, State Director

U.S. Department of Labor300 Ala Moana Blvd., Pm. 5113Honolulu, HI 96813Ph: 546-7569

Mailing; P.O. Box 50203Honolulu, HI 96850

David BobackApprenticeship Representative

47-39-

INN® CLEARINGHOUSE FORJUNIOR COLLEGES

UNIVERSITY OF CALIFORNIA

FEB 1 0 1984

8118 MathSclences Buildingkcis Angeles, California 90024