Apprenticeship Retention Clause Samples
The Apprenticeship Retention clause establishes the terms under which an apprentice remains with an employer for a specified period after completing their apprenticeship. Typically, this clause outlines the minimum duration of continued employment expected, any conditions that may affect retention (such as satisfactory performance or business needs), and potential consequences if either party wishes to end the employment early. Its core practical function is to provide stability for both the employer, who has invested in training, and the apprentice, who gains continued employment, thereby protecting the interests of both parties and ensuring a return on investment in workforce development.
Apprenticeship Retention. The following Apprentice Retention Plan shall be followed:
A. In the dispatch request to Signatory Unions or BOLI approved training programs (collectively, “Dispatcher”), Employer shall indicate the apprentice request is for the ”Project” and reference this Agreement. Employers are encouraged to utilize a dispatch form or other written means and retain a file copy. If no apprentices are available Employer must obtain written confirmation and periodically re-check for availability.
B. After apprentice has started work on the Project, Employer shall provide feedback to Dispatcher as to performance of apprentice (both positive and negative feedback). It is also important that the direct supervisor indicate areas where apprentice is excelling and areas for needed improvement.
C. If apprentice is not meeting the expected needs of the Employer, direct supervisor shall inform Contractor, Dispatcher, and apprentice of needed areas for improvement. Employers should match expectation of apprentice performance with the stage of apprenticeship and their path to journey level worker.
D. Employer to take into consideration that one intent of this Agreement is to provide for training and development of apprentices in the building trades. Therefore, an Employer should provide a newly dispatched apprentice a minimum “mentoring” period of three working-days in an effort to teach and seek improvement in the apprentice’s needed areas of work development.
E. Following the above 3-day mentoring period, Employer shall inform Contractor and Dispatcher that apprentice has either improved and will be retained, or is not improving and will need to be replaced.
F. If apprentice is removed from employment, Employer shall debrief apprentice and Dispatcher of needed areas of improvement with the goal of providing the necessary feedback that allows Dispatcher and apprentice to continue worker’s development of the skills on the path to journey level competency.
G. Employer’s hiring supervisor shall inform Contractor if apprentice was relieved of duties and what follow up action is planned (request for new apprentice, etc.).
Apprenticeship Retention. The following Apprentice Retention Plan shall be followed:
A. In the dispatch request to Signatory Unions or BOLi approved training programs (collectively, "Dispatcher"), Employer shall indicate the apprentice request is for the Multnomah County Health Department Headquarters project and· reference this Agreement. Employers are encouraged to utilize a dispatch form or other written means and retain a file copy. If no apprentices are available Employer must obtain written confirmation and periodically re-check for availability.
B. After apprentice has started work on the Project, Employer shall provide feedback to Dispatcher as to performance of apprentice (both positive and negative feedback). It is also important that the direct supervisor indicate areas where apprentice is excelling and areas for needed improvement.