(a) Hispanic or Latino - An individual of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.
(b) Not Hispanic or Latino.
(11) “Genetic informationˮ means any of the following:
(a) An individual's genetic tests.
(b) The genetic tests of an individual's family members.
(c) The manifestation of disease or disorder in family members of an individual.
(d) An individual's request for, or receipt of, genetic services, or participation in clinical research that includes genetic services by an individual or a family member of an individual.
(e) The genetic information of a fetus carried by an individual or by a pregnant woman who is a family member of the individual and the genetic information of any embryo legally held by the individual or family member using an assisted reproductive technology.
(f) Genetic information does not include information about the sex or age of an individual, the sex or age of family members, or information about the race or ethnicity of an individual or family members, or information about the race or ethnicity of an individual or family members that is not derived from a genetic test.
(12) “Individual with a disabilityˮ means any of the following:
(a)
An individual who has a physical or mental impairment that substantially limits one or more major life activities or limits the capacity to work. (b)
An individual who has a record of such impairment. (c)
An individual who is perceived as having such an impairment. (13) “Journeyworkerˮ means an individual 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.
(14) “Major life activitiesˮ includes caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communication, interacting with others, and working. A major life activity also includes the operation of a major bodily function, including functions of the immune system, special sense organs and skin; normal cell growth, and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions. The operation of a major bodily function includes the operation of an individual organ within a body system.
(15) “Physical or mental impairmentˮ means any of the following:
(a) Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more body systems, such as neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin, and endocrine.
(b) Any mental or psychological disorder, such as intellectual disability, organic brain syndrome, emotional or mental illness, and specific learning disabilities.
(16) “Pre-apprenticeship programˮ means a training model designed to assist individuals who do not possess the minimum selection criteria established in a program sponsor's apprenticeship standards, as required under this chapter; and, which maintains at least one documented partnership with an apprenticeship program. It involves a form of structured workplace education and training in which an employer, employer group, industry association, labor union, community-based organization, or educational institution collaborates to provide formal instruction that introduces participants to the competencies, skills, and materials used in one or more apprenticeable occupations.
(17) “Qualified applicant or apprenticeˮ means an individual who, with or without reasonable accommodation, can perform the duties of the apprenticeship program for which the individual applied or is enrolled.
(18) “Reasonable accommodationˮ means any of the following:
(a) Modifications or adjustments to a job application process that enable a qualified applicant or apprentice with a disability to be considered for the position a qualified applicant or apprentice desires.
(b) Modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified applicant or apprentice with a disability to perform the duties of that position.
(c) Modifications or adjustments that enable a sponsor's apprentice with a disability to enjoy equal benefits and privileges of apprenticeship as are enjoyed by its other similarly situated apprentices without disabilities.
Note: Examples of reasonable accommodations include:
1. Making existing facilities used by apprentices readily accessible to and usable by individuals with disabilities.
2. Job restructuring; part-time or modified work schedule; reassignment to a vacant position; acquisition or modification of equipment or devices; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters; and other similar accommodations for individuals with disabilities.
3. To determine the appropriate reasonable accommodation, it may be necessary for the sponsor to initiate an informal, interactive process with the qualified individual in need of the accommodation. This process should identify the precise limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations.
(19) “Registeredˮ or "Registrationˮ means the approval of an apprenticeship program by the department.
(20) “Respondentˮ means the individual or entity identified in a complaint in which discrimination is alleged.
(21) “Sponsorˮ has the meaning prescribed under s. 106.001 (8), Stats. (22) “UGESPˮ means the Uniform Guidelines on Employee Selection Procedures under 41 CFR 60.3. (23) “Wisconsin equal rights divisionˮ means the division of equal rights within the department.
DWD 296.03 Equal opportunity standards applicable to all sponsors. (1) Discrimination prohibited. A sponsor of a registered apprenticeship program shall not discriminate against an apprentice or applicant for apprenticeship on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability as it relates to any of the following:
(a) Recruitment, outreach, and selection process.
(b) Hiring, placement, upgrading, periodic advancement, promotion, demotion, transfer, layoff, termination, right of return from layoff, and rehiring.
(c) Rotation among work processes.
(d) Imposition of penalties or other disciplinary action.
(e) Rates of pay or any other form of compensation or changes in compensation.
(f) Conditions of work.
(g) Hours of work and hours of training provided.
(h) Job assignments.
(i) Leaves of absence, sick leave, or any other leave.
(j) Any other benefit, term, condition, or privilege associated with apprenticeship.
(2) General duty to engage in affirmative action. A sponsor of a registered apprenticeship program shall take affirmative steps to provide equal opportunity in apprenticeship that shall include all of the following:
(a) Assignment of responsibility. A sponsor shall designate an individual with appropriate authority in the registered apprenticeship program, to act as an apprenticeship coordinator that is responsible for and accountable for overseeing the registered apprenticeship program's commitment to equal opportunity, including the development and implementation of an affirmative action program under s. DWD 296.04. A sponsor shall provide resources, support and access to leadership to ensure effective implementation. The individual designated under this section shall be responsible for all of the following: 1. Monitoring all registered apprenticeship activity to ensure compliance with the nondiscrimination and affirmative action obligations required in this chapter.
2. Maintaining records required in this section.
3. Generating and submitting reports as required by the department.
(b) Internal dissemination of equal opportunity policy. A sponsor shall inform all applicants for apprenticeship, apprentices, and individuals connected with the administration or operation of the registered apprenticeship program of its commitment to equal opportunity and affirmative action obligations. In addition, a sponsor shall require that individuals connected with the administration or operation of the apprenticeship program take the necessary action to aid the sponsor in meeting its nondiscrimination and affirmative action obligations under this section. A sponsor shall do all of the following:
1. Publish the equal opportunity pledge prescribed under sub. (3) in its standards of apprenticeship required in s. DWD 295.02 and in apprentice and employee handbooks, policy manuals, newsletters, or other documents circulated by the sponsor that describe the nature of the sponsorship. 2. Post the equal opportunity pledge required in sub. (3) on bulletin boards, including through electronic media, or any other location accessible to all apprentices and applicants for apprenticeship.
3. Conduct orientation and periodic information sessions for individuals connected with the administration or operation of the registered apprenticeship program, including all apprentices and journeyworkers who regularly work with apprentices, to inform and remind individuals of the sponsor's equal employment opportunity policy in the apprenticeship program and provide anti-harassment training required in par. (d) 1.
4. Maintain records necessary to demonstrate compliance with the requirements under this section and provide a copy of these records as requested by the department.
(c) Universal outreach and recruitment. A sponsor shall implement all of the following measures to ensure the outreach and recruitment efforts for apprentices extend to all individuals available for apprenticeship within the sponsor's relevant recruitment area without regard to race, sex, ethnicity, or disability:
1. Develop and update on an annual basis, a list of current recruitment sources that generate referrals from all demographic groups within the relevant recruitment area.
Note: Examples of relevant recruitment sources include: local workforce investment boards and job centers, community-based organizations, community colleges, vocational, career and technical schools, pre-apprenticeship programs, and federally-funded, youth job-training programs.
2. Provide the name, mailing address, telephone number, and email address for each recruitment source.
3. Provide recruitment sources advance notice, preferably 30 days, of apprenticeship openings to allow recruitment sources the opportunity to notify and refer candidates. This notice shall include documentation of the sponsor's equal opportunity pledge prescribed under sub. (3).
(d) Maintaining apprenticeship programs free from harassment, intimidation and retaliation. A sponsor shall develop and implement procedures to ensure apprentices are not harassed because of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability and ensure the registered apprenticeship program is free from intimidation and retaliation as prescribed in s. DWD 296.17. A sponsor shall promote an environment in which all apprentices feel safe, welcomed, and treated fairly and ensure all of the following steps are taken: 1. Provide anti-harassment training to all individuals connected with the administration or operation of the registered apprenticeship program, including all apprentices and journeyworkers who regularly work with apprentices. Training shall include participation by trainees and may include attending a training session in person or completing an interactive training online. The training content shall include all of the following:
a. That harassing conduct shall 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.
c. The right to file a harassment complaint as prescribed under s. DWD 296.14. 2. Ensure all facilities and apprenticeship activities are available without regard to race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability, except that if a sponsor provides restrooms or changing facilities, a sponsor shall provide access to separate or single user restrooms and changing facilities to assure privacy between sexes.
3. Establish and implement procedures to handle and resolve complaints about harassment and intimidation on the basis of race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability, and complaints about retaliation for engaging in protected activity under s. DWD 296.17. (e) Compliance with federal and state equal employment opportunity laws. A sponsor shall comply with all applicable federal and state laws and regulations that require equal employment opportunity without regard to race, color, religion, national origin, sex, sexual orientation, age (40 or older), genetic information, or disability. Failure to comply with this chapter, if related to the equal employment opportunity of apprentices or graduates of an apprenticeship program, may result in deregistration or other enforcement actions prescribed under s. DWD 296.15. (3) Equal opportunity pledge. A sponsor of a registered apprenticeship program shall include in its standards of apprenticeship and any apprenticeship opportunity announcements, the following equal opportunity pledge:
“[Enter name of sponsor] shall not discriminate against apprenticeship applicants or apprentices 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. [Enter name of sponsor] shall take affirmative action to provide equal opportunity in apprenticeship and operate the apprenticeship program as required under 29 CFR part 30, and the equal employment opportunity rules of the state of Wisconsin." (4) Compliance. (a) A sponsor of a registered apprenticeship program shall comply with the obligations of this subsection within 180 days of January 18, 2019.
(b) A sponsor registering an apprenticeship program after January 18, 2019 shall comply with the obligations under this subsection upon registration or 180 days after January 18, 2019, whichever is later.
(5) Notice on filing a complaint. A sponsor shall provide written notice as prescribed under s. DWD 296.14 to all applicants and apprentices on how to file a discrimination complaint. DWD 296.04 Affirmative action program. (1) Adoption of an affirmative action program. (a) A sponsor of a registered apprenticeship program shall develop and maintain an affirmative action program in a written plan, unless any of the following apply:
1. A sponsor provides satisfactory evidence of compliance with an equal opportunity program providing for affirmative action in apprenticeship as prescribed in 29 CFR 30.4 (d) (2). 2. The registered apprenticeship program has fewer than five apprentices, unless such program was adopted to circumvent the requirements of this paragraph.
(b) The components of a written plan shall be developed in accordance with the respective compliance dates and made available to the department upon request.
(2) Contents of an affirmative action program. An affirmative action program under sub. (1) shall include all of the following:
(a) Utilization analysis for race, sex, and ethnicity as prescribed under s. DWD 296.05. (b) Establishment of utilization goals for race, sex, and ethnicity as prescribed under s. DWD 296.06. (c) Utilization goals for individuals with disabilities as prescribed under s. DWD 296.07. (d) Targeted outreach, recruitment, and retention as prescribed under s. DWD 296.08. (e) Review of personnel processes as prescribed under s. DWD 296.09. (f) Invitations to self-identify as prescribed under s. DWD 296.11. (3) Written affirmative action plans. (a) A sponsor that is required to adopt an affirmative action program under sub. (1), shall create and update a written affirmative action plan memorializing and discussing the contents of the program identified under sub. (2).
(b) The initial written affirmative action plan for registered apprenticeship programs existing as of January 18, 2018, shall be completed within 2 years of January 18, 2018. The written affirmative action plan shall be updated every time the sponsor completes workforce analysis required under ss. DWD 296.05 (2) and DWD 296.07 (2). (c) The initial written affirmative action plan for apprenticeship programs registered after January 18, 2018 shall be completed within 2 years of registration. The written affirmative action plan shall be updated every time the sponsor completes workforce analysis required under ss. DWD 296.05 (2) and DWD 296.07 (2). DWD 296.05 Utilization analysis for race, sex, and ethnicity. (1) Utilization analysis. A utilization analysis provides sponsors with a method for assessing whether possible barriers to apprenticeship exist for particular groups of individuals by determining whether the race, sex, and ethnicity of apprentices in a sponsor's registered apprenticeship program is reflective of individuals available for apprenticeship by race, sex, and ethnicity in the relevant recruitment area. Where significant disparity exists between availability and representation, a sponsor shall be required to establish a utilization goal under s. DWD 296.06.
